Recruitment, Team Development, and Change in Health and Social Care

This report provides a comprehensive overview of key aspects within the health and social care sector, focusing on recruitment processes, team development strategies, and change management models. It begins by evaluating the recruitment of individuals, emphasizing the importance of recruitment policies, job purpose clarity, and benefits packages. The report then details the CQC's recruitment process, linking it to relevant legislation like the Employment Contract Act and equality regulations. It further explores systems for monitoring and promoting team development within the CQC, highlighting the significance of effective teamwork for organizational success. The report also examines different types of teams, the role of appraisals, and the factors that drive organizational change. Various change management models are analyzed, along with potential barriers to change and strategies to overcome them. The content is structured to provide practical insights into the challenges and opportunities within the healthcare and social care environment, providing valuable insights into organizational dynamics and effective management practices.

DIMPLOMA IN HEALTH
ANS SOCIAL CARE

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
Evaluation of process of recruiting individual within health and social care..............................3
System of monitoring and promoting development of team within CQC...................................7
Different types of team formed in social and health care............................................................8
Role of appraisal in developing team members.........................................................................10
Factors drive change in an organisation ...................................................................................11
Change management models used in health and social care sector...........................................13
Potential barrier of change and ways to overcome such barrier................................................14
CONCLUSION .............................................................................................................................14
REFERENCES..............................................................................................................................15

INTRODUCTION
Health and social care is defined as the providing of treatment to the people who are not
well and require some medical assistance. In the current business environment and by referring
to the standard of living of people there are many health related issue which a person faces.
Hence, for their treatment it is essential for the health and social care to ensure that proper
treatment and various facilities are being provided to the required person. In addition to this
health and social care provides services relating to any type of disease or any physical or mental
problem and any other type of issue relating to health of the person. Social care plays a crucial
role within the safety of the person as this involves the taking care of people suffering to any
kind of problem and assist them in living a better life.
The present study is based over the Care of Quality Commission which was founded in
2008 by Parliament of UK. CQC is type of executive non- departmental public body relating to
Department of Health and Social care within UK. The present report will outline and discuss the
process pertaining to the recruitment of individual within the health care setup. In addition to this
the report will also discuss about the various system of monitoring and promoting development
of the team working within health care setup. In the end the various process of change
management will be analysed along with the ways in which changes can be implemented within
the company.
MAIN BODY
Evaluation of process of recruiting individual within health and social care
Recruitment is defined as the process through which company stimulates the candidates
interested within the vacant position within the health care setting. for the success of the health
and social care organization it is essential that it involve highly skilled and capable set of
employees. for this purpose, the most essential aspect is that CQC must lay more emphasis over
the recruitment process of the company (Wu and et.al., 2018). this is particularly because of the
reason that when effective recruitment strategies will be selected then it will provide a good set
of employees. hence, when the employees will be good and effective then the objective and goal
of the business will be attained in effective and efficient manner. Hence, for this there are various
types of factors which need to be considered by CQC at time of recruiting potential candidate
within the company. these factors to be considered are as follows-

 Recruitment policy- this is the first and foremost essential aspect that need to be taken
into care as if the recruitment policy will not be analysed before recruitment then it might
be possible that candidate is not provided proper information (Greenhalgh and et.al.,
2017). This is pertaining to the reason that when the recruiters are not aware of the policy
and terms and condition within the recruitment policy then this will affect the
communication with the potential candidate to a great extent.
 Job purpose- this is another major requirement to be considered at time of recruitment by
the health and social care. This is necessary to be considered as if the purpose of job will
not be mentioned clearly then this will affect the goodwill of the health care. Hence, for
this it is essential for CQC that they effectively outline the purpose of the job in brief
with the recruitment advertisement only. This is essential as this will assist the potential
candidate in analysing the fact that whether they are capable of managing the work within
the health and social care. This will also provide a brief overview to the candidate that
whether they will be able to manage the work or not.
 Working hours- in addition to the purpose of job, working hours is also a major
requirement which need to be analysed while seeking for recruitment. This is particularly
because of the reason that if the working hours will not be specified in proper manner
then it might affect the working of the candidate within the health and social care. Hence,
for CQC it is necessary that the recruitment advertisement must involve all the details
relating to the working hours which a person need to give to the company. Benefits- this is also a major requirement to be kept in mind at time of planning for the
recruitment. This is particularly because of the reason that if the potential candidates will
not be provided with the benefits then will not be coming to the place for work. Hence, it
is essential for CQC that they must provide better and effective benefits which will attract
the potential candidate in coming to the place for work.
Recruitment process and link with legislation and policy
For effectively recruit the candidate within the business it is very essential for CQC to
recruit the people through a simplified process (Johnson and et.al., 2021). This process for
recruitment need to be followed by CQC as this will assist the company in hiring right person at
the right position. The recruitment process for having a job in CQC involves the following
stages-

Step 1- Registration
This is the first stage of the recruitment process conducted at CQC wherein the candidate need to
register themselves on the job account at CQC. When the person registers themselves over the
job account of CQC then they can have access to the job alert notifications over the email.
Step 2- Application
Under this stage the candidate need to submit the electronic application form for the chosen
vacancy. This is necessary as with help of the electronic form all the details of the candidate are
being provided to the company through the form. Hence, now CQC have access to the personal
information and qualification of the candidates. Hence, now they can shortlist some of the
candidate more suitable on the basis of experience and qualification.
Step 3- Shortlisting
By referring to the electronic forms of the candidate the shortlisting is being done wherein after
analysing the documents and personal information of the candidates they are shortlisted by the
company. This in turn assist the company in outlining and limiting some of the candidates who
are more suitable for the vacant position (Kneale and et.al., 2021).
Step 4- Assessment
This is a stage of the recruitment process of CQC wherein the shortlisted candidates are selected
then they go for the next stage that is interview of the assessment centre. Under this stage the
company calls the shortlisted candidate for the personal interviews.
Step 5- Offer
This is the last stage of the recruitment process at CQC and in this stage after the successful
completion of the interview or the assessment stage, the candidate is suitable is offered the
positon within the company. for this it is necessary for CQC that they must ensure that all the
legal aspect within the recruitment process are undertaken.
In addition to this there are many different types of legislations and policies which the
company has to be undertaken in order to manage and recruit the employees in effective manner.
The reason underlying this fact is that when the company will undertake the use of the
legislations and different policies then it implies that company is taking care of all the major
aspect in protection of employees. Hence, this will motivate the employees to join the company
in large numbers. Along with this when the company will undertake the use of the policies and

legislation then this will improve the goodwill and market position of the company within the
highly competitive working environment.
The major legislation which need to be undertaken by CQC at time of the managing and
recruiting employees within the company is the Employment contract act. This is a necessary
legislation as this suggest that there must be predefined contract between both the employer and
employees. This is particularly essential because of the reason that when company will have a
clear contract then employees know that what they have to do and they will work in that
particular aspect only. In addition to this, in the contract it is also mentioned that if the
employees or the employer does not fulfil their duties then what actions can be taken against
them. The major benefit of complying with this legislation that all the parties to contract know
their role and responsibilities and it is easier for them to work in required manner.
Furthermore, another major legislation which need to be followed by the CQC at time of
recruiting employees within the health care is Employment Equality (religion or belief)
regulation 2003 and Employment Equality (sexual orientation) regulation 2003 (Key legislation
regarding recruitment and selection, 2021). These regulation states that the employees must not
be discriminated on any basis whether be it religion, caste, culture or sexual orientation. This is
particularly because of the reason that when the company will provide equal opportunities then
this will motivate the employees to work in more effective manner. The reason pertaining to this
fact is that when the employees will be provided with equal opportunities then they will have a
feeling the company is taking proper care for the personal development of the employees. Hence,
this is very important for the employees that they are having equality at workplace. This equality
at workplace will assist the company in attracting large number of potential candidates within the
company. hence, as a result of this employees within the company will be more.
Moreover, in addition to this, complying with health and safety regulation will also be
beneficial to CQC. This is pertaining to the reason that when the employees will be provided
with a healthy and safe environment then this will motivate the employees to work in more
effective and efficient manner. As a result of this, the working efficiency of the employees will
increase to a great extent. Furthermore, when the employees are provided with healthy working
environment then this motivates them to work in better manner. Further, the healthy working
environment will also motivate the employees to work in more effective and efficient manner.

This is particularly because of the reason that when the company provides with a healthy
environment then it is duty of the employees as well to provide better work against company.
Hence, in the end it can be stated that for CQC to be successful it is essential that they
pay attention to their recruitment process. This is particularly because of the reason that when
effective recruitment process will be followed then this will result in better working efficiency of
employees.
System of monitoring and promoting development of team within CQC
For the success of any organization it is very essential that they work in proper and
effective team. This is particularly because of the reason that a company cannot run in isolation
and it is very important for the employees to work in team (Jones, 2019). The reason underlying
this fact is that firstly a person cannot work without communicating with others. Secondly, when
the work is being done in a team then this motivates the employees to work in more effective and
efficient manner. Hence, for this reason it is necessary for CQC that they effectively work on
building good and efficient team. This is pertaining to the reason that when team will be good
then this will result in improved efficiency of the employees and aim of work will be achieved.
For this CQC makes use of the Tuckman team development theory. The reason underlying the
use of this process is that with help of this process the team is formed effectively and objective of
team is served accurately. The process of team development at CQC involves the following
stages-
 Forming- this is the stage wherein CQC forms the team by assimilating and gathering the
relevant employees. The relevant employees here mean that the workforce which is
capable of accomplishing the objective for which team is formed. This is the most crucial
stage for success of the team. The reason underlying this is that if team will not be
formed correctly then it will not attain the objective of the team.
 Storming- this is the second stage of process of team development wherein the team
members interact with one another. This stage is also very important for CQC as in this
stage the team members interact with one another and decides for the strategies which
need to be followed in order to attain the objective for which team is formed (Hildebrandt
and Marr, 2020). Here, the team members are allowed to communicate with one another
so that they get comfortable with each other and work in more coordinated and effective
manner.

 Norming- by this stage the team members come to know well about one another and they
are highly motivated to work in a team and accomplish goals of the team (van Geffen,
2020). In this stage the rules and regulations of working in a team are provided to team
members. This is particularly because of the reason that rules are necessary to guide the
working of the team and motivate them to attain the objectives for which team is formed.
 Performing- this is the stage where after getting knowledge of all the rules and
regulations, the actual work is done. This is undertaken by the team members and they
ensure that their work result in the attainment of the goals of the business. hence, this
stage is the most crucial as here only the work is being accomplished and result in
attaining of goal of team.
 Adjourning- this is the last stage of team development process wherein after the
accomplishment of the goal of team it is being adjourned. This simply means that the
team comes to end, after the attainment of the goal of the team.
Further just forming the team is not enough rather it is essential for CQC to have different
types of team within their health care setup. This is particularly because of the reason that when
there will be different teams then this will result in more effective working. The reason
underlying this fact is that team are formed on basis of specialisation. This simply means that
person who are good in some skill are provided that work only. Within the team as well it is
necessary that the all the people having same type of skills work as a single team. This is
particularly because of the reason that when same skill people work together then this motivates
them to work in proper and effective manner (Peralta and et.al., 2018). In CQC as well the
employees who have same set of knowledge and skill are teamed as a single team. This is
particularly because of the reason that this provides simpler and easy working environment to all
team members. The reason underlying this fact is that all the employees are form same
educational background so they can work in more effective and efficient manner together.
Different types of team formed in social and health care
Health and social care sector is emerging in United Kingdom. The structure of health and
social care become very professional due to the team building system,s followed in the entities.
Based on the modern need and requirements associated with the health care sector there are
multiple teams are developed and formed to match up with modified needs and requirements of
the health care sector.

Functional team work
In the health and social care services functional work team is a prominent team part of the
operational structure. Under these members belong to same functional area and respond to the
single manager. Many organisations follow this structure where only one manager is the in-
charge of the entire work force. All functional and operations are segregated into different teams
and professionals based on the need and demand of organisation structure. All employees based
on the academic records and qualification segregated into different teams like accounting,
logistics, marketing, human resource and other such associated department. All these teams and
professionals are headed by the department head who further respond to the manager of the
organisation. This structure is followed in the company.
Inter working team
This is the process where the team is build up with support of professionals belongs to
different groups. Members under this team hold the same hierarchical level. This team is used at
the Quality Commission where the work force work with the multi disciplinary view in which
each area of responsibility represented by the team members complements the knowledge
occupied by others. Examples like in Quality Commission committees and council are formed
belong to this type of team building segment (Reuvers, 2020). This team try to address different
problems facing by the organisation with support of quality efforts. All types of issues related to
the entity is discussed which also include sustainability, strategic challenges and all other issues.
Troubleshooting team
Trouble shooting the term itself denote solving some kind of trouble facing by the
management. Every time there is any issue or challenge company face it is addressed through the
formulation and development of the trouble shooting team. This team is made of professionals
carry specific knowledge and expertise in the area of trouble shooting. This team, put
collaborative efforts to achieve the best level of solutions to address the issue. This practice plays
huge role to achieve the best level of control over the trouble shooting. Many issues like
employee retention issues, compliances issue, change management related issues and different
others are dealt with support of this process in the Quality Commission.
Self managed team
Self managed team is another key team part of the organisation structure of the Quality
Commission. This team work in a heavy pressure and under the burden of heavy responsibility.

This team unlike other teams do not contain any formal leader that guide the entire team.
Members of the team itself define the division of labour, responsibilities and distribution or
segregation of task. Employees clearly carry a certain role denote specific area of responsibility
that team undertakes by itself. Employees of team also hold the decision-making power
associated with only the responsibility they undertake and also based on the position they acquire
in team. This further made of experienced professionals that contain some level of experience to
work in such an environment or situation.
Project team
Project team is a team formulate to deliver a certain or specific project work. This team is
formed to conduct a specific functional responsibility. Members belong to different area of
expertise failed come together and form a team in this practice. This process is delivered to
conduct a specific responsibility function (Hayes, 2018). Quality Commission channelises
different projects that require expertise professionals and human resources who can meet up the
responsibility of this area. This activity is delivered to conduct such specific function. Further the
respective group is dissolved once the activity or operation is deliver successfully. Project team
is among the formal teams built at the Quality Commission
Task force team
In case of dealing with the emergency situation this team is formed. Under this task force
is developed with support of human resources part of the team. The members are the best
performing employees of the organisation under this team. Recently at the time of COVID 19
this team is formed by the Quality Commission to address the requirements of the pandemic.
Team try to solve the problem or issue in the limited time frame.
The above mentioned teams are part of the organisation. Different responsibilities at the
Quality Commission are meet up with support of these teams mentioned above.
Role of appraisal in developing team members
Development always associated with the outcomes against the operations. In Quality
Commission operations and functions are segregated into different teams. Management
implement different strategic choices that can favour the overall development and growth of
team members. Appraisal is denoted as the expected level of benefits arises out of the operations
and efforts put by such individual employee. Appraisal inspire employees to put extra efforts
along with the normal functional responsibilities. It can be stated that in order to develop and

grow individual efforts of human resources play a significant role. Appraisal allow the entity to
measure and monitor the overall performance of the employee. When it comes to assessing and
analysing the overall performance of employee it becomes essential to identify both strong and
weak areas that employee contains in its personality. Appraisal always deliver over the strong
areas associated with the work force. Whereas, in context to the weak areas management suggest
and guide the employees to provide reasonable support to the human resources in form of
direction where they need to work on. These are the fundamentals behind the appraisal as it
allow the management to grow the work force on the basis of strong and weak areas.
Development of team members immensely depends upon the performance management
practices undertaken by organisation. Performance assessment is about to analysis the individual
performance of employee in organisation. This immensely denote the area in which individual
employee contain strong position and also reflect the weaker area related to the employee.
Appraisal motivates the employee to perform more than the potential ability it carries in order to
gain more appraisal benefits. Further, the process of appraisal motivate to both productive and
non-productive employee to put extra efforts (Arundel, Bloch and Ferguson, 2019). This give
support to employee for achieving the best level of work efficiency against the functional
activities entertained. It can reflect that appraisal is the best way to support the overall growth
and development of work force at the organisation level. The biggest strength associated with the
appraisal is that it motivate the employee or work force itself to put the quality efforts for
achieving the best level of work efficiency in order to gain more appraisal related benefits.
Factors drive change in an organisation
Factors denoted the basis to incorporate any type of change at the organisation level.
Every time any kind of change entertained at the Quality Commission one or many of the driver
mentioned below has guided entity to incorporate the respective changes in the organisation
level.
Human resources
Human resources are the crucial part of the organisation. They are among the most
crucial resources company hold in order to achieve the overall objectives behind the formulation
of the entity. Demand of the business environment always changes and which further influence
the requirements of the human resources part of the entity. Employees of the organisation are
among the major driver motivate change at the organisation level. On the basis of the need and

demand of human resources organisation constantly make change management plans to meet up
with the best level of operation efficiency.
Customers
Customers are the key stakeholder part of the entity. All operations of the organisation
are channelises based on the needs and requirements associated with the customers of the entity.
In order to match up with the changing needs and requirements of potential customers associated
with the Quality Commission different changes are incorporated by the organisation (Van der
and et.al., 2017). Especially sector like health care that is immensely influenced with the level of
service quality entity cater. To achieve the respective best level of service quality company try to
introduce different changes like technical changes, structural changes and many such
modifications.
Changes in legislation
On the basis of the legislation company require making changes in its policies and
practices. Legislation involve application of laws and regulation over the business entity. Any
change in the legislation plat an immediate effect over the operations of entity. Quality
Commission always change in its structure as any change occur at the legislation applicable over
the organisation.
Technology development
Technology development is among the key driver that force change to the organisation.
In case of health and social care practices technology needed to be advanced and modified. If the
technology is not up to date than company can not allocate the best level of specialised practices.
Any development or change in the technology in market will lead to some kind of change in the
technical structure of the organisation (Kuluski and et.al., 2017). In case of health care
companies and business entities try to cater the best level of practices. Technological changes
motivate the entity to achieve the best level of growth and development in thee organisation.
Competitors
Strategies competitors use always impact over the operations of the organisation.
Competitors always motivate the entity to adopt any change at the organisation. As the Quality
Commission try to allocate the best level of services as compare to its key competitors in the
respective market (Surr and et.al., 2017). Whatever change the competitors adopt business entity
also like to incorporate the same level of changes at the organisation.