Managing Human Resource in Social and Healthcare

This document discusses the importance of managing human resources in the social and healthcare sectors. It covers factors to consider in the recruitment and selection process, legal aspects in healthcare recruitment, approaches to select the best candidates, theories of group interaction, and approaches to develop effective teamwork. The document also provides insights into monitoring individual performance and identifying training needs in the social and healthcare sectors.

Managing Human Resource in
Social and Healthcare

Table of Contents
INTRODUCTION .........................................................................................................................3
Part 1................................................................................................................................................3
a)......................................................................................................................................................3
1.1Factors need to be concern while planning for recruiting and selection process...................3
1.2Legal aspect consider in the recruitment process in the health and social care.....................4
1.3Discuss on various approaches used to select the best candidates in the organisation..........5
b)......................................................................................................................................................5
2.1Theories of how the member interact in groups.....................................................................5
2.2Approaches to develop an effective team working................................................................7
Part 2................................................................................................................................................7
a)......................................................................................................................................................7
3.1Ways through which the individuals performance monitored in the social and healthcare
sectors..........................................................................................................................................7
3.2Asses how the training needs of individuals identified..........................................................8
3.3Types of strategies for promote the continuing develop of staff workers..............................9
b)....................................................................................................................................................10
4.1Discussion on various leadership theories that are applied by the social and healthcare
sector.........................................................................................................................................10
4.2Analyse how the working relationship manage in the organisation....................................11
4.3Evaluation how the you own development has been influenced through management
approaches.................................................................................................................................12
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................14

INTRODUCTION
Management of human resource is very important to in the organisation to improve the
production and profitability in the social and healthcare sectors. They are the essence of a firm
who provide high-quality of services to the clients due which clients are high-satisfied leads to
achieve goals and objectives ( Weber and Fried,2011). St. Margaret's Nursing home provide
various healthcare services to its patients but now recently they now face some issues to high
turnover of employees rate. The HR manager of this organisation conduct various training
sessions, adopt motivational strategies, apply leadership style and also team management
approach. Thus, it will facilitate them to retain more workforce and in the present research
project in which there is a discussion on various recruitment factor need to be consider to plan.
The training needs are to be analyse to conduct training session and apply strategies to manage
team. Discuss on various types of leadership style are the autocratic, democratic, transactional,
transformational style are to be used in the particular situations to create healthy environment.
Part 1
a)
1.1Factors need to be concern while planning for recruiting and selection process
Recruitment is a process in which an organisation uses various sources to hire and select
suitable candidates to increase sales and the production capacity. For this, various factors are to
be considered by a firm in recruitment and selection process (Yoonand Lim,2010). The St.
Margaret's Nursing home is recently facing an issue of high employee turnover to retain the
diverse workforce. They hire staff workers in the recruiting process and follows some factors
that are describe below-
Recruitment cost and finance- The HR department of the mentioned organisation
determine the costs that occur in the recruitment process. The various activities are done by
social and healthcare sector they conduct research to select a potential candidate and place
advertisement in bulletin, newspaper, social media websites and television etc. Therefore, all
these activities incur cost and expenses to done the process smoothly (Yoon and Lim, 2010).
Further, company have to analyse all financial implication and they have to pay expenses to the
advertisement agencies.

Job description and person specification-The organisation choose internal sources to
fill vacant position by promotion they need training by succession planning. On the other hand,
external approach that is used to select from outside the firm to bring the fresh talent through job
description. The firm have to place information in concise and comprehensive manner about
qualification, work experience, job roles, location, salary, terms of contract that is given in the
recruitment agencies and healthcare magazines etc.
Operational and strategic factor- The important factors the health and social sector are
to be consider to the staff workers they place them as per their skills and qualification. Along
with this they provide them the opportunity to grow and expand as a professional in the
workplace (Weber and Tarba, 2010). Whereas, the another factor is a strategic in which the firm
interest of a firm are the major concern so, the best potential qualified candidates is select that
attain the goals and objectives in effective manner.
1.2Legal aspect consider in the recruitment process in the health and social care
The St. Margaret's Nursing home is required to follow various rules and regulation
relating to the recruitment process. Here, there are some acts which are need to be considered by
the the social and healthcare sector which are described below-
Equality Act, 2010- As per this act, Margaret's Nursing home has to give an equal
opportunity to apply and get the job to the deprived status of being marital status, physical
disability and belong to minority (Weber and Tarba,2010). The firm does not discriminate each
employee on the grounds due to difference in age, sex, and religion and race background.
Equal pay act, 1970- All the employee have the equal right to receive salary and wages
as per its job position without any disparities on the basis of gender, sex, culture and age etc.
Thus, it will reduce high turnover rate of employees and retain workforce in the organisation.
Data protection act, 1998- The social and healthcare sector has to keep information of
candidates or various applicants in selection process are to be kept them confidential. It helps to
prevent transferring any professional as well as personal data to an unauthorized person.
Sex discrimination act, 1975- There are various laws and regulation that should not be
anti- discriminate to the employees on the basis of sex, race, gender and age etc. Thus, it will
minimize conflicts among all employees and in the recruitment process the candidates can be

selected in a fair manner (Weber and Tarba,2010). As per the sex discrimination act, the health
and social sector have to advertise job position carefully in that manner without treat unfair to
the women candidates.
1.3Discuss on various approaches used to select the best candidates in the organisation
The St. Margaret's Nursing home has adopted various types of approaches to select the
suitable employee in the firm which are discussed below-
Interview- It is a most popular form to select candidates in which the employer
communicates directly with the selecting people (Burke, Martin and Cooper,2011). In this
process, various questions are asked to test person's knowledge, skills and aptitude etc. and
ignore irrelevant questions. Further, the various opinions are to taken from customers to know
its needs and choose the better option to fulfil those requirements in a desired manner.
Assessment centre- It is an approach which is adopted to select the potential candidate
through conducting test in the assessment centre. In mainly include group discussions to check
the candidates IQ test and also help the firm to check applicant's attitude etc. Therefore, through
this process, the applicant has skills and knowledge related job description to hire them in the
vacant position.
Advertisement method- The method is adopted by the company to fill the information
in newspaper, social media, print media and television (Arnold, 2010). This will facilitate them
to choose fresh and new talent workers in the organisation which provides new image leads to
build its reputation. Thus, it requires huge amount of money and the whole process takes a very
long time to choose the best suitable candidates.
It is to be recommending that the mentioned social and healthcare organisation should
have to adopt the short-listing approach. In this, the firm have to collect number of CV and
evaluate all applicants by matching its objectives so; they select suitable candidates in the firm.
The person skills, knowledge and abilities are cross-checked to the company's requirements to
attain goals in a desired manner.

b)
2.1Theories of how the member interact in groups
In the organisation teams there are various types of people formed for some purpose and they
have to done various tasks in an effectual manner. In the social and healthcare sector are grow
very fast so, the teams need to expand that are group into formal and informal so, it is necessary
to interact with the member's group (Bratton and Gold,2012). Here, it a Tuckman model used by
the Margaret’s Nursing Home that are helpful in describe how the individuals interact as well as
done work in a group. It can be explained by the 5 stages that are discuss below-
Forming: In the first stage of the Tuckman model that play a very vital role in which the
all the individuals are calm, politely and well organised manner. They all are participate in the
decision to find out the best possible solution for the particular conflict in that they all are agree
upon each other.
Storming: In that stage the individuals are hesitate in putting their ideas first as they all
try to move each other idea in forward. This will create a negative environment in the workplace
as there is more chance to create a conflicts and the members are not able to raise their opinions.
Thus, the members have to more patient and the senior people able to give the members a proper
guidance so, the done work under them in most effective manner.
Norming: In that stage, in which all the members are in capable to raise their views and
opinions and they all are agree to change its behaviour and accept the changing environment
(Stahl,Björkman and Morris, 2012). The senior manager plays a major role in that stage in which
they are more active and it gives an opportunities to all the team members to interact each other
Performing: In the last of this model, the members are united and they all done activities
towards same goal. The performance level of all members will be improve and they are known
as a best performer in the Margaret’s Nursing Home. Further, the member are very well
motivated and they have a deep knowledge and experience regard to work. They are capable to
take the various decisions in the work place individually.
The team groups in the cited healthcare sector are categorise into various teams such as
formal and informal groups, multidisciplinary team, project groups and agency teams etc. Their
are some teams in the health and social sector that are as follows-

Nurse team- This type of team done and perform its work as per the guidance and
instruction of the doctors.
Doctor team – This type of team have to treat the patient's diseases.
Management team- This type team in which they are mainly responsible to manage all
the activities and function in the company (Aladwan, Bhanugopan and Fish, 2014).
Patient handling team- This type of management team handle the patient and serve the,
various services in both arrival and discharge period of time.
2.2Approaches to develop an effective team working
There are several approaches which can be used by Margaret’s Nursing Home to develop
effective team work within the organization. Moreover, teamwork is the key which in turn
enables the firm to achieve goals and objectives within the suitable time frame. The rationale
behind this, in team, people having different characteristics is included by the firm. In this, by
developing team, nursing home can accomplish the plan in an effectual way. Hence, by
practising effectual leadership styles are home can develop effective team to a great extent.
Moreover, leader is the one who provides guidance to personnel (Cowling, 2013). In this regard,
by employing suitable style of leadership, business unit can encourage personnel to work in a
team.
Along with this, effective communication is the key which require building and
maintaining effectual team work. Moreover, in the absence of effectual communication team
members do not have idea about the activities which they need to perform. Further, ineffective
communication may result into duplication of work which in turn closely affects growth and
success of company. Thus, by evolving proper and clear communication system within the firm,
nursing home can get the desired level of outcome or success. Along with this, sharing of
common goals and values are highly required to attain success (Greene and Robertson, Verizon
Business Global,2010). Moreover, when team shares similar goal then it may result into high
level of motivation among the personnel. Thus, by considering all such aspects, it can be stated
that leadership and communication is the key which in turn helps the company in achieving
success to the significant level. Along with this, by assigning task to the personnel of team
according to their expertise nursing home can enhance the motivational aspect of them. In this

way, by including people of varied background in a team business unit can complete the project
in an effectual way.
Part 2
a)
3.1Ways through which the individuals performance monitored in the social and healthcare
sectors
The performance of individuals can be monitoring and also evaluate the performance so,
the company able to provide the high performer a rewards and incentives etc. Their are some
ways through the performance of individuals can be monitoring in the social and healthcare
sector that are described below-
Performance appraisal- The methods is used to numbering the performance of all
individuals in the workplace as per the highest and lowest performer (Greene and Robertson,
Verizon Business Global,2010). Therefore, the HR manager set objectives of employees on its
roles and at the ending period the performance is determined. The process is ending by rating the
performer and the highest performer are to be provide awards, bonus, incentives and increment
in salary etc. The lower performer enhance its level of performance through attend the training
session.
Software system- The cited healthcare organisation set up the software system to capture
the individuals performance at the end of month through analyse day-to-day task done by them
(Weber and Fried,2011). It will facilitate the detailed information of the various task activities of
all individuals and on that basis the performance can be evaluate and monitor.
Checklist- In this method, various questions are to be prepared by the organisation in
which it is on the base of Yes/ No. The actual evaluation done by the HR department and the
main benefits is that is is more economical, standardization and require limited training.
3.2Asses how the training needs of individuals identified
The training is necessary for each organisation as there is a advance change in the
technology,competition and customer expectations change. The advancement in the technology
due to which the Margaret’s Nursing Home keep their staff members up-to-date so, they are able
to deliver high-quality of services to its patients (Weber and Fried,2011). Thus, to conduct

training programmes there is a need to analyse the individual's training needs and they should
adopt various methods and approaches that are discussed below-
Step 1: Determine desired results
In that stage there is a clarity of objectives of the training and know the expectations of business
outcomes. The training objectives are match with the firms' goals to effectively analyse the needs
of employees. For example, the trainings goals of health and social care sector in which there is a
minimization of time of waiting line of patients so, they deliver better service on time.
Step 2: Linkage the desired results with the individuals behaviour
In that stage in which there is a identification of various attributes such as behaviours, skills,
knowledge and qualities that are match with the desirable outcomes. In addition, the data is
gather from various sources to measure that which competency is more critical to attain the
results.
Step 3: Identification of training competencies
In that stage the critical attributes are to be determine for the evaluation if if the capabilities that
should be match with the job (Weber and Fried, 2011). The gap is identified with the current
skills, knowledge and skills with the desirable competencies to fill the gap. The current
competency level can be evaluating on the various tools such as survey, testes, self-assessment
and interviews etc.
Step 4:
In this stage there is a percentage of individuals who are required training to enhance their
competencies (Weber and Tarba,2010). Thus, their will be concern the significant competencies
to the firm's objectives. The both needs and importance are required to know the which training
priorities.
Step 5:
It is stage in which the best training best practice can be implemented to enhance the particular
competencies. The various methods that social and healthcare can be adopt are the on-job-
training, coaching, classroom, conference and e-learning.

3.3Types of strategies for promote the continuing develop of staff workers
To improve the individual performance and enhance various skills and knowledge
development the Margaret’s Nursing Home use various strategies to promote development that
are discussed below-
Compensation benefits- It is a most widely used by the company to motivate its workers
by incentives plan and also praise them. Further, there is an also motivational factor through the
all individuals done their maximum efforts that is increment in the salary (Weber and Tarba,
2010). They workers know that they its advantages are in proportion to the monetary rewards
this leads to increase individuals satisfaction level. Therefore, the social and healthcare sector
increase worker confidence level and also encourage them to learn more through incentives this
will minimization the issues that are facing high employee turnover rate.
Training and development- This strategy helps the company to enhance the worker
skills, knowledge and capabilities through conduct various training programmes. For this, the
training needs of staff member are to be evaluate with the current competencies and match with
the desired abilities. Thus, to fill these bridge gap between these two desired and current
competencies accordingly training methods are to be implemented (Yoon and Lim,2010). It has
resultant into the fill the gap in effective manner by various training programmes such as on-job-
training and off-job training.
Encourage people to participate in the decisions making process- The major issue
now the health and social care sector facing is all about wastage of time. For this, they encourage
all the members to participate in the process so, they freely express their view and opinions that
help them to resolve conflicts more easily. The manager reviewing the various ideas and take
immediate actions by the care assistant. Therefore, the decision making process includes in the
continuously improvement in the worker's of social and healthcare.
Taking feedback- The company have to take feedback from its workers through adopt
various effective communication. Thus, it allow the participants to express their views and
opinions and various suggestion to overcome from issues. The difference in the point of view
help the company to reach them to maintain in the competitive advantages. The problems can be
resolve more effectively and manage the diversity in the workplace. The various can be given by

the individuals appropriately resolve the conflicts and various suggestion that provide equal
opportunities to the workers that attain the goals and objectives more desired manner.
b)
4.1Discussion on various leadership theories that are applied by the social and healthcare sector
The cited social and healthcare sector use various type of leadership styles through the
work can be managed more effectively in particular situation. The company provide various type
of style that are explained below
Autocratic leadership style- The manager and leader adopt this type of style when they
have make strict decisions in a complex situations that are to be made in quick manner. The
social and healthcare sector in which autocratic leader does not allow its members to participate
in the decision making process (Armstrong,2011).
Democratic leadership style-In that situation the democratic leader allow its all
individuals to participate in the decision-making process (Burke,Martin and Cooper, 2011).
Thus, in these process all the ideas, opinions and views are transfer freely to develop a various
solution to resolve the issues in more effectual manner. This process is a lengthy and more
appropriate to resolve or apply in the critical situations.
Laissez-Faire leadership style-In that Laissez-Fair style of leadership in which all the
individuals are to under supervision by the trained employees. Therefore,their is no more efforts
of the manager under supervision that leads to create cost, lack of control and also decrease
production capacity.
Transactional leadership style- In this type of leadership in which the manager or leader
formulate direction to the workers to attain the objectives (Lieber,2010). The transactional
leaders reward and punish its worker as per the performance in which they get bonus, incentives
and also benefits etc.
Transformational leadership style- This type of leadership divide the various tasks into
smaller parts so, they attain objectives in effective and efficient manner. Thus, to increase
productivity and efficiency in the worker through the high-communication to meet the
company's goals and objectives.

4.2Analyse how the working relationship manage in the organisation
Each and every teams can be managed through various ways that allow the people to put
its maximum efforts that aspired teams objectives. Even in the social and healthcare sector in that
there are some important teams that provide high-quality of services in health and provide
various care facilities to the service user (Bratton and Gold,2012). There are some of the ways
that helps them to manage relationship with the teams by the Margaret’s Nursing Home that are
as follows:
 To allow the individuals to participate in the decision-making process to express their
view and opinions.
 The relationship can be managed in that manner through continuously develop the worker
to enhance professional skills.
 To identification of workers needs and after that fulfil them more effectively.
 The relationship can be managed through various motivational methods are the
incentives, bonus and rewards etc.
 The various non-monetary and monetary incentives are given to improve the workers
performance.
 The employee are to be encourage through job promotion and also allow them to
participate in the various types of task (Stahl,Björkman and Morris, S. 2012).
 To influence the people to express the views, feedback as well a doubts by communicate
directly with the senior manager in the open communication system.
 The various training sessions are to be given so, the workers can be more up-to-date with
the current knowledge.
 The autocratic leadership style are to be adopt by the organisation to replace the
participative leadership.
 To identification of various reasons of job dissatisfaction so, the organisation can
overcome from it to resolve them.

4.3Evaluation how the you own development has been influenced through management
approaches
A various management approach that allow the members to participate in the decision-
making process so their will be enhance the professional development. The individuals get the
opportunities to learn through experience by learning things and the decisions are to be taken
according to will power and after that the final results are to be compare with the desired
expectations. Therefore, in the workplace the workers are allow to express their views and
opinions freely this will create environment openly and trustworthy. This will make sure that
everything can be handle and manage more effectively (Lieber, 2010). The person learn from
mistakes and this will gives the individuals an opportunities to expand their career growth. The
personal I feel that personality and professionalism can be enhanced only in a democratic and
there are various leadership theories are available to apply in the situations are the situational
leadership and the various management method.
Along with this, the individuals are to be mange in that manner so, they get appraisal and
rewards for their good performance. The person get the rewards if they put maximum efforts
towards work this will motivate the employees in the future as well (Weber and Tarba, 2010 ).
On contrast, the efforts to the demotivated employees and to be take care more through various
monetary incentives, promotion etc. to keep them motivate so, they put their more potential
towards work. Therefore, I feel finally that the management approach that can be enhance
worker's growth needs by conducting various training sessions that is more important. Thus, it
will enhance the retention of employees leads to more satisfaction in job and the motivational
level also increase.
CONCLUSION
Summing up the whole report, it has been concluded that the health and social care sector
retain more staff worker in the organisation if they consider various factor in the recruitment and
selection process. The most Important factors are the strategic and operational factors that help
them to select the potential candidates in the workplace. In addition to this, the various legal
aspects are to be taken and also various type of policies in employment laws, act for the social
and healthcare that provide equal opportunities and manage diversity in the organisation. Thus, it
will able them to protest the employee's interest and also keep the information secured that create
trustworthy and confidence in the workers. The team can be manage by adopting various

strategies that is motivational factors, training session and also encourage them to participate in
the decision-making process. Thus, it will also keep the high-qualities in providing various
services to its patient and also leadership styles ate follow in various situations by the leader or
manager. The company should adopt various motivational theories such as hertz berg theory x
and Y and also ma slow hierarchy needs are help them to retain more employees.

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