Role of Human Resource in Health Care Sector

This report examines the role of Human Resource in the health care sector of NHS accompanied by required recruitment and selection process. The report even highlights procedure for performance management and remedial activities.

Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
Role of Human Resource in Health Care Sector....................................................................3
Recruitment and Selection Procedures...................................................................................4
Performance Management......................................................................................................5
CONCLUSION................................................................................................................................5
REFERNCES...................................................................................................................................6

INTRODUCTION
Human Resource Management (HRM) is an effective method in managing employees and
the environment of an organization. It is considered as practice of hiring, recruiting, directing
and managing the individuals who work with common goal in the organization. HRM plays a
significant role in the health care sector by providing systematic management.
The resource management also focus on implementing new strategies in order to build
effective training and selection procedure and thereafter, evaluates competent spirit in both the
existing and new employees in the organization so as to achieve organizational goals effectively
and efficiently (Devi and et. al., 2021). The report examines the role of Human Resource in the
health care sector of NHS accompanied by required recruitment and selection process. The report
even highlights procedure for performance management and remedial activities.
MAIN BODY
Role of Human Resource in Health Care Sector
Training and Healthy Relationships
Human Resource (HR) aims to provide guidance to other managers working in the
organization and ensures that the department as well as teams forms healthy relationships. As
due to the increased diversity in respect to the different culture backgrounds owned by both
patients and employees, the HR is require to pay more attention on training and retreats in order
to lead higher quality of patient care. The nursing staff is trained for quality patient care and
several nursing stations are devised in the hospital premises for patients to get easy access for
their needs (Cunliffe, 2021).
Supporting Wellness and Health
As the employees play role of valuable assets in the organization, the HR must focus on
their basic needs and their health and safety in order to lead to achieve better performance. The
HR is require to monitor the employees’ health services and other needs so as to increase their
morale. Thus, HR must support employees and resolve other issues affecting their performance
in the workplace.
Recruiting and Hiring Staff
The Human Resource are require to recruit and hire the staff based on certain guidelines
in order to achieve goals effectively and efficiently. Insufficient ability skills may hamper the

development in the healthcare industry. Furthermore, requires the review of the staff
performance so as to increase the patient satisfaction.
Job Analysis and Design
It is one of the basic responsibility of HR in order to sustain motivation level amongst the
employees. Furthermore, the job design helps in formulating duties and other responsibilities
which the employees is require to perform. The clear distribution of roles and responsibilities
helps to enhance the employees’ performance. Also the HR is require to periodically monitor the
behavioural changes of the workers.
Recruitment and Selection Procedures
The NHS HR managers are require to adhere the steps for effective recruitment and selection
in respect of job positions in the organization (Ker, Hogg and Maran, 2021). The steps are
discussed below:-
1. Pre- Selection Tasks: Devising job positions in the organization accompanied by specific
skills require for position and publishing or advertising the post in order to reach potential
audience.
2. Application Tasks: Effectively responding to the queries posted by the audience
regarding the position stated in the advertisement and further determining the best ways
for persons interested in the job position, such as filing application form, providing
resume or curriculum vitae.
3. Screening and Shortlisting: the major task is to screen out the applications submitted
which are not suitable for the job positions and in case of competition, choosing the most
desirable and efficient candidates.
4. Selecting: Formulating corrective and effective ways for selecting as well as locating
right candidate for relevant job. The selection method can go through from simple to
complex procedures. For each job, the HR manager should aim to opt most effective and
cost efficient approach or set of procedures. For health care sector work roles, face to
face interviews are frequently required (Grainger, Amin and Watkins, 2021).
5. Appointment: In this stage pay, terms and conditions, notice, starting dates and so forth
are typically dependent factors that must be evaluated and decided.

6. Post- Appointment: This stage includes obtaining references for those candidates
selected, their criminal records if any, health check- ups and other required for health care
service roles in order to meet its registration criteria.
The registered persons or managers are require to make separate applications to the Care
Quality Commission so as to confirm their appointments with health care service. The stages of
recruitment and selection process is require to adhere with the laws, regulations and standards
formulated by the government of United Kingdom such as equality and discrimination laws,,
Health and Social Care Regulations 2014.
Performance Management
The performance management helps to evaluate the individual performance in order to
derive desired goals effectively and efficiently (Luthra, 2021). This is highly require in the NHS
health care sector in order to lead higher quality health services with patient care. The
performance management includes:
1. Planning Performance: The performance is require to be planned so as to achieve desired
outcomes. Further helps to formulate strategies and training such as nursing stations.
2. Monitoring Performance: The performance must be monitored in order to eliminate risk
factors affecting the patients as well as staff.
3. Developing Performance: The performance must be developed with common goals of
organization as well as the employees accompanied by strategies and policies as planned.
4. Reviewing Performance: The performance must be reviewed in order to bring work
efficiency by adopting corrective measures.
5. Rewarding Performance: It is most popular as it helps to increase the morale of staff
working and ultimately helps to achieve desired goals in an effective manner.
Some of the recommended practices are as follows:-
 Deliver feedback in respect to the job.
 Effectively communicate the performance expectations
 Deliver incentives in fair and appropriate manner.
 Proper training and development opportunities for staff.

CONCLUSION
The above report concludes the significant role of Human Resources in the health care
sector. Furthermore, examined in brief the selection and recruitment process along with the
performance management procedures.

REFERNCES
Books and Journals
Cunliffe, A.L., 2021. A very short, fairly interesting and reasonably cheap book about
management. Sage.
Devi and et. al., 2021. Attracting, recruiting and retaining nurses and care workers working in
care homes: the need for a nuanced understanding informed by evidence and theory. Age
and Ageing. 50(1). pp.65-67.
Grainger, L., Amin, K. and Watkins, D., 2021. Simulation-based training to teach nurses skills in
falls assessment and prevention. Nursing older people. 33(3).
Ker, J., Hogg, G. and Maran, N., 2021. Cost-effective simulation. In Cost effectiveness in
medical education (pp. 61-71). CRC Press.
Luthra, R.R., 2021. Mitigating the hostile environment: the role of the workplace in EU migrant
experience of Brexit. Journal of Ethnic and Migration Studies. 47(1). pp.190-207.