HRM Report: St. Margaret's Nursing Home Case Study Analysis

This report provides a comprehensive overview of human resource management (HRM) practices within a healthcare setting, specifically focusing on St. Margaret's Nursing Home. It explores crucial aspects of HRM, including recruitment strategies, legislative frameworks influencing selection processes, and various approaches used to evaluate candidates. The report delves into theories of interaction during the selection process and strategies for developing effective team working. Furthermore, it examines individual performance management, identification of training needs, and strategies for continuous professional development. Leadership theories applicable to health and social care are also discussed, along with the management of working relationships and different management approaches. The report highlights the importance of effective HRM in maximizing employee performance, ensuring compliance with relevant legislation, and fostering a positive work environment to achieve organizational goals.

Managing Human
Resources

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................4
1.1 Factors considered in planning for recruitment in health and social care............................4
1.2 Legislative and policy frameworks which influence the selection, recruitment...................4
1.3 Different approaches used for selection of individual in health and social care...................4
TASK 2............................................................................................................................................5
2.1 Theories of interaction with individual in selection process.................................................5
2.2 Approaches use to develop effective team working in social and health care......................5
TASK 3............................................................................................................................................6
3.1 Individual performance in health and social care services....................................................6
3.2 Identification of individual training and development needs................................................6
3.3 Different strategies for promoting the continue development of individual.........................6
TASK 4............................................................................................................................................7
4.1 Theories of leadership to health and social care...................................................................7
4.2 Managing working relationship:...........................................................................................7
4.3 Management approaches:......................................................................................................8
CONCLUSIONS..............................................................................................................................8
REFRENCES ..............................................................................................................................10

INTRODUCTION
Managing human resources is particularly concerned with management of employees and
people within firm. Human resource management (HRM) defined as managing the individual
skills effectively. It leads to improve and maximise the employee’s performance in organisation.
St. Margaret's nursing home focus on polices and systems. And implement them in their care
home. The significance of recruiting appropriate individuals and retaining by addressing their
growth and development needs would be highlighted (Bae and et. al., 2012).
TASK 1
1.1 Factors considered in planning for recruitment in health and social care
The St. Margaret's Nursing home considering the planning in recruitment and selection in their
care home
 In health and social care organization, there are many factors which have to be
considered in recruitment and selection of individuals. These factors are succession
planning, policies and objectives of organization, purpose of recruitment and personal
polices of organization. In the selection process it must be focuses on the analysis of the
ability, knowledge in candidates with the helps of the piratical knowledge evaluation.
 In health and social care the recruitment of workers, nurses the organization select them
after interview. The profile of the worker has to be analyze before recruiting them in
organization. The job profile and job descriptor must be include. Job descriptor helps in
find out the skills, competence, educational qualification which is required for the job.
After the interview of the candidates, it must be considered, how much training required
to the employee for the selected post.
 In job descriptor personal dimension like behavior of candidate, experience, qualification,
,special requirements also be include.
 External recruitment is hiring a new candidates from out-side the organization and is a
time consuming and expensive process but brings new talent and experience.
1.2 Legislative and policy frameworks which influence the selection, recruitment
Every country has its own laws, legislation and policies to protect the right of its people.
The selection and recruitment process is also regulated through a variety of laws and policies and
HR managers should be well aware of this legislation to recruit people in a fair manner. The

following policies and legislation to ensures selection of right individual for community staff
nurse post.
Equality Act, 2010: This act suggests that every person must be given an opportunity to
apply and get a job irrespective of his disadvantaged status of being disabled, belonging to an
ethical minority or a woman. People must not be discriminated on grounds like social economic
factor, their age, sex or their cultural background.
Equal Pay Act, 1970: Every person has equal right to receive equal pay for similar kind
of job irrespective of his gender, age, ethnicity, etc. Thus, employer should always keep this in
mind while offering salary.
Legislative and policy frameworks defined as in which an organization operates their
plan, polices and strategies. This help the organization to guide their staff members. Like every
health care organization the St. Margaret's nursing home has also have their own polices and
producers (Cunningham, 2010). These polices and procedures are vital for the organization. It
provide a list of evidence which help the organization to set standards for their workers.
Polices helps the organization to protects their employees and care users as well the care
workers. The organization have to ensure that they adopt best and effective polices which help in
defining the job of their employees.
1.3 Evaluating different approaches to ensure the selection of the best individual in St-Margaret’s
Nursing Home in health and social care
There are different approaches which are used in selection and recruitment process of
individual in St-Margaret’s Nursing Home. Some of these are as follows: Interview: Main purpose of conducting interview is to find out the candidate who is
suitable for the job and give the correct information to candidate about organization. In
interview every candidate should be offers by the same opportunities to present their self
and their abilities to the interviewer for required post in the organization (Jackson and et.
al., 2011). Although, interviewing has a disadvantage that candidates may provide based
answers and their skills and behavior may be deceptive but still it is considered as one of
the best tools to analyze a person’s capabilities and attitude through his body language
and communication.

 Psychology appraisal: In psychology appraisal psychologist design the effort to evaluate
the qualification and qualities of candidate like personality factor and logical thinking.
For this it is important that the organization follow the standardized methods. Other
approaches such as testing in appraisal center involving group discussions, role plays, IQ
tests, etc may be used alone or with interviews to predict applicant’s behavior, attitude
and knowledge.
TASK 2
2.1 Theories of interaction with individual in selection process
St. Margaret's nursing home use the different theories in theory care home. There are
some important theories which help the organization in interact with individual in selection
process these are as follow
 Forming: In this stage the members behave firmly and depend on the leader and group
for performing his task and roles. The individual motivated by hie friend and family
members. The first steps, forming, is where all staff members are learning about the
opportunities and challenges facing the team.
 Storming: In this stage of interaction of the members showing competition and group
action because they organize themselves towards task. In this stag the individual
performing well to be bast his competitor. This steps can cause conflict as each idea
competes for consideration. Effective management of this steps is vital to enable all
member of the team to have their say and resolve any lasting conflicts .
 Norming: In this stage of interaction individual is engaged in actively building
maintenance of the organisation and collect information about other members of
organisation. In this steps, the team members agree are able to talk openly about their
opinion and have the ability to adjust their behaviour to avoid conflict.
 Performing: It is not important that ever person can perform same task in a same manner.
Every individual have his own personality. So they perform same task in different way.
Teams that have reached this step display high level of motivation, knowledge,
competence and autonomy.

2.2 Approaches use to develop effective team working in social and health care
The St. Margaret's nursing home Different approaches use by the organization to mange
all the activities of group. Teams can be formal and informal, work group, multi disciplinary,
inter agency and projects group these are as follow
 Formal group: In organization formal groups are created for achieving the desired goal.
In formal groups organization assessing task and roles to each formal group. Formal
group based on function which represent different department and particular task
(Jackson and et.al., 2012).
 Informal group: Informal groups are not created by the organization. These group created
by employees of organization.
 Work group: At each level of organization work groups are subdivided on the basis of job
criteria. In work group discipline are based on work concept.
Many approaches exist to help develop effective team working. These include
brainstorming and team building exercises. However, it is role of the leader to ensure that all the
team member have a turn at suggesting ideas or solutions, encouraging an environment of listing
through regular team meeting whilst ensuring that any problems, or solutions, are followed up
and not ignored.
TASK 3
3.1 Individual performance in health and social care services
It is important for the individual in organization that he mange his performance
effectively and efficiently. Some times it difficult for the individual to mange all his activities
when he performing the task. There are some important step through which the performance of
individual can be managed:
 In health and social care industry is important that they manage their employees
performance (Kusluvan and et.al., 2011). Human resources are important for every
organization. Effective management of human resources is very important.
 Performance appraisal is the most frequently used tools to measures an individual 's
performance. The appraisal has various key element, measurement, feedback, positive
reinforcement exchange of views and agreements.

 It is important that organization recruit appropriate and skilled employees so the
organization can manage their skills effectively and efficiently.
 Organization have to develop and introduce effective and efficient training and
development programs so it may help to manage all the activities of employees and
workers.
3.2 Identification of individual training and development needs
For effective identification of individual training and development needs it is important
for the organization that they update their employees skills and knowledge. Individual training
and development affect to the retention of employees and affect the other performance of the
company. Training and development needs of individual can be find out through
 Organization have to check their employees performance on daily, weekly, monthly and
yearly basis.
 Manager of the company identify the future need of improvement of employees skills
through training and development programs for individual (Rahn, 2015).
 Organization can develop the training and development programs according to tested
research programs and then identify the future need of training and development
programs.
 As previously mentioned, the performance appraisal is the most frequently used tools to
measures an individual's performance. However, this tools can also be used to find-out
areas of weaknesses which will highlighted the training and development needs of the
individual.
3.3 Different strategies for promoting the continuing development of individual
The St. Margaret's nursing home use different strategiges for promoting continuing
development of individual. individual development strategies very important for every
organization. In health and social care services they develop many and different programs for
their employees (Shi, 2010). There are different types of strategies which can be use to
development of individual in social and health care industry these are as follow:
 Minimize the problem of employees through identify the development needs of them.

 Develop and improve discussion and different ideas with manger of organization.
Manager and supervisor take the immediate action in difficult situations
 It is important for organization that they maintain a adequate level of knowledge and
expertise. So organization can help their employees remains focused on the teams aims
and targets. Incentives are normally provided through an increase in salary, rthe provision
of training or bonus rewards.
 In addition, Continued professional development (CPD) is an obligation to ensure that
individuals maintain an adequate level of knowledge and expertise within their
professional areas in which they experience and experts.
TASK 4
4.1 Theories of leadership to health and social care
The St. Margaret's nursing home use different theories of leadership in their nursing
home. Leadership is defined as the behaviour of an individual who is directing the activities of a
group towards a shared goal. The important aspects of leadership influences group activities and
getting comfortable with the changes. Leadership theories are dynamic and change according to
the time. There are some important leadership theories which are as follows:
 Transformational leadership theory: This theory is a traditional theory of transformation
which focuses on supervision and group performance. In this theory, it is important for
leader that he communicates with his employees about company’s vision in a manner it is
meaningful and create unity and collective purpose.
 Collaborative leadership theory: This theory of leadership is aggressive and involve a
cooperative process that occur when individual work together mutual benefits in a form
of organisation interdependency.
 Technical leadership involves the improvement of methodologies, approaches and
philosophies within the working environment. This theory adopts the position of the
leader changing things for the better while a manager maintains existing systems in good
working order in the organization.
 Conflict management leadership theory: In this theory leader manage all the conflicts
between his employees by the effective solution and resolve the conflict between the
management and employee within the organization.

4.2 Managing working relationship
In work place the way in which employees interact with each other is important.
Managing working relationship define as respecting and supporting each other. It help to create a
positive and effective work environment in organisation (Snell and et.al., 2015). It is important
for organisation that they manage working relationship so they can easily avoid conflicts
between employees. Organisation need to effectively work for building and maintaining
relationship in workplace and aware about all the situations. There are some important things
which help to maintain a effective working relationship in organisation these are as follows.
This focus should be on utilising the most effective form of two communicationsuch as
management side and employee side in each specific scenario. For example, when discussing
weaknesses, a private meeting would be appropriate whilst for team targets, team meetings or
group emails would be more effective. In addition, body language, listening skills, ability to
maintain eye contact and attentiveness are all effective ways to develop and maintain a working
relationship with employee in the organization.
 Organisation has to create trust among employees so that they would perform their jobs
effectually.
 It is important that respect should always be considered as well as other’s opinions are
valued as well.
 There should be always effective communication (Varma and Budhwar, 2013).
4.3 Management approaches
According to my experience the management approches give the effective directions to
the organisation for their effective working. Management approaches help organisation to deal
effectually with different situations at workplace. These approaches help employees to develop
their skills and motivate them towards achieving their goals and objectives. Effective connote of
the approaches for work effectively.
The effective approaches are as follow:
 Experiential approach:- the logistical and ethical challenges of the experimental method,
and in particular to understand strengths and weaknesses of the state-of-the-art scientific
approaches used in the social science experiments focused on online settings of the
organization.
 Human behaviour approach

 Social system approach
 Mathematical approach
 Decision making approach:- this is the process in which the one's have maximum space
for personal and professional development.
 System approach
 Cognitive approach:- Cognitive (meaning "knowing") psychologists attempt to create
rules and explanations of human behaviour and eventually generalise them to everyone's
behaviour.
 Operational approach
 Socio- technical approach
CONCLUSION
From the above report, it has been concluded that it is important for every organisation to
maintain their human resources. The St. Margaret's nursing home home is applying different
approaches to maintain their employee’s work and environment. It has been assessed that
managing the work relationship at workplace is very important. There are various effective tools
and techniques which help organisation to maintain their working environment. Also, it has been
seen that management approaches help the organisation to maintain different situations at
workplace. These approaches develop employee’s skills and motivate them towards attaining
their goals and objectives in the most effectual manner.
REFERENCES
Books and Journals
Bae, J. and et. al., 2012. Managing Korean business: Organization, culture, human resources
and change. Routledge.

Cunningham, L. X., 2010. Managing human resources in SMEs in a transition economy:
evidence from China. The International Journal of Human Resource Management.
21(12). pp.2120-2141.
Jackson, S., Schuler, R. and Werner, S., 2011. Managing human resources. Cengage Learning.
Jackson and et.al., 2012. Managing human resources for environmental sustainability (Vol. 32).
John Wiley & Sons.
Kusluvan, S. and et.al., 2010. The human dimension: A review of human resources management
issues in the tourism and hospitality industry. Cornell Hospitality Quarterly. 51(2).
pp.171-214.
Rahn, D., 2015. Managing Human Resources. Developments in Business Simulation and
Experiential Learning. 42.
Shi, L., 2010. Managing human resources in health care organizations. Jones & Bartlett
Publishers.
Snell, S. A. and et.al., 2015. Managing human resources. Nelson Education.
Varma, A. and Budhwar, P.S., 2013. Managing human resources in Asia-Pacific (Vol. 20).
Routledge.
Online
Managing work relationships. 2017. [Online]. Available through:
<https://www.qld.gov.au/jobs/balance/pages/relationships.html>. [Accessed on 13th
May].