Report on Managing Human Resources in Health and Social Care - Unit 13

This report, focused on Unit 13: Managing Human Resources in Health and Social Care, explores critical aspects of human resource management within healthcare and social care settings. The executive summary highlights the significance of training and development in enhancing individual performance, detailing methods for monitoring employee performance, including observation, benchmarking, and feedback mechanisms. The report emphasizes the identification of training needs through business goal evaluation and performance assessments. Furthermore, it presents strategies for fostering continuous development, such as constructive feedback and the implementation of personal development plans. The report concludes with a list of references, providing a foundation for further research and understanding of the subject matter. This report is designed to support students with their studies.

Unit 13: Managing Human Resources
in Health and Social Care

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.

3.1 Explain the ways which affect performance of individual working in health
and social care
 Observation
 Benchmarking
 Periodic review
 Feedback form other

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.

3.3 Presenting different strategies for promoting continuous development
of individual
 Constructive feedback:
 Personal development plan
 Provide training:

REFERENCES
Books and Journals
Balteș, F. R. and Miu, A. C., 2014. Emotions during live music performance: Links with
individual differences in empathy, visual imagery, and mood. Psychomusicology: Music,
Mind, and Brain. 24(1). p.58.
Bank, J. H. and et.al., 2015. System wide performance extrapolation using individual line item
prototype results. U.S. Patent Application 14/099,979.
Kuvaas, B., Buch, R. and Dysvik, A., 2018, July. Individual variable pay for performance,
incentive effects, and employee motivation. In annual meeting of the Academy of
Management, Chicago, USA.
Lio, W. H. and et.al., 2017. Fundamental performance similarities between individual pitch control
strategies for wind turbines. International Journal of Control. 90(1). pp.37-52.
Quinn, C. M. and et.al., 2018. Creating Individual Surgeon Performance Assessments in a
Statewide Hospital Surgical Quality Improvement Collaborative. Journal of the American
College of Surgeons.
Rajput, A.S. and et.al., 2018. Quantitative estimation of electrical performance parameters of
individual solar cells in silicon photovoltaic modules using electroluminescence imaging.
Solar Energy. 173. pp.201-208.