Analysis of HRM Practices at St-Patrick's Nursing Home, London

This report provides a detailed analysis of human resource management (HRM) practices within St-Patrick's Nursing Home. It begins by outlining essential factors for effective recruitment, including job analysis, cost considerations, and compliance with employment legislation, particularly within the UK context. The report then examines relevant legislative and policy frameworks, such as the Equity Act 2010, Equal Pay Act 1970, and Employment Act 2008, and their impact on recruitment and employment practices. It also explores various selection approaches, including interviews, employment tests, online shortlisting, and workshops, and recommends the most effective methods for identifying suitable candidates. Furthermore, the report delves into theories of group interaction, such as Tuckman's theory, balance theory, exchange theory, and group behavior theory, and their application to team dynamics in health and social care settings. It examines strategies for promoting effective team working, monitoring individual performance, and identifying training and development needs. Finally, the report addresses leadership theories relevant to the healthcare workplace and discusses how working relationships can be managed within St-Patrick's Nursing Home, including the author's personal experiences and insights.

Managing Human Resources in
H&SC

Table of Contents
INTRODUCTION................................................................................................................................3
TASK 1 ................................................................................................................................................3
1.1 Factors to be considered when planning the recruitment of individuals to work at St-Patrick’s
.....................................................................................................................................................3
Nursing Home............................................................................................................................3
1.2 Legislative and policy frameworks of the home country that influence the selection,
recruitment and employment of individuals to work in St-Patrick’s Nursing Home..................4
1.3 Different approaches that may be used to ensure selection of the best individuals and make
recommendations for St-Patrick’s Nursing Home......................................................................5
TASK 2 ................................................................................................................................................6
2.1 Theories of how individuals interact in groups in relation to the types of teams that work in
health and social care..................................................................................................................6
Every organisation develops a team which includes member with common goals and objectives.
They jointly perform different activities in order to achieve goals set by an healthcare
organisation (Burford, 2012). A team based work in St-Patrick’s Nursing Home enables this
organisation leads to different benefits such as increase in effectiveness and productivity,
providing higher standards of quality care services to all the patients and improving personal
satisfaction of the customers and service users. There are various theories which focuses on ways
to improve group interaction and ways in which an individual act in a team. These are discussed
below...........................................................................................................................................6
2.2 Approaches used by staff at different levels to develop and promote effective team working
at St-Patrick’s Nursing Home.....................................................................................................6
TASK 3.................................................................................................................................................7
3.1 Ways to monitor the performance of individuals working in health and social care............7
3.2 Identification of individual training and development needs St-Patrick’s Nursing Home . .8
3.3 Different strategies for promoting the continuing development of individuals in the health
and social care workplace...........................................................................................................9
TASK 4...............................................................................................................................................10
4.1 Theories of leadership that apply to the health and social care workplace.........................10
4.2 How working relationships can be managed at St-Patrick’s Nursing Home......................11
4.3 Own experience for the development with the influence of management approaches.......11
CONCLUSION..................................................................................................................................12
REFERENCES ..................................................................................................................................13

INTRODUCTION
Human resource management is a procedure which represents the environment of business
in an effective manner (Moran, Abramson and Moran, 2014). A business organisation or a
healthcare firm develops human resource department to enhance the performance and activities of
employees working in a healthcare or nursing home. The HR manager mainly focuses on improving
overall management system of the organisation by implementing different legislation and policies
which can increase performance and productivity. The HR team is mainly concerned about
recruiting procedures, training and development programs, rewards and bonus for workers and
developing relation with other healthcare organisations (Miller and Tucker, 2013).
The report will mainly emphasize on complexity between human resource management as
well as health and social care organisations. It will also discuss factors which are necessary to be
considered while recruiting employees in St-Patrick’s Nursing Home in London. A detailed
description of different selection approaches will also be studied in the report. Further, it will also
focus on developing proper performance evaluation plans for nursing home and methods to identify
different training needs.
TASK 1
1.1 Factors to be considered when planning the recruitment of individuals to work at St-Patrick’s
Nursing Home
The procedures and planning done in a healthcare organisation is different from any other
business or industrial organisation, Hence, it is very necessary to consider several factors when
planning to recruit individuals to work in St-Patrick’s Nursing Home (Huang and et.al, 2013). The
employees or the candidates who are willing to work in a healthcare team should be analysed based
on various criteria so that they can handle stress during different medical conditions. Factors which
are needed to be considered while recruiting employees have been discussed below.
Job Analysis: It is based on reviewing the personal specifications of an employee or a candidate
which includes roles and responsibilities needed in a particular job (Namageyo-Funa and et.al,
2014). It is very necessary for St-Patrick’s Nursing Home to clearly define their requirements so
that the best candidate is selected through different recruitment procedures.
Recruitment Cost: It is very important to maintain an overall budget of the year so that the
recruitment cost of St-Patrick’s Nursing Home is maintained effectively (Boerner, Carr and
Moorman, 2013). In order to decrease the recruitment cost per year, the rate of turnover should be
minimized. It is only possible through adopting effective recruitment procedures which can increase
the workers retention in the nursing home.

Employment Legislations: When St-Patrick’s Nursing Home is planning recruitment they should
consider different legislations and policy framework which has been proposed by UK government.
Various policies have a great influence on recruitment in any organisation (Cunha and et.al, 2013).
Contract of Employment: When appointing candidates for a healthcare organisation it is very
necessary to clearly communicate terms and conditions associated with health and social care
department. It has some specific demands such as extra working hours and rotational shifts
(Armstron and Taylor, 2014).
1.2 Legislative and policy frameworks of the home country that influence the selection, recruitment
and employment of individuals to work in St-Patrick’s Nursing Home
The recruitment procedure and selection of various candidates in any organisation is based
on legislation, policies and frameworks designed by its home country. As St-Patrick’s Nursing
Home is situated in London, it should follow policies and structures developed by UK government
(Elliott and et.al, 2014). Based on employment Act in UK, all the candidates should be given equal
chance for jobs in different sectors without discriminating them on the basis of religion, caste, creed
and gender. Various legislations and policies have been discussed below.
Equity Act 2010: Many conflicts and mismanagement in an organisation occurs due to socio-
economic differences. Hence it is very important for St-Patrick’s Nursing Home to consider the
equity act when developing legislation and policies (Equality Act 2010, 2015). This act is enacted in
UK so that it does not encourage any inequalities based on gender, religion, impairment or social
status. Legislations should abide the rules and regulation enacted in this act to eradicate harassment
and difference among various groups
Equal Pay Act 1970: UK government introduced this act in accordance with the female workers
employed in various sectors. The act focused on equal payment offered to all the female employees
if same amount and quality of work is performed by them (The Equal Pay Act 1970, 2016). They
should not be discriminated on the basis of gender. Therefore it is the duty of St-Patrick’s Nursing
Home to follow equal pay act so that all are paid equally.
Employment Act 2008: Different provisions have been included in the employment Act so that
work related disputes are settled amicably. If St-Patrick’s Nursing Home do not follow these rules
and regulation and is found guilty of less payment or no payment then according to UK government
they are liable to pay heavy penalties and compensation. In order for an healthcare organisation to
function effectively they should set minimum labour wages according to country's standards
(Employment Act 2008, 2016).
CQC Standards: When St-Patrick’s Nursing Home is recruiting candidates for different job
positions it is the duty of human resource team to provide safety and welfare to all the employees.

They should follow standards and rules assigned by care quality commission (Regulations for
service providers and managers, 2016). An organisation should plan a recruitment procedure which
can select the deserving and best candidate for job.
1.3 Different approaches that may be used to ensure selection of the best individuals and make
recommendations for St-Patrick’s Nursing Home
Every healthcare organisation requires candidate who is competent enough to manage
different tasks at the work place. For selecting the right candidate for a specific job, St-Patrick’s
Nursing Home should adopt effective selection techniques (Weimer and Vining, 2015). All the
methods for selection are identified and developed by the human resource team; hence, it is the duty
of HR team to include effective job descriptions, personal skills and specifications for different job
positions. Selection approaches used by St-Patrick’s Nursing Home are discussed below.
Personal interviews: It is very necessary to conduct personal interviews because it helps in
determining skills and abilities of a candidate with the competencies required by St-Patrick’s
Nursing Home (Curran and Quinn, 2012). After personal interview session, the HR team can
conduct various other interviews such as group discussions, structured or non-structured interviews.
Employment Test: Employment test during selection of candidates gives and idea about skills and
talent in a particular field which is very important to work in any specified organisation (Dowd,
C.P., 2013). The criteria for all the employment test depends on the type of job position a candidate
is recruited for. Employment test can be categorized such as aptitude, IQ, personality, English
proficiency and mathematical reasoning tests.
Online Short Listing Procedures: For easy recruiting services, St-Patrick’s Nursing Home can
invite different candidate to apply for current job position through online websites of the
organisation. This criterion of selection is beneficial because it do not consume any time or money
(Wasserman and Connolly, 2015).
Workshops: This is one of the most effective methods of selecting various candidates based on their
personal abilities and skills. Different workshops can be conducted in universities which can help in
selecting employees on the basis of knowledge and practical skills (Lanham and et.al, 2013).
Conclusion/my opinion
In my opinion the best method of selecting the most deserving candidate is through personal
interviews and employment test. Personal interviews helps in testing the mental ability and
communication skills which are very important in performing any job effectively. On other hand
employment test helps in determining the technical knowledge and abilities which an individual
possess to efficiently work in an healthcare organisation.

TASK 2
2.1 Theories of how individuals interact in groups in relation to the types of teams that work in
health and social care
Every organisation develops a team which includes member with common goals and
objectives. They jointly perform different activities in order to achieve goals set by an healthcare
organisation (Burford, 2012). A team based work in St-Patrick’s Nursing Home enables this
organisation leads to different benefits such as increase in effectiveness and productivity, providing
higher standards of quality care services to all the patients and improving personal satisfaction of
the customers and service users. There are various theories which focuses on ways to improve
group interaction and ways in which an individual act in a team. These are discussed below.
Tukman's Theory of group development: This theory is based on five developmental levels that
focuses on establishing personal or professional relationships with the members of same team
(Preston, Ogenchuk and Nsiah, 2014). This helps in deciding different goals and objectives which
are to be achieved by working in a team. The stages of this theory in terms of group working are
forming, storming, norming and performing. The forming stage is when the individuals meet for the
first time in the team and start knowing about the each other and understanding the environment and
roles and responsibilities. Whereas, the storming stage is the conflict stage when team members are
in arguing on the roles and responsibilities and what approach should be taken to achieve these aims
and objectives. The team only start performing in the norming stage when they set the norms of the
working and the efficiency of the team is increased in the performing stage.
Balance Theory: Balance theory helps St-Patrick’s Nursing Home to develop in a positive way
because it helps in sharing different ideas and mutual interest among different members of the same
group. It also decreases the chances of arising conflicts as all the members in a team has got
common goals and perceptions (Herlihy-Mera, 2012).
Exchange Theory: Developing cost effective relationship is the main aim of Exchange theory. It
also helps in assessing the level of results or outcomes to be achieved before joining St-Patrick’s
Nursing Home (Kreher, 2013).
Group Behaviour Theory: This theory basically focuses on behavioural patterns of team members
in St-Patrick’s Nursing Home. It provides direct or indirect association with all the team members
either due to longitudinal or geographical proximities (Huber, 2013).
2.2 Approaches used by staff at different levels to develop and promote effective team working at
St-Patrick’s Nursing Home
For achieving team effectiveness and increasing the productivity of any organisation it is

very important for all the members of a team to show their sincere involvement towards their job
(Twigg and McCullough, 2014). A team should consist of individuals who are equipped with
various technical, practical and knowledge skills so that the performance of St-Patrick’s Nursing
Home is increased exponentially with time. All the team members should maintain a unity level in
an organisation so that they can perform different activities without any disputes and personal
conflicts. Different approaches for promoting effective team working adopted by St-Patrick’s
Nursing Home have been discussed below.
Collaboration: Discussion or interaction between different tea members of a team leads to effective
teamwork in an organisation (Hayes and et.al, 2012). In order to provide best quality service to all
the needy individuals it is very important for all the team workers to help each other. By supporting
others in a team, all the members can furnish better care to all the patients.
Information Sharing: St-Patrick’s Nursing Home cannot function properly if there is a
communication gap between different members of a team (Mostert and Oosthuizen, 2014). All the
information related to work should be communicated among all the members for effective
functioning of an healthcare organisation.
Designing Work Strategies: Developing innovative strategies for working in an healthcare firm
helps in encouraging all the individuals to work with dedication and hard work (Hendricks and
Cope, 2013).
Group Management: A group should be composed of members with different talents and skills so
that all then employees are allotted different goals and objectives to achieve.
Support from the Organisation: It is the duty of St-Patrick’s Nursing Home to increase the
effectiveness and productivity level of the healthcare home by introducing bonus, gifts and
appraisals (Lupton, 2013). This helps in motivating the employees to achieve the target more
efficiently.
TASK 3
3.1 Ways to monitor the performance of individuals working in health and social care
All the workers employed in St-Patrick’s Nursing Home deserves to be appreciated for their
performance and dedication towards work. An organisation can initiate financial or non-financial
incentives in the form of appreciation (Parker and Bradley, 2014). Individuals recognised as best
performer should be rewarded with incentives whereas employee who is weak in his/her
performance should be provided with different training to improve the skills and knowledge.
Different methods of incentives are as follows.
Observation and Supervision: The process of supervision and observation by higher authority in

St-Patrick’s Nursing Home helps in gaining knowledge about the quality of work done by all the
employees in nursing home (Curran and Quinn, 2012). It can also lead to determine the
shortcomings of workers so that the organisation can provide appropriate training to resolve work
issues.
Performance appraisals: Performance appraisal is one of the most effective methods which can
assess the performance of employee at individual and team level (Herlihy-Mera, 2012). Through
the criteria of objective production and personal evaluation performance appraisal can be achieved.
Bonus: Bonus is included under financial incentives which is given to individuals bases on their
performance and adherence to targets in St-Patrick’s Nursing Home. They are added up to the salary
of an individual (Hacker and Walker, 2013).
Target Incentives: Target incentives or appraisals are types of appreciation which are offered if a
particular target or goal is completed in a given time frame assigned by the organisation.
Overtime payments: If an employee in St-Patrick’s Nursing Home is working beyond the working
hours scheduled according to the organisation then he/she is liable to receive extra wages or
payments based on extra hours of working (Moran, Abramson and Moran, 2014).
Rewards and recognition: This is one of the non-financial mode of incentives which offers reward
to the best performer in an organisation. It encourages and motivates other workers to achieve
targets on time (Twigg and McCullough, 2014).
Promotions: Promoting an employee to higher level in St-Patrick’s Nursing Home is also one of the
criterion of appreciations. Workers who excel in their job responsibilities should be promoted to
higher grade in health and social care sectors.
Training: Training should always be taken in a positive way because it is also one of the method in
which St-Patrick’s Nursing Home tries to recognise hidden talents within an employee. They should
encourage all the workers to gain different skills and knowledge so that they can enhance their
performance (Weimer and Vining, 2015). The trainings benefited me as an HR manager as I was
able to enhance the performance of the nurses and other doctors. I was further able to interact with
them about performance related issues.
3.2 Identification of individual training and development needs St-Patrick’s Nursing Home
Every healthcare organisation should recognise basic training needs so that the can plan
different training sessions accordingly. All the analysis related to training is based on the cost, types
and allocation of funds in the training program (Curran and Quinn, 2012). Depending upon the the
requirements of St-Patrick’s Nursing Home, training programs can be categorized at personal level,
activity level or structural level. Identification of training needs are discussed below.

Job Analysis: On of the most common method of finding the training requirement at personal level
is by job analysis procedure. When HR manager places an advertisement for different job position
he/she also includes certain job specifications and persona skills which are necessary for getting
selected (Namageyo-Funa and et.al, 2014). In job analysis method, organisation examines the
present roles and objectives of an employee and compares it with job specifications mentioned in
the advertisement. It proves to be helpful in identifying sections which requires improvement at
personal level. Analysis of performance can also assist in determining the needs of training in health
and social care sector.
Skills Analysis: In order to check the overall performance of St-Patrick’s Nursing Home it is very
important to examine all the workers on the basis of skill. Health and social care organisation is one
of the special firm which requires different skills for performing task. All the employees in the care
home should be highly trained and equipped with special skills so that they can provide better
healthcare service to all the patients (Moran, Abramson and Moran, 2014). In order to carry out the
requisite skill analysis, I will make use of SWOT technique. The technique is likely to aid in
identifying the strengths and weakness of my employees. I can further work on there threats and
create opportunity for better career prospects.
Fault Analysis: Analysing faults of employees is also an effective method to identify the training
needs. Patients seeking care in St-Patrick’s Nursing Home can report faults and errors made by
workers so that they can be rectified through proper training (Curran and Quinn, 2012).
3.3 Different strategies for promoting the continuing development of individuals in the health and
social care workplace
Improvement and development of employees working in an healthcare sector is very
important because it keeps a check on progress of all the workers. Many organisations initiate
development process but due to lack of interest it is not continued in many sectors (Twigg and
McCullough, 2014). It is very essential to plan a development process so that individuals can be
promoted to different levels in St-Patrick’s Nursing Home. Different strategies help in continuing
development of workers in health and social care department.
Continuing professional development (CPD) strategy: CPD strategy can be defined as the manner
by which professionals develop knowledge and skills related to personal, business and management
as well as competencies throughout a person’s work life. This is one of the most specific
development strategy used by St-Patrick’s Nursing Home in enhancing the promotion of employees.
It allows all the individuals to explore and identify their potentials and talents which is necessary for
personal development (Curran and Quinn, 2012). It is the duty of HR managers to ensure proper
development so that all the workers are capable of providing standard quality health care services.

Kaizen strategy: The main aim of Kaizen strategy is to rectify different problems which are
responsible for decreasing the productivity of St-Patrick’s Nursing Home. It also provides better
improving methods so that the quality of services at nursing home is enhanced (Namageyo-Funa
and et.al, 2014). All the members of organisation organises a meeting so that they can discuss
factors and reasons which are affecting the productivity of healthcare sector. Different member in
the meeting proposes several recommendations and ideas which can be implemented in order to
provide correct solutions to various problems (Weimer and Vining, 2015).
Training and workshops: Training workshop promotes the interactive learning sessions in an
organisation. It helps all the participants and candidates to conduct various types of activities which
can enhance the performance and learning at St-Patrick’s Nursing Home Lanham and et.al, 2013).
Courses/e-learning: E-learning helps in developing principle for effective multimedia learning in
different types of organisation. It enhance the way of learning and teaching through application of
several strategies.
Lecturer or reading books or articles: Lectures or reading of books and articles helps developing
skills for oral presentation (Herlihy-Mera, 2012). It also aids in conveying different types of critical
information and theories related to healthcare management.
TASK 4
4.1 Theories of leadership that apply to the health and social care workplace
Leadership in health and social care is very important because it helps in achieving the
targeted goals effectively. All the organisation have some pre-defined goals which are expected to
be completed in a given time frame (Moran, Abramson and Moran, 2014). It is the role of an
organisation leader to develop strategies which can encourage all the individuals to meet their
objectives. Several leadership theories are designed for all the firms which can be adopted to
influence individuals to reach their targets efficiently. All the theories which are used by St-Patrick’s
Nursing Home are mentioned below.
Contingency theory: The contingency theory of leadership implies that a single leadership style
should not be implemented to handle different types of situations at a workplace. It is very
important to modify the leadership style according to different conditions and problem. If irrelevant
styles of leadership are incorporated at certain situation it can enhance the severity of the situation.
Hence it is required to take effective steps to deal with different situations (Twigg and McCullough,
2014).
Situational theory: Situational theory is similar to contingency theory of leadership. It also
describes that appropriate and right style of leadership should be applied to different situations. It

eases the decision making ability which saves time and reduces the severity of a particular
condition. Leadership strategies should not create a sense of de motivation in employees working at
St-Patrick’s Nursing Home (Namageyo-Funa and et.al, 2014).
Behavioural theory: This theory focuses on learning abilities of an individual working in St-
Patrick’s Nursing Home. The theory specifies that leaders are made due to their talents and hard
work. It focuses on behaviour and attitude expressed by leaders in different situations. They do not
consider mental qualities while selecting leaders for different organisations.
4.2 How working relationships can be managed at St-Patrick’s Nursing Home.
Establishing strong communication between different members of St-Patrick’s Nursing
Home is helps in building and strengthening working relationships in an organisation. Many
healthcare sectors lack proper communication between team members which creates difference and
conflicts (Weimer and Vining, 2015). If individuals working at a same workplace are able to
maintain healthy relationship they feel motivated and respected which increases their interest
towards their job. There are many ways in which working relationship at St-Patrick’s Nursing
Home can be managed effectively. They are discussed below.
 Different training programs should be introduced so that they can teach learning,
communicating and negotiating skills which helps employees to build healthy working
relationships (Curran and Quinn, 2012).
 Organisation should support in identifying different needs which are necessary to maintain
working-relationship in St-Patrick’s Nursing Home. As healthcare sectors work in a team it
is important to develop effective communication skills so that all the workers are capable of
sharing various information among different teams.
 All the workers employed in St-Patrick’s Nursing Home should be given free access to
various communication modes such as phones, pagers, internet and Intranet facilities
(Namageyo-Funa and et.al, 2014). They should also organise different parties and informal
meetings so that workers are encouraged.
 If an organisation sticks to same culture for a very long time, it will gradually lead to
decrease in productivity of St-Patrick’s Nursing Home. Changing and modifying cultures
with time will the enhance the productiveness of the healthcare home (Twigg and
McCullough, 2014).
 Employees should also be given personal development training so that they can learn to
respect other individual working in same organisation. It is the key criteria for building good
working relationships between different members.

4.3 Own experience for the development with the influence of management approaches
An optimistic mind state is a key factor which enhances development and progress in any
field. Every individual who is working in different sectors experience stressful conditions and
overload during the working hours but it the duty of an individual to handle and manage all the
situation properly. As I'm an employee in healthcare department I am aware of different work-
related situation which can cause stress. To reduce these types of situation at try to complete my
work before the given deadline so that I do not fail to manage my daily routine work effectively. I
also discuss issues related to stress with my organisation's manager and supervisors so that they can
adopt various methods to reduce stress levels at job.
Maintaining physical and mental health is also very important because lack of fitness and
mental stability can give rise to many work related problems in an healthcare organisations.
Managing time according to work is also needed to achieve goals and objectives on time. Hence, I
am efficient in managing my time. Organisation should also maintain a check on skills, abilities and
shortcomings so that they can be corrected. Our organisation adopts personal development and
appraisal criteria to evaluate weaknesses and strengths of all the individual so that they can increase
the performance of the organisation accordingly.
How different training at your workplace has benefited you in developing your skills and
knowledge
Through different training programs and workshop I have been benefited in many ways. I
have developed effective communication skills which are very important in an healthcare
organisation. It also aided me in conducting various oral presentations which increased my self
confidence to work in an healthcare environment. It has also enhanced my overall performance in
St-Patrick’s Nursing Home
CONCLUSION
The study included various factors which were considered during recruiting candidate to
work at St-Patrick’s Nursing Home. It also focused on different legislations, policies and framework
of UK that helps in selecting and recruiting individuals in an organisation. Various group interaction
theories in relation to different types of team in health and social care were also discussed in the
report. Further it also included different approaches adopted by St-Patrick’s Nursing Home to
develop and promote various teams in the healthcare sector. Different techniques and methods used
for appreciation of employees according to their performance was also explored in the above study.
The report also mentioned different training needs according to individuals in St-Patrick’s Nursing
Home. Lastly, it focused on leadership theories, managing working-relationship and approaches to
influence development and management in health and social care.

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