Analysis of Human Resource Management in Healthcare Context

This report provides an overview of human resource management (HRM) within the healthcare sector, focusing on the recruitment process, teamwork theories, and the legislative frameworks that govern these practices. The report begins by outlining the essential steps involved in the recruitment process, including planning, strategy development, searching, screening, and analysis. It then delves into the legislative frameworks, specifically in the UK, such as the Employment Act 2004 and the Sex Discrimination Act 1975, which influence recruitment. The report also discusses various selection approaches, including internal and external sourcing, and the use of interviews. Furthermore, it explores theories of teamwork, emphasizing aspects such as team size, work dynamics, and status within healthcare settings. The report also highlights approaches to developing effective teamwork, including diversity, communication, leadership, and team-building exercises. Finally, the report references materials from books, journals, and online resources to support its findings.

MANAGING HUMAN
RESOURCES

INTRODUCTION
Human resource management is an essential function that emphasis on the process of
recruitment, and helps in providing guidance for the employees who are working in the
organisation. To understand the recruitment process and making plans, it plays an important role
for constructing an effective team. In context of healthy care it described as the different types of
staff such as clinical and non-clinical who is responsible for the involvement of public and
individual health. The interest and the performance that can delivered depends upon the
education, skill and motivation of those persons responsible for providing health services
(Armstrong and Taylor, 2014).
TASK 1
1.1 Recruitment process in health and social care.
The following things are required to be take into consideration while recruitment-
Planning of recruitment- It means to make a plan for jobs for the vacant position, draft
responsibilities, skills, knowledge etc. and also to describe requirements of human resource such
as full-time, part-time etc.
Developing strategy- Once the candidates chose on the basis of required qualification
then the nest step is to make strategies for recruiting them in the organisation.
Searching- It includes enticing job seekers in the organisation. There are two sources of
attracting candidates such as internal and external sources.
Screening- It is the initial point of selection, which is considered as essential part of
recruitment. This process starts after the screening of applications and shortlisted. Job description
is invaluable in screening because the applications are tested against the knowledge, education,
skills, abilities and experience. Those who are not qualifies then they directly eliminated from
the process of selection.
Analysing and control- It includes recruiter's salary, cost of time spent on the job
analysis, administrative expenses, cost of overtime and expenses incurred in selecting unsuitable
candidate.

1.2 legislative frameworks influencing the recruitment process.
There is the particular policies for the process of recruitment followed by all the countries
in the world. Therefore, it is essential for the St-Margaret's Nursing Home to follow the
directions and statutes. In UK, government facilitates equal rights for everybody nevertheless of
language, faith , gender, caste and community.
There are various schemes in the UK to impact the process of selection followed by the
St-Margaret's Nursing Home are as follows-
Employment Policy & Legislation Employment Act 2004
It includes plans for dispute resolution at the workplace and also encourage the
procedures of employment committee and as well covers identical wages (Boxall and Purcell,
2011).
Sex Discrimination Act 1975
It supports in preventing individuals from any class of disparity. Job aspirants basically
faces the problem of direct and indirect discrimination. Direct discrimination means fired
somebody due to protected features which are determined not to hire them, rejecting from
selecting etc. whereas indirect discrimination occurs when practices, approaches of an
organisation that have the consequences of disapproving individual on the basis particular
prevented features.
The Employment Act 2008
It reforms numerous problems from unplanned components of UK labour law which
includes dispute resolution, execution of least wages and quality of employment agencies and to
follow the renovated case laws of trade unions. It requires to hire a more suitable employees
who characterize the whole society. To obtain the goal it should assists applications from those
who are not- depicted in the organisation.
1.3 Approaches of selection
There is a number of perspectives of selection and mostly organisations uses a
combination of these approaches for recruitment of employees. The sources of selection is as
follows-
Internal sources- It is a exercise of advertising for a new or presently vacated post
within an organisation to existing employees. Many organisations use this method for

recruitment because there is no need of training and expenses incurred on the advertising for new
employee.
External sourcing- It is a method of selection that includes external tools for recruitment
such as job boards, advertisements in newspapers and trade publications announcements etc.
Interview- It helps in reviewing the resume of candidates and organise an interview.
While organising interview they not only focus on the experience of the applicant but also
present hypothetical scenario to the candidate and ask to evaluate and solve the existing problem.
Candidate selection- Interview method helps them in comparing the resume of each
candidate and to see if anything missed while reading it for the first time. In it candidates are
selected on the basis of answering the questions that asked in interview.
TASK 2
2.1 Theories of teamwork.
There is a opinion that internal teams with ability and experience are capable of
delivering consistent care of patients important for the growth focuses on groups. Practically
everybody will observe himself as a member of team while working in fitness business. All the
teams are group oriented have formal and informal group. St-Margaret's Nursing Home
determine some important points of teamwork are as follows-
Size- It is very difficult to include everybody in a group more than ten people because it
becomes more difficult. If there are more persons then it rises the diversity.
Work- There are some groups that are existing for a long period of time working on
equitable basis and some are formulated to work on specific problems (Farndale, Scullion and
Sparrow, 2010).
Status- A team which is identified by the enterprise will develop medium for reporting to
the organisation whereas non-formal groups are created mechanism in ad hoc way.
2.2- Use of approaches in developing effective team-working.
There are several number of approaches which influence the development of teamwork
that helps in making team strong, be it competitiveness, they are as follows-
Diversity- Effective teams are created by the cultural diversification, talent and
experiences. It helps in promoting innovation and creativity which will raise awareness that

supports teamwork. The standard of diversification stated that differences also increased the
potential for obstacles within teams which are harmful if not properly managed (Tarique and
Schuler, 2010).
Communication- It assists in providing effective teamwork and helps all team members
to stay on a same track with respect to objectives, job and time bound. When a challenge arises
then effective team will work for overcome with effective communication instead of removing
issues.
Leadership- Effective leadership helps in supporting teamwork. It can ensure the team to
stay on a particular track by analysing in different fields and evaluating daily/weekly progress
against the objectives.
Team-building exercise- Effective teamwork is supported by the use of shared
experience and occupation. Its object is to improve the specific fields of teamwork like
transmission, solving disputes or innovation.
Task 3
Covered in PPT
TASK 4
Covered in Poster

REFERENCES
Books and Journals
Armstrong, M. and Taylor, S., 2014.Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Boxall, P. and Purcell, J., 2011.Strategy and human resource management. Palgrave
Macmillan.Jiang, K., Lepak, D.P., Hu, J. and Baer, J.C., 2012. How does human resource
management influence organizational outcomes? A meta-analytic investigation of
mediating mechanisms.Academy of management Journal.55(6).pp.1264-1294.
Farndale, E., Scullion, H. and Sparrow, P., 2010. The role of the corporate HR function in global
talent management.Journal of World Business.45(2).pp.161-168.
Jabbour and et. al., 2013. Environmental management and operational performance in
automotive companies in Brazil: the role of human resource management and lean
manufacturing.Journal of Cleaner Production.47.pp.129-140.
Kehoe, R.R. and Wright, P.M., 2013. The impact of high-performance human resource practices
on employees’ attitudes and behaviors.Journal of management.39(2). pp.366-391.
Tarique, I. and Schuler, R.S., 2010. Global talent management: Literature review, integrative
framework, and suggestions for further research.Journal of world business.45(2). pp.122-
133.
Zheng, W., Yang, B. and McLean, G.N., 2010. Linking organizational culture, structure,
strategy, and organizational effectiveness: Mediating role of knowledge
management.Journal of Business research.63(7). pp.763-771.
Online
12 Chapters in Business 106: Human Resource Management. 2017. [Online]. Available through
<http://study.com/academy/course/human-resource-management-course.html>.
[Accessed on 7th June 2017].