Managing Human Resources

This presentation explores the various tools and strategies for managing human resources in the health and social care workplace. It covers topics such as monitoring performance, identifying training needs, and promoting continuing development. The presentation also includes references to relevant research studies.

Managing Human Resources

Introduction
Management of human resource department uses a
variety of tools which succour in meeting the strategic
needs of the business. There are many key tools which
are included in this which are workforce planning,
recruitment and selection, training as well as
development. Along with this proper communication
needs to be done so that they can do the proper
managing which helps in attaining the success.

3.1 Different ways in which the performance of individuals may be monitored in
health and social care.
Performance management is a sharing so that they can
understand about the individual contribution so that
they can achieve the goals of the business entity.
Process which is related to performance management
as well as appraisal process focuses on the aligning of
the workforce.

Different ways
There are different ways to monitor employee performance
which includes :-
The most effective method of measuring the method is to
monitor the employee performance with own eyes. The
employees of St-Margaret's Nursing Home have to perform well
so that they can improve the performance and do the best work.
They have to watch the difficulties on their own and then use the
new ideas which helps in resolving that obstacles.
The second method is that they have to monitor the performance
by account. In this they have to do effective communication by
doing the proper conversation. In account means they can attain
the rewards as well as incentives on the basis of performance of
the employees.

3.2 Identifying individual's training and development needs
Analysis of training needs is a process which helps in
engaging or discovering the needs for the training as
well as development of person so that they can do their
work effectively as well as efficiently. Along with this
it helps in growing and develop their career.

Continue
Industry related needs – These needs become more
challenging which assist in formulating the training
program.
Job related needs – These needs related directly to the
jobs which are included as a part of the business entity.
The purpose of this need is that they have to improve
the final output.
Task related needs – It is that need which comes when
the nursing home having a requirement of employees.
It is the combination of task as well as process so that
they can create the job on day to day basis.

Assessment methods
According to the organisation point of view, this
assessment is focused on the effectiveness of enterprise
which assist in identify the discrepancies and reveal the
knowledge as well as skills so that they can fulfil the
gaps.
Perspective which is related to task, in this the manager
of St-Margaret's Nursing Home have to compile the
information so that they can do proper functioning.
Along with this they have to use proper skills as well as
knowledge so that they can complete the task in time
and can not face any problem in doing the work.

3.3 Different strategies for promoting the continuing development of individuals in the
health and social care workplace.
There are different strategies which can be used by the managers of
St-Margaret's Nursing Home which helps in promoting as well as
doing the development in workplace which is related to health and
social care. The staff members of nursing homes have to provide the
appropriate services to the consumers which helps in improving the
performance and by that they can attain the maximum rewards as
well as incentives. They have to take the feedback on the basis of
their performance in the nursing home and on the basis of that they
can attain the rewards which will assist in continuous developments
of the individual person in the health and social care. The manager
of the company have to provide and allocate the appropriate
resources which helps in attaining the targets and by that they can
do the improvements or developments in the health and social care.

References
Kehoe, R.R. and Wright, P.M., 2013. The impact of high-
performance human resource practices on employees’
attitudes and behaviors. Journal of management. 39(2).
pp.366-391.
Werner, J.M. and DeSimone, R.L., 2011. Human resource
development. Cengage Learning.
Ployhart, R.E. and Moliterno, T.P., 2011. Emergence of the
human capital resource: A multilevel model. Academy of
Management Review. 36(1). pp.127-150.
Gruman, J.A. and Saks, A.M., 2011. Performance management
and employee engagement. Human Resource Management
Review. 21(2). pp.123-136.