Health & Social Care HRM: Recruitment, Teamwork, Leadership Analysis

This essay provides a comprehensive overview of Human Resource Management (HRM) within the health and social care sector. It begins by detailing the crucial factors involved in planning the recruitment of individuals, including succession planning, managing change, defining HR requirements, and adhering to relevant UK legislative and policy frameworks. The essay then evaluates different approaches to ensure the selection of the best candidates, such as skills-based screening, interviews, and psychometric testing. Furthermore, it explores theories of individual interaction within teams, particularly applying them to health and social care settings, referencing Tuckman's theory, Woodcock's model, Belbin's roles, and McClelland's needs theory. A reflective account of a risk assessment group activity is included, evaluating team working approaches and suggesting improvements for team efficiency. The essay also addresses performance monitoring, identification of training needs, and strategies for promoting continuous development. Finally, it analyzes leadership theories applicable to the health and social care workplace and how working relationships can be managed effectively, concluding with an evaluation of how personal development has been influenced by encountered management approaches.

HEALTH AND SOCIAL CARE MANAGING HUMAN RESOURCE
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Table of content
Introduction………………………………………………………………………………3
TASK 1
1.1 Explain the factors to be considered when planning the recruitment of individuals to work in
health and social care……………………………………………………………………4-5
1.2 . Explain how relevant legislative and policy frameworks of the U.K influence the selection,
recruitment and employment of individual………………………………………………..5-6
1.3 In a newsletter, Evaluate different approaches that may be used to ensure the selection of the
best individuals for work in health and social care. Demonstrate the ability to generate ideas and
make effective decisions on the usefulness of the different
approaches…………………………………………………………………………………6-7
TASK 2
2.1 Write an essay explaining theories of how individuals interact in groups, particularly
applying them to teams that work in health and social care……………………………….8
2.2 Draw on your experiences in the previous group activity on risk assessment and prepare a
reflective account of activity (use the reflective account template provided) and evaluate
different approaches………………………………………………………………………9
TASK 3
3.1 Explain ways in which the performance of the individual can be monitored…………10
3.2 Assess how the individual’s training and development needs can be identified using effective
judgment……………………………………………………………………………………10
3.3 Analyze different strategies for promoting the continuing development of the individuals in
the health and social care workplace comparative table………..….11
TASK 4
4.1 Explanation of theories of leadership that apply to the health and social care workplace.12-13
4.2 Analyse how working relationships may be managed…………………………………14-15
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4.3 Evaluate how own development has been influenced by management approaches
encountered in own experience…………………………………………………………….15
Conclusion………………………………………………………………………………….16
Reference……………………………………………………………………………………17
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Introduction
Human Resource management plays a big part in hiring of newer members. Not just hiring,
HRM is basically a technical approach to meet the company’s objective with constant
advancements from the employees. Primarily the qualifications that need to be considered are the
candidate’s qualifications which include the primary grades that are hold as a cut off. Apart from
that few more factors come into the roll like behavioral pattern, past experience, attitude towards
both the co-workers and the work and the handling capacity for an individual. Having sorted out
on these parts, the company or the individual should put out a vacancy advertisement which
culminates to the candidates applying for it and finally, the cost incurred per hiring. Every
candidate hired comes with a certain amount against their name, and this is to be bored by the
company hiring them. Being prepared with all these factors, a hiring process is now ready to be
carried forward. In the upcoming notes, we will learn about the various aspects necessary for an
HRM, the discipline, leadership, authority and development.
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TASK 1: Processes for recruiting individuals to work in health
a. Explain the factors to be considered when planning the recruitment of individuals to
work in health and social care
Factors to be considered when planning the recruitment of Individuals to work in Health and
Social care: (Bratton and Gold, 2017).
 Succession planning is the improvement of the already present skills in an employee in
order to bring out a better professional and leader from them. Succession planning
enhances the potential of an employee to be responsible and bestow them with key jobs.
It improves the commitment of an employee towards the company and ensures them a
better career development expectation (Johnson et al., 2018).
 Change: Change in employees is needed when the company is changed. New recruits are
brought in for various reasons with introduction of new ideas and creating fresh working
environment being a few of them. In addition, a competent and well-trained new recruit
will reduce the cost of training in a company and help focus more on productivity.
 Defining human resource requirements: HR requirements address the accurate needs
of the organization as or when necessary. Hiring of new recruits, type of possible recruits
necessary, expenditure to be done on a recruit or a process, performance improvement,
overload of performance etc are the factors that needs consideration under this bullet
head.
 Job description and person: Every employee should be offered certain job description
and should be sound about the work they are doing. The qualification is very necessary
here as a person should be thoroughly qualified for the work they are doing. This ensures
a healthy productivity along with a good understanding of duties.
 Advertising: In today’s world, advertising is a vital resource for the growth of a business
as digital media is so strong nowadays. Websites, billboards, Media houses are some of
the few ways to attract a person’s attention.
 Vacancies: Vacancies mostly occur due to ill health, death, dismissals or retirements. It
is highly requisite to hire an employee as soon as possible to fill up the void in order to
maintain the workflow.
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 Career progression opportunities: will depend on an individual’s qualification,
organizational needs, special attributes, motivation and interests and this could mark the
beginning of another succession planning.
 Training and development needs: This is for the comparatively weaker employees, for
whom additional training and development should be provided for a better output on their
end.
b. Explain how relevant legislative and policy frameworks of the U.K influence the
selection, recruitment and employment of individual
The relevant legislative and policy frameworks of the U.K. influence recruitment and
employment of an individual. These legislative and policy frameworks are incorporated to
promote workplace partnership, best practice and effective employment relations (Cascio, 2018).
 Work and parents: Allow working mother’s maternity leave after the birth of the
child. Allow fathers their respective paternity and adoptive pay at the same rate of
maternity leave and facilitate flexible working hours for them.
 Improvement of employment tribunal procedures: Set up tribunals for resolving
disputes caused within the body.
 Right to time off work for trade union learning representatives: Trade Union
learning representatives should be allotted some time off for their respective training
in order to ensure that they get enough training that is required in the field.
 Dispute resolution in the work place: Help building constructive relations between
workers and avoid litigations through better communications. Incorporate disciplines
and set of rules to avoid commotion, solve them at the earliest and deal unfair
dismissals in a proper way. (Rose and Busby, 2017).
 Equal pay rights for both men and women
 Fixed Term Work Directive: Employees should be directed with a fixed time for
work. Following are the work principles for employees:
For Daytime workers:
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 A limit of an average 48 hours a week can be required to work with rest
breaks for tea, lunch or other short breaks for at least 20 minutes. This has to
be in the middle and not at the end of work
 11 hours uninterrupted rest in any 24-hour period
 One day off each week
For Nighttime workers:
 A limit of an average of 8 hours work in 24, which can be required to work
 Free health assessments.
c. In a newsletter, evaluate different approaches that may be used to ensure the selection of
the best individuals for work in health and social care. Demonstrate the ability to generate
ideas and make effective decisions on the usefulness of the different approaches (D3
(Evidence type: newsletter)
There are multiple factors and approaches involved in the selection of an individual for work in
health and social care. To ensure that the best individual has been selected, certain processes are
incorporated. Screening and selecting candidates based on their skills, qualifications,
educational and professional qualification. Furthermore an interview should be carried on to
understand their skills in practical field. This interview involves not just questionnaire but
assessment and psychometric test too. Along with these, adds working for long, unsociable
hours. If all the criteria are fulfilled properly, it surely ensures the hiring of a good individual.
These approaches result in fruition because the employees develop a different threshold towards
working in unknown conditions and getting prepared for the unusual. This helps an employee
grow in the field and ensure a better workflow, provided the situations are not typically usual.
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TASK 2
Effective team building
2.1 Write an essay explaining theories of how individuals interact in groups, particularly
applying them to teams that work in health and social care (M2). Evidence type: Essay)
In today’s competitive business, a High performing team is absolute necessity. Understanding
a group dynamics is the corner stone for developing a successful team.
A team develops and evolves over time .The theories that are followed for the development of
High performance team in Health and Social Care is as follows-
 Tuckman theory: Bruce Tuckman (1965) created 4 stages of Team Development. In the
first stage the team members get to know each other and understand their purpose in the
organization. This is Forming. In this stage a Team Leader needs to set clear
Organizational objective.
The next stage is Storming, when individuals in the team starts sharing and expressing
their views and compete each other for position in the group. A strong team leader should
encourage open discussions and conducive environment to put forward their views. At
the Norming stage, the individual team members starts working towards the common
organizational goal, therefore it becomes leader’s duty to clarify the contribution and
goals of each team member. The fourth stage is Performing , when the team starts
achieving the goals.
10 years later Tuckman added a new stage; Adjourning.
 Woodcock : Mike Woodcock’s Model is based on 9 principles. It starts with setting
clear goals and objective for the team .The team is allowed to confront& debate
openly on the set objective. In the process the team develops a Trust and support
system among themselves. A healthy competition is encouraged among team members
which are Cooperation and Conflict. Sound working and decision making help the
team achieve their objective. Appropriate leadership is about adopting different
leadership styles for handling different individual in the team. A team leader is required
to do Regular Team Reviews to assess the performance. Woodcock also recommends
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plans for Individual Development. A team is encouraged to maintain Sound inter-
group relation and respect each other
 Belbin: Dr Meredith Belbin defined the teamwork as "a tendency to behave, contribute
and interrelate with others in a particular way".
 McClelland: Psychologist David McClelland’s theory is popularly known as to as
“Three Need Theory”. This model explains the effects of Achievement, Affiliation and
Power on the team motivation and performance.
2.2 Draw on your experiences in the previous group activity on risk assessment and
prepare a reflective account of activity (use the reflective account template provided) and
evaluate different approaches that might be used to develop effective team working in
health and social making realistic suggestions for improvement in team efficiency against
the defined characteristics for success (D1). (Evidence type: Reflective account)
Description of activity: I have arranged a 45 minutes session with the health workers of at
Hospice Care. 25 nurses attended the session. Refreshments were distributed before a small
video clip was shown on Importance of laughter. Thereafter I selected few members to share
some of their awkward yet hilarious moments of their life. Two of the nurses read out from the
diaries of the patients. I used an informal setting to encourage team to participate.
Strengths: Laughter, as management of stress and improving relationship has been recently
discovered ( Marrelli, 2018). It relieved stress without much effort. It also brought out a
humorous side of the individuals who are otherwise considered strict. This also made them more
approachable by the other team members. The activity was new to the health workers, and
everybody enjoyed.
Areas of Development: I need to send prior information either through official mail or in the
form of text message, to all the team members so that everybody can participate. More
innovative plans are required. I will also plan the session according to individual need of the
team members.
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Action required for improving the session for the future: I will also incorporate some fun
filled team building activities to encourage more association among team members.
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Task 3
Developing the workforce
3.1 Explain ways in which the performance of the individual can be monitored
A health workers performance can be monitored by the following ways-
 Setting objective
 Periodic monitoring
 Obtaining patient feedback
 Appraisal
 Rewarding outstanding performance
3.2 Assess how the individual’s training and development needs can be identified using
effective judgment (M1).
The monitoring methods mentioned above helps to set a clear guideline for an
individual’s training needs. It will help to address the following questions-
 Customer focus – Whether the Health-worker address the patients’ needs fully and
effectively.
 Adaptability -How the individual adapts to the changing environment of the organization
 Interpersonal skills- How the employee behaves coworkers.
 Problem solving -How fast an individual addresses the issues and situations arising in the
work environment.
 Team work – whether the person is coordinating with coworkers to achieve the objective
of the organization, which is best patient care and support.
 Communication – how effectively he understands the assigned task submits report and
share information with coworkers.
The Clean Language Model also helps to identify the needs informally.
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3.3 Analyze different strategies for promoting the continuing development of the
individuals in the health and social care workplace comparative table
Class room
training
with
models
Assisting a
senior
worker on
the floor
Plan
periodic
QUIZ
Arrange Team
Building
Activities in the
form of Games
Assign specific Patient
oriented Topics for
demonstration and
presentation in Meetings
To improve
the
technical
and
Medical
knowledge
of the
individual.
This will help
improve the
quality of
performance
and
understand
the
importance of
Customer
focus.
Quiz type of
assessment is
interesting
and requires
thorough
knowledge
of the
subject.
Time specific
group activity
helps to improve
Team work and
interpersonal
relationship.
Team building
activities helps
in Conflict
Management
This method
keeps the
individual
motivated
Presentation skills require
Thorough knowledge of the
subject, the technique and
customer oriented solution. It
helps improve the
communication of the
employee also.
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TASK 4
Leadership in health and social care:
4.1 Explanation of theories of leadership that apply to the health and social care workplace
The six theories of leadership are as follows:
 Great Man Theory
The Great Man Theory says that the qualities of leaders are inherent which means leaders
are born not made. Thomas Carlyle, who was a teacher and writer in 1840, gave the
theory. In this theory the qualities of a leader is build in from the birth itself, therefore it
cannot be taught.
 Trait Theory
In trait theory, the leaders can be born or made which means an individual can be born
with the qualities of the leader or they can acquire the knowledge and some certain
qualities like intelligence, responsibilities and creativity, which will make them a good
leader.
 Behavioral Theory
Behavioral theory refers to the study of specific behaviors of a leader. Specific behaviors
differentiate leaders from non- leaders. It believes that a proper training and development
can make the leaders.
 Contingency Theory
It is related to the trait theory. Contingency theory is same as trait theory. It believes that
the leadership is depending upon the situation.
 Transactional theory
Transactional theory focuses on reward and punishment method. This theory is generally
applied in organization. It helps in smooth functioning of work life. For example: the
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leader should always motivate his followers and reward or punish them as accordingly to
their performance
 Transformational theory
In transformational theory the leaders and the followers go hand in hand. Leaders help
their followers to develop their skills and knowledge and become a leader from the
follower.
Therefore, Leadership style should be based on a combination of theories, where policies
and procedures are in place, behavioral leadership approach such as the transactional
leadership will be appropriate. Combination of leadership approaches will suffice for new
initiatives and ideas taking into consideration, the capabilities of the leader, behavior of
the staff, the importance of decision quality and acceptance.
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4.2 Analyze how working relationships may be managed
The most important keys to build a positive working relationship is trust, respect, teamwork &
communication. (Gabarro, 2014). Building and maintaining the good relationship in workplace is
very important, it helps to be more productive in our work. Having good relationship in working
life can benefit in many other ways our work become more enjoyable, can come up with more
innovative and creative ideas, develop our careers.
Therefore, the following are the ways to manage a working relationship:
 Emotional Intelligence
It is the ability to understand emotions and their impact on human behavior. It helps to
manage their own emotions and react to other emotions as well.
 Organizational Structure
It is the hierarchy of the employees and their functions in an organization. There are 3
types of organizational structure:
 Functional Structure:
The organization is divided into different departments such as finance, marketing,
HR, IT etc
 Divisional Structure:
The organization is divided into product, market or geographic area of division.
Each division has its own functions.
 Matrix Structure:
It is the combination of functional and divisional structure.
 Contingency Management:
It is known as reward & punishment theory. It depends on situation. It is a type of
behavioral therapy based on operant conditioning.
 Team Building
Team building helps the employees to understand their weakness, strength and interest
that helps them to work even better. It also helps to achieve the goals effectively and
efficiently.
 Positivity
Always be positive. People will always choose positive vibes instead of negative. It can
help you to build a strong relationship with the co-workers.
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 Openness
Never judge people by their culture and backgrounds. If you are open and accept
everyone as they are then they will accept you too.
 Respect
Always belief in give respects and takes respect. If you do not respect others, do not
expect respect in return.
 Appreciate others
Appreciating others when they help you or did something for you can build your
relationship more strong.
4.3 Evaluate how own development has been influenced by management approaches
encountered in own experience.
Working in a team helps me to enhance my skills and knowledge, it builds my confidence level
up and to understand the co-workers very well. People work effectively in team compared to
working individual. The best part of the management was that they motivate their employees by
rewarding them. Motivation is the most important factor for job performance. If the employee is
motivated then the job performance will improve in various ways like there will be less
absentees, the employees will accept the change as they will be aware of the benefit, the
employee will give their best. They never fail to appraise the deserving employee. Performance
appraisal helps in personal growth and development. The working environment was good, the
co-worker was friendly and helpful.
The things they need to develop is they should recruit the employees often and they should
promote the employees because in this organization people hardly get promoted. This are the
areas they should focus on.

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Conclusion
From the above discussion it can be concluded, what a hiring process is comprised of as well
how it operates within a health care company after candidates are hired. As learned, a lot of
leadership, training, workforce building, and human resource management skills are involved.
Having crossed this entire steps one after the other, it can conclude that a hired employee is now
all set to work; most importantly a work is ready to be carried forward. Thus, the aforementioned
assignment evaluates that failing to adjust with any one of these factors, can result into a failed
workflow and affect business.
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References:
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Cascio, W., 2018. Managing human resources. McGraw-Hill Education.
Johnson, R.D. et all, 2018. Succession Planning for Large and Small Organizations: A Practical
Review of Professional Business Corporations. In Succession Planning (pp. 23-40). Palgrave
Macmillan, Cham.
Rose, E. and Busby, N., 2017. Power Relations in Employment Disputes. Journal of Law and
Society, 44(4), pp.674-701.
http://businessballs.com/games-quizzes-puzzles.html
Marrelli, T.M., 2018. Hospice & Palliative Care Handbook: Quality, Compliance, and
Reimbursement. Sigma Theta Tau.
Lussier, R.N. and Achua, C.F., 2015. Leadership: Theory, application, & skill development.
Nelson Education. Gabarro, J.J., 2014. The development of working relationships. In Intellectual
teamwork (pp. 93-124). Psychology Press.
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APPENDIX:
Task 1:
News letter ( c )
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Presentation
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