Human Resource Management in Healthcare

Unit 29: Human Resource
Management in Healthcare

TABLE OF CONTENTS
INTRODUCTION ..........................................................................................................................4
LO1..................................................................................................................................................4
P1 Discuss factors to be considered when planning and undertaking recruitment of staff.........4
P2 Analyze how HR management teams retained staff in own healthcare setting ....................5
M1 Evaluate the impact on healthcare setting of poor management of recruitment process .....6
D1 Critically reflect on the recruitment and staff retention process ..........................................6
LO2..................................................................................................................................................7
P3 Examine the performance monitoring system available to management ..............................7
P4 Discuss how HR department supports staff ...........................................................................7
M2 Critically access the challenges faced in implementation of staff monitoring and support
system..........................................................................................................................................8
D2 Potential impact on healthcare setting ..................................................................................8
LO3 .................................................................................................................................................8
P5 Compare different legal responsibilities of the HR department ............................................8
P6 Ethical responsibilities of HR departments ...........................................................................9
M3 Critically analyse relationship between legal and ethical responsibilities of HR
departments ...............................................................................................................................10
LO4................................................................................................................................................11
P7 Demonstrates in detail the current mandatory training requirements for workers in different
roles ..........................................................................................................................................11
P8 Benefits of Continuous Professional development Planning (CPDP)..................................11
D4 Critical reflection of CPD plan ........................................................................................12
CONCLUSION .............................................................................................................................12
REFERENCES .............................................................................................................................13

·INTRODUCTION
Human resource management is the systematic approach which is used for managing
number of people within organization and coordinates them to gain common goal. To
understand role of HR management and their practices report analyses case example of NHS. It
is an umbrella term for the publicly funded healthcare system of UK. This report will discuss
different factors that are considered while planning and undertakes the recruitment of staff in
own healthcare setting.
·LO1
·P1 Discuss factors to be considered when planning and undertaking recruitment of staff
There are various factors that must be considered when planning and recruiting number of
candidates for NHS (Guest, 2017). Smart business owners are always looking forward to recruit
highly talented employees because productivity and profitability of business always depends on
quality of employees. There are several factors that are undertaken by NHS while recruiting
candidates which are mentioned below:


壱Education and Credentials
Education background of the potential candidates is essential. It is important for healthcare
organizations to check degree and completion of classes. For example, National Health Service
recruits only those candidates who have degree for the particular job and requires some
certificates as well which they achieve during academic period or internship. Some healthcare
setting companies also requires certification in HVAC and high school Diploma instead of
asking advanced education background.


壱Importance of work experience
Work experience is another crucial factor which is also considered by fewer healthcare
organizations while recruiting candidates for the designated posts (Qudah, Davies and Deakin,
2019). But there are some other healthcare companies like NHS which consider this factor only
for some particular job roles otherwise they prefer to recruit candidates with good qualification
related to field irrespective they are experienced or fresher. For example, cardiologists,

gynecologists etc. are specific posts in which work experience is mandatory for the healthcare
companies. NHS never ask for the experience in certain departments i.e. pharmacist department,
nursing staff, technicians, consultants etc. so it often recruit freshers or new candidates for such
work so that they can give better performance from their experience and knowledge.


壱Possession of self-confidence
It is another considerable factor for recruiting staff in healthcare sector because when applicants
have good self-confidence then they can probably approach patient in effective manner and can
handle their jobs and exceed expectations. In case of NHS, HR managers always analyses self-
confidence in candidates during interview session.


壱Personality compatibility and warmth
Warmth denotes behavior of employee who will work effectively with others. Personality is
another crucial trait of a customer-oriented employees (Amrutha and Geetha, 2020). Healthcare
organization i.e. NHS also enlists this factor while planning and recruiting staff for the
designated posts. The reason behind is that when medical professionals’ posses’ good personality
and have supporting nature then they can understand patient issue and keeps them happy.


壱Specific skills set
It is one of the most critical factors which is often identified by senior authorities who hires
them. Management of NHS has prime goal to recruit such talent which meets company’s
requirement and leads lots of benefits for business. So, HR managers enlists required skills set
for the designated posts and hires employees accordingly requirement.
l壱P2 Analyze how HR management teams retained staff in own healthcare setting
To analyze employee’s retention rate HR management teams practices different retention
strategies such as employee engagement, competitive compensation, fostering of teamwork and
communication. For example, employee retention is one of the most essential factors of
successful medical staffing. Highly engaged staff often have feelings of work accomplishment.
So, it has become crucial for healthcare HR professionals. HR teams of NHS plays significant
role in retaining highly skilled and talented staff in NHS such as they offer good sitting