Human Resource Management: Theory and Practice

This assignment requires you to delve into the field of Human Resource Management (HRM), examining its theoretical foundations and real-world applications. Students will research various HRM concepts, theories, and practices, culminating in a written research paper that analyzes the current state of HRM and explores future trends. The research should draw upon a selection of academic sources provided, including books and journal articles, demonstrating a critical understanding of key HRM issues.

MANAGING HUMAN RESOURCE IN
HSC

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
Factors that HR department needs to take in consideration when planning for recruitment in
the Health or Care Industry..........................................................................................................1
Human resource requirements and include the job description and person specification for that
specific position...........................................................................................................................2
Legislative and policy frameworks that influence the recruitment and selection of employees. 4
Process of selection of employees and critical assessment of the suitability of the process to
the industry..................................................................................................................................4
Recruitment and selection process of your own organisation based on the shadowing activity
HR professional...........................................................................................................................5
TASK 2............................................................................................................................................5
Belbin’s and Tuckman’s theories of group behaviour with respect to Royal Berkshire NHS
Foundation Trust..........................................................................................................................5
Different types of team and their suitability to the healthcare industry......................................7
Role of empowerment of individuals and teams in the healthcare industry................................7
Teamwork activities of Royal Berkshire NHS Foundation trust based on the shadowing
activity of HR manager................................................................................................................7
TASK 3............................................................................................................................................8
Performance management system of your organisation Royal Berkshire NHS..........................8
Difference between training and development............................................................................8
Different strategies an organisation can implement to promote continuous development of
healthcare professionals...............................................................................................................8
Reflection on the performance assessment and training and development process of NHS trust
on the shadowing activity of HR manager..................................................................................9
TASK 4............................................................................................................................................9

Key differences between a manager and a leader........................................................................9
Difference between transactional and a transformational leadership..........................................9
Define emotional intelligence and comparison of two roles with the same..............................10
Reflective statement...................................................................................................................10
Leadership and management of Royal Berkshire NHS Foundation Trust based on the
shadowing activity HR manager................................................................................................11
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

LIST OF FIGURES
Figure 1Stages of Tuckman’s teamwork theory..............................................................................6

INTRODUCTION
Human resource management (HRM) is considered as a most effective function of any
organization through which they can easily maximize their performance. It is essential for HR
team to make appropriate policies and framework for different processes related to the
recruitment and selection as well as training and development (Pattanayak, 2005). For the same,
this study gives an appropriate description about the role of human resource in the health care
industry as well as its important to attract majority of health care professionals.
In the present study, role of HR has been discussed with reference to Royal Berkshire
NHS Foundation Trust. This trust is famous as the region's specialist centre for cancer, eye and
kidney. The main aim of this trust is to deliver quality care to patients at their doorstep across
Berkshire and south Oxfordshire. Further, this study gives appropriate information about their
recruitment and selection policies as well as strategies for effective team work. It includes
various ways through which health care professionals can be attracted as well as retained.
TASK 1
For this task, Royal Berkshire NHS Foundation Trust where I worked as an HR Manager.
On the basis of same, a short report is being prepared on the whole process of recruitment and
selection of company for the position of nurse.
Factors that HR department needs to take in consideration when planning for recruitment in the
Health or Care Industry
At the time of planning for the recruitment in Royal Berkshire NHS Foundation Trust
there are several factors which need to be considered such as:
Past Experience & Educational background: It is the most important factor which is
highly important to consider at the time of selecting individuals in HSC. In order to provide
utmost care to all the patients it is necessary to have past working experience within the same
profile (Hosseini, 2010). Moreover, educational background also belongs to the same profile and
it is necessary to review the qualification as per the required post. Here, the recruitment of
nursing applicant can be made on the basis their degree and qualification.
Confidence level: Nursing is a quite crucial role and at the time of handling
responsibilities for these position it is necessary to have high confidence level. There are
different types of surgeries as well as operations which need to be operated by the nurse. At that
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time she must have higher level of confidence to operate such cases. For the same, this is another
factor which must be considered.
Skills to manage the critical cases: While recruiting nurse it is essential to have
appropriate skills to manage critical situation and cases of operation (Armstrong, 2006). This
skill should be assessed at the time of recruitment so that best applicants can be recruited.
Human resource requirements and include the job description and person specification for that
specific position
It is highly essential to have human resource within the health and social care
organization to provide high quality of care. Effective human resource strategies are highly
required to achieve better outcomes (Lamond and Zheng, 2010). HR within the health care is
responsible for public and individual health intervention. On the other hand, the job and person’s
specification for the position of nurse is as follows:
Job Specification
JOB DESCRIPTION Royal Berkshire NHS Foundation Trust
Job title Nurse
Job location South Oxfordshire
Working Hours 8 am to 9pm
Job summary Nurses need to plan and provide medical and nursing
care to patients in hospital. Moreover, providing utmost
care to all who are suffering from both chronic and acute
physical or mental ill health.
Roles and Duties  Patient care
 Communication with family members
 Monitoring to patient on regular basis and
reporting to doctor
 Utmost care at the time of need
 Emotional support
 Organizing workloads
 Tutoring students nurses
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PERSON SPECIFICATION Royal Berkshire NHS Foundation Trust
Experience and requirements  Candidate must have minimum 2
years of experience in the field of
Nursing
 Candidate must have higher
confidence level as well as time
management
 Working at night shifts also at the
time of any critical case
Knowledge Must have appropriate knowledge of
medical equipment’s related to surgery
and ability to deal with emotionally
pressured and charged situation.
Skill  Good health and fitness
 Ability to user initiatives
 Observational skill
 Stamina
 Resilience
 Caring nature
Legislative and policy frameworks that influence the recruitment and selection of employees
There are different policies and framework which influences the whole process of
recruitment and selection as well. At the first stage of recruitment within the Royal Berkshire
NHS Foundation Trust it is essential for them to follow all the legislations. The Law of Non-
discrimination as well as equal employment opportunity might affect their whole process (Snell
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and Bohlander, 2012). Due to this, the cited trust needs to provide equal opportunity to all their
employees. Taking this into consideration HR manager of this trust do not need to make any
discrimination and differences among job applicants on the basis of age, gender, religion etc.
This should be followed at the time of recruitment at Royal Berkshire NHS Foundation Trust. On
the other hand, selection process is another most crucial. Here, the law relating privacy and data
protection of applicant’s information needs to be followed by the HR manager. It is highly
essential to keep all the candidates material and info privately (Budhwar, 2000). It should not be
disclosed with any other person. Moreover, telephonic conversation with the same can also be
protected with the concern Electronic Communication Privacy Act. In addition to this, after
going through the recruitment and selection process of the new candidates Minimum Standards
for Terms and Conditions of Employment required to be followed. Under this, they are
responsible for providing appropriate documents such as their joining letter as well as salary
letter etc. Moreover, employees need to provide occupational safety with the same by following
all the law in relation to the health and safety of workers.
With respect to same, the HR manager of cited firm is highly responsible for abide by all
these laws. It is the only way through which smoothing functioning of the whole process can be
made.
Process of selection of employees and critical assessment of the suitability of the process to the
industry
Royal Berkshire NHS Foundation Trust follows their set standard for the selection of new
applicants. In order to select the best candidate, interview and presentation techniques can be
used by them (Thorpe and Beasley, 2004). It is highly related with the selection of team leader
within this trust. He is responsible for managing entire team on the basis of his past experience.
With the help of face to face interview process and presentations, confidence level of applicant
can be determines. It provide appropriate information that how able he/she is to handle to
situations. Through this, communication skills of a person can also be assessed. A best leader
should have excellent communication skills so that probability of miss-happenings can be
reduced.
Selection methods depends on the job profile and responsibilities of individuals such as:
At the time of selecting care workers within this NHS trust for different shifts personality
profiling will be used. Through this, HR manager can rectify the person’s behaviour as well as
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interest level towards the job (Gannon, Doherty and Roper, 2012). It is the most effective way
and suitable for the cited firm as they need to go through all the qualities of applicants. They
must have capabilities of working within different shifts.
By this, it can be determine that Royal Berkshire NHS Foundation Trust can select
capable and talented workers with the help of the above given techniques.
Recruitment and selection process of your own organisation based on the shadowing activity HR
professional
As per the above given description it can be clearly evaluated that Royal Berkshire NHS
Foundation Trust follows effective recruitment and selection policy. With the help of the whole
process they are able to recruit nurse for their vacant position as well. By identifying their
behaviour through the profiling they are able to go through the interest level of a person. It is
highly effective and most suitable (Vallaster, 2005). Moreover, based on the Shadowing activity
of HR professional it has been founded that the cited trust follows all the legislative practices and
recruit a person without any type of discrimination. However, past experience highly matters in
order to better future performance as well as confidence level. It has also been assessed by the
method of face to face interview as well as presentations. Further, it has been reflected that the
process followed by Royal Berkshire NHS Foundation Trust is highly effective for them to
recruit efficient and capable employees.
TASK 2
Belbin’s and Tuckman’s theories of group behaviour with respect to Royal Berkshire NHS
Foundation Trust
The cited health and social care sector can adopt different theories in order to manage team
work in a more effective way. They have recently formed a new multidisciplinary team for the
eye protection.
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Figure 1Stages of Tuckman’s teamwork theory
(Source: Teamwork Theory: Tuckman’s Stages of Group Development, 2015)
At the same time, they will apply Tuckman’s teamwork theory which covers several stages
such as:
Forming:
It is highly related with the development of team where team members can get their
responsibilities and duties.
Storming:
It is the second stage in which people look themselves as a part of team and start work
together on the basis of assigned responsibilities (Teamwork Theory: Tuckman’s Stages of Group
Development, 2015).
Norming:
Here, in this stage people started working together by clarifying different rules and
regulations as well.
Performing:
In the last stage of performing the major focus is one the developing better relations by
focusing on the quality work.
On the other hand, for increasing the effectiveness of team work, Belbin’s theory can be
applied. There is a team of social workers which work together for several years and they are
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planning to recruit an additional member within their team. For the same, this theory can be
applied by in which different roles are presented (Belbin's Team Roles, 2015). There are various
roles in teams such as: action oriented roles, people oriented roles as well as thought oriented
roles. By identifying the role of an additional member, appropriate person can be recruited.
Different types of team and their suitability to the healthcare industry
Within any health and social care, there are mainly two type of team i.e. formal and
informal team. The formal team here is a definite leader where every team members are having
their different roles (Gloet, 2006). It is being already assigned to them and they usually try to
accomplish it is as per the given deadlines. For example: At the time of operating any critical
case of surgery there is a medical team which look forward for their treatment. Among this, all of
them are having different responsibilities. However, they support the surgeon as well as at the
time of requirements.
Informal teams are another team in which every individual has an equal status. Within
any healthcare, multidisciplinary team usually follows this informal team description. It can be
explained by the example of any particular case related to the child care, mental care etc. In order
to handle such cases an informal team is being developed between the foster carers, child or
mental psychiatrist and counselling services (Ogilvie and Stork, 2003). They all will work
together and look forward for the effective results.
Here, the cited HSC follows both the team structures as per the situation. It is highly
effective for them to manage their work appropriately at the case of urgency as well.
Role of empowerment of individuals and teams in the healthcare industry
Empowerment is a term which plays a most crucial role as it provides an opportunity to
make better decisions. An empowered teammate at Royal Berkshire NHS Foundation Trust has a
voice in group decisions (Kiessling and Harvey, 2005). With the help of this, team can self
organizes around a leader instead of reporting to manager. It provides them higher opportunity
and makes them more responsible for making better decisions.
Teamwork activities of Royal Berkshire NHS Foundation trust based on the shadowing activity
of HR manager
Working as HR manager in the cited firm I used Belbin’s theory as well as Tuckman’s
theory through which I am able to manage my team effectively. I always use to empower all my
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team members to take self-decision. It raised their confidence level and motivates them to
perform effectively.
TASK 3
Performance management system of your organisation Royal Berkshire NHS
In order to deliver high quality service to all the workers, Royal Berkshire NHS
Foundation Trust follows a format for performance management of their workers. They usually
measure the performance of their workers by adopting the method of feedbacks from their team
leaders. Within a team, a leader can give a feedback on the basis of performance to their co-
workers so that corrective measures can be taken into consideration (Milner, 2011). In addition
to this, observation is another most effective way to judge the performance of all the workers. It
provides appropriate guidelines about their working procedures as well as quality.
Difference between training and development
There is a different between both the process i.e. training and development. In this,
training is a program organized by HSC to enhance the knowledge of workers and skills and
employees as per their roles and responsibilities. On the other hand, development is an organized
activity where the manpower learns and grows with the same.
However, both the process have interlinked with each other as training consists of an
event but development indicates the regular long term process for the growth of personality as
well as capabilities (Jain, 2005). Royal Berkshire NHS Foundation Trust provides appropriate
sessions for the training and development to their entire staff member whether it is care worker
or a nurse. It helps them in boosting their confidence level to perform their entire task more
effectively.
Different strategies an organisation can implement to promote continuous development of
healthcare professionals
In order to promote the continues development of all the health care professionals within
their NHS trust HR manager use to organize their training and development sessions on a regular
session. One of the best strategies to promote regular development is coaching and mentoring. It
is offered to client in relation to the enhancement of performance of the job within the health and
social (Terziovski and Morgan, 2006). However, mentoring is relationship oriented where they
can talk about the issues they are facing. It brings out the change in overall personality
development of an individual. In addition to this, through performance measurement
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management team can give them appropriate feedback about performance. It helps them in
improving their services in future respectively.
With the help of the use of supervision and performance measures the cited trust can
assess the deviation measures regarding the ways in which the improvement can be takes place
in the performance of individuals.
Reflection on the performance assessment and training and development process of NHS trust on
the shadowing activity of HR manager
It has been identified that with the above whole discussion that I am able to conduct
various training sessions for all my subordinates in order to enhance their capabilities (Sandler
and Keefe, 2003). However, they are attending these sessions and taking corrective measures to
improve their performance. It boosted my confidence level that I am able to develop my health
care professionals and promoting continuous development among them.
TASK 4
Key differences between a manager and a leader
Leaders are highly responsible for leading people while managers are responsible for
managing work.
LEADERS MANAGERS
Followers Subordinates
They essence for change They essence for stability
Leading people Managing people
They use different approaches to set direction They use different approaches to plans detail
They wants achievement They wants results
Difference between transactional and a transformational leadership
There is a difference between different leadership styles such as:
Transactional leadership Transformational leadership
These types of leaders are having disciplinary
power and put major emphasis on the
transaction between leader and it subordinates.
It is a type which becomes the reason for the
change in subordinates.
Managers follow transactional leadership in A leader with in health and social care follows
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order to manage whole work. transformational leadership style.
They works with their set and established goals These leaders are more future oriented
These leaders are highly focused with the
performance evaluation and rewards (Sims,
2007).
This leadership is highly focused with the
motivating and engaging followers with a
vision of the future.
This leadership style is highly suitable with the
health and social care organization as it
provides specialized unit for any type of
surgery regarding cancer or eye operation in
order to render them suitable care.
With the help of following this leadership style
specialized unit can work as a team in order to
gain success
Define emotional intelligence and comparison of two roles with the same
Emotional intelligence can be defined as an ability to monitor the emotions of others.
This assists in discriminating between the different emotions and directs it to thinking and
behaviour of a person. It is method which helps in handling the interpersonal relationship
empathetically. By recognizing their own and other people’s emotion it is easy to handle the
situation (Armstrong, 2006). For example: Doctor Need to understand the emotions of their
patients and provide them appropriate support and utmost care on the basis of their emotions and
pain. On the other hand, receptionist is responsible for resolving all the queries of patients by
understanding their needs.
Reflective statement
Being HR manager of Royal Berkshire NHS Foundation Trust, I am able to attain
appropriate knowledge that has helped me in my own career development. It helps me in making
familiar with all the health and safety precautions which I need to take at the time of working
here as well as legislative framework that should be followed. By leading the whole department
and adopting various management approaches my personality has been groomed (Milner, 2011).
With the help of resolving queries of my co-workers and resolving various issues faced by them I
am able to develop better problem solving attitude. Further, I have also developed the ability to
work with other and managing teams effectively.
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Leadership and management of Royal Berkshire NHS Foundation Trust based on the shadowing
activity HR manager
It has been founded that I am able to manage and resolve various conflicts among
different teams. I use to follow transactional leadership style through which I am able to maintain
the operation in a smooth manner. It helps me in making disciplinary power as well as incentives
in order to motivate the employees. Through this, my co-workers feel motivated and perform all
their tasks effectively.
CONCLUSION
From the above study it has been concluded that human resource management plays a
most important role in the whole development of health and social care organization. It helps
them in meeting all their desired objectives in an effective way.
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Thorpe, R. and Beasley, T., 2004. The characteristics of performance management research:
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