An Analysis of Managing Human Resource in the HSC Sector

This report analyzes human resource management practices within the Health and Social Care (HSC) sector, using the Royal London Hospital as a case study. It explores key factors in recruitment, including cost, job descriptions, and strategic considerations, alongside the influence of legislative frameworks like the Equality Act and Data Protection Act. The report evaluates various selection approaches, such as interviews and assessment centers, and recommends improvements. It also examines team dynamics using the Tuckman model, detailing team types and development approaches. Furthermore, the report assesses performance appraisal methods, training needs, and strategies for continuous development, along with a discussion of leadership styles and management of working relationships within the organization.

Managing Human Resource in
HSC

Table of Contents
INTRODUCTION ..........................................................................................................................3
TASK 1............................................................................................................................................3
1.1 Explain the factors that need to be considered when planning the recruitment of
individuals to work at “Royal London Hospital”........................................................................3
1.2Explain how relevant legislative and policy frameworks of home country influence the
selection, recruitment and employment of individuals to work in “ “Royal London Hospital”. 4
1.3 Evaluate the different approaches that may be used to ensure the selection the best
individuals, and make recommendations for “Royal London Hospital”....................................5
TASK 2............................................................................................................................................6
2.1 Explanation the theories of how individuals interact in groups in relation to the types of
teams that work in the “Royal London Hospital”.......................................................................6
2.2 Approaches to developing an effective team work...............................................................7
TASK 3............................................................................................................................................8
3.1Explain the ways in which the performance of individuals working in “ Royal London
Hospital” can be appraised..........................................................................................................8
3.2 Assess of how individual training and development needs can be identifies at ''Royal
London Hospital”........................................................................................................................8
3.3 Assess the different strategies for promoting the continuing development of individuals in
''Royal London Hospital” workplace..........................................................................................9
TASK 4..........................................................................................................................................10
4.1 Discussion on various leadership style that are applied in the HSC...................................10
4.2Analyse the working relationship manage in the organisation............................................10
4.3 Evaluating how your own development has been influenced through management
approaches.................................................................................................................................11
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................11

INTRODUCTION
Personal are the most vital asset of a company that allow them to induced the new blood
into the organisation. Human resource in the health-social sector play a important role that
deliver a high-quality of health care services to the patients. The research project in context to
the Royal London Hospital they are now facing an issue of high labour turnover rate and also
provide a poor quality of service ( Weber and Fried,2011). There is a mainly discussion on the
several factors that are essential at the time of recruitment process. Furthermore, there is an study
of relevant legislative and policy frameworks of home country influence the selection,
recruitment and employment of individuals to work. There is an also discussion on the ways in
which the performance of individuals working
TASK 1
1.1 Explain the factors that need to be considered when planning the recruitment of individuals
to work at “Royal London Hospital”.
The Royal London hospital facing an issue of high employee turnover for this reason they
hire a new personnel within the organisation. The cited company have a limited resource regard
to financial and facing an issues of high labour turnover rate. For this reason they consider
factors while recruiting and selection of an individuals that are as follows-
 Recruitment cost and finance- The cited organisation deciding to recruit a high talent
and skilled worker in their firm by adopting external recruitment approach. Therefore, the
department of HR of Health-social care organisation carried out various activities regard
to selecting the potential candidates. Thus, to pool a applicants from various places that
are needed to place a job description information in advertisement such as
newspaper,magazines, bulletin board and social websites etc. However, all the activities
of recruitment can be run smoothly only when the company have a sufficient amount of
money (Yoonand Lim,2010) . Furthermore, cited firm have to consider the cost factor
regard to recruitment and selection process.
 Job description and person specification- Royal London Hospital adopts the internal
and external recruitment approach to fill the vacant job position. In the internal source
they promote the staff workers at a higher position for this they required training through
succession planning. Beside this, they applied the external recruitment approach to pool
the fresh talent and bring new ideas within the firm by placing job description in

Newspaper. The cited company have to consider job description factor in recruitment and
selection process in which they prepared in concise manner. Thus, it involves a person
qualification, job roles, location, work experience and terms of contract that will be
placing in the healthcare magazines and recruitment agencies etc.
 Operational and strategic factors- The most vital factor in recruitment and selection
process a cited firm have to consider are operational and strategic factors. Thus, it is
essential for company to place the individual according to its qualification and knowledge
(Weber and Tarba, 2010). Apart from this, they have to provide a growth opportunities
and grow them as a professional within the workplace. Beside this, there is one another
strategic factor in which the company match their requirements with the candidates
qualification and skills so, they can easily attain the goals and objectives in effective
manner.
1.2Explain how relevant legislative and policy frameworks of home country influence the
selection, recruitment and employment of individuals to work in “ “Royal London
Hospital”.
Royal London Hospital is a health-social care they hire a potential candidates for which
they conduct recruitment and selection process. For this reason, company have to follow rules
and regulations regard to recruitment process so, they can ethically follow the various acts in
effective manner. Therefore, there are some acts regard to health-social care sector are consider
by the organisation that are discuss below- Equality act, 2010- It is the most important act in the recruitment and selection process
that are consider by HR manager of cited company. Thus, in this they have to provide an
equal opportunity to the application in terms of skills, qualification and knowledge etc.
while taking an interview (Arnold, 2010). The equal act, 2010 influence the manager not
to discriminate employee on the grounds because of difference in religion, sex, race and
age etc. Equal pay act, 1970- It is also a another act of employment legislation that are
concerned by the cited company while conducting recruitment and selection process. It
influence the HR manager to structure a compensation plan in that manner so each and
every individuals receive a equal salary. It is based upon their performance of an

employees so, the company can easily reduce the high employment turnover rate.
Therefore, the HR manager offer salary to the candidates as per their qualification and
knowledge etc. the ways in which the performance of individuals working Data protection act, 1998- Most of the Health and social care organisation influenced
from data protection act 1998 at the time of conducting recruitment and selection process.
It facilitate them to protect confidential information of candidates as per the rules
mentioned in this act (Bratton and Gold,2012). Therefore, they protect data by store them
into the software so, they cannot received or hack by any other third party. Sex discrimination act,1975- There are various laws and regulation that are formulated
by the UK government regard to employment legislation. There is a sex discrimination
act,1975 so, the person no to treat them unfairly on the basis of apposition sex. The Royal
London Hospital treat fairly with the applicant whether it is a male or female as per their
qualification at the time of interview process.
1.3 Evaluate the different approaches that may be used to ensure the selection the best
individuals, and make recommendations for “Royal London Hospital”.
The “Royal London Hospital” conduct a recruitment and selection process so, they can
place a capable person at right position. For this, they adopt the different approaches which are
as described below-
 Interview- The most popular method that are used by the cited HSC company is an
interview in which interviewer directly communicate the candidates so, they can place
them at right position. Thus, various activities are carried out by the HR manager in that
process in which they formulate the question that are asked for the purpose of checking
the applicants technical knowledge and ability etc.
 Assessment centre- The cited company adopts the assessment centre approach in the
recruitment and selection process (Stahl,Björkman and Morris, 2012). Therefore, in this
procedure they conduct group discussion process to know the candidates IQ level and it
also assist them to understand the behaviour of a person. It include a various techniques
that are involved in it are the presentation, group exercises, group exercise and
psychometric testing etc.

 Advertisement method- The cited company adopt the advertisement method in which
they place the job description information on newspaper, magazines, print media and
social media etc. It is the most effective method from which they attract a large number
the ways in which the performance of individuals working candidates from various place
but it consume high expenses and cost (Aladwan, Bhanugopan and Fish, 2014). Apart
from this, it take a longer time process choosing a right candidates at right place
The recommendation regard to recruitment and selection process which are given to the
Royal London Hospital is that they should applied the short-listing approach. Therefore, in this
approach the organisation collecting a several number of curriculum of applicants which meet
the firm's objectives. They short-list the potential candidates as per their requirements regard to
completion the task and attain goals in a desired manner. It has been recommended that company
have to conduct training and development programmes for the purpose of generating the
competency level and the needs of future development.
TASK 2
2.1 Explanation the theories of how individuals interact in groups in relation to the types of
teams that work in the “Royal London Hospital”.
Royal London Hospital adopts the Tuckman model that provides description how
individuals interact in the group team work within the workplace. Thus, team building theory are
able them to overcome from various issues such as culture, traits and communication. It also
assist in applying the leadership theories for the purpose of managing the relationship with the
subordinates and peers. Thus, it can be explained in various stages that are further below-
 Forming- It is the first stage where some team members are politely as well as calm in
nature and other are anxious. They does not understand the work culture in the
organisation and other are very excited. Therefore, its does not have a clear
understanding about their roles and responsibilities of its job role.
 Storming- It is the second stage of model in which the team members are hesitating in
putting their opinion in front of others (Cowling, 2013). Most of the people are fail in
these stage as there is a conflict start among each other and nobody is raise their view in
front of each other. Therefore, senior level managers gives the proper guidance to the
team members so, conflict can be resolve in effective manner.

 Norming- It is the next stage, in which the team members resolve its difference and the
strength of colleagues are appreciated. Apart from this, they also know each other and
ask each other for help by developing a stronger commitment.
 Performing- The team member work towards the firm's goal and there is an
improvement in their performance. Furthermore, the people have a depth knowledge
about their work and gain more experience for their job role as well as they take the
decision by their own way.
In the Royal London Hospital team are categorised into various forms are the informal,
formal groups, project groups, multidisciplinary team and agency team etc. There is a team that
are mentioned below in the health-social care sector that are as follows-
 Nurse team- The function of these team are those who can able to perform as per the
guidelines of doctors.
 Doctor team- They are those person in a team who treat the patient in effective manner
(Greene and Robertson, Verizon Business Global,2010).
 Management team- They are those person who are mainly manage the thing in the
organisation in effective manner.
 Patient handling team- They are those person who handle the patients and provide
services at the time of arrival and discharge to the patient.
2.2 Approaches to developing an effective team work
There are various type of approaches that are used by the Royal London Hospital for the
purpose of developing an effective team working in the organisation. Therefore, team work able
them to reach the company to attain the objectives in effective manner within the time
framework. The main reason behind this is that in the team there are various members have a
different way of working that are involve by the company . In regard to cited organisation the
developing team can attain the work in effective way (Greene and Robertson, Verizon Business
Global,2010). They adopt the leadership style for this they allow the follower to done the job in
best manner at a great extent. It guide the personnel to follow all the rules and regulation that are
formulated by the organisation due to which they can easily reach the objectives.
Apart from this, the cited company adopts the effective communication process in which
they can effectively maintain the team work and build a strong relationship each other. However,
in the absence of effective communication the ideas and activities can be run properly as it may

result into duplication of work that impact on the growth of a company. Therefore, involved an
effective communication they can clearly transfer the message and also increase motivational
level.
TASK 3
3.1Explain the ways in which the performance of individuals working in “ Royal London
Hospital” can be appraised
The individuals performance can be evaluating by the Royal London Hospital by
adopting various methods that are as follows-
 Performance appraisal- It is that method in which the company numbering the
individuals performance from the highest performer to the lowest performer within the
workplace. Furthermore, the manager of HR setting the objectives of staff workers on
their job role and performance can be determined at the ending period. Thus, the
procedure is end through rating the worker performer. Therefore, those person who
perform well are encourage them by delivering the bonus, incentives, pension plans and
increment in salary etc. Beside this, provide the training to the lower performer so, there
knowledge and skills will be enhanced.
 Software system- The cited company is a adopt the software system so, they can capture
the staff workers performance at ending period of a month. It can be judge on the basis of
their daily routine task that are perform by them in the workplace (Weber and
Fried,2011). Therefore, it facilitate the full detail information of employee task
performance through software system that can be judge on the increase in the number of
incentive points.
 Checklist- It is the approach through which individuals performance can be judge by the
senior authority team levels. The company set the question in a questionnaire method that
are based upon the individuals performance. It is placed at all the levels of management
that are answered by the senior level authority people that can be answered in yes or no.
 Democratic style: It is that type of style in which the company allow the workers in a
team so, they can make final decisions. Under this, all people views and opinions are to
be expressed in front of their senior levels so, they make the final decisions effectively.
Advantages:
 It will create innovative ideas that build brand to the firm.

 It increased the motivational level of employees when come together and express their
views.
Disadvantages:
 It consumed more cost and time
 There is no quality maintenance.
3.2 Assess of how individual training and development needs can be identifies at ''Royal London
Hospital”
The Royal London Hospital the training approached for the purpose of identification of
training needs that are described below-
 Step 1: Determine desired results: In these first stage there is a clarification of training
objectives and understand the business expectation outcomes. Thereafter, these objectives
are matched with the company's goals to know the needs of individuals training. It can be
explained with the example, HSC goals is that to reduce the waiting time of patients so,
they offer the better quality of health care services within the time framework.
 Step 2: Link among desired results with the employee behaviour: It is the second
stage of training needs in which company identify the employees competencies that
include the skills, knowledge that are matched with the desirable results (Yoon and
Lim,2010). Apart from this, information are gathered from the different sources to know
the workers competency level to achieve the result.
 Step 3:Identification of training competencies : It is the stage in which the workers
capabilities are matched with the job role to know the gap. It facilitate them to know the
current competencies that are needed to perform the job on time. The current competency
cab be evaluating through the several tools that includes self-assessment, survey and
interviews etc.
 Step 4: Requirement of training : In these stage, there is an identification of individuals
who are need of training so, they can able to enhance their competencies. Accordingly,
company arrange and organised the training that help them to successfully achieved the
company's goals.
 Step 5: Implement best practice training: It is the most important and last stage of
training needs approach in which they company implement the training the practices. The

cited health-social care company adopt the on-job-training and off-job-training that
involves coaching, e-learning and classroom etc.
3.3 Assess the different strategies for promoting the continuing development of individuals in
''Royal London Hospital” workplace
The ''Royal London Hospital” adopt various strategies that are needed to promote the
development of staff workers that are described below-
 Compensation benefits- The cited company restructure its compensation plan in that
manner so, every one get an equal opportunity of benefits (Armstrong,2011). It is the
best motivational factor that boost the confidence and develop the individuals
performance in effective manner. They judge the employee performance for which they
increment the salary of workers. Along with that, they also provide them monetary
rewards, bonus, incentive plans so, as per their performance boost up the energy level of
workers.
 Training and development- It is the most important factor that is training and
development that facilitate company to enhance their skills and knowledge. It will
continuously development of individual performance so, they can able to perform the job
in a desired manner. The cited company adopt the on-job-training as well as off-job-
training to provide the most effective knowledge of workers.
 Gaining and understanding of the community- For making continuing development
another strategies is to receiving an certainty of the community that in which way Royal
London Hospital can make an effective workplace.
 Involve other people- Royal London Hospital can also make an involving of people to
work at a large level.
TASK 4
4.1 Discussion on various leadership style that are applied in the HSC
The Royal London Hospital apply the leadership style at the various different situations
that are described below-.
 Autocratic leadership style- It is the most effective leadership style in which the leader
cannot involve their team member to participate in the decision making process.

Therefore, it the best style when the company have to make a quick decision and it take
lesser time that attain the firm's goals in desired manner (Lieber,2010).
 Democratic leadership style- It is the informal leadership style in which they invite the
team member to come up with the new ideas in the decision making process. It is the
most suitable that develop a unique solution to resolve the complex problem. It facilitates
the worker to freely express their views and transfer their idea in front of other. It is a
long process but most effective in complex situation.
 Strategic Leadership Style- In this main role was played by the head of organisation,
who can organise all the department to create high performance life.
 Transformational Leadership Style- In this the leader are try all those members to
complete there work more effectively or initiating changes in Organization.
 Team Leadership Style- This style includes taking a work which is based on vision of
the company. To this, every people would take there heart or mind together, for making
effective work based on future aspects.
 Cross- Cultural Leadership- This style is follow when there were many culture based
people in work place. So that to take all cultural people together, it will create easily
working in Royal London Hospital.
 Trait theory: It is that type of leadership theory that are based upon the both type of
leaders whether its is successful leadership or not. Most the researcher used trait theory
for the purpose of identification of demographic, social characteristics, physiological and
task-related with leadership effectiveness. Apart from this, these traits also identifying the
leadership motivation, self-confidence and their honesty.
 Situation theory: It is that type of leadership theory that are used by most effective
leaders that are capable to handle the various situations to get their job done.
 Transformation theory: It is that type of leadership theory that are adopted by cited
company for the purpose of inspire their members so, they can go beyond the task
needed. For this, the leaders able to developing high performance for their workforce.
 Behaviourism theory: It is that type of leadership theory that are mainly focused the
staff worker behaviour so, they can able to resolve the problem effectively. It helps the
leaders to motivate and influence their team member towards work in most effective
manner.

4.2 Analyse the working relationship manage in the organisation
Each organisation have to managed their team in different manner that allow the workers
to put their maximum efforts to attained the firm's objectives. In the cited health and social care
sector the team workers put their great efforts to deliver the high-quality of services to the user of
services. There are various different ways that are adopted by the Royal London Hospital to
maintain the team that are described below-
 To allow the team members to participate in the process of decision making to share their
ideas and opinions in effective way(Bratton and Gold,2012).
 Adopting the motivational methods it include bonus, rewards and incentive plan etc.
 Adopt the internal source to promote the existing workers at a higher position.
 Conduct the open session so, everybody can express their views and adopt the democratic
leadership style to manage the working relationship within the organisation.
 Help there employees for equal participation.
 Changes the working styles and techniques in workplace.
 Adopting new technology for effective working.
 Getting the feedback to there employees, so that leader can estimate the conditions in the
workplace.
 By making healthy relation with employers and employees, it will also create good
relationship in workplace.
4.3 Evaluating how your own development has been influenced through management approaches
The Royal London Hospital adopts democratic leadership style due to which it gives me
an opportunity to participate in the decision-making process. In regard to this, it helps me in
expressing my views in front of others that boosting my energy level. Therefore, personally I feel
that their will be enhancement in my personal as well as professional skills that assist me to done
the job in effective manner (Armstrong,2011). Thus, being a HR manager I have to conduct
training sessions due to there is a need to fulfil all my responsibilities to performed job
effectively. For this, by democratic leadership style it assists me in expressing my views in front
of management teams. In this I was resolved issues that faced while performing job
responsibilities. Thereafter, management supports me at the time of recruitment and selection
process due to which I successful able to recruit candidates. They guided me what questions

required to be ask or not while taking an interview from the candidates.There should be held an
induction programmes, so that is helpful to the employees. So that by giving enough information
about the company and employees in induction programmes will also bring me own
development which influence me a lot. Another way, which influence is the environment of the
company, environment is an important factor which affect the working style of company. By
providing me good leadership by my team leader, will help to influence development in me.
On contrast to this, I will get the incentives plans and bonus that are given by the
company as per my performance that will motivate me towards my work. The training session
helps me to create a growth opportunities in the future that assist me to done the various job in
appropriate manner.
CONCLUSION
Summarizing the whole report it has been concluded that Royal London Hospital apply
the leadership style at the various different situations that are autocratic and democratic style.
Furthermore, they company adopt the compensation benefits are the incentives, salary and bonus
to improves the workers performance. Along with that training approach are adopted by the cited
company to know the individual needs to perform the job is most effective manner. It will
facilitate the organisation to reduce the employee turnover rate.