Managing People in Health and Social Care: Recruitment, Training, Performance Management, and Diversity Strategies

Managing People in
Health and Social Care

Contents
INTRODUCTION...........................................................................................................................3
1. Interpret recruitment and selection processes involved in health and social care.......................3
Factors involved in the planning of recruitment in health and social care..................................3
Discuss situations seeking specialist expertise in relation to recruitment and selection.............4
Discuss applicable legislative and regulatory frameworks which impacts recruitment and
selection in health and social care................................................................................................4
2. Interpret training with career development opportunities accessible for individuals..................5
Discuss how to maximise individual and group performance by implementing different
performance management solutions............................................................................................5
Examine career development with learning opportunities comprised in health and social care
organisation..................................................................................................................................5
3. Interpret performance management in health and social care.....................................................6
Discuss techniques which monitors performance in health and social care................................6
Evaluate measures for distinguishing an individual training and developing needs...................6
Examine techniques which boosts continuous professional development in health and social
care...............................................................................................................................................7
4. Interpret strategies in management of a diverse workforce.........................................................7
Importance of cultural diversity in health and social care...........................................................7
Discuss advantages of a culturally diverse workforce in health and social care.........................8
Evaluate different approaches for managing a diverse workforce...............................................8
CONCLUSION .............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
Management of people in Health and Social Care is all about developing skills that aids
in managing and improving health by providing effective health care services to the people.
Managers of health care greatly impacts and influences the health of the people by providing
facilities by delivering reliable services. So they must be able to understand and would be
efficient enough to coordinate and direct various and numerous services to the people. This
report will comprise of processes that are involved in the recruitment, management, and
development of people in the health and social care workplaces (Arigo and et. al., 2018). This
will also encompass the importance of identifying and managing cultural and diversity within the
workplace and workforce.
1. Interpret recruitment and selection processes involved in health and social
care
Factors involved in the planning of recruitment in health and social care
Employment of individuals in health and social care in workplaces is a great challenge
that comes with complex nature of the desirable goal and objectives of providing quality patient
care within the organisation. There are numerous factors that are involved in the planning of
recruitment in health and social care and they are mentioned as under:
 Filtering strategies that adopts a very constricted and very well systematised view of
Human Resources Management (HR).
 Organisation should be mainly concerned about the retention of their patient who are
selected, hired, trained and then they are imparted into for the vital experiential
knowledge in healthcare organisations (Benn, 2020).
 While recruiting health and social care managers, the recruiters should ensure that the
candidate should be aware about the national health and social care policies, their relative
laws and legislations and ultimately the national goals.
 While recruiting health and social care workers, the recruiters should ensure that the
candidate is fully and sufficiently equipped with care, compassion, competence,
communication, commitment and courage.

 The recruiters should demonstrate adherence of patient care workers or candidates to the
national employment laws which lays the foundation of equality and diversities at
workplaces.
 The recruiters should be able to expressly exhibit the fairness and transparency of the
recruitment processes and procedures involved (Greenberg and et. al., 2020).
Discuss situations seeking specialist expertise in relation to recruitment and selection
There are numerous situations which seeks specialist expertise in relation to recruitment
and selection including providing policies, paperwork and guidances on the recruitment process
and relate procedures involved. Other circumstance involves authorising recruiting salary range
and VRF forms and guidances with related aid to managers who are recruiting in drafting
adverts. Responding to queries on application and recruitment processes. There should be some
efficient patient care professional present in the panel to overlook the recruitment processes that
would foster the interviewing processes. Many other healthcare professionals can better advise
and select the candidates as per the requirements of the health and social care organisations.
Healthcare providers and well embedded with skills and fruitful knowledge that would foster the
process of recruitment within the workplace (Greene and et. al., 2021). In assigning candidates
their role of patient care, there is a big responsibility that is comprised with as patient health and
their respective care is th foremost duty of these patient acre providers.
Discuss applicable legislative and regulatory frameworks which impacts recruitment and
selection in health and social care
There are several legislative and regulatory frameworks that impacts on the recruitment
processes and procedures. Health care providers must consider the under mentioned legislations
so that there is healthy and fair follow up of safe patient care. Various key legislations includes:
 The equality act 2010: This act simply provides laws and legislations that comprises
legal framework which aids in preventing discrimination. The act specifies certain
protected characteristics and it it aims in strengthening the laws and support equal
opportunities in the workplace (Herschberg and et. al., 2018). This also comprises
protected characteristics including age, gender, disability, race, religion or belief etc.
 The Immigration, Asylum and Nationality act 2006: This act aims at preventing illegal
unsettled workers working in the UK. Employees majorly who do not complies with this
act may be fined for their activities.