Human Resource Management Report: Recruitment, Teamwork, and Training

This report provides a comprehensive overview of human resource management practices, focusing on the context of Care UK, a health and social care provider. The report begins by examining factors influencing recruitment planning, including job specifications and the impact of legislative frameworks. It then delves into theories of team behavior, team types, and strategies for effective team-working. The report further analyzes methods for monitoring individual performance, identifying training and development needs, and promoting continuous employee development. Additionally, it explores leadership theories applied at Care UK and the management of working relationships. The conclusion summarizes the key findings and recommendations for effective human resource management within the organization. The report leverages various academic sources to support its claims.

MANAGING HUMAN RESOURCE

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1.1 Factors to be considered when planning for recruitment.................................................1
1.2 Influence of legislative and policy framework over the process of selection, recruitment
and employment of individual................................................................................................2
1.3 Selection of the best individuals in an organization.........................................................3
TASK 2............................................................................................................................................4
2.1 Theories of behavior in groups and types of teams..........................................................4
2.2 Evaluating the influences on effective team-working......................................................5
3.1 Ways of monitoring the performance of individuals........................................................6
3.2 Needs of Training and development.................................................................................6
3.3 Strategies for promoting the continuing development.....................................................7
4.1 Theories of Leadership applied at Care UK.....................................................................8
4.2 Management of Working Relationships...........................................................................8
4.3 Own Development through Management Approaches....................................................9
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
Managing the human resource has a nature of understanding the policies, principles and
techniques used by the management team in order to control the working and functioning of the
activities operating in the organization (Skinner, 2016). The Human Resource Management
(HRM) is a function whose focus is on proper utilisation and allocation of manpower in an
organisation and to attain the desired objectives. Human resource is considered as an essential
part of company that helps in leading towards mutual goals. Care UK is the largest independent
helper of health and social care in UK. It provides all the modern health care activities and
services to UK public.
TASK 1
1.1 Factors to be considered when planning for recruitment
Some essential elements which are to be considered, when a Health care society like Care
UK is planning for the process of recruitment and they are: Required human resource – It is the prior task of human resource team of Care UK to
determine the amount of manpower required in the organization. It is necessary for them
to analyze the inabilities and limitation of the existing work force in the management, in
order to assess the number and quality of candidates to be recruited in the company
(Hendry, 2012). Job specification and person specification – It is to ascertain an individual's roles and
responsibilities under its position in the organization. The HR management of Care UK
should attain the level of person's qualities, skills, knowledge, educational qualifications
and experience with the described person specification for the position or job. The team
should also analyze the personal attributes and perspective of the individual for the job
duties and responsibilities offered to him. Advertising vacancy – In order to attain the best out of the rest, management should
promote the vacancy advertisements on the targeted audience (Bratton and Gold, 2012).
The HR team of Care UK should direct its advertisement trends towards the individuals
who are engaged in similar field, like health institution, nursing colleges, etc. This would
refine the quality of manpower for attaining the better sources in interviews.
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 Training and development – This would be an effective factor which could reduce the
organization expenses over initializing the recruitment process. The activity of training
and development would help in enhancing the abilities of existing manpower in an
organization.
1.2 Influence of legislative and policy framework over the process of selection, recruitment and
employment of individual
For health and social care organization like Care UK, there are some codes of practices
and policies which are to be followed by them in management processes like selection and
recruitment for hiring an individual. The policies related to the current framework described by
the government are:
 Employee's rights – These rights are for protecting the employees from the practices of
discrimination over pay scale, responsibilities, duration of working, religion, sex, etc. An
organization's policies and processes, regarding the selection and recruitment of the
employees, should uphold and promote all such rights and practices made by the
government (Boxall and Purcell, 2011).
 Health and safety – The organization should focus on some issues regarding the safety
and health practices of the employee at the workplace. The statement under the Health
and safety legislation defines the safe working environment which is to be created by the
organization.
 Anti-discriminatory practice – The main aim of such policies are to provide a simpler,
consistent and effective legal framework necessary for preventing the discrimination
practices over the workplace (Armstrong and Taylor, 2014). Government has stated many
acts to reform and harmonize discrimination laws, and also to strengthen the legislation
framework to rise progress on equality in the country. For Care UK, some essential acts
are:
◦ Equal Pay Act 1970
◦ Sex Discrimination Act 1975
◦ Race Relations Act 1976
◦ Disability Discrimination Act 1995
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1.3 Selection of the best individuals in an organization
It is necessary for an organization to assess list of the best individuals generated from the
process of recruitment and selection. However, in the health and social care sector, there is a low
availability of efficient workers with the required qualification and experience and hence it
becomes more difficult for the HR team to select the best individual among the rest candidates.
Some methods of selecting the best individuals which could be used by the HRM of Care UK
are:
 Shortlisting applicants – The HR team could use the method of shortlisting the
candidates in order to attain the list of the best individuals. By the way of comparing the
abilities and disabilities of two or more candidates would make it easier for HR head in
selecting individuals (Pfeffer, 2010). The management could also compare the fields like
skills and knowledge, qualities, experience, educational qualification etc.
 Methods of selection – The way of selection could also determine the eligible
individuals available for the whole group. The HR has the responsibilities to choose the
appropriate way of selecting the individuals (Pedersen and Thibault, 2014). Some
methods of selection are:
◦ Interview
◦ Audition
 Involvement of stakeholders – The HR team of an organization could also attain the
best individual for the offered position, by promoting the management members. They
can be the members of team, service users in the market, external stakeholders of the
organization (Lewis, Packard and Lewis, 2011).
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TASK 2
2.1 Theories of behavior in groups and types of teams
It is essential task for an organization to lead the health and social care sector, which
requires a consistent development in its functions and operations. For attaining such
development the management team of Care UK should set up certain theories of behavior as to
create specific groups in the management. Along with this, the management team is responsible
to generate an effective communication and relations networks in these groups. The concept of
behavior can be determined by these methods: Group formation – It refers to the creation of group by the psychological feelings and
beliefs of individuals which sets a communication network of understanding among them
(Greenberg and Colquitt, 2013).
 Group Dynamics – It develops a system of behaviors and a process of psychological
activities in a group. It helps in increasing the potential and behavior of the employees for
an effective decision making and idea generation process.
◦ Theories of Bruce Tuckman – The understanding of Tuckman proposed the four
stages of decision making process for a group. The stages so defined are:
▪ Forming – formation of a group
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▪ Storming – setting up of similar feeling and understanding among the group
members.
▪ Norming – stage in which individual get normal with the other group members.
▪ Performing – final stage where the individuals are supposed to work together in a
manner to achieve the desired goals.
Certain types of teams in an organization are:
 Work groups – Groups of individuals having similar duties and responsibilities.
 Formal group – Units of employees working under the same department like group of
workers in production house, group of nurses in a hospital.
 Informal group – teams of individuals created by the similar understanding, groups of
friends, similar social categories, etc.
2.2 Evaluating the influences on effective team-working
The factors influencing the effectiveness of a team while working or functioning in an
organization are:
 Team purpose – It is an essential task for a team is to define its purpose, functions,
objectives. It is the main responsibility of a leader, to define the motives and goals, and
accordingly decide the direction of the team. It helps in attaining a way that the members
have to follow and function (Campbell, Coff and Kryscynski, 2012).
 Empowerment of team – The HR team of Care UK should analyze the abilities of the
members as a team. The empowerment abilities of the employee, as a team member, are
some influencing factors which affects the effectiveness of a team. The qualities, abilities
and inabilities of each members would generate a certain level of abilities at which the
teams are placed in an organization.
 Leadership – It is needful to place the team under the presence of an effective leader, in
order to rise its potentiality level. An impressive leadership is treated as an important
factor that could direct the team in a right direction of success (Kerlinger and et.al.,
2013). However, it is crucial for Care UK management that they should identify the
experienced leaders with an effective leadership traits available in the market.
3.1 Ways of monitoring the performance of individuals
In an organization, the human resource team is responsible to monitor and enhance the
performance of the employees during their work. Although, there are various ways of developing
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the efficiency of employees but the reasons for developing and performance level is allocated by
the structure of monitoring. The elements of monitoring systems are: Observation – It is the best method for monitoring the employees' performance used by
the management team of HR department. In this method the team observes the employee
while performing his duties and executing his tasks. This method focus on measuring the
physical and mental ability used by the worker in a manner to complete the task and
achieve the objectives (Surroca, Tribó and Waddock, 2010). Care UK can use this
method by creating different teams and allotting them the activities and techniques of
observation. Feedback from others – Another effective method to analyze the performance skills and
abilities of the staff. It also defines the employees' criteria or technique of handling the
situation or completing a task (Wang and Noe, 2010). The HR team of an organization,
like Care UK, examines the sum of feedback in order to generate the level of quality and
knowledge used by an individual in performing his duties. Further than that, it also
provides the conclusion for all the feedback generated by the team.
 Other methods - Some more methods which can be used by the HR management team to
attain the performance level of the staff are appraisal technique, periodical review, level
of achievement through successful outcomes and targets and bench-marking.
3.2 Needs of Training and development
The method of training and development is an effective way of enhancing the abilities,
skills and quality of an individual. However, it is reported as beneficial process for both
organization and staff. The management of Care UK has to identify the needs of training and
development for an individual, which are: Monitoring performance – When an individual requires monitoring his performance, it
gives rise to the need of training and development. It helps the individual in improving its
working skills and ability (Henshaw, 2011). A properly trained employee becomes more
informed about procedures for various tasks. Training and development process also
boost the worker's confidence. This confidence comes from the fact that the employee is
fully aware of his/her roles and responsibilities. It helps the worker carry out the duties in
better way and even find new ideas to incorporate in the daily execution of duty.
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 Changing personal circumstances – The techniques of training helps in eliminating the
weaknesses of an individual. It also increases the individual efforts over gaining more
skills and knowledge, and helps him to attain a higher level of performance. Through
training and development, an individual acquires all the skills and qualities required in
their regular tasks (Abdelhak, Grostick and Hanken, 2014). Being as a worker, an
individual can perform functions at a faster rate and with accurate efficiency in a manner
to increase the productivity of the organization.
3.3 Strategies for promoting the continuing development
There are several strategies which can be used by Care UK to promote continuing
development of individuals. They are:
 Compliance with external requirements – An organization working in a health care
section has to engage a mechanism of total quality management which can be developed
by the strategy of promoting management and staff structure at all levels. This would
also in anticipating the implications of new policies for building a level of maintenance
and improvement of qualities. In order to maintain such level the management requires
inviting some external factors which could help in guiding the staff, by the way of
training and development. Some techniques of such strategies are care standards and
professional registration (Griffin, 2013). However, this would rise the overall
expenditure of the organization.
 Implementing a staff development training plan – It refers to the methods of training
the staff, to improve its skills and abilities over the workplace. The HR team of Care UK
can use several techniques in promoting the development criteria of the staff and the
techniques are:
◦ In-house training – It is also known as On-the-job training where the employee is
placed under an experienced person at the workplace.
◦ Supervision and appraisal – By the way of observation, an individual enhance its
performance skills and abilities and hence that could be performed by the method of
supervision and appraisal (Sirmon and et.al., 2011).
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4.1 Theories of Leadership applied at Care UK
It is essential for cited organization to adopt effective leadership style so that better and
required services can be offered to service users. In this regard, following are the theories of
leadership that applied within the context of Care UK: Transformational Leadership: This theory states that leaders must inspire employees to
work extraordinary so that assigned tasks can be completed in desired manner (Zott and
Amit, 2010). Here, leaders at Care UK ascertain the skills of each team member and
enhances the same so that they can work in desired manner. With the help of this
leadership style, mentioned company is able to offer quality care services to users and
hence meeting with the industry standards. Beside this, mentioned leadership style aids in
motivating juniors to work with sincerity and honesty that certainly aids in boosting the
brand image of the company. From this, overall efficiency of employees gets increased
and also leads to decline in attrition rate. Transnational Leadership: It is a style where leaders aim to motivate employees through
rewards and even make them work from coercive style as well (Bloom and Van Reenen,
2010). It is a mixed set of leadership theory that been used at Care UK for nursing staff
and ward boys so that they work as per the requirement. Also, the organization inspires
employees from monetary as well as from non-monetary measures in order to ensure that
work gets completed in desired manner.
 Emotional Intelligence: Leaders at Care UK even emphasize on behaviour of employees
in order to control the same. This aids in managing stress and pressure of the employees
so that they can work in desired manner. Through this leadership theory, Care UK is able
to develop heathy relations with the employees.
4.2 Management of Working Relationships
For the purpose of managing working relations, following models and strategies are
incorporated by the management of Care UK:
o Contingency Theories: As per this theory, managers need to prepare for contingency so
that mishap can be managed. In this context, management of cited company emphasize
on internal and external situation so that contingency can be tracked (Luthans and et.al.,
2010). Moreover, the company seeks suggestion from employees so that relationship with
each can be developed and hence support can be attained from it. Through this,
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professional behaviour is developed at the organization which aids in completing the
work in desired manner.
o Free Flow of Communication: Communication is one of the key practice that needs to
be done among employees in effective manner so that healthy relations can be developed
(Hendry, 2012). In Care UK, major emphasize in laid over communication so that
employees of different level can make free communication with doctors, patients and
relatives. This aids in offering sound and reliable services along with taking appropriate
decision at the time of urgency. From such practices, faith and understanding level
among employees is increased that aids in strengthen the working relations.
o Feedback: Apart from communication, company even focus on taking feedbacks from
different parties so that problem face by employees and patients can be track. This aids in
taking corrective measures from which company is able to meet with the needs of
different individual (Bratton and Gold, 2012). From this, information regarding needs of
employee is also attain and efforts can be made to satisfy the same. Through this,
healthier relation among employees and management is developed.
4.3 Own Development through Management Approaches
Since, I work as HR executive at Care UK which requires completing several duties and
responsibilities at a same time. By working on this profile, I am able to attain varied set of
knowledge and skills which certainly aids me in completing my job roles in more effectual
manner. However, there are varied approaches of management used within cited organisation
that aids me in developing my personality and attitude towards works. In this context, following
are the developments that have been attained from management approaches: Problem Solving Skills: Being a HR Executive, I need to face different set of problem of
varied employees every day and hence I need to have good command over it. Earlier, I
was not good at it but by working Care UK, I am able to gain this learning with regular
support from my supervisors and seniors. I have given numerous opportunities to make
decision on my own in order to resolve the problem that exist at the workplace. This has
shaped my personality and hence I am able to make accomplish my job roles (Armstrong
and Taylor, 2014).
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 Team Working: In the cited organization, I need to work in team and gradually I am able
to develop the skills of working in a team. Also, my team building skills is improved
through it that aids in developing healthy relations with my colleagues and subordinates.
 Stress Management: In addition to above stated development, management approach
also moulds me in managing the stress at the workplace (Pfeffer, 2010). Being a HR
executive, I need to manage and record different sort of work which leads to development
of stress. By continuously work in this manner and also from stress management
activities being conducting by the company, I am able to manage the stress.
CONCLUSION
As per the report it has been concluded that to manage the human resource in an
organization is become an essential task or function for the Human resource manager and the
team. With the rise in time, HRM has become a success key for management to develop the
organization. This report has been developed in order to gain in-depth understanding of
managing the HR department.
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