Managing People in Social Care

This assignment delves into the complexities of managing people within the realm of social care. It examines various motivational theories and practical management approaches suitable for this field. The importance of data protection and its legal framework, particularly in light of legislation like the UK Data Protection Act, is also emphasized. The analysis aims to provide a comprehensive understanding of the challenges and best practices involved in effectively managing people within the social care sector.

Unit 13: Managing Human
Resources in Health and
Social Care

Table of Contents
INTRODUCTION...........................................................................................................................1
LO 1.................................................................................................................................................1
1.1 Presenting the factors which are consider when planning and the recruitment of individual
.....................................................................................................................................................1
1.2 Presenting the relevant legislature and policy framework which influence selection and
recruitment..................................................................................................................................2
1.3 Describing different approaches that may be ensures the selection of best individuals.......3
LO 2.................................................................................................................................................3
2.1 Presenting the theories of how individual interact in groups to the types of teams..............3
2.2 Evaluate approaches that may be used to develop the effective team-working....................4
LO 3.................................................................................................................................................4
3.1 Explain the ways which affect performance of individual working in health and social care
.....................................................................................................................................................5
3.2 Identifying the needs of individual training and development needs...................................5
3.3 Presenting different strategies for promoting continuous development of individual..........6
LO 4.................................................................................................................................................6
4.1 Presenting the theories of leadership.....................................................................................6
4.2 Presenting how working relationships may be managed......................................................7
4.3 Evaluating how own development influenced by management approaches.........................7
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................9

INTRODUCTION
Human resources are the main organizational functions who deals with various issues of
the people and hire or recruit peoples and train them. The report main aim is to provide
information related to management of individuals in health and social care work place. Report is
based upon the case scenario of St. Margaret's Nursing Home which is facing issues of high rate
of employment turnover. It describe some factors which affect planning the recruitment of
individual and also explain some legislative and policy framework which influence the selection
and recruitment procedure. Report shows different approaches which are used to ensure the
selection procedures and describe some ways in which the performance of individual can be
monitor. Report also explain some theories of leadership that are apply to the health and social
workplace.
LO 1
1.1 Presenting the factors which are consider when planning and the recruitment of individual
While planning for the recruitment process, there are many factors which affect it and
some of them are as follows:
 Organizational needs analysis: Size of the organization affect the the process of
recruitment. If the company is planning to increases its operation and expand its business.
Then the company has to hire those person or individual who have the calibre to lead a
team or a company in an affective way (Neuschulz and et.al., 2018).
 Skills: It is the most important critical factor that affect recruitment planning. As per the
case scenario, St. Margaret's Nursing Home is facing an issue of high employment
turnover rate because of recruitment based on favouritism (Buckman, Johnson and
Alexander, 2018). Therefore, it is necessary to select the candidate on the basis of their
skills and organizational needs.
 Qualities: In qualities, education background of the potential employee is important. For
St. Margaret's Nursing home they needs an employee who have good skills of
communication and have potential to do the work (Islam, 2018). Therefore it shows that
the education have their own importance and an individual must fit on every skills which
are needed by an organization.
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 Experience:work experience is consider as an important consideration and having a
work experience in the particular area which helps to solve many complex problem. In
recruitment process, HR generally recruit those peoples who have the working experience
in order to produce the best output for the company or a sector (Van Calster,
D'Argembeau and Majerus, 2018).
1.2 Presenting the relevant legislature and policy framework which influence selection and
recruitment
Legislatures:
Equality Act, 2010: This law states that when the HR of the health and social care select
any person then they should follow the anti- discrimination law under which they cannot
discriminate the candidate on the basis of their age, race and colour (Iganski and Mason, 2018).
They should choose the person as per their skills and qualification or working experience.
Data Protection Act, 1998: The law states that every sector must follow the act in order
to keep the private data protect and confidential (Carey, 2018). If anyone holding the personal
data for other purpose, then they are legally obliged to comply with this act and they cannot
share the personal information to the third party without permission.
Policy:
 Safer Recruitment Policy: Under this policy, company must ensures that it is the
responsibility of the Nursing home to keep their employees safer from harm and to
operate the safer recruitment policy which makes sure that all the staff members are
committed to safeguarding or promoting the welfare of the employees who work in the
company (Gan, Chua and Wong, 2018).
 Equal Opportunity Policy: This policy states that at the time of recruitment and
selection procedure, a quoted company must makes sure that all candidates should get
equal chances at the time of recruiting or in interview (Equal Opportunity, 2018).
Company has to follow Disability act, 2016 as well as anti- discrimination policy which
provide equal opportunity to all the people.
1.3 Describing different approaches that may be ensures the selection of best individuals
Short Listing Criteria: It is one the best method or a process in order to identify the
candidates who meet out the requirement and desired criteria for open request. It is the first
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method which can be chosen by the Human Resource that comes the next after recruitment
process. This criteria basically includes education and training, work experience , skills and
knowledge which a candidate posses and their competencies (Riccucci, 2018).
Model of Selection: Under this, there are many method such as interview which is the
most common selection method adopted by the HR. Interview is the method which is conducted
in many round and it is taken by Line manager, co- workers as well as service user in order to
determine the capabilities and communication skills.
Psychometric assessment is the another method of selection which helps to let HR know
about the abilities and behavioural style of the candidates. These methods are designed to
measure the candidates suitability of r the roles which are based on the required personal
characteristic (Haines, Scamell and Shah, 2018).
Panel Interview: It seems that it is an additional work but it is a good method in which
one person ask a question and other person able to observe the prospect. This is done because
different people observe different things of an individual in the terms of body language, tone etc.
LO 2
2.1 Presenting the theories of how individual interact in groups to the types of teams
To interact with different types of team, individual can also uses Tuckman theory which
is based upon four stages that are as mentioned below:
 Forming: Using this, a team can meet and learn different opportunity as well as
challenges and then the team members are agree on the goals and they tackle the task. As
team members tends to behave independent manner and share various ideas or forming
high reliance on leadership in order to take guidance (Forsyth, 2018). Every person in this
stage tends to learn many things in order to grab the opportunity.
 Storming: It is the second stage in which group members start to sort itself out and gain
each other's trust. Under storming step, team will identifies various issues and try to solve
those problem in effectively manner. Thus, every member should have the abilities of
bearing issues and tolerance power. Managers or supervisors needs to be provide them
guidance with their leadership skills,
 Norming: Under this, group members can behave in frankly manner so that they will
discuss frankly with their views and further adjust their behavioural pattern as well as
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attitude to one another by developing the work habit (Donnelly, Kennedy and Widener,
2018). They are in such a phase where they exchange the ideas to each other to get best
result.
 Performing:Under this stage they perform as a team unit and they all work together in
order to achieve all defined goals as well as objectives. Hence the atmosphere in the team
is good and the team perform excellently.
 Adjourning: It is the last stage, when the task of the team is completed then the team is
dissolved and members of a team can express or experience the anxiety as they will have
during the time of team making.
2.2 Evaluate approaches that may be used to develop the effective team-working
Motivation: It is the best approach which help to lead a team in an effective way. In
health and social care, leaders and supervisor has to motivate their team in order to lead or
achieve the opportunity for their future development. Motivation enhances the skills of an
employee and raise their performance (Achtziger and Gollwitzer, 2018),
Leadership: it is the another approach which help to lead a team in an effective way.
Having a great leadership skills will help to encourage the team members to achieve the best
result. This approach also help to lead a team in such a way and motivate their team members so
that it will help them to complete all defined task.
Cooperation and Integrated Working: Working in a team will help a develop an
effective team. It is another approach which help to complete all defined task in an effective
manner such that cooperation with a team and working together will build trust between each
other and this would develop an effective team (Deckers, 2018).
LO 3
EXECUTIVE SUMMARY
Under this part, report will describe the importance of training and development needs for
increasing the working performance of an individual. This describe different ways in which the
performance of an individual working can be monitored. Further, it describe different strategies
to promote continuing development of individuals in health and social care.
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3.1 Explain the ways which affect performance of individual working in health and social care
Observation: It is one of the most common method which is actually perform by the
managers and supervisors. Through this method, they keep in contact with their employees so
that they come to know their actual performance.
Benchmarking:It is most affective method which can be performed by St. Margaret's
Nursing Home in order to evaluate their employee's past and current performance. Through
benchmarking, employees performance can be measure and then managers provide training
sessions to their employees who have low performance.
Periodic review: It is another method which can be used by the health and care sectors.
It is a review process which can be done in quarter or during 6 months in order to determine the
performance of their employees and taking a view of quality and standards of the provision.
Feedback form others: As the work is completed, managers or supervisor must take
feedback from others which help to determine the strength as well as weakness of their
employees. Taking feedback from peers or workers will help to take further action for their
improvements.
3.2 Identifying the needs of individual training and development needs
In order to identify the need of training and development, company must re- evaluate the
business goals and also address the critical activities, monitoring the performance quality. After
observing the needs of the business, managers of health and social care should evaluate the
performance of the employees and their progress. After observing, managers come to know that
which employee is giving how much endeavours and then they take action that which type of
training and development they needed.
As St. Margaret's Nursing home is having an issue of high employment rate and due to
unskilled labour, company has to provide training sessions which is a complete learning process
that help to involves the knowledge acquisition, improve the skills and expertise, re-boost their
energy in order to achieve all goals. If the employees of St Margaret's lacking of communication
skills then they should provide training sessions to overcome the problem.
3.3 Presenting different strategies for promoting continuous development of individual
 Constructive feedback: To promote the continuous development, providing timely
feedback is the best option which help to determine the performance of an employees. st.
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Margaret should take feedback after providing training sessions to their employee so that
they will come to know the strength and weaknesses of the employees.
 Personal development plan: After determining the weaknesses of the employees,
managers or supervisor of the company prepare the personal development plan in order to
overcome their weakness. Keep monitoring their performance and through PDP, they will
easily enhances their actual working efficiencies.
 Provide training: It is another method, which help to overcome their weaknesses and
increases their strengths. Training is the best method which help to overcome the issues
and enhances their skills. Through training sessions, they can increases their working
efficiencies and as a result, it will help to attain all objectives of the company.
LO 4
4.1 Presenting the theories of leadership
Transactional leadership theory: This mostly focuses on supervision, organization and
the performance of the employees. By following this leadership style, leaders will easily promote
their employees through reward and punishments. But on the other side, they did not accept the
changes and keep the things same. They mostly pay attention to the fault and deviations of their
employees rather then motivating them.
Transforming leadership theory: This theory is basically used to create high-
performance that helps to lead a team and achieve all defined goals and objectives of a company.
Using this theory, leaders of the company will have good visionary, inspiring, risk takers. They
also posses inspirational motivation and through their creative ideas they encourage their
employees to raise their working efficiencies.
Fiedler's Situational Contingency: Under this, leaders opt different leadership style as
per the situation. Such that leaders of St Margaret Nursing Home opted different leadership
styles and the theory states that because of leadership behaviour is fixed effectiveness which can
be improved by restructuring the task and as a result, the goals and objectives of the company are
achieved.
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4.2 Presenting how working relationships may be managed
In St. Margaret Nursing Home,leaders must divide or allot the work to every individual
so that each person can feel their responsibility and as a result relationship can be managed.
Every person in a team must be aware related to their roles. Trust is another effective approach
which help to manage the working relationship.
For example, people who are honest, trust worthy can easily manage their work with each other
and they can also share their experience of success as well as failure with their co- workers.
If employee will have good communication and interaction skills which help them to
keep interacting with each other and share their good as well as bad experience with each other.
Through contingency management, leaders as well as employees also manage their work as well
as relationship so that it will help them to achieve all defined goals and objectives as quick as
possible.
4.3 Evaluating how own development influenced by management approaches
Through management approaches, I found that I am lacking of some leadership skills
which needs to be overcome and this can be possible through training which helps to enhances
my leadership skills. As I have good confidence and skills which help to take a better decision
for my future growth but on the other side, having good knowledge related to my work, which
will further help to raise my working efficiencies. A good understanding related to the field work
will also help to lead a team and build a strong relationship with each other. As I have the
abilities to adapt sudden change as per the environment which will help to communicate or to
convey the message to others. A good working experience as well as qualification also helps to
lead a team in an effective way so that it will help to maintain good relationship with each other
and sharing views with each other so that it will assist to grab opportunity.
CONCLUSION
By summing up above report it has been concluded that while planning for the
recruitment in health and social care, Human Resource must determine various factors and must
follow different laws as well as policies which influence the selection procedure. Report also
concluded different approaches as well as theories of motivation which help to build the team in
an effective way. Report help to understand the system which are used for monitoring and
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promoting the development of individual working in health and social care and also concluded
different theories as well as approaches for managing people.
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REFERENCES
Books and Journals
Achtziger, A. and Gollwitzer, P. M., 2018. Motivation and volition in the course of action.
In Motivation and action (pp. 485-527). Springer, Cham.
Buckman, D. G., Johnson, A. D. and Alexander, D. L., 2018. Internal vs external promotion:
advancement of teachers to administrators. Journal of Educational Administration.56(1).
pp.33-49.
Carey, P., 2018. Data protection: a practical guide to UK and EU law. Oxford University Press,
Inc..
Deckers, L., 2018. Motivation: Biological, psychological, and environmental. Routledge.
Donnelly, A., Kennedy, F. A. and Widener, S. K., 2018. Insights into the Relationships between
Personnel Control, Action Control, and Intrinsic Motivation.
Forsyth, D. R., 2018. Group dynamics. Cengage Learning.
Gan, M. F., Chua, H. N. and Wong, S. F., 2018. Personal Data Protection Act Enforcement with
PETs Adoption: An Exploratory Study on Employees’ Working Process Change. In IT
Convergence and Security 2017 (pp. 193-202). Springer, Singapore.
Haines, R., Scamell, R. W. and Shah, J. R., 2018. The Impact of Technology Availability and
Structural Guidance on Group Development in Workgroups Using Computer-Mediated
Communication. Information Systems Management. 35(4), pp.348-368.
Iganski, P. and Mason, D., 2018. Ethnicity, equality of opportunity and the British National
Health Service. Routledge.
Islam, T., 2018. Recruitment And Selection Processof Janata Bank Ltd (Doctoral dissertation,
Daffodil International University).
Neuschulz, E. L. and et.al., 2018. Biotic interactions and seed deposition rather than abiotic
factors determine recruitment at elevational range limits of an alpine tree. Journal of
Ecology. 106(3). pp.948-959.
Riccucci, N., 2018. Managing Diversity In Public Sector Workforces: Essentials Of Public
Policy And Administration Series. Routledge.
Van Calster, L., D'Argembeau, A. and Majerus, S., 2018. Measuring individual differences in
internal versus external attention: The attentional style questionnaire. Personality and
Individual Differences.128. pp.25-32.
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Online
Equal Opportunity. 2018. [Online] Available
through:<https://www.acu.edu.au/policies/hr/equal_opportunity/equal_opportunity>.
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