Human Resource Management Report: London Nursing Home Case Study

This report provides a comprehensive analysis of human resource management (HRM) practices, focusing on a case study of the London Nursing Home. The report begins with an examination of recruitment planning, including factors such as job descriptions and recruitment costs, and considers the influence of relevant legislative and policy frameworks like the Equality Act 2010 and the Work and Families Act 2006. It then explores different approaches to selecting the best individuals, such as shortlisting applicants, conducting interviews, and utilizing psychometric assessments, evaluating the advantages and disadvantages of each method. The report further delves into team dynamics, discussing how individuals interact within teams, referencing Tuckman's stages of team development and Belbin's team roles. It assesses methods for promoting effective teamwork. Additionally, the report analyzes performance management strategies, identifying individual training and development needs, and exploring strategies for promoting continuous development in the health and social care workplace. Finally, it examines leadership theories and analyzes how working relationships are managed within the London Nursing Home, reflecting on the influence of management approaches on personal development. The report concludes by summarizing key findings and recommendations for improving HRM practices.

Managing Human
Resource

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1.1 Factors which need to be considered when planning recruitment of individuals to work at
organisation.................................................................................................................................1
1.2. Relevant legislative and policy framework of home country influence recruitment and
selection.......................................................................................................................................2
1.3 Different approaches that used to ensure the selection of best individuals...........................3
TASK 2............................................................................................................................................5
2.1 How individual interacts in groups in relation to types of teams work in organisation........5
2.2 Evaluation of approaches for promotion of effective team..................................................7
TASK 3............................................................................................................................................8
3.1Explain performance of individuals working in health and social care can be monitored....8
3.2Assess how individual training and development needs can be identified............................9
3.3 Analyse different strategies for promoting the continuing development of individuals in
the health and social care workplace.........................................................................................10
TASK 4..........................................................................................................................................11
4.1 Theories of leadership.........................................................................................................11
4.2 Analyse how working relationship managed at London Nursing Home............................13
4.3 How own development has been influenced by management approaches.........................13
CONCLUSION..............................................................................................................................14
REFERENCES..............................................................................................................................15

INTRODUCTION
Human resource management refers to the process of managing the human resource of
organisation effectively and efficiently. The employees and staffs are considered as most
valuable assets for the company. The main focus of this function is on recruitment, management
and guiding people who works in organisation. This department is obliged to manage the people
who work within the organisation (Aladwan, Bhanugopan and Fish, 2014).Human resource
management address current employee concerns, recruiting new staff, managing employee
separation process and improving the morale of employees. Management needs to follow the fair
practice in organisation while recruiting.
The present report is based on case scenario of London Nursing Home which focused on
various human resource plan and policies which needs to be followed in health and social care.
There is recruitment process for recruiting the individuals to work in health and social care
which should be followed, is being explained in this present report. The effective teams plays an
important role for working in health and social care, is also being explained in this report. There
are some systems for monitoring and promoting the development of individuals working in
health and social care is discussed in this report. There are different approaches for managing
workforce in organisation is discussed in this report.
TASK 1
1.1 Factors which need to be considered when planning recruitment of individuals to work at
organisation.
Recruitment planning refers to the strategy for the hiring of employees. The planning is
very helpful for companies in order to recruit suitable candidate without downtime for the
company. It recognise the objectives for a particular position (Bonache, Trullen and Sanchez,
2012). As while planning for recruitment in organisation there are various factors which needs to
be taken into consideration. These factor can be helpful for the London Nursing Home in order
to overcome the problem of high labour turnover and inadequate guidance etc. These factors are
discussed below:
Job description: Job description is an informative document which defines the scope, duties,
tasks and duties etc. This also shows the detail of skills and qualification which an individual
would required while applying for the job. This is a part of recruitment planning as being an HR
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officer, one need to prepare the proper job description so right candidate can be hired for the
vacant post. It is very important to design job description as it shows the clear picture that what
is expected from particular role. The HR officer of London Nursing Home can include certain
points in their job description, these are as follows:
 Roles and responsibilities of job
 Goals which needs to be achieved as part of profile
 Education and work experience needs to mention clearly
 Skill which required to perform the job Range of salary of job
Recruitment cost:
Recruitment cost refers to the expenses which incurred by the companies in order to
recruit the employees (Brewster, 2017). Cost is very important aspect so this needs to be
analysed by the HR officer of London Nursing Home in order to control their expenses. They
should plan budget regarding how much money they have to spend and how to cut the excess
cost. As this would enable London Nursing Home to overcome the issue of extra cost and
maintain their recruitment cost at optimum level. In order to reduce recruitment cost the internal
recruitment is also another solution for nursing home. As internal recruitment means promotion
of existing employees and transfer of employees from one department to another, So this factor
should also considered by the nursing home while planning recruitment.
1.2. Relevant legislative and policy framework of home country influence recruitment and
selection.
Legislatives and policies are governed by government which needs to be followed by
organisation in order to perform operations smoothly. These laws defines the rules and regulation
for related industries, rules and regulations should be followed in regular course of business. The
non following of legislation can leads to huge penalties on business. There are some laws which
are related with human resource management also and these influences the selection, recruitment
and employment of individuals to work in London Nursing Home. The purpose of these home
country laws is to protect human rights of individually specially in care setting. There are
different laws which needs to be consider by the HR officer while recruiting and selecting. The
legislation are discussed below:
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Equality Act 2010:
This act is considered as suitable for the health and social care setting which also cover
the Equal Pay Act 1970 and Sex Discrimination Act 1975. As the act states about equality in pay
with regards to gender, in London Nursing Home, there is problem of low pay and recruitment
based favouritism so this law allows to pay adequate salaries to the workers on basis of their
talent instead of gender. The partiality in recruitment can also be prevented by this legislation.
Work And Families Act 2006:
This act is related with the working and leave policies in organisation. The main aim of
this act is to provide the better and effective working to the employees (Buller and McEvoy,
2012). As at London Nursing Home, there is inflexible working conditions. So this law enables
organisation to provide the flexibility in working at workplace. As if London Nursing Home
follow this act than it will also influence their recruitment and selection as selected employees
will get the benefit of maternity and paternity leave and flexibility in work.
1.3 Different approaches that used to ensure the selection of best individuals
As it is very difficult to recruit the candidate according to the requirement of job. There is
major mismatch in the skill between the company requires and they get. The gap is leading to
ineffective performance from employees and unable to achieve overall organisational goals. As
in case of London Nursing Home, staffs were unable to perform their duties effectively due to
insufficient knowledge and inadequate supervision. As there are various approaches which can
be adopted by HR of London Nursing Home in order to select best individual. These approaches
are discussed as below:
Short listing applicants:
The companies receive ample number of application for vacant post so it is difficult for
them which needs to be select and which needs to be reject. As short listing refers to the filtering
of application according to job description in order to select best candidate for vacant post. The
HR of London Nursing Home needs to use this approach so they can select best individual for
the post. There is a process for short listing which is given below:
 Set upper limit of interview
 Set elimination criteria
 Make decision upon selection criteria
 Eliminate candidates
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 Select candidates
 Check social media profile of selected candidates
 Create final merit list
As apart from there are some methods for the selecting best individual is also discussed
below:
Interview:
Interview is considered as adequate method for choosing best individual for the given
post. As during interview candidates gesture and posture is observed which helps interviewer to
recognise candidates confidence level (Greenhaus and Callanan, 2012). HR of London Nursing
Home can also use this approach to select the suitable candidate. During interview, aptitude test
are also being taken to identify the analytical skill of candidate.
Psychometric assessment:
This test is helpful in measuring the candidates suitability for a specific role. With help of
this London Nursing Home HR can identify the extent to which candidates personality and
cognitive abilities match which needs to perform effectively job role.
As these approaches and test have some advantage and disadvantage which needs to be
analysed by recruiter. So these are discussed below:
Interview:
Advantages:
 Develop the relationship
 Less costly
 Help for in depth analysis Flexible as it depends on the situation
Disadvantages:
 Time consuming
 Interviewer can be biased
Psychometric assessment:
Advantage:
 Unbiased approached
 Helps to pick the knowledgeable and right person Cost and time saving
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Disadvantages:
 Candidate may feel demotivated
 Squeeze hard earned money
As from the above, advantages and disadvantages of these methods can be seen so
according to these benefits and limits, the London Nursing Home should adopt the psychometric
assessment as it is unbiased approach and allows to select the knowledgeable and suitable
candidate.
TASK 2
2.1 How individual interacts in groups in relation to types of teams work in organisation
Teams are important part of every organisation as these teams enable organisation to
achieve their goals effectively and efficiently on time (Mahesh and Crow, 2012). It is very
important to have an effective team so that there can be free flow of communication. As there are
some theories which needs to be analysed by London Nursing Home in order to form a team,
these are as follows:
Tuckman's stages of team development:
Under this theory, the different department employees comes together for attaining
common goal of organisation. There are some stages for team development which given by
Tuckman's these are as follows:
Forming:
This is the stage where all members are new to each other and leader discuss about basic
things like background of individuals, goals of projects, project timeline, ground rules and role of
individuals. The leader of London Nursing Home define the roles to each and every individual at
this stage. (Michailova, Heraty and Morley, 2016).
Storming:
At this stage, the challenges often arises as there are different department in London
Nursing Home so every team member have different style of working so difference of opinion
also arises. But leader anyhow motivate the team to achieve the organisational goals.
Norming:
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At this stage, team members start to know each other and criticism is not taken personally
and they start working towards pre set goals.. The team members of London Nursing Home start
complimenting each others work.
Performing:
The performing is the stage where all team members of London Nursing Home perform
at their full capacity to achieve organisation goals. The atmosphere of team is good and
communication is clear (Petrick, 2017). Team works independently without guidance of leader.
Adjourning:
At this stage, team is being adjourned or dissolved. As the task have been completed and
employees get back to their department and start their regular work.
Belbin team development:
There are different roles of team is discussed by the Belbin, these are as follows:
Action oriented roles:
This roles mainly focus on the improvement of team's performance, execute the ideas and
meet given deadlines. There are three action oriented roles which are as:
Shaper:
This provides the necessary drives to ensure that team keeps moving and should not lose
attention and focus.
Implementer:
It needed to plan a workable strategy and carry out as efficiently as possible.
Complete finisher:
This is used at end of task in order to polish and scrutinise the work of errors and subject
this to the highest standard of quality control (Prieto and Pilar Pérez Santana, 2012). As in
London Nursing Home there is less flow of communication among the team members so this can
help for free flow of communication.
People Oriented roles:
This brings the people and ideas together. Three people oriented roles are discussed:
Coordinator:
The coordinator of London Nursing Home brigs order in the team.
Team worker:
This provides support to team members so that they can perform in better way
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Resource investigator:
This helps in developing outside contacts.
Though Oriented Roles:
This role evaluate different options and provide the technical expertise. These are as:
Plant:
This comes up with innovative and ground breaking solutions for organisation.
Monitor evaluator:
This monitor and assess team decisions analytically and critically.
Specialist:
The specialist are those who are experts in a particular subject matter.
the London Nursing Home should follow the Tuckman's team development theory for
effective communication as in nursing home staff members were often blamed for not
communicating important message to another. So this theory of team development can be very
helpful for solving various conflicts among the nursing home.
2.2 Evaluation of approaches for promotion of effective team
This is very important to manage the effective team work in London Nursing Home as
members of staff were complaining for not communicating important message to one another on
shift and also not handling the work effectively at end of their shift as they are coming to work
just for completing their own work (Renwick, Redman and Maguire, 2013). To develop the
effective team there are some approaches which can be applied at London Nursing Home, these
are as follows:
Team Purpose:
The team should have clear goal in order to achieve organisational goals. As a clear team
purpose would lead to greater efficiency of staff. For example, the purpose of team of London
Nursing Home to provide better quality services to the members of organisation.
Team empowerment:
In the team empowerment, teammate has a voice in group decisions. An organisation
structures around around empowered teams would have a relatively flat hierarchy and a high
proportion of well educated and highly trusted employees (Sheehan, 2014).
Leadership:
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To form an effective team at London Nursing Home it requires the proper leadership.
Leaders inspire subordinates to perform the task effectively and efficiently.
To improve the team performance a proper handover should be given on each shift. For
example, in the handover the nurse in charge should give proper and adequate information and
all staff members should provide with compulsory training for upgrading new skills on a yearly
basis.
TASK 3
3.1Explain performance of individuals working in health and social care can be monitored
Appraisal of performance is consider by systematic process which is established by
managers of Nursing home care (Smith, 2014). It is based on driving human resource for
implicating healthcare. Board of directors are recently expanding pressure that increases staff
retention. Health and social care building high rate of turnover with long hour benefits. From that
London Nursing home is reducing costs incurred on training and recruitment. For monitoring
performance of an individual there are many methods uses for appraisal such as.
Behavioural observation scale:
This technique is based on evaluating performance of an employee who are working in
Nursing home care. Appraisal is identified by key tasks which is provided to employees on
behalf of measuring overall performance. BOS technique is determine by scoring individual
behaviour by observing and produce coverall score of performance (Stone and Stone, 2013).
This measuring are weighted which relatively reflected on overall job. For example, employees
of London Nursing home is observing behavioural items (N=75) which is implemented by 1000
critical incidents occur where as supervisor has set frequency (N=300). This factor is analysed by
evaluating performance with crew effectiveness.
360 degree feedback:
This technique is define by anonymous feedback where typically includes managers,
peers etc. London Nursing home is taking mixture of eight to twelve peoples and ask them to fill
online feedback which is covered by broad range of competencies. Person receive feedback from
their self rating survey which is measured by scale. Leaders and managers of Nursing home is
using 360 feedback survey for understanding strength and weaknesses. This appraisal is consider
for future developments and recommending level of competencies.
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Critical Incident Method:
This technique is involved in identifying specific incidents and doing well for
improvement. Nursing home care managers are encouraging their employees to prepare their
records on critical incidents. This tool is based on analysing behaviour of employees in certain
events which is well performed and could be better. This method can help London Nursing
Home to appraise staff in an appropriate manner.
MBO (Management by objectives):
This technique is based on setting objectives which is measured and participated by
comprehensive management. It is a system which is refer to as managerial activities and
consciously directed towards effective and efficient performance of individual (Ulaga and
Loveland, 2014). London Nursing home care is emphasizing objectives that are placed by their
managers to end results so that staff member execute their jobs in more appropriate and effective
manner.
3.2Assess how individual training and development needs can be identified
Training is an essential program which is helpful for improving specific knowledge and
skills. Development is consider for making growth in employees and future performance.
London Nursing home is playing important role in advancing technology which resulted in
enhancing competition. Health and social care emerging need of training and development
program which implicate performance of individual and employers.
Training and development is necessary for Nursing home in establishing gaps or needs are
defined below.
Legislative:
It is an external factor which is identified by legal imperatives and requirements that
legislated in UK. Nursing home is also ensure about relevant policy and legislation framework
which is implemented effectively. This plan evaluate employees working with the level of
competency.
Organisational:
The dynamic changes occur in organisational climate which is affected on goals and
future trends. Their include new technology and structural changes that looks for future
forecasting. Staff of Nursing home is arranging training sessions that are focusing on techniques
and leadership skills which is define by managing organisational objectives.
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Job:
Here training is based on enhancing performance by carrying out specific job with
certain roles. Managers of Nursing home is responsible for leading with peoples and managing
relations with their subordinates.
Individual/ Team:
London Nursing home is making look after on profile of individual and team
performance. Personal skills, knowledge and attitude is developed through training for making
effective work in future (Varma and Budhwar, 2013). They are might engaged in new skills by
use of training programs. Training is consider for making quality in care and reduces staff errors.
Monitoring performance
Performance is monitor by ensuring desire outcome and money value that is to be
achieved. Nursing home is monitoring performance in regarding with complexity which is
measured by appropriate methods and determine by planning phase. Performance is monitored
by 360 degree appraisal, in which anonymously feedback is generated by self rating survey.
Career development planning:
Development plan is determine by career goals which is to achieve by preparing realistic
time frames. London Nursing home employees are making plans which is eligible for developing
performance of staff members. Health and social care staff is making commitments with
developing performance by satisfying workers.
Pro active: This is consider to be the initial stage before implementing any plans and
activity. It includes, effective planning and understanding about the situation that may reduce the
performance.
Re active: This is consider to be the effective step of implementing formulated plans and
strategies in order to attain the pre-defined gaols. This help to increase the performance of
company.
3.3 Analyse different strategies for promoting the continuing development of individuals in the
health and social care workplace
Strategies are formed in which individual and employees are leading with development
purpose. Development is may be occur by different sources are defined below.
 Small and managerial improvement
 Development take place by monitoring performance in order to check act method.
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