HSC - Human Resource Management Report: Recruitment & Development

This report, prepared for Royal London Hospital, addresses key aspects of human resource management to improve employee retention and operational efficiency. It begins by examining recruitment strategies, including factors to consider, different policies, and approaches to ensure the best selection of candidates. The report then delves into theories of individual interaction and approaches to develop effective team working within the hospital. Performance monitoring methods, identification of training and development needs, and strategies for individual development are also discussed. Finally, the report explores various leadership theories and approaches to managing working relationships and overall development, providing a comprehensive overview of human resource management practices.

MANAGING HUMAN
RESOURSE IN HSC

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
1.1 Factors considered while planning the recruitment .........................................................3
1.2 Different policies in recruitment of employees................................................................4
1.3 Approaches to ensure best selection.................................................................................4
TASK 2............................................................................................................................................5
2.1 Theories of how individuals interact................................................................................5
2.2 Approaches used to develop effective team working.......................................................5
TASK 3............................................................................................................................................6
3.1 Ways to monitored performance.....................................................................................6
3.2 Identify training and development needs.........................................................................7
3.3 Strategies for promoting development of individuals......................................................7
TASK 4............................................................................................................................................8
4.1 Theories of leadership......................................................................................................8
4.2 Managing working relationships.....................................................................................8
4.3 Development and management approaches.....................................................................9
CONCLUSION................................................................................................................................9
REFRENCES.................................................................................................................................11

INTRODUCTION
Following report is prepared for Royal London Hospital. It is a health sector which is
providing excellent services to the patients. As the employee turnover was increasing following
report is prepared in order to maintain human resource of the same. In this reports various
recruiting strategies are discussed in detail which can be used by the firm to select the best for
them. Further in the report discussion is done on how company is working towards developing
working relationship with the employees (DeCenzo, Robbins and Verhulst,2010).The following
report discussed need for training and development and also how it can be provided to the
different employees at different levels is discussed in detail so that the total turnover ratio can be
reduced.
TASK 1
1.1 Factors considered while planning the recruitment
While planning the recruitment in factors for Royal London hospital there is a need to
first evaluate the aim of recruitment process. Weather it is for replacing the existing staff or for
appointing employees to new jobs. While employing individuals in the cited hospital it is
important that the indispensable factors are considered. After this the management of the cited
hospital need to figure out the skills which are required by them in the staff like the level of
education, working experience and other related factors. After this the management need to
check the available employees so that estimation of the required employees can be done. Than
after getting the total number of employees which need to be recruited their training cost
estimation is also required (Martin Charlesworth and Henderson, 2010). After getting the
financial estimations company need to do the planning of how potential workers can be attracted
so that right person is put on the right job. For this the hospital recruiting team can take the help
of advertisements like in the form of newspaper clippings, and other job oriented multimedia
sites which help in attracting the desired candidates to come and apply for the job, this way much
time can also be saved by evaluating the time need to be spent on screening of the candidates.
Also job agencies can provide great help to the management in hiring the skilled labour for
different jobs.

1.2 Different policies in recruitment of employees
In world there are number of countries and each country has their own legislative policies
which has their direct influence in the recruitment and selection process. Therefore it becomes
compulsory for Royal London hospital to follow all the rules and regulations of the domestic
country while doing the process of selection of employees. The law of UK says that everyone
should be treated equally and no discrimination in the recruitment process on the grounds of
caste, colour and creed should be done. Apart from these the government of UK has various
policies which influence the process of selection and recruitment of human resource in the health
sector (Leggat Bartram and Stanton, 2011). These laws are sex discrimination act, race relation
act, employment act and legislation employment relations act. Few acts are for maintaining
equality in the society and another focus on solving the conflicts at the work place. These laws
protect the employees from being exploited as they protect them from being under paid by the
employees. People who apply for jobs face the difficulty of discrimination on the basis of
rejecting them due to few protected characteristics, or providing them with negative terms. UK
labour law were reformed in 2008 in which conflict resolution act was included. It also
empowered the labours by establishing the minimum wage standards and good working
conditions so that employees do not get exploit at the work place. Individuals are ensured that
they can work in the given place by providing them with written rules and procedures that are
followed in the hospital.
1.3 Approaches to ensure best selection
Different approaches can be used by the management in order to select the best candidate
for the job. The cited hospital can ask the candidates to present their CV with the recruitment
team. The person concern for the recruitment process can select the suitable candidate for the job
on the basis of the provided information as details of qualification and personal skills are
provide on the CV by the candidates. Once the recruiting officer go through the CVs he can short
list the candidates and then ask them to appear for interview. When the candidates appear direct
interview can be taken by setting a particular panel for selection process. At the time of interview
prospect are asked different questions related to job and to get the idea of individual capabilities.
The answers are analysed by the selection panel and judgement is taken on basis of the answers
quality given by the candidate (Miller and Tucker, 2013). Different candidates are given
different marks on the basis of his responses and then person getting the maximum marks gets

the particular job. After this another approach which can be utilised in the process of
recruitment is doing the testing of individuals. In this method the candidates are asked to perform
task which are related to the job for which they are applying. Observation is done on the task
performed by each and then those who did the job in the best manner are selected by the
management.
TASK 2
2.1 Theories of how individuals interact
Different theories of how an individual interact with groups in the Royal London hospital
can be studied in different heads such as: Forming, Storming & Norming. Forming is a process
through which every member learn the different possibility and hurdles which are faced by the
team. The whole team is so much depended upon the manager as he guides the whole team by
establishing a close bond among the different team members. The team members share their
different information with each other and build a healthy relation. As a part of Storming, ideas
are developed by the team members to solve the different issues and problems that are present in
the hospital. It is important to have an effective management in storming so as to encourage
participation of all in problem solving (Reeves, 2011). Norming is the system in which different
team members finds a solution to the problem and makes an agreement over it. All the members
present their opinions freely and also adjust in their attitude if required to avoid conflict at the
work place. It is expected from the team members that they will be respecting and value the rules
and acting of work. Performing is the final stem where the whole team gets a complete
understanding of the problems and support each other in the team so that the whole organisation
can work as a single unit. After reaching to this level the team members show high motivation,
and autonomy.
2.2 Approaches used to develop effective team working
For Royal London Hospital, there is no single approach which can be utilised by the
members of management at different levels to promote effective team working. Therefore,
different approaches are effective for the same; which includes individuals possess different
strengths and weaknesses. Therefore, the management should make different teams in which
everyone has some or the other capabilities so that as a team they can help each other to
compensate the weaknesses of others. For effective team working it is very important that all the

members of team are well aware about their objective and also everyone should be agreed with
the same. Each member of the team should be made clear with his responsibilities and authority.
For this it is also important that transparency is maintained (Naledi, Barron and Schneider,
2011). Trust of team members should be developed with the organisation by listening to the team
and spending personal time with them. Team member should be encouraged to express
themselves. This will help in building good relation of each member with one another which will
also have its direct impact on the performance. Each member should be given chance to take part
in the decision making like concerns which involve agreements of the group. Management
should be cautious in the social issues if there is present in the organisation. They need to be
solved as early as possible to maintain effective team working in the cited hospital. If it is found
that some members of the team are doing good than they should be appreciated and given
reward. This brings motivation in the team members to do well.
TASK 3
3.1 Ways to monitor performance
Monitoring the performance of an individual is a process through which the management
checks the quality of work done by the employees. It is an important concept as it helps in taking
the corrective actions on time and also increase the possibilities of achieving the desired results.
Different ways in which the performance of an individual can be monitored which includes:
Identify the current results so that it can be make out that what all areas need to be developed.
This will help in making agreements between both managers and the workers that how both will
work towards improving it. For this the objectives are connected with the team members so that
they work towards achieving them. This will help in clarifying the job to an individual that what
is expected out of him (Naledi, Barron and Schneider, 2011). Another method through which the
management can monitor the performance of the employees are though asking them an
explanation of whatever he is working on. Regular conversation with the employees help the
management in getting the work status. This will help in checking that weather the work done is
according to what is expected or not. After this the work can also be monitored by doing random
checks of different departments. Surprise checking help the management in getting the true status
of work assigned. This method will promote habit of doing right at once as the employee will
work under the pressure that his performance can be evaluated at any time by the management.

3.2 Identify training and development needs
As discussed earlier performance evaluation help the management in knowing the
different areas of the organisations which are not performing well or need to be developed.
Therefore for these training is required so that employees are taught to work more efficiently and
effectively. When the team or individual fails to achieve the given target it develops the need of
training to them so that their efficiency is improved and therefore the targets can be achieved.
Apart from this training is also required in the Royal London hospital as it is dealing in customer
services which has no end (Dickinson and Glasby, 2010). The need of customers keeps on
increasing which demands more skilled staff by the management so that the patients are given
maximum satisfaction during their visit to the hospital. Also training reduces the risk of wrong
doings at the work place which therefore reduce the total cost of operations. Training develops
the overall standard of the work place and helps in raising the name of the organisation.
3.3 Strategies for promoting development of individuals
In order to develop an individual at Royal London hospital the management take help of
different strategies. These strategies help the management in developing an individual so that the
results of different periods are improved and the overall profitability is increased. These
strategies are as follows: Performance feedback- The employees of the institution should be
provided with feedbacks by the management as this enhance their performance. This will help
the employees in knowing what are the areas in which the lack behind. Also this way they will
be motivated to work on those areas and then ultimately this will help in increasing their overall
performance. Not only the negative feedback but also when the employees get appreciated after
performing a particular task they feel motivated (Detels, 2011). Incentives- Incentive plans can
also be used as an effective tool for development of an individual. When the workers know that
they will be provided with different monetary and non-monetary incentives they work with more
dedication and sincerity. This is because everyone like to get more and therefore to enjoy this
extra benefit every individual will give his full dedication to the work. Recognition- This help
employees at work place to develop positive values in them which help them in doing more
effective work. It is a human nature that everyone likes to be appreciated by others especially
when it is done publicly. Different plans like employee of the month etc. help in motivating and
developing everyone to do good and better than others.

TASK 4
4.1 Theories of leadership
Different theories of leadership that are applied in the healthy and social care working
place are as follows: Relational theory- this theory encourages change in the hospitals. This
theory promotes the importance of communication at the Royal London hospital as this helps in
solving the problems faced by both, employees and the patients. Behavioural leadership theory-
It includes how leaders behave at work place. This theory is used in the cited hospital in order to
dictate what has to be done by the employees. They also involve them in the decision making so
that more ideas can be gather to take the best decision (Glasby and Dickinson, 2014). Different
leaders use different leadership styles. Autocratic leaders are those who do not involve anyone in
the decision making. In the cited hospital there are various decisions which need quick response.
Therefore in that case this style of leadership is adopted whereas apart from this there are many
areas like quality assurance, patient satisfaction and like which require involvement of many to
take the desired decision. In that case democratic leadership is adopted by the management.
Contextual Leadership- This theory help the health care in getting the better understanding of
strengths of different employees so that they can be provided with suitable task. Tactical
leadership- This style of leadership focuses on developing the different methods of doing the
same work. As in the cited hospital the employee turnover is more they can use this style to
provide employees with better methodologists of performing different task.
4.2 Managing working relationships
In order to manage the operative human relationship with the employees the best way is
trusting the people with whom you are working. This help in raising their standards as they than
work with more dedication. Leaders of Royal London hospital should be honest and loyal
towards their employees and should give them enough value by inviting them to participate in
the issues related to the hospital. Transparency should be maintained supported with with an
open culture so that everyone feels free to express themselves. The team members should be
given the feeling of belongingness with the institution as this promotes equality and satisfaction
of employees at the work place (Lee, Lee. and Kang, 2012). Effective communication should
take place within different department and in between department so that coordination can be
maintained. Leaders should interact with the employees in case any weakness is discovered in

the hospital and effective discussion should be done on same so that all the factors leading to that
weakness can be discovered. This also develops a responsible attitude in the employees. Leaders
should stay connected to the employees through official sites like email, hospital official digital
page etc. so that in case anyone at distance want to communicate some important message it can
be conveyed easily (Du and Yuan, 2010). Apart from these respect to co-workers should be
given as it also helps in managing good working relationship with the employees. Also every
individual working with the organisation should be made clear about their roles and jobs which
they have to perform while they are part of it.
4.3 Development and management approaches
Development of an individual can be influenced by various leadership and governing
body approaches. Starting with appraisals an individual is encouraged to perform well by making
him aware about different areas in which he lacks behind so that he can work on them and
improve his capabilities. Training is provided to them by the management in order to develop
him so that he can do better in long run. Apart from weakness the strength is also discovered so
that he can use it for doing such work he is good at (Brewer and Brewer, 2010). By giving
authorities to individual also develops their skills as they work with more sincerity and loyalty
after they are made superior to other. Additionally encouraging employees to participate in the
decision making promote them as they feel recognised in the organisation and therefore effects
his performance also (Bohdanowicz Zientara and Novotna 2011). The process of giving
feedbacks help in facilitating comparison environment in the work place. This way everyone in
order to prove themselves better than others give more attention to their own work so that they
are considered better than other at same level. This way the employees are developed which is
also beneficiary for the business as they become a long time asset for the management which
gives profit to the business (Callaghan Ford and Schneider, 2010).
CONCLUSION
From the above report of Royal London hospital it can be concluded that the organisation
is having an effective recruitment panel with them which is helping it in selecting the best
candidate for them. The report says that the selection process has to be done as per the laws of
the domestic country. Further in the above report it is discussed that how people interact at the
work place. It is concluded that the company is using effective measures to increase the

performance of their employees by providing them training and identifying their needs for
development. The employee turnover is controlled by adopting the different measure to build
healthy relation with them and by providing them with various advantages of working at that
place. Different approaches can be used to develop the employees and and also their
performance in the country. The management by managing the different activities can also
increase the working quality as through management the overall efficiency increases.

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Online
Managing Human Resources in Health and Social Care, 2017. [Online]. Available through:
<https://writepass.com/journal/2017/01/managing-human-resources-in-health-and-social-
care/>. [Accessed on 20th May 2016].