Managing Human Resources: Recruitment, Selection Report

This report provides an overview of human resource management practices, specifically focusing on the recruitment and selection processes within a healthcare organization, Care UK. The report begins by identifying key factors to consider when planning for recruitment, such as determining required human resources, defining job and person specifications, advertising vacancies effectively, and emphasizing training and development. It then delves into the influence of legislative and policy frameworks on selection, recruitment, and employment, highlighting the importance of adhering to employee rights, health and safety regulations, and anti-discrimination practices. Finally, the report explores methods for selecting the best individuals, including shortlisting applicants, utilizing various selection methods (e.g., interviews), and involving stakeholders in the process. The report emphasizes the challenges in the healthcare sector and provides insights into effective HRM strategies. The report concludes with a list of references for further reading.

MANAGING HUMAN RESOURCES

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.
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.

CONTD.
Advertising vacancy – In order to attain the best out of the rest, management should
promote the vacancy advertisements on the targeted audience. 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.
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.
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.

CONTD.
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. 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

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. The management could also compare the fields like
skills and knowledge, qualities, experience, educational qualification etc.

CONTD.
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. 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.

REFERENCES
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource
management practice. Kogan Page Publishers.
Campbell, B. A., Coff, R. and Kryscynski, D., 2012. Rethinking sustained competitive
advantage from human capital. Academy of Management Review. 37(3). pp.376-
395.
Griffin, R., 2013. Fundamentals of management. Cengage Learning.
Sirmon, D. G. and et.al., 2011. Resource orchestration to create competitive advantage
breadth, depth, and life cycle effects. Journal of Management. 37(5). pp.13
Zott, C. and Amit, R., 2010. Business model design: an activity system perspective.
Long range planning. 43(2). pp.216-226.