Wellington Hospital: HRM in Health and Social Care Management Report

This report provides a comprehensive overview of human resource management (HRM) practices within the health and social care sector, using Wellington Hospital as a case study. It delves into the factors influencing recruitment, including qualification, skills, and organizational needs. The report examines relevant legislation and policy frameworks impacting HRM activities, such as non-discrimination laws and privacy regulations. It also explores various methods for selecting the best individuals for different roles, including team leaders, care workers, and foster carers, highlighting the use of interviews, psychometric testing, and online screening. Furthermore, the report analyzes theories explaining team behavior, such as Tuckman's and Belbin's theories, in the context of multidisciplinary teams and community groups. It covers performance monitoring strategies, individual training needs assessment, and continuous development approaches for employees. Finally, the report identifies leadership theories applicable to specialized units and examines ways to manage working relationships in healthcare settings, concluding with a reflection on personal and professional development influenced by management approaches.

MANAGING HUMAN
RESOURCES

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
a) Factors that need to consider in health and social care organizations while planning
recruitment of individuals............................................................................................................3
b) Legislation and policy frameworks along with the ways in which they influence the
activities of human resource manager..........................................................................................4
c) Methods for selecting the best individuals in firm..................................................................5
TASK 2............................................................................................................................................6
a) Theories explaining likely behavior of people working in different HSC teams....................6
b) Suggesting and evaluating the approaches which can be used for effectual team working....7
TASK 3............................................................................................................................................8
a) Way of a manager in a residential care home to monitor the performance.............................8
b) Techniques to assess the individual training needs for junior staff.........................................8
c) Strategies to promote continuous development of individuals that are working in HSC........9
TASK 4..........................................................................................................................................10
a) Identifying theories of leadership that are applied to specialized unit for premature babies 10
b) Analyzing the ways in which manager can manage working relationships in NHS hospital
....................................................................................................................................................10
c) Personal and professional development along with the ways in which it has been influenced
by management approaches encountered during working life..................................................11
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODUCTION
Human resource management (HRM) is the base for the success of an organization. In
order to maximize the potential of individuals at workplace by making them motivated, HRM
plays the most significant role. In the present scenario, HRM proves to be very important in the
sector of health and social care to run the operations smoothly (Glendenning and Bell, 2008).
Process of HRM includes recruiting people, selecting the best, doing orientation, providing
training and development, making assessment of employees, offering them compensation,
maintaining proper relation, etc.
Present study involves processes for recruiting individuals to work in health and social
care. Also, strategies for building effective teams for working in HSC are highlighted in the
report. Along with that, there is focus on systems for monitoring and promoting the development
of individuals working in HSC. Last but not the least, approaches for managing people working
in health and social care are discussed in the report. In order to understand all the concepts, the
firm, Wellington hospital, has been chosen.
TASK 1
a) Factors that need to consider in health and social care organizations while planning
recruitment of individuals
Some of the factors that are required to be considered while planning recruitment of
individual are mentioned below as:
 Need for the recruitment- It is one of the most important factor in which health and social
care organization are required to determine that why they are recruiting a person. On the
basis of identified needs the process of recruitment can be done.
 Qualification- health and social care organization are also required to determine the
eligibility and qualification level that are required to fill the vacant position.
 Confidence and skills set- The confidence level of person and the skill set it posses are
some of the other factors that are required to be consideration.
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To,
The owner
Subject: Factors while making plan for the recruitment of individuals in HSC firms.
There is immediate requirement of capable employees in the firm. Many factors are there that
need to be considered the health and social care organizations to do recruitments like
qualification, personality and personal attributes. This sector requires well qualified and
experienced personnel. Crucial parts that need to comply with are position analysis and job
specifications.
With Regards
HR Manager
II)
To,
The owner
Subject: With reference to planning recruitment of individuals in residential care
There are many factors which need to be kept in mind for recruiting staff in residential care
like flexibility in work timings, qualifications, job experience and dependability. Major factors
among all are nature of the job and novelty value. Work roles and specification of designations
play a significant role for the same. The department seeks for the person who can provide
personalized and intensive care on individual basis.
With Regards
HR Manager
III)
To,
The owner
Subject: With reference to considering factors planning recruitment of individuals in
domiciliary care
For recruiting domiciliary carers, there are some factors which require to be kept in mind.
Domiciliary care is basically offered to people who live in their homes and are in need to
additional support to run their life. Thus, ability of applicant who can deliver the personal care
is required to be researched. This is the reason, personal traits of the candidates and experience
must be checked for selecting the most suitable candidate.
With Regards
HR Manager
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b) Legislation and policy frameworks along with the ways in which they influence the activities
of human resource manager
Legislation and policy frameworks that influence the activities HR manager are like:
I) The first stages of recruitment – In this phase, the Law of Nondiscrimination and Equal
Employment Opportunity put a high influence on the activities of human resource manager. As
per the legislation, every employee is required to be given with equal opportunity in order to
apply for the vacant designation. Also, the HR management in Wellington hospital must not
make any kind of discrimination among job applicants on the basis of their religion, caste, creed,
sex, age and race (Key Legislation regarding Recruitment and Selection, 2015).
II) Selection – Law relating privacy plays a crucial role while making selection for the most
suitable applicant as it influences the actions of HR manager to a great extent. It is important for
HR management of Wellington hospital to keep the information of person confidential. Along
with that, there is one more act, that is, Electronic Communication Privacy Act which is made
for protecting the telephonic conversations of employee from employer intrusion (Hosseini,
2010). It states that HR manager is not allowed to share this information with any outsider as per
the law.
III) The first three months of employment – Here, HR management of Wellington hospital get
affected by the act of Minimum Standards for Terms and Conditions of Employment. According
to this legislation, it is needed for every HSC firm to provide Occupational Safety and Health to
employees. Apart from that, this act also provides medical help to employees who are on leave
due to health issues (Moonie, 2005). Thus, all these legislation are needed to comply with by
Wellington hospital to run the operations in a smooth manner.
c) Methods for selecting the best individuals in firm
Methods for selecting the best individuals in health and social care firm are explained as
below:
I) A team leader in local authority social services department
Many selection methods are present which can be used for selecting the best candidate.
For selecting the team leader, methods which can be used are like presentations and interview.
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By taking support from interview method, confidence level of the applicant can be increased and
situations can be handled effectually. On the other hand, with the help of presentation method,
communication skills of candidates can be tested. Thus, one fulfills all the criteria in the best way
in selected (Summer, 2000). To a certain extent these methods can be very effective in
recruitment of team leader. On the other side it can be argued that interview and presentation can
consume lot of time which is its main drawback.
II) Care workers for shift jobs in residential home for elderly individuals suffering from dementia
Methods of psychometric testing and personality profiling prove to be the best for
selecting the care workers. Through psychometric testing, extent and effectiveness to which a
worker can perform his task in shifts can be judged. Along with that, manner in which he can
provide personal care to the elderly patient can be evaluated through checking their mental
stability which can be known by this test (Moonie, 2002). On the contrary, personality profiling
reveals about the interest level and behavior of a person which is important to know before
selecting him. This method will help in selection of best individual for care worker shift job in
residential home. Further it will also help in determining whether the individual is eligible
enough to perform all its roles and responsibilities of a care worker.
III) Foster carers who would be employed by local council
In order to select the foster carers, methods like online screening, short listing as well as
ability and aptitude test can be taken in use as these techniques prove to be very supportive
making selection and can be easily carried out also. In screening and short listing, experience and
qualification of an applicant can be researched that is essential to be known by the HR manager
for selecting the person at the vacant job position (Phillips and Morgan, 2014). Further, aptitude
test helps in judging the clerical, mechanical and verbal ability as well in assessing the general
intelligence of a person. This method will result in selection of the most appropriate and suitable
candidate for the vacant position in the local council. Online screening and short listing will
result in selection of the best candidate.
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TASK 2
a) Theories explaining likely behavior of people working in different HSC teams
Theories explaining likely behavior of people that are working in different HSC teams
are as follows:
A newly formed multidisciplinary child protection team made up social workers, health
visitors and police: In this scenario, Tuckman's Teamwork theory will be used which involves
particular stages, that is, forming, storming, norming and performing. First stage says about the
development of team in which people search for finding their roles that they have to perform.
After that, in storming, every individual in the team start realizing that they are an important part
of a team (How teams work?, 2014). Thus, according to the scenario, workers, visitors and child
protection team start working together in this phase. In norming, people coordinate with each
other to complete the task along with setting rules and regulations to clarify the work. Last stage
is of team relationships in which people get attached with each other and get combined to offer
synergy. As per the theory of Belbin, team perform outstanding when every team member is
clear with his/her job roles and responsibilities. According to Belbin, people in team have
various kind of roles such as action oriented roles, people oriented roles and through oriented
roles. Action oriented roles are being performed by person such as shaper, implementer and
completer finisher. On the other hand, people oriented roles are performed by coordinator, team
workers and resources investigators. At last the thought oriented roles are being performed by
specialist and evaluator.
A local community group who to rise enough short term funding to allow surviving for another
year: McClelland theory would prove to be the best in this scenario. This theory says about the
specific needs of an individual. Factors involved in it are achievement, affiliation and power. For
the purpose of measuring individual needs, Thematic Apperception Test will be used under
implementation of this theory. Major focus of the firm behind using this theory is to raise funds
to stay in the market in a long run (Bryans, 2007). As per the theory determined by McClelland's,
there are three main motivators which encourage people to do their best. Further he termed
achievement, affiliation and power as the three most dominant motivators. The person belong to
achievement is the one which always takes calculated risk and likes to receive feedback. On the
other hand, affiliation person wants to associated himself with the group. The person do not like
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taking any kind of high risk. Individual's that fall under category of power are the one which
always enjoys wining arguments, competing and winning over others.
A team of social workers which after having been together successfully for several years,
now needs to recruit an additional member: Belbin’s theory will suit the best in the case
scenario. This theory involves various roles that are to be performed by a team. These are
categorized into action oriented; people oriented as well as thought oriented roles (Chand and
Katou, 2007). After making judgment on the role, the vacancy in team of social workers can be
easily determined and more needed workers can be hired. As per the theory of Tuckman, there
are five main stages of developing team. This includes forming, storming, Norming, Performing
and adjourning. Furthermore different type of people are associated with different stage in the
development of a team. Majority of the time, individual follow 4 stages for team formation. It
was Tuckman which introduced the last dimension of adjourning.
b) Suggesting and evaluating the approaches which can be used for effectual team working
Many approaches are present that can be used for making the team effectually work.
Some of them are as follows:
Coaching approach – Under this approach, proper training is provided to the team
members to make them efficient enough for performing their jobs by increasing their skills and
capabilities. One of the main advantage of coaching is that a coach encourages its other team
members to accomplish their objectives and goals. On the other hand, the disadvantage of
coaching is that it is very cost approach.
Interdisciplinary approach – Importance of interaction between disciplines is explained
under this approach. Thus, it proves to be very helpful in increasing coordination among team
members as they realize that their work is not for achieving personal goal but for attaining the
common group goal. Apart from that, this approach justifies the need for effective
communication between team members which is very important for the firm like Wellington
hospital (Elg and et.al., 2012). The benefit of this approach is that it creates sense of satisfaction
among team members as they learn things associated with their areas of interest. On the other
side, its disadvantage is that it demand more time and energy which is not possible always.
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Personalize issues between people that are being using Interdisciplinary approach can also
become a big issue.
Clarifying common goal – If goals and set targets will be clearly defined, team would
become able to effectually work. With the help of this approach, Wellington hospital can make
its employees work in an efficient way as they would have clear idea about the tasks that have to
perform. The advantage of this approach is that people are very clear about their goals and
objectives. On the other hand, the disadvantage of this approach is that it is not easy for the
organization to direct the efforts of all its employees in one particular direction.
Transdisciplinary approach – This approach states that an individual can carry out
professional role in health and social care setting by offering services to the service users by
getting supervised under the person who is from another discipline (Ellaway and et.al., 2012).
this approach can be very helpful in increasing the overall skills and knowledge of a person.
Further working with person from another discipline can increase the overall effectiveness of an
individuals. The main issues or disadvantage of this approach is that the clash of ego or attitude
when two person from different discipline work together.
TASK 3
a) Way of a manager in a residential care home to monitor the performance
Ways in which a manager in a residential care home will monitor the performance of
below mentioned people are as follows:
I) Part time care workers: In Wellington hospital, method observation can be effectually taken in
use in order to monitor the performance of part time care workers. In this method, behavior of
staff is judged for the purpose of checking their interest level. Part time care workers perform
their tasks for a specific duration (Ens, 2001).
II) First level supervisors: Method of feedback would prove to be very supportive for monitoring
the performance of first level supervisors. In this technique, family members of the patient as
well as the service user are asked to give their feedback on the performance of supervisor who
treated him (Chand and Katou, 2007). Through this way, flaws in the work can be assessed and
corrective actions can be taken to improve the performance of supervisor.
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III) New care workers during a probationary period: For monitoring the performance of care
worker during probation period, report back method can be used in which the care worker will be
needed to report back the manager of Wellington hospital (Hillier and et.al., 2009). This
technique proves to be very effective for the employee as he can check his performance against
the standards that he asked to meet by the executive.
b) Techniques to assess the individual training needs for junior staff
Numerous methods are there that can be used for the purpose of assessing individual
training needs for junior staff. Some of them are like:
Face to face interview: With the support of face to face interview, strengths and
weaknesses of an employee can be easily determined. The major advantage of this method is
that It also helps in assessing the need for training for the candidate in the areas in which he
needs improvement. However, the disadvantage of this methods that some of the employees
hesitate to express their feeling in front of trainers. Thus, this technique helps health and social
care firms like Wellington hospital to develop training programs for the staff.
Observation: Method of observation proves to be very helpful in determining the need for
training employees (Hoff and Mobbs, 2001). The advantages of observation methods that each
and every activity can be measured in the most possible manner as well as the trainer can easily
put their views Differences in performance with that of actual set standards can be determined
easily as at the time when they perform their tasks, they are under direct observation. If in case,
flows are found in the performance, training programs need to be organized by the firm so that
standards can be met in the set criteria. The disadvantage of such methods is that trainer has to
put effects and own skills in assessing other performance. Simultaneously, it is a expensive
method.
Performance appraisal: By making appraisals of employees, areas where they are lacking
can be easily evaluated and thus, accordingly, steps can be taken in order to improve them. For
that purpose, training will need to be provided which will help them to amend their weaknesses
and in converting them into their strengths (Hong, 2004). This is the most important method to
motivate people by offering them good pay scales as per their real performance at the workplace.
Sometime it becomes hard to measure actual performance and decide the rewards which is
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considered as a disadvantage of such method. Wellington hospital will get the advantage of
motivated and efficient employees with this method.
c) Strategies to promote continuous development of individuals that are working in HSC
There are many strategies that can promote continuous development of individuals in
health and social care. Some of them are like:
I) Coaching and mentoring – Coaching and mentoring are the methods which Wellington
hospital can take in use in order to have continuous development of employees in the
organization. Coaching is done in relation with the tasks that have to be performed. Thus,
through these strategies, productivity and performance of the firm can be improved. On the other
hand, mentoring is relationship oriented which aims to improve the overall personality of an
individual (Keys, 2003).
II) The use of supervision and appraisal – Supervision states to directly guide or supervise an
individual about the work while, appraisal is evaluating the work done by an employee. This
strategy plays a vital role in assessing the weak areas of individuals that are working in the firm.
Thus, through implementing these strategies, Wellington hospital can search for the ways by
which these flaws of employees can be improved which would ultimately promote continuous
development in employees (Mackay and et.al., 2012).
III) External courses – If employees of Wellington hospital will be motivated to join certain
external courses, their scope for improvement can be increased. With the help of these courses,
their knowledge will be enhanced by which they would become able to perform different
activities (Bryans, 2007). These courses are being taught in distance learning programs which
plays a significant role in making individuals develop in many aspects.
TASK 4
a) Identifying theories of leadership that are applied to specialized unit for premature babies
Several theories are there that can be applied to specialized unit for premature babies.
Some of them are discussed as below:
I) Transactional leadership - This leadership style help in making operations run in a smooth
manner. Leader who follows this leadership style uses disciplinary power and provide incentives
to employees in order to motivate them to perform with highest level of efficiency (Weatherall,
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2001). Wellington hospital can use this leadership style in specialized unit for premature babies
as through this, motivated employees will provide quality and suitable care. This style can be
undertaken by health and social care company and through this motivation level of staff
members can be enhanced easily. Further, by delivering monetary benefits staff members can be
encouraged to take initiatives in welfare of patients. This style can be easily adopted by leaders
but it is required to understand the key attributes which leaders have when they undertake this
style.
II) Transformational leadership – This leadership style mainly focuses on carrying out the
operations in business effectually. The specialized unit can use this style in the department of
premature babies in order to make the team work in an effectual and productive manner (Phillips
and Morgan, 2014). This leadership style focuses on motivation, association, team building and
association with service providers at different levels for increasing the performance level of
individuals in the firm. Further, this style can be adopted by leaders working in health and social
care through which motivation level of employees can be enhanced and every individual can
work in a team for enhancing organizational productivity.
III) Emotional intelligence – It states about the ability by which a person monitors the emotions
of others (Wild and et al., 2012). This information helps in judging the behavior and thinking of
a person. It can prove to be very helpful for employees that are working in specialized unit of
premature babies in terms of relieving them from stress.
b) Analyzing the ways in which manager can manage working relationships in NHS hospital
In NHS (National Health Service), there are many ways by which manager can deal with
working relationships. Some of the ways are:
I) Contingency theory: This theory states that contingency (uncertain) situations are the part of
working and it is needed for a manager to get prepared for it. It proves to be very helpful in
making the relation strong between health care staff (Summer, 2000). Along with that, it also
supports NHS in developing high and professional work relations as well as ensures optimum
work.
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