Human Resource Management in Health and Social Care: A Case Study

This case study examines the human resource management practices within London Nursing Home, focusing on recruitment strategies, team development, and compliance with legal and regulatory frameworks. It highlights the importance of effective recruitment processes in healthcare, emphasizing factors such as vacancy assessment, organizational goals, government policies, and financial implications. The study also explores relevant employment legislation, including the Employment Act 2002, Equality Act 2010, and Sex Discrimination Act 1975, to ensure fair and equal opportunities for employees. Furthermore, it analyzes approaches for recruiting adequate employees, such as job postings, employee referrals, and comprehensive interview processes. The case study also delves into theories of team interaction, particularly Tuckman's Stages of Group Development, and evaluates approaches to develop effective teamwork, including fostering communication, clarifying job roles, and promoting mutual respect. Desklib provides similar solved assignments for students.

Human Resource Management in Health and Social Care:
Case Study of London Nursing Home
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Introduction
Every health and social care organizations are required extraordinary attention in the time of
recruitment of excessive skilled professionals within the health and social care organizations.
This following case study is about to display the most effective mechanism to hire the
employees for London Nursing Home. Consequently, the study also recommends some
specific methods for employing and hiring adequate staffs within the nursing home. The
study also deals with specific legalities as well as regulatory framework, which London
Nursing Home is required to abide by the recruitment and hiring process. It also highlights
the very best practices in order to generate the growth of productive team within the nursing
home.
LO 1 Recruitment Process in Health and Social Care
Explaining the factors while planning the recruitment in health and social care
Health care sector is one of the precious as well as important sectors around the world.
Simultaneously, the recruitment process within the health and social care organizations is
also a tedious task. In that case, the role of human resource department is excessively
significant for the health and social care organizations. The human resource department of
health and social care organizations are entrusted with the recruitment approach and plump
for the best employability within the nursing homes (Alfes et al. 2013). In that case, the
London Nursing Home is required to maintain the following factors before initializing the
recruitment process within the nursing home:
I. The human resource department of London Nursing Home is required to has access
the rank, figure of vacancies as well as the characteristics of the opening in terms of
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whether the job is full time or part time and needs to recruit employees on the basis of
the nature of opening within the health and social care organizations (Armstrong and
Taylor, 2014).
II. In order to hire most adequate and skilled employees for the health and social care
organization, the human resource department should define the organizational goals
as well as personnel policies to the applicants (Bach, 2013). In that case, the human
resource department should be able to recruit appropriate employees.
III. During the recruitment process, the human resource department should also consider
the government policies. These policies are associated with health policies,
remuneration, working hours and flexible time for the employees as well as the safety
guideline for the staffs within the health and social care organizations.
IV. The entire expenditure should be acquired during the recruitment process.
Accordingly, the financial implications are also required to be calculated before the
initial stage of hiring and recruitment process within the health and social care
organizations (Batt and Colvin, 2011).
V. The human resource department also arrange a job explanation, which is a document
that gives details the job roles and responsibilities of the selected post within the
health and social care organizations.
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Figure 1: Human Resource Planning
(Source: Leggat, Bartram and Stanton, 2011)
Explaining the legislative and policy frameworks that influence recruitment process
All the selection processes are associated with some effective legal guidelines. These legal
policies and the legislations are significantly decisive as well as comprise excessive influence
upon the recruitment procedure of the employees within the health and social care
organizations (Berman et al. 2012). The policies numerously deal with the right of the
employees and ensure that the rights of the employees are protected. Accordingly, the
policies also certify the protection of the employees and make the workers harassment free in
the work place. The London Nursing Home is situated at the centre of London and therefore,
the health care organization should follow the legal guidelines of the government of United
Kingdom.
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Several laws and policies are produced in order to make the recruitment process adequate and
appropriate. Regarding this, the most effective and significant act is Employment Policy and
Legislation Employment Act 2002 (Bodenheimer and Sinsky, 2014). The act plays a
noteworthy role within the health as well as social care organizations in order to ensure the
constitutional rights of the employees in the work place. Simultaneously, other fields such as
rights of equal pay, guidelines for leave and employment policies are also covered by the
specific act. On the other hand, the significance of the Equality Act 2010 is also tremendous
for the work place and for the employees (Bratton and Gold, 2017). The act ensures that all
the employees are provided equal opportunity and should be treated similarly irrespective of
age, gender, creed, race and sexual orientation.
Consequently, the role of the Act of Equal Opportunity 2004 is also magnificent for the
health and social care organizations. On the basis of the act of Equal Opportunity 2004, the
employees of the health and social care organizations acquire equal opportunities for training,
working as well as leave. In the mean while, another most significant act is Sex
Discrimination Act 1975, which covers the protection of the employees from direct
discrimination, victimization as well as indirect discrimination within the health and social
care organizations (Jiang et al. 2012).
Analysing several approaches for recruiting adequate employees
Each health care organization comprises with its own skills and experience for the
recruitment process of the employees for selective job roles. Regarding this, the role of
human resource department of the health and social care organizations are excessively
significant to accomplish the selection process in an adequate manner (Kramar, 2014). In that
case, the following measures are obtained in order to finalize the applicants within the health
care organizations:
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I. Posting job opportunities on the job sites of the internet, display advertisement in the
newspapers, and should contact with the medical journals, magazines as well as the
agencies to post the job and to attract the attention of the candidates.
II. Should obtain the viewpoints of the existing employees of the health care
organizations.
III. The job roles and openings should be displayed on the notice board of the health and
social care organizations in order to attract the attention of the employees as well as
the visitors along with the patients of the health care organizations.
IV. The human resource department should focus upon the short listing process in order
select the best candidates on the basis of skill of the applicants.
V. The selected candidates are required to invite within the health care organizations for
interview process, which is conducted by the panel professionals of the health care
organizations. In this interview process, several exams such as aptitude test, ability
test and psychometric test are needed to be occupied in order to monitor the skill and
ability of the candidates (Lanzarone, Matta and Sahin, 2012).
VI. After accomplishing all the selection process, the selected candidates should be
invited for the final step, where the new recruits will be provided the beneficiary
advantages of remuneration along with the job roles and responsibilities that is needed
to be accomplished within the health care organizations.
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LO 2 Strategies for Building Effective Teams in Health and Social Care
Explaining theories regarding interaction of the individuals in groups
Teamwork is excessively significant for enhancing the growth of the organizations. All the
team members along with the teams go through several stages throughout the existence. On
the basis of that, Bruce Tuckman designed a theory of teamwork. The theory is identified as
Tuckman’s Stages of Group Development Theory (Schaufeli and Taris, 2014). The theory is
also plays a significant role within the health and social care organizations. According to the
theory, five initial stages are to be seen those are:
I. Forming: The first step of the theory is about forming a team. In this initial stage,
each member starts to be familiar with each other. All the members meet with each
other in order to understand the roles within the health care organizations as well as
look forward in order to obtain expectations form the other members. In this
following stage, an adequate leader is excessively required to lead the entire team.
II. Storming: In this stage, the team members start to identify their roles within the
health care organizations as a part of the group. Accordingly, conflicts as well as
competition are starting to emerge amid the members. In this stage, it is to be seen
that an individual contend for acquiring a position within the team.
III. Norming: In this very stage, each member of the group starts to identify the
contribution of each of the team members as well as deals with the behaviours of the
members of the group. In this manner, the team members become focused to achieve
the goals of the groups.
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IV. Performing: In this stage, the group members started to work efficiently in order to
become more competent. All the members work to achieve the goals of the groups
and therefore, a loyal relationship is build amid the team members.
V. Adjourning: This is last step of the theory, which associated with the development of
the teams. In this stage, the team members accomplished the job roles and achieved
the goals of the teams by accomplishing the previous projects (Source: Smith et al.
2014).
Figure: 1. Tuckman’s Stages of Group Development Theory
(Source: Takeuchi and Takeuchi, 2013)
Apart from the theory of Tuckman’s Stages of Group Development Theory, Belbin also
designed a theory in 1993, which defines the teams as a congregate of people. According to
thus theory, it can be stated that each individual within the work place is aligned with a
specific job role, which is required to understand by the other team members.
Evaluating the approaches to develop team working in health and social care
All the team members are engaged with its own specific styles of working, which is varied
from the ways of other team members within the health and social care organizations. In that
case, some effective approaches are required to be implemented within the London Nursing
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Home in order to generate as well as to promote significant team working those are stated
below:
I. The most effective step is needed to be obtained within the health and social care
organizations in order to provide adequate time to the employees to know each other.
II. Accordingly, the team members should be acknowledged concerning the strength of
the team members and also covers the weaknesses of the group members within the
health and social care organizations.
III. All the team members should communicate with each other in order to acquire
appropriate strategies for achieving the goals of the team members as well as to
accomplish the tasks of the groups. In that case, the group members are required to
provide adequate strategic information, which can be adopted and understood by all
the members.
IV. In order to resolve the chances of overlapping within the health and social care
organizations and amid the team members, all the members of the group should
clarify the job role within the team.
V. Consequently, the team members should communicate with the all the members of the
group regarding several topics in order to resolve any issue within the health and
social care organization. In this manner, the team members might be able to find out
the most appropriate solution for the assigned tasks (Woodrow and Guest, 2014).
VI. Each individual within the team of the health and social care organizations should
listen to the other members of the group and should provide respect to all the
members. Accordingly, the members of the group are required to consider the
viewpoints of the members and is needed to provide own constructive opinions.
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All the stated approaches are required to be implemented within the London Nursing Home
in order to accomplish the provided tasks within adequate time in the preeminent possible
manner.
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LO3 Systems for Monitoring and Promoting the Development of Individuals
Explaining several ways of monitoring performances of the individuals
Performance of every individual can be monitored by utilizing numerous approaches and
methods. In order to supervise the performance of the workers, the role of human resource
department within most of the organizations is effectively significant. The human resource
department of the organizations implement the strategy of 360 degree feedbacks for the
assessment of the employees within the organizations (Alfes et al. 2013). The method can
also be implemented within London Nursing Home in order to monitor the performances of
the employees within the health and social care organizations. In the strategic framework of
360 degree feedback, the performances of the employees are evaluated and are provided
feedbacks according to the performance of the employees by a number of people.
In health and social care organizations, the specific people can be doctors, managers of the
nursing home as well as the patients along with the health care associates. This measurement
is done with the help of ratings of numerous performance parameters. The ratings are given
from 1 to 6 on the basis of the scale. In that case, if an employee acquires the ratings of less
than the average, therefore, the specific employee is provided special training in order to
generate performance within the field of work (Armstrong and Taylor, 2014).
Simultaneously, in case of obtaining special ratings in the parameter, therefore, the employee
is provided special rewards. In that case, the framework of 360 degree feedback might be
constructive for London Nursing Home.
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Assessing the process of individual training and development
Each and every employee in terms of both the new recruits and existing employees within the
organizations are required to provide adequate and special training in order to generate
employability and to enhance the skill and the knowledge in order to accomplish the provided
tasks. Every employee comprises with the some weak areas in every organization. In that
case, with the help of ratings and parameters, the human resource department of every
organization is able to assess the weak areas of the employees. The new recruits are needed to
provide training and skill development education in order to generate the employability of the
employees to accomplish the provided tasks in an adequate manner (Bach, 2013).
Whilst, the existing employees are also required to provided training and skill development
education for achieving the next step within the organization in terms of obtaining promotion.
In order to enhance employability, the human resource department should identify the
specific employees and should provide adequate training on the basis of the weak areas and
circumstances. After accomplishing the required measurements, it is required to evaluate the
gap between the proficiency level and the required level (Batt and Colvin, 2011). After all the
measurements are done, the human resource department may provide adequate training and
education to the employees according to the requirements in order to generate the
employability and skills of the employees. This process of generating employability can be
implemented within London Nursing Home in order to provide adequate training to the
individuals of the nursing home.
Analysing several strategies for promoting the continuing development of the employees
One of the best and effective manners to promote unremitting development within any
organization is incentives as well as feedbacks on the basis of performance of the individuals.
Feedback concerning the performance of the organizational employees is the most effective
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