West Sussex Home Care: HRM Policies, Training, and Employee Engagement

This report analyzes the critical role of Human Resource Management (HRM) in fostering employee engagement, particularly within the healthcare sector, using West Sussex Home Care as a case study. It defines HRM and outlines key principles, emphasizing the need for robust and progressive HRM policies, training, and development to address challenges like high employee turnover and low engagement. The report explores how effective training and development programs can enhance employee skills, motivation, and ultimately, organizational performance. It highlights the link between employee engagement and HRM strategies, emphasizing the importance of understanding employee needs to improve both individual and organizational outcomes. The conclusion reinforces the impact of well-crafted HRM strategies, training sessions, and employee engagement on productivity and profitability.

Managing People
(BA Business Management)
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Table of Contents
Introduction......................................................................................................................................3
Main Body.......................................................................................................................................3
Question 1: Organization needs robust and progressive HRM policies. Training and
development and employee engagement and how these are linked to HRM strategy................3
Concept of Human Resource Management.................................................................................4
Key principles of Human Resource Management......................................................................4
Organization needs robust...........................................................................................................5
Training and development...........................................................................................................5
Employee engagement and how these are linked to HRM strategy............................................6
Conclusion.......................................................................................................................................7
References........................................................................................................................................8
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Introduction
Managing people can be defined as characterizing different practices that include the start
to finish procedures of ability procurement, ability enhancement, and ability maintenance while
offering proceeded with help for the business and direction for the workers of an association.
Basically, in present world it has become hard within healthcare industry to hire qualified
individuals or to reduce the high turnover ratios of employees (Hughes and et. al., 2019).
Basically, this is done by HR department of a business or any other agency dealing
among one particular or different sectors. In present context, company that has been taken into
consideration is West Sussex Home Care, which is serving patients with assistance with
medication, self-care, like bathing, grooming, using the toilet and dressing. Also, this essay will
be enclosed with key principles and concepts of Human Resource Management where the
particular question that has been chosen is “Organization needs robust and progressive HRM
policies.”
Main Body
Question 1: Organization needs robust and progressive HRM policies. Training and development
and employee engagement and how these are linked to HRM strategy
Every single business organisation is going through ample number of difficulties when it
comes to manage working individuals at a workstation. In the same way, if it is talked about
healthcare sector then it is also going through various problems while engaging employees, train
them and developing various effective HRM strategies. Here, it can be said that it is pretty much
needed by organisation to keep on delivering appropriate training and development sessions to
staff members so that appropriately employee engagement could effectively be improvised.
Away with this, it can be said that in order to become a vigorous association intends to have the
versatility and adaptability to have the option to make something happen, to make changes, and
to quickly accept up business open doors and address difficulties (Leroy and et. al., 2018).
On the other hand, it has also been anlysed that progressive HRM policies aid a company
whether it is dealing at small or high level within healthcare sector in engaging staff members in
much effective and in efficient manner. Therefore, if it is talked about West Sussex Home Care,
which was dealing with many issues like less engagement of employees among different tasks,
which not only impacted upon productivity but was also impacted on profitability as well.
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Concept of Human Resource Management
Human resource management can be defined as implication of the executives of
individuals at work. HRM is the procedure which ties individuals with associations and helps the
two individuals and association to accomplish every others objective. Different strategies,
procedures and practices are intended to support the two workers and association's to accomplish
their objective. In present context, if it is talked about West Sussex Home Care, then it will be
needed by this company to follow this concept of HRM in order to gain number of benefits like
increasing engagement of staff members towards it’s goals and objectives (Hughes and et. al.,
2019).
Key principles of Human Resource Management
In present context, some of crucial HR Key principles that are needed to be followed by
West Sussex Home Care in order to improvise the employee engagement then some of these are:
Recruitment to retirement, HR is tied in with managing workers from enlistment to retirement. It
incorporates labor arranging, determination, preparing and improvement, position, pay and pay
organization, advancement, move, detachment, execution examination, complaint taking care of,
government assistance organization, work assessment and legitimacy rating, and post
employment survey (Hughes and et. al., 2019). Decisively, it manages arranging, sorting out,
staffing, coordinating, and controlling of individuals. Also, Hire for attitude, recruit for skills
where it is needed by West Sussex Home Care to focus upon mentality is the way to worker
commitment and achievement. Subsequently, HR pioneers must accentuate mentality as opposed
to understanding. It is smarter to recruit a new position searcher with high demeanor and no
experience than one with a spoiled disposition and long periods of experience. In the event that
representatives have a decent demeanor, they will have the capacity retain the information,
aptitudes, and capacities that are basic to play out their assignments viably in the working
environment (Ross, Ressia and Sander, 2017).
Including this, another principle that came in front, which is required HR department of
West Sussex Home Care to follow is Shed complexity, wed simplicity, because it has been
analysed that individuals today like to work in level associations instead of tall ones. Tall
associations regularly have orders with a bureaucratic attitude that doesn't work in the current
setting. Therefore, these are said to be some of the crucial principles, if HR department of West
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Sussex Home Care will follow, then it will start delivering right outcomes in much effective and
in efficient manner as well (Wirtz and Lovelock, 2017).
Organization needs robust
Since, West Sussex Home Care is dealing with number of issues like less engagement of
staff members which also raised high turnover ratio of the employees. Therefore, it is pretty
much needed by West Sussex Home Care to come up with effective HR strategy, based on the
requirements of staff members. This is where, different strategies that can be developed in
relation to empowering staff or motivating them are like stronger compensation policy, effective
training sessions to enhance their skills and traits, development of various retirement plans,
delivering appropriate and secured environment would help employees of West Sussex Home
Care to deliver right service to consumers based on their requirements (Aithal and Kumar, 2016).
Training and development
In present context, training and development are said to be the two elements which
includes improving the viability of associations and the people and groups inside them. Training
might be seen as identified with prompt changes in hierarchical adequacy by means of sorted out
guidance, while improvement is identified with the advancement of longer-term authoritative and
worker objectives (Hackett and et. al., 2018). Therefore, it is considered to be an effective
approach i.e. training and development sessions, that may help West Sussex Home Care in
gaining competitive advantages as this would help them in motivating staff towards different
desiread goals of both long and short term. Away with this, it can be said that training and
development may help West Sussex Home Care in delivering appropriate motivation to staff.
This could be understood with a good example where, demotivated employee will perform less
as compatred to motivated ones, here, it is needed by HR manager of West Sussex Home Care to
come up with an effective training session but before that it is also needed to conduct analysis
based on the needs and requirements of staff (Bader, Schuster and Dickmann, 2019).
This would help HR manager to get the appropriate knowledge about different sections in
which every single individual at workplace needs attention and progress. With the help of this,
appropriate training session can effectively be made right on time, in present context, it is said
that for organizations to continue improving, it is significant for associations to have consistent
preparing and improvement programs for their workers. Rivalry and the business condition
continues changing, and consequently it is basic to keep learning and get new aptitudes. Away
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with this, training is tied in with knowing where staff of West Sussex Home Care are in the
present and after some time where they will reach with their capacities. Via preparing,
individuals can learn new data, new technique and revive their current information and aptitudes.
Because of this there is a lot of progress and includes the adequacy at work. The thought process
behind giving the preparation is to make an effect that keeps going past the end time of the
preparation itself and representative gets refreshed with the new marvel. Preparing can be offered
as ability improvement for people and gatherings (Klikauer, 2018).
On the other hand, some of advantages of training and development are: it helps
employees develop new skills and increases their knowledge. Also, improves efficiency and
productivity of the individuals as well as the teams. Moreover, proper training and development
can remove bottle-necks in operations. Away with this, new & improved job positions can be
created to make the organization leaner and lastly, it keeps employees motivated and refreshes
their goals, ambitions and contribution levels.
On the other side, some of disadvantages of training and development where even
though there are several advantages, some drawbacks of training and development are: it is an
expensive process which includes arranging the correct trainers and engaging employees for non-
revenue activities. Also, there is a risk that after the training and development session, the
employee can quit the job.
Henceforth, these are said to be some of the crucial advantages and disadvantages that are
required by West Sussex Home Care to understand before developing any effective HR strategy
towards improvising the employee engagament towards different desired goals and requirements
of West Sussex Home Care.
Employee engagement and how these are linked to HRM strategy
In present time, employee engagement can be defined as the point when associations
center around how to improve representative fulfillment, changes won't really lead to expanded
execution. In many cases, the conditions that make workers "fulfilled" with their occupations are
similar conditions that disappoint high performing representatives. Top entertainers grasp
change, search out approaches to improve, and stir things up (Psychogios and Prouska, 2019).
They expect all workers be considered responsible for conveying results, while low entertainers
stay away from responsibility, stick to business as usual, and oppose change. Also, if it is talked
about West Sussex Home Care then it is pretty much needed by its HR manager to develop an
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effective HRM strategy to improve the employee engagement. It is important because,
engagements leads a company like West Sussex Home Care to comprehend their motivation,
where, and how they fit in.
This prompts better dynamic. Associations with a drew in workforce outflank their
opposition. They have a higher gaining per share (EPS) and recoup all the more rapidly after
downturns and monetary misfortunes. Commitment is a key differentiator with regards to
development and advancement. To more readily comprehend the necessities of your association,
managing a representative commitment review is vital. This isn't equivalent to a fulfillment
review. Therefore, it is needed by West Sussex Home Care to develop an effective HR strategy
to deliver different services to their patients in much effective and in efficient manner (Kahn and
Baum, 2020).
Conclusion
With the help of above mentioned report, it is being concluded that Human Resource
Management, plays an effective role when it comes to engage employees in much effective and
in efficient manner. Away with this, it is also summarised that developing an effective HR
strategy and delivering appropriate training and development sessions directly lead employees to
enhance their skills and this may also help them in improving the employee engagement at
workplace, which will directly put positive impact upon productivity and profitability as well.
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References
Books and Journals
Hughes, C. and et. al., 2019. Managing People and Technology in the Workplace', Managing
Technology and Middle-and Low-skilled Employees (The Changing Context of
Managing People).
Leroy, H. and et. al., 2018. Managing people in organizations: Integrating the study of HRM and
leadership.
Hughes, C. and et. al., 2019. References', Managing Technology and Middle-and Low-skilled
Employees (The Changing Context of Managing People).
Hughes, C. and et. al., 2019. Middle-skill-level Employees and Technological Environments',
Managing Technology and Middle-and Low-skilled Employees (The Changing Context
of Managing People).
Ross, P. K., Ressia, S. and Sander, E. J., 2017. Prelims', Work in the 21st Century (The Changing
Context of Managing People).
Wirtz, J. and Lovelock, C., 2017. Managing People for Service Advantage. World Scientific.
Aithal, P. S. and Kumar, P. M., 2016. Organizational behaviour in 21st century–'Theory A'for
managing people for performance. IOSR Journal of Business and Management (IOSR-
JBM), 18(7), pp.126-134.
Hackett, J. and et. al., 2018. Primary palliative care team perspectives on coordinating and
managing people with advanced cancer in the community: a qualitative study. BMC
family practice, 19(1), p.177.
Bader, B., Schuster, T. and Dickmann, M., 2019. Managing people in hostile environments:
lessons learned and new grounds in HR research.
Klikauer, T., 2018. Managing People in Organizations. Macmillan International Higher
Education.
Psychogios, A. and Prouska, R., 2019. Managing People in Small and Medium Enterprises in
Turbulent Contexts. Routledge.
Kahn, M. J. and Baum, N., 2020. Managing People. In The Business Basics of Building and
Managing a Healthcare Practice (pp. 43-46). Springer, Cham.
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