Unit 29: Human Resource Management in Healthcare - NHS Practices

This report delves into the multifaceted realm of Human Resource Management (HRM) within the National Health Service (NHS) in the UK. It begins by outlining the crucial factors considered during staff recruitment, including education, experience, self-confidence, personality, and specific skill ...Read More

Unit 29: Human Resource
Management in Healthcare

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................4
LO1..................................................................................................................................................4
P1 Discuss factors to be considered when planning and undertaking recruitment of staff.........4
P2 Analyze how HR management teams retained staff in own healthcare setting......................5
M1 Evaluate the impact on healthcare setting of poor management of recruitment process......6
D1 Critically reflect on the recruitment and staff retention process............................................6
LO2..................................................................................................................................................6
P3 Examine the performance monitoring system available to management...............................6
P4 Discuss how HR department supports staff............................................................................7
M2 Critically access the challenges that faced in implementing system of support and
monitoring staff...........................................................................................................................8
D2 Potential impact on healthcare setting...................................................................................8
LO3..................................................................................................................................................8
P5 Compare different legal responsibilities of the HR department.............................................8
P6 Ethical responsibilities of HR departments............................................................................9
M3 Critically analyse relationship between legal and ethical responsibilities of HR
departments................................................................................................................................10
D3 Needs for healthcare organizations to comply with current HR guidance and legislations 10
LO4................................................................................................................................................10
P7 Demonstrates in detail the current mandatory training requirements for workers in different
roles............................................................................................................................................10
P8 Benefits of Continuous Professional development Planning (CPDP)..................................11
M4 Own role in the training of staff in own setting..................................................................11
D4 Critical reflection of CPD plan............................................................................................12
CONCLUSION..............................................................................................................................12

REFERENCES..............................................................................................................................13

INTRODUCTION
Human resource management is the systematic approach which is used for managing
number of people within organization and coordinates them to gain common goal. To understand
role of HR management and their practices report analyses case example of NHS. It is an
umbrella term for the publicly funded healthcare system of UK. This report will discuss different
factors that are considered while planning and undertakes the recruitment of staff in own
healthcare setting.
LO1
P1 Discuss factors to be considered when planning and undertaking recruitment of staff
There are various factors that must be considered when planning and recruiting number of
candidates for NHS (Guest, 2017). Smart business owners are always looking forward to recruit
highly talented employees because productivity and profitability of business always depends on
quality of employees. There are several factors that are undertaken by NHS while recruiting
candidates which are mentioned below:
 Education and Credentials
Education background of the potential candidates is essential. It is important for healthcare
organizations to check degree and completion of classes. For example, National Health Service
recruits only those candidates who have degree for the particular job and requires some
certificates as well which they achieve during academic period or internship. Some healthcare
setting companies also requires certification in HVAC and high school Diploma instead of
asking advanced education background.
 Importance of work experience
Work experience is another crucial factor which is also considered by fewer healthcare
organizations while recruiting candidates for the designated posts (Qudah, Davies and Deakin,
2019). But there are some other healthcare companies like NHS which consider this factor only
for some particular job roles otherwise they prefer to recruit candidates with good qualification

related to field irrespective they are experienced or fresher. For example, cardiologists,
gynecologists etc. are specific posts in which work experience is mandatory for the healthcare
companies. NHS never ask for the experience in certain departments i.e. pharmacist department,
nursing staff, technicians, consultants etc. so it often recruit freshers or new candidates for such
work so that they can give better performance from their experience and knowledge.
 Possession of self-confidence
It is another considerable factor for recruiting staff in healthcare sector because when applicants
have good self-confidence then they can probably approach patient in effective manner and can
handle their jobs and exceed expectations. In case of NHS, HR managers always analyses self-
confidence in candidates during interview session.
 Personality compatibility and warmth
Warmth denotes behavior of employee who will work effectively with others. Personality is
another crucial trait of a customer-oriented employees (Amrutha and Geetha, 2020). Healthcare
organization i.e. NHS also enlists this factor while planning and recruiting staff for the
designated posts. The reason behind is that when medical professionals’ posses’ good personality
and have supporting nature then they can understand patient issue and keeps them happy.
 Specific skills set
It is one of the most critical factors which is often identified by senior authorities who hires
them. Management of NHS has prime goal to recruit such talent which meets company’s
requirement and leads lots of benefits for business. So, HR managers enlists required skills set
for the designated posts and hires employees accordingly requirement.
P2 Analyze how HR management teams retained staff in own healthcare setting
To analyze employee’s retention rate HR management teams practices different retention
strategies such as employee engagement, competitive compensation, fostering of teamwork and
communication. For example, employee retention is one of the most essential factors of
successful medical staffing. Highly engaged staff often have feelings of work accomplishment.
So, it has become crucial for healthcare HR professionals. HR teams of NHS plays significant
role in retaining highly skilled and talented staff in NHS such as they offer good sitting

arrangement with air conditioning facility so that individuals can make themselves comfortable
while working and can stay additional hours except working hours during peak period. Managers
often organize conference meeting in organization and involves all staff members, and
encourages them to keep their viewpoints. Thus, HR teams manages all issues of staff related to
work pressure, pay structure etc. Leaders and HR managers works together in NHS for taking
best decision so that profitable outcomes can be received by company (Chams and García-
Blandón, 2019). Leaders supports HR managers to analyze retention rate of medical staff by
taking their reviews regrading company, their job responsibility etc. and directly report to the HR
manager. Thus, both HR and leaders determine issue of employee’s satisfaction and
dissatisfaction and work on them to lead high retention in medical staff in NHS.
M1 Evaluate the impact on healthcare setting of poor management of recruitment process
Poor management of recruitment process has great impact on healthcare setting’s
performance, productivity and operations because when HR managers are unable to practice
recruitment process effectively then they cannot recruit right candidates for the designated posts.
As a result of this company is unable to meet its projected goals and objectives on time. So, it is
essential for the healthcare organizations like NHS to select highly experienced and versatile HR
teams which can conduct different recruitment processes.
D1 Critically reflect on the recruitment and staff retention process
From the above discussion it can be analyzed that these factors play effective role in
healthcare setting while planning and recruiting staff for the designed posts. But these factors
can be considered in a case, when HR managers have ability to determine all attributes in
candidates which are required for the designated posts while hiring then company can gain
benefit from the recruitment process. In case, if HR teams are not able to understand and
determine issues of employee or less retention issue rate then organization cannot get success in
its sector.

LO2
P3 Examine the performance monitoring system available to management
Performance monitoring system is a strategic approach that is used to supervise
individual’s performance in company. There are various companies like NHS who uses this
system to evaluate and analyze individual’s performance while dealing with different tasks at the
workplace. With this system HR managers monitors performance of all functional units in
minimum time and identify weak areas through which they unable to give better performance in
the job place (Nankervis, Baird, Coffey and Shields, 2019). This system has become essential for
HR professionals because they have to keep concentration on all medical staff who perform their
duties in NHS. However, organization can get negative impact on it’s healthcare setting in the
absence of HR monitoring such as if HR professionals does not monitor individual performance
organization then it is possible that employees may not give their best services to client which
ultimately affect client retention rate and employee turnover which in turn directly affect
organization’s performance.
P4 Discuss how HR department supports staff
The main motto of HR managers is to make organizational sustainable in market. So,
they practice different HRM practices like workforce planning, training sessions, appraisal
system, monitoring system, decision-making process, employee engagement, team development
etc. through which HR managers leads success in company. These different practices support
employees in each situation. For example, currently Covid-19 pandemic has outbroken
everywhere due to this most of the healthcare organizations are lacking behind employee’s
productivity. In this state management of NHS has decided to recruit number of skilled
candidates for the different job roles so that they can handle number of Covid-19 patients in UK
and can also support existing staff to work together (Boon, Eckardt, Lepak and Boselie, 2018).
Thus, HR managers helps existing staff in this complex situation. There is another case such as
new emerging technologies that have adopted by NHS to improve quality of health and social
care services. But medical staff of NHS is not aware about new technology so, HR teams decides
to conduct technical program in order to improve technical skills among individuals. While
employees get chance to improve their existing skills and learn other skills which can make them

more productive in future. Thus, in different circumstances HR managers supports NHS’s staff
through complex processes.
M2 Critically access the challenges faced in implementation of staff monitoring and support
system
HR professionals faces various challenges while implementing this monitoring system
such as they have to face financial issue because it is quite expensive system and there is need to
set up different monitors in each section of NHS so that HR managers can monitor individual’s
performance which they offer to patients in different sections. Another challenge is that HR
teams are also required to learn this new technique for operating it promptly. So upper
management conducts training session for HR teams in order to improve brain storming.
D2 Potential impact on healthcare setting
High employee dissatisfaction rate, poor performance of staff, unable to achieve projected goals
and objectives are the potential impact on healthcare setting due to lack of HR support and
monitoring.
LO3
P5 Compare different legal responsibilities of the HR department
There are various legal responsibilities of human resource department which are
discussed as follows:
 Compliance with Hiring Regulations
It is prime legal responsibility of HR department at the healthcare setting. HR teams must do
everything to prevent violations of federal hiring laws while recruiting process. Employment
discrimination law is also taken into consideration by HR managers in company while hiring,
interviewing any applicants. According to this law, no senior authority has right to discriminate
any candidate on the basis of sex orientation, gender, age etc. Disability Act is also another

employment law which states that no candidate can be treated unfairly due to disability while
recruiting. It is one of the prime responsibility of human resource department to comply with all
hiring regulation before conducting recruitment process (Bombiak and Marciniuk-Kluska, 2018).
 Compliance with Employment Regulations
HR department must have knowledge about how to classify individuals effectively when they
are allowed to overtime pay. HR managers must know that under 18 year of age people are
allowed to do job legally. Even they should be familiar with fair labor standard act (FLSA) while
recruiting or retaining candidates in the company because this law is formulated and imposed by
UK’ government so that no healthcare organization cannot treat any labor unfairly. Human
resource department is responsible for handling and resolving complaints about employee
relations, ASA accommodation requests. There is another employment law such as Familiarity
with Occupational Safety and Health Administration which is imposed by UK government to
make employees feel comfortable wherever they offer their services. It is another responsibility
of HR professionals to ensure candidates about workplace safety before hiring (Five Key
Employment Law Issues Facing the Health Care Industry, 2018). Family and medical leave Act
is another legislation which states that if any employee is required to take extended leaves due to
serious medical issues or care of a life-threatening family member then company must cope up
with them. These are major rules that are included in employment laws by HR department for
retaining or recruiting medical staff effectively. With this legal responsibility HR department
maintains wellbeing of individuals and retains them in company for prolong period.
P6 Ethical responsibilities of HR departments
 Fostering fairness
It is one of the major ethical responsibility of HR departments at the healthcare setting that
managers must keep transparency in decision-making process to ensure that individuals are not
discriminated by any seniors. In addition, HR professional’s conducts conference meeting for all
staff and aware them about company’s situation time to time and encourages them to keep their
views Infront of others (Tomczak, Lanzo and Aguinis, 2018). Thus, managers make individuals
feel valuable part of the business and transparency in decision-making process leads satisfaction
in employees for the job.

 Create sustainable working environment
It is another ethical responsibility of HR department that they perform in company to bring
success in business. For example, HR managers keeps fairness in pay structure, promotion
policy, open communication and also allow integrate creativity at workplace etc. which motivate
individuals for the job and encourages them to give productive performance at workplace so that
company achieves profitability at large scale. With this ethical responsibility, HR departments
leads strengthening in workforce in workplace through which company enables to gain its
projected objectives.
M3 Critically analyse relationship between legal and ethical responsibilities of HR departments
Ethical and legal responsibilities of HR departments play significant role in healthcare
organizations like NHS because legal responsibility help company to meet all laws and
legislation related to employment while recruiting number of applicants. Ethical responsibility
of HR support company to maintain wellbeing of staff in the workplace. Thus, both legal and
ethical responsibilities are closely related to each other. The major drawback of these
responsibilities is that it requires highly experienced and skilled HR management then company
can get benefits over them and manage staff effectively.
D3 Needs for healthcare organizations to comply with current HR guidance and legislations
It is essential for the healthcare organization to comply with current HR guidance and
legislation the reason behind is that currently Covid-19 pandemic is going so UK’s government
has formulated new employment laws and imposed them for all organization which runs in
healthcare sector (Papa. 2018). There are some healthcare companies like Memorial Healthcare
organization breached employment law because it promised to staff that they will get extra pay
for overtime during Covid-19 period but it did not pay them (Employee Consequences for
Breach of Confidentiality, 2018). It is also challenging to maintain social disturbance and
workplace safety as number of medical employees are also suffering from this disease. So,
government directly banned company to run it’s organization. Currently, UK’s government has
led advanced change in HR guidance and legislation to lead mutual benefits for the employer and
employees in the company. So, it is important for the healthcare organizations like NHS to
comply with all legislation in effective manner.

LO4
P7 Demonstrates in detail the current mandatory training requirements for workers in different
roles
In the current scenario, training session is highly essential for the workers in different
roles. The reason behind is that currently Covid-19 patients are increasing by and by and more
than 30% medical staff are in home quarantine or have left jobs due to this issue. So, whole work
pressure has come over existing medical staff. In addition, scale of covid-19’s patients is
abruptly increasing day by day and healthcare organization is lacking behind employees
productivity. To deal with scenario healthcare organizations like NHS, WHO requires to conduct
training session for the staff wherein make them understand how to perform different job roles
effectively and handles number of patients without losing their patience (Bindon, 2017). In
training session, trainers can make individual understand how to keep safe themselves while
offering medical and care services to the patient because when they do not take care of
themselves then they may come in contact of this disease. Thus, this training sessional will
support individuals to take few decision own by own with authenticity and take care of own.
P8 Benefits of Continuous Professional development Planning (CPDP)
CPDP is the one of the best approaches that helps organization to improve individuals,
teams and business performance in it’s sector. There are numerous benefits of the CPDP such as
improves intellectual, confidence and personal skills and increases learning abilities through
which healthcare setting can get high quality social and care services from individuals. This
approach also supports company to stay on it’s commitment and make teams highly responsible
for their job responsibility (Gast, Schildkamp and van der Veen, 2017). This CPD plan is used in
the workplace of healthcare setting for determining weak area of individuals and team through
which company unable to achieve optimum result. Overall, this plan helps company to achieve
sustainable growth in its sector by keeping individuals and team highly skilled and brain
stormed.
M4 Own role in the training of staff in own setting
I perform role as manager in the training of staff in own setting and examine individual’s
performance during coaching session in order to identify their weak areas. Even as manager, I

took feedback from trainers about medica staff performance while dealing different tasks and
reports to senior management. I act as mentor of the staff while training session and supports
them to resolve their issues effectively. Thus, I provide them support wherever employees need
and monitors them intently.
D4 Critical reflection of CPD plan
Continuous professional development plan plays effective role in improving staff and
own’s training and development such as in this plan enlists all weak areas which indirectly
impact on overall performance of own and staff. With this plan individuals and teams improves a
set of existing skills and learns other new skills which ultimately improve working performance.
The major drawback of the plan is that it is quite time-consuming process and requires experts or
trainers who can help in improving weak areas.
CONCLUSION
It has been concluded different factors that to be considered while planning and
undertaking recruitment of staff in NHS. Performance monitoring system, different process of
HR department supports etc. has summarized in this report. Relationship between legal and
ethical responsibilities of HR departments and its impact on staff can be evaluated in the brief
study, this report has concluded benefits of CPD plan in order to improve individuals, teams and
health setting performance.

REFERENCES
Books and Journals
Guest, D.E., 2017. Human resource management and employee well‐being: Towards a new
analytic framework. Human resource management journal. 27(1). pp.22-38.
Qudah, S., Davies, J. and Deakin, R., 2019. Can we get more satisfaction? Improving quality of
working life survey results in UK universities. Perspectives: Policy and Practice in
Higher Education. 23(2-3). pp.39-47.
Amrutha, V.N. and Geetha, S.N., 2020. A systematic review on green human resource
management: Implications for social sustainability. Journal of Cleaner Production. 247.
p.119131.
Chams, N. and García-Blandón, J., 2019. On the importance of sustainable human resource
management for the adoption of sustainable development goals. Resources,
Conservation and Recycling. 141. pp.109-122.
Nankervis, A., Baird, M., Coffey, J. and Shields, J., 2019. Human resource management.
Cengage AU.
Boon, C., Eckardt, R., Lepak, D.P. and Boselie, P., 2018. Integrating strategic human capital and
strategic human resource management. The International Journal of Human Resource
Management. 29(1). pp.34-67.
Bombiak, E. and Marciniuk-Kluska, A., 2018. Green human resource management as a tool for
the sustainable development of enterprises: Polish young company
experience. Sustainability. 10(6). p.1739.
Tomczak, D.L., Lanzo, L.A. and Aguinis, H., 2018. Evidence-based recommendations for
employee performance monitoring. Business Horizons. 61(2). pp.251-259.
Papa, A., Dezi, L., Gregori, G.L., Mueller, J. and Miglietta, N., 2018. Improving innovation
performance through knowledge acquisition: the moderating role of employee retention
and human resource management practices. Journal of Knowledge Management.
Bindon, S.L., 2017. Professional development strategies to enhance nurses’ knowledge and
maintain safe practice. Aorn Journal. 106(2). pp.99-110.
Gast, I., Schildkamp, K. and van der Veen, J.T., 2017. Team-based professional development
interventions in higher education: A systematic review. Review of educational
research. 87(4). pp.736-767.
Online

Employee Consequences for Breach of Confidentiality. 2018. [Online]. Available Through:-<
https://smallbusiness.chron.com/employee-consequences-breach-confidentiality-
15476.html >
Five Key Employment Law Issues Facing the Health Care Industry. 2018. [Online]. Available
Through: - <https://www.ebglaw.com/news/five-key-employment-law-issues-facing-
the-health-care-industry/ >