St Margaret's Nursing Home: Human Resource Management Report

This report provides a comprehensive overview of human resource management within the health and social care sector, specifically focusing on the context of St. Margaret's Nursing Home near London. It delves into various critical aspects, including the factors influencing recruitment and selection processes, such as structured recruitment policies, organizational objectives, and financial implications. The report examines the legislative and policy frameworks of the home country, including the Equality Act 2010 and the Employment Act 2008, and their impact on recruitment practices. It also explores different approaches to selecting the best individuals, such as interviews, written tests, and psychometric assessments. Furthermore, the report discusses theories on individual interactions within groups, including the Belbin Team Inventory and Tuckman's model, and evaluates approaches to team development. The report references several academic sources to support its findings and provides insights into effective HR strategies for the health and social care industry.

Managing Human Resource
in Health and Social Care

Table of Contents
Introduction......................................................................................................................................3
TASK 1............................................................................................................................................3
1.1 Various factors to be considered while planning and recruitment of individuals in health
and social care:.......................................................................................................................3
1.2 Legislative and policy framework of home country and its influence on selection,
recruitment and employment of individuals:..........................................................................4
1.3 Different approaches that will be used to ensure the selection of the best individuals:...6
TASK 2............................................................................................................................................7
2.1 Explaining theories how individual interact in group in relating to types of team..........7
2.2 Evaluating the approach that will helping in developing the team..................................8
TASK 3............................................................................................................................................8
(covered in PPT).....................................................................................................................8
TASK 4............................................................................................................................................8
(covered in Poster)..................................................................................................................8
Conclusion.......................................................................................................................................8
REFERENCES................................................................................................................................9
Book and Journals..................................................................................................................9
Online...................................................................................................................................10

Introduction
Good health and social care facilities are the need of the hour. Every country needs to
develop advance health and social care system. To make an better health and social care system
the first thing which is required is efficient human resource (Abdelhak, Grostick and Hanken,
2014). It should be the priority of the organisation to choose individuals who excel in the field of
healthcare. Employment of individuals in health and social care is a very challenging task. As the
nature of goals is very complex and it requires efficient individuals who can manage variety of
people at the same time.
Proper human resource strategies, leadership and management style can help the hospitals and
nursing organisations in addressing these issues. This report is about the management of human
resource at St Margaret's Nursing home which is located near London. This report is focused on
recruitment and selection, its planning, legislative policy, its application on the recruitment and
selection process and various theories of training and leadership required in the health and social
care.
TASK 1
1.1 Various factors to be considered while planning and recruitment of individuals in health and
social care:
There are many factors which are needed to be considered by the human resource
department. These factors have major impact on the organisation capabilities. The main factor
which have the biggest impact on the organisation capabilities is the human resource (Almalki,
FitzGerald and Clark, 2011). A proper path needs to be followed while recruitment and selection
of employees. The factors which are considered while planning for recruitment and selection are:
 Structured recruitment policy: St Margaret nursing home needs to develop a stable
recruitment policy. This will help it in setting various standards for applying for a
specific job.
 Overall recruitment aim: It needs to define the reason behind the recruitment. There are
two reason usually. First is nursing home is replacing a retiring employee. Second reason
is that, nursing home is in the process of expansion and hence have vacant post for which
it needs to recruit.

 Core objective of organisations: The nursing home need to clearly state the objectives
of the organisation. This will help the nursing home in proper fixing of roles and
responsibilities.
 Organisations personnel policies: Nursing home needs to have a standard employee
policy which are aligned with the government polices for employee's.
 Government policies: Government polices are made as to promote workforce welfare in
a sector.
 Legislation for the selected post: There are certain legislation which are made for the
recruitment for selected post.
 Cost of recruitment: Every process and activity have a cost for company. The total cost
of recruitment and selection needs to be analysed. This can be done by making a schedule
for the process.
 Other financial implications: There are certain other financial implication for the
organisation (Andersen, Rice and Kominski, 2011). Such as new employee remuneration
and compensation, extra expenditure for facility development, training and development
facility enhancement.
1.2 Legislative and policy framework of home country and its influence on selection, recruitment
and employment of individuals:
Legislation and policy framework differs from country to country. These legislation are
necessary as they fix the responsibilities of employer and employee. Legislation and laws form a
basis for the organisation on which it operates. However, not all the actions and operations of
nursing worker can be controlled by the legislation (Bakker, Albrecht and Leiter, 2011). But
these legislation act as a core value on which all decisions are based on. Some major act
followed by St Margaret Nursing home:
 Equality Act 2010: This act was made as to ensure that each and every candidate is
treated equally and there is no bias-ness or discrimination while selecting any one of
them. This law replaced all the anti discrimination law which were imposed by the
government earlier. As per the law it is illegal to discriminate anyone on the basis of
following mentioned factors:
◦ Gender
◦ Age

◦ Religion
◦ Disability
◦ Race
◦ Sexuality
 Code of practices and polices: The General Social Care Council in 2010 issues a
guideline for code of practices which are needed to be conducted by the employees of the
nursing homes (Balarajan, Selvaraj and Subramanian, 2011). Also organisation has its
own code and policies which it follows in recruiting and selecting as well as the
employee's follows the same policies to perform their duties.
 Employment Act 2008: This is the act which has led to reformation of many policies
and procedure in UK labour laws (Becker, 2017). It covers various issues which can
impact the organisation, such as- strengthening of implementation of the minimum wage,
standards of employment agency, conflict resolution and helps in obeying updated case
law on trade unions.

Currently St Margaret nursing home intends to recruit a diverse workforce that have
representation from entire society. For doing this the Nursing home needs to promote and
support applications of those candidates who are from under-represented part of society.
1.3 Different approaches that will be used to ensure the selection of the best individuals:
The process of recruitment and selection is conducted with focus on getting best talent in
the organisation (Best and Holmes, 2010). Whole process can be divided into various task, such
as:
 Short-listing of candidates
 Interviews
 Written test
 Psychometric assessments
 Medical Assessment
St Margaret nursing home has to follow above mentioned approaches for better selection
process. Once the applications of candidates are received and best suited applicants are selected,
the HR manager will start the selection process where the best candidates will be chosen. HR
manager will select a panel for the interviews and further process. These candidates will be
called for interviewing at first stage.
 Interviews: Interviews are conducted by the organisation while a panel is setup to select
the best candidates (Bohdanowicz, Zientara and Novotna, 2011). These interviews are
conducted as to know about the employees. What are their qualifications, competencies
and experience in the field. Interview gives an interviewer opportunity to have one to one
communication with interview.
 Written test: These test are conducted as to know about the actual knowledge a
candidate have about the field of nursing. It is very necessary as to see if he have
sufficient knowledge or not.
 Audition: in some cases, there is a need of live demonstration of work by the candidate.
It helps the interviewer in evaluating the skills and abilities of candidates in live
environment.
 Psychometric test: Psychometric test are specially designed assessment tools. These test
are used as to evaluate psychological qualities of candidates such as personality factors

and reasoning ability. These test are follow a standardised method of administration and
scores are evaluated and compared.
TASK 2
2.1 Explaining theories how individual interact in group in relating to types of team
When two or more people come together for the common task then that will become the
group. Their are various theories that are available which explain the interaction of individual in
a group.
Belbin Team Inventory: in this theory there are effective nine key role for becoming the team
for some activity (Boxall and Purcell, 2011). This was developed in 1981 but there are some
change that have been done in 1988. these nine effective role are: Plant, Resource investigator,
chairman or coordinator, strategy shaper, monitor and evaluator, team worker, Company worker
and implementer, finisher and specialist.
Tuckman model: this model have been develop by the W. Tunckman in 1965. it have five stage
of group development. These are as follows:
 Forming: In this the group member behave like individual in the group. They work with
according to the guidance of the leader. The leader will take all the decision and show the
path to every one individual on which the group member have to perform.
 Storming: In this stage the group member will get the competitor for their team
members. The conflict come between the group member. The team member also mould
there perception, values and beliefs in the group. To move farther the group member have
to give the test and show his mentality to solve the problem by effective listening.
 Norming: In this stage the manage come together. The group member have to make the
engaged in the activity with all (Bratton and Gold, 2012). This will help in solving the
problems and issues. The participant will change their idea and facets regarding the team
members and team. In this stage the level of trust will increase and relationship will get
also developed. This will help in contributing the unity.
 Performing: Every group will not reach to this stage. But this stage is the most effective
stage. In this group will get the unity and trust of each other. That become the team. That
team will make the identity. Every member give their loyalty to wards the team. They
will change individual into the team.

 Adjourning: This is the last stage on the group making. In this the group will complete
their task. Then the department of the group will be done.
2.2 Evaluating the approach that will helping in developing the team
There are so many approaches to work together in the team or group. Their are different
different type of team in this environment as per the need (Chartier, 2014). But the the approach
should be the effective for team working. These are the following best approaches may be best
for the for the development of the team working:
 The diversity of personality and skills is the internal factor that will make the team
effective. Their should be compensate on each other weakness.
 To insure that the object have been understand by the team or not
 To show their responsibility towards the the task
 Develop the trust in the team members
 Their should be the discussion on different task and objective and make the conclusion by
them only.
 Make sure that employee have liberty to speak and express.
TASK 3
(covered in PPT)
TASK 4
(covered in Poster)
Conclusion
St Margaret nursing homes is in the mode of expansion. It needs better human resource
management as to improve its capabilities further for expansion. The HR manager needs to
formulate strategies for the recruitment of capable staff in the organisation. The manager also
need to analyse the gap between the actual requirement and current human resource level. The
organisation also need proper team management and leadership encouragement. So the
organisation can receive more leader from inside of organisation.

REFERENCES
Book and Journals
Abdelhak, M., Grostick, S. and Hanken, M.A., 2014. Health information: management of a
strategic resource. Elsevier Health Sciences.
Almalki, M., FitzGerald, G. and Clark, M., 2011. Health care system in Saudi Arabia: an
overview/Aperçu du système de santé en Arabie saoudite. Eastern Mediterranean health
journal. 17(10). p.784.
Andersen, R.M., Rice, T.H. and Kominski, G.F., 2011. Changing the US health care system: Key
issues in health services policy and management. John Wiley & Sons.
Bakker, A.B., Albrecht, S.L. and Leiter, M.P., 2011. Key questions regarding work engagement.
European journal of work and organizational psychology. 20(1). pp.4-28.
Balarajan, Y., Selvaraj, S. and Subramanian, S.V., 2011. Health care and equity in India. The
Lancet. 377(9764). pp.505-515.
Becker, K., 2017. Editorial. Journal of Transnational Management. 22(1). pp.1-3.
Best, A. and Holmes, B., 2010. Systems thinking, knowledge and action: towards better models
and methods. Evidence & Policy: A Journal of Research, Debate and Practice, 6(2),
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Bohdanowicz, P., Zientara, P. and Novotna, E., 2011. International hotel chains and
environmental protection: an analysis of Hilton's we care! programme (Europe, 2006–
2008). Journal of Sustainable Tourism. 19(7). pp.797-816.
Boxall, P. and Purcell, J., 2011. Strategy and human resource management. Palgrave Macmillan.
Bratton, J. and Gold, J., 2012. Human resource management: theory and practice. Palgrave
Macmillan.
Chartier, Y. ed., 2014. Safe management of wastes from health-care activities. World Health
Organization.
CHUANG, C.H. and Liao, H.U.I., 2010. Strategic human resource management in service
context: Taking care of business by taking care of employees and customers. Personnel
Psychology. 63(1). pp.153-196.
Kahn, J.G., Yang, J.S. and Kahn, J.S., 2010. ‘Mobile’health needs and opportunities in
developing countries. Health Affairs. 29(2). pp.252-258.
Munn-Giddings, C. and Winter, R., 2013. A handbook for action research in health and social
care. Routledge.
Pedler, M., 2011. Action learning in practice. Gower Publishing. Ltd..
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in health care services in Africa. Health policy and planning. 26(1). pp.1-11.
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Swayne, L.E., Duncan, W.J. and Ginter, P.M., 2012. Strategic management of health care
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Westgaard, R.H. and Winkel, J., 2011. Occupational musculoskeletal and mental health:
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Online
Managing Human Resources In Health And Social Care. 2017. [Online]. Available Through:
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Care-126802.html> . [Accesses On 18 May 2017].
Managing Human Resources In Health And Social Care. 2017. [Online]. Available Through:
<https://jobs.theguardian.com/jobs/social-care/hr-and-training/> . [Accesses On 18 May
2017].
Managing Human Resources In Health And Social Care. 2017. [Online]. Available Through:
<https://www.brookes.ac.uk/courses/postgraduate/management-in-health-and-social-
care/> . [Accesses On 18 May 2017].