Unit 13 Managing Human Resource Management

Added on - 27 Jan 2020

  • 18

    pages

  • 4504

    words

  • 23

    views

  • 0

    downloads

Showing pages 1 to 4 of 18 pages
UNIT 13 MANAGING HUMANRESOURCE MANAGEMENT
ContentsIntroduction.................................................................................................................................................2LO 1: Understand processes for recruiting individuals to work in health and social care............................21.1 Explain the factors to be considered when planning the recruitment of individuals to work in healthand social care.........................................................................................................................................21.2 Explain how relevant legislative and policy frameworks of the home country influence theselection, recruitment and employment of individuals.............................................................................31.3 Evaluate different approaches that may be used to ensure the selection of the best individuals forwork in health and social care..................................................................................................................4LO 2: Understand strategies for building effective teams for working in health and social care.................42.1 Explain theories of how individuals interact in groups in relation to the types of teams that work inhealth and social care...............................................................................................................................42.2 Evaluate approaches that may be used to develop effective team working in health and social care.5LO 3: Understand systems for monitoring and promoting the development of individuals working inhealth and social care...................................................................................................................................6LO 4: Understand approaches for managing people working in health and social care.............................114.1 Explain theories of leadership that apply to the health and social care workplace...........................114.2 Analyse how working relationships may be managed.....................................................................124.3 Evaluate how own development has been influenced by management approaches encountered inown experience......................................................................................................................................13Conclusion.................................................................................................................................................14References.................................................................................................................................................151
IntroductionThe rationale of the assignment is to make the students aware regarding the differentaspects of human resource managements like the recruitment, workplace development and theperformance of the staffs as team members within the organization. In this section,BMIHealthcarehas been selected for analysis. In the scenario, it is the responsibility of the humanresource manager to recruit an individual within the organization for the post of operationexecutive (Riley, 2014).There are different sections that will be discussed in this regard in the following sections.The different operational as well as the strategic factors, different application of the leadershiptheories, the team management etc. will be discussed with the help of certain theoreticalframeworks.LO 1: Understand processes for recruiting individuals to work in health andsocial care1.1 Explain the factors to be considered when planning the recruitment ofindividuals to work in health and social carePlanning of recruitment and selection in health care sector is essential to continue improvingquality treatment and care to the patients. The BMI Healthcare is a private health care centerwhich is situated in London and offers a variety of health care services (BMI Healthcare, 2017).For the post of Operational executive, the Company needs to consider few factors that arerequired forrecruitment and selection of individuals which are as follows:Education is a primary factor which isrequiredwhile recruiting and selecting anyindividual for the post of operation executive in BMI. As an HRmanager of BMI,theeducational background of the individualmust be strong in the sector of health caretreatment and service. The candidate must have the ability to handling data and records ofpatients and manage other responsibilities(Mooney, 2017).The second most important factoris the job requirement for recruiting the individual. Attimes, there are few opportunities’ that are used to replace employee as per the needs ofthe health care centre. In the case of BMI, the HR manager must check and justify the2
necessary requirements of the vacant post to be set either based on job role or individualspecification. For this post, role specification is required that holds skills and capabilitiesthat need to be covered effectively while evaluating thecandidate during interview(BMIHealthcare, 2017).The third factor that is relevantfor recruitment or selection is internal recruitment processthat must be performed on first priority. If this option gets failed by BMI, then the firmneeds to post an advertisement for the vacant operational position. The company canchoose variousmediums ofadvertising media such as newspaper, job portals, socialsites,emails, and so on.Therefore, for the post of operation executive,advertising ofvacantposts becomes an important factor in attracting new talent base on a single attempt.1.2 Explain how relevant legislative and policy frameworks of the home countryinfluence the selection, recruitment and employment of individuals.As part of legislative frameworks, the health care companies operates and designs itscompany rules and policies based on governmental rules and policies constructed for health caresector.The company must adhere to the rulesrelated to employee welfare in thehealth careorganisations such as the Equality Act 2010. It is the legislative act by UK governmentwhich was passed to treat all employeesof the organisationequallyirrespective of anygender,age,orrace,religion, etc. This law protects the employees or workers in health carefrom getting discriminated for several reasons(Ezer and Cohen, 2013).The BMI is committed to respect and protect the information about the customerdetailsand information shared by the patients to the organization. Thus, the company has tofollow certain code of practice and conduct which are set for Employees or workers likeoperation executive to secure the patient personal health related information(Kleinpell,2014).The protecting ofrights of Employees and staffs, establishing trusts and confidenceofservices providers and users; being accountable for delivery of quality healthcare serviceand responsibilities for improving and maintaining their skills and knowledge, etc. fallsunder the regulatory framework.This above-mentioned code of conduct ensuresemployees of BMI to meet the desired standard forpractisingpolicies in health and care3
desklib-logo
You’re reading a preview
card-image

To View Complete Document

Become a Desklib Library Member.
Subscribe to our plans

Download This Document