Analysis of Human Resource Management in Health and Social Care

This report delves into the critical aspects of human resource management within the health and social care sectors. It begins by outlining essential factors to consider when planning recruitment, such as required skills, budget constraints, and policy changes. The report then examines key legislativ...Read More

MANAGING HUMAN
RESOURCE IN HEALTH
AND SOCIAL CARE

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1.1 Planning the recruitment of individual.............................................................................1
TASK 2............................................................................................................................................2
1.2 Key legislative and policy frameworks that impacting recruitment and selection...........2
TASK 3............................................................................................................................................2
1.3 Different approaches used to ensure selection of the best individuals.............................2
CONCLUSION................................................................................................................................3
REFERENCES ...............................................................................................................................4

INTRODUCTION
It is important in Today's world to have a good social and health care system in order to
provide better supervision to the patients and ensure better growth and development of the
population (Nelson and Staggers, 2016). As per the latest figures it has been seen as the 751,000
externally advertised job vacancies in the UK for the three months to January 2017 across the
whole economy, more than 15% - about 117,000- were in the health and social work sectors. The
below report explains factors which needs to be considered while planning recruitments. Along
with it, the report explains the relevant legislative and policy that influence recruitment, selection
and employment. At last, different approaches are explained in order to ensure the selection of
the best individuals.
TASK 1
1.1 Planning the recruitment of individual
Below mentioned are the factors that need to be considered while planning the
recruitment of individuals to work in social and health care:
1. Skills required: It is important while planning recruitment to understand the skills
required for the purpose. The skills of these individuals can vary from top to bottom
level. Along with it, it is important for them to ensure what type of skilled would serve
the purpose well, in order to provide the best health and welfare to the public.
2. Budget Constraints: It is important to consider budget constraints while planning
individual recruitment. Budget constraints can make the planning process difficult and it
is important to check and ensure that the planning is happening as per the budget set
(Keleher and MacDougall, 2015). In case, if the plan is exceeding the budget
requirements it can make the organisation suffer.
3. Policy Changes: Other important changes that one needs to take care while planning
recruitment includes policy changes. These changes can make it difficult for the
organisation to ensure proper planning. Understanding the policy changes can make it
easy for the organisation to plan the recruitment process easily.
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TASK 2
1.2 Key legislative and policy frameworks that impacting recruitment and selection
Below mentioned are the policies and legislative frameworks impacting selection and
recruitment process:
Equal opportunities: In Equal Opportunities Law of Recruitment, 1972, It has been seen
as 80% of all jobs in adult social care is held by female staff. In equal opportunities' law of
recruitment and selection, the law ensure that equal opportunities are provided to the individuals
as per their skills and requirements. The law asserts that the organisation in which the
recruitment is taking place is not discriminating between the employees and they are being
treated with equality and diversity. The equal opportunities' policy makes sure that the
organisations is hiring staff without any discrimination (Baum, 2016).
Data protection: As per the Data Protection Act 1998, this policy suggest that it is
important for the monitor to keep its candidate information confidential. Along with it, the law
ensures that the information gathered through recruitment campaigns is also safe and secure. It
influences the employees choice to be a better recruit and the organisation to organisation a
selection and recruitment process which is better and secure (What is Human Resources. 2015).
The data protection law has impacted the recruitment process by allowing the candidates to
submit the required documents without jeopardising their privacy and policy.
Complaints: As per the Employ Complaint policy, 1984 the human resource reviews the
complaints made on the grounds of discrimination. Complaints from external candidates will be
investigated by Human resource directors and Chief security officer. This make the organisation
go through a better selection process and keeps it safe and secure. This has impacted the
recruitment process by many ways. Employees can easily manage their complaints and report
them directly to the authority. This has made the organisation's environment safe and secure
during their recruitment process (The importance of human resource management in Health
care, 2016)
TASK 3
1.3 Different approaches used to ensure selection of the best individuals
Below mentioned are different approaches used in order to ensure the selection of the
best individuals in health and social care:
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1. Systematic recruitment method: This method aims to reduce the amount of personal
bias in the process of selection to very minimum. A series of procedures are needed
which are interlocked with one another. These procedures ensure the selection of
candidates on rational basis. In United Kingdom, as per the recent reports of Employee
Turnovers in United Kingdom, 80% of all jobs in adult social care is held by women. The
recruitment method makes it easy for one to recruit the required employees step by step
which makes it very easy and cost effective. The disadvantage of this method is that it
takes a lot of people to ensure the proper process and method (Duckett and Willcox,
2015).
2. Interview additional Job Tests: The Interview additional job test ensures that the
individuals which are beings tested before the actual hiring process starts. This helps the
individual to understand and evaluate the importance of the upcoming interview process
and the organisation to select the individuals which are suitable and required for the
organisation. This is one of the best approaches for recruitment and selection. It has been
observed that there are 28,000 unfilled managers jobs in United Kingdom at a time. The
Interview additional job hiring test for the managers would make it easy for the NHS to
hire required people in social and health care. The advantage of such test are that they
make the selection and recruitment process safe and easy. The disadvantage of these tests
include that they are very expensive and takes a lot of time and effort.
CONCLUSION
The above report showcases an understanding of the need of employment in social and
health care services. The report develops and understands the factors which are important while
planning a recruitment process. Their advantages and disadvantages have been explained as well.
Along with it, various approaches used in recruitment and selection process have been explored
which evaluates that interview additional job tests is one of the best approaches can be used by
NHS to fill the role of managers. Also, their advantages and disadvantages have been explained
as well.
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REFERENCES
Books and Journals
Baum, F., 2016. The new public health (No. Ed. 4). Oxford University Press.
Duckett, S. and Willcox, S., 2015. The Australian health care system (No. Ed. 5). Oxford
University Press.
Keleher, H. and MacDougall, C., 2015. Understanding health(No. Ed. 4). Oxford University
Press.
Nelson, R. and Staggers, N., 2016. Health Informatics-E-Book: An Interprofessional Approach.
Elsevier Health Sciences.
Slavin, S. and Schoech, R., 2017. Human services technology: Understanding, designing, and
implementing computer and Internet applications in the social services. CRC Press.
Online
The importance of human resource management in Health care. 2016. [Online]. Available
through: <https://www.ncbi.nlm.nih.gov/pmc/articles/PMC1552082//>
What is Human Resources. 2015. [Online]. Available through:
<https://www.humanresourcesedu.org/what-is-human-resources//>
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