Report on Managing Human Resources in Health and Social Care Module

This report provides a comprehensive overview of Human Resource Management (HRM) within the health and social care sector. It begins by outlining crucial factors to consider during recruitment, including the identification of organizational goals, needs, and performance standards. The report then explores the influence of legislative and policy frameworks, such as the Equality Act and NHS regulations, on employee recruitment processes. Approaches to ensure the selection of the best candidates are discussed, emphasizing the importance of job descriptions, person specifications, advertising strategies, and effective interview techniques. The report further delves into theories of team interaction, including the Tuckman and Jensen model, and explores approaches to develop effective teamwork, such as utilizing individual strengths, setting clear goals, and fostering open communication. Performance evaluation methods, including multi-source assessment, and the need for employee training are also addressed. The report concludes by highlighting the essential role of HRM in healthcare and social care settings.

MANAGING HUMAN
RESOURCES IN HEALTH
AND SOCIAL CARE

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1.1 Factors to be considered while recruitment..........................................................................1
1.2 Influence of Legislative and policy frameworks on employee's recruitment.......................1
1.3 Approaches to ensure the selection of the best individuals for work in health and social
care..............................................................................................................................................2
TASK 2............................................................................................................................................3
2.1 Theories of how individuals interact in groups in teams of health and social care...............3
2.2 Approaches to develop effective team working in health and social care............................3
TASK 3............................................................................................................................................4
PPT..............................................................................................................................................4
TASK 4..........................................................................................................................................11
4.1 4.2 4.3 Covered in poster....................................................................................................11
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
“We make a living by what we get, but we make life by what we give.” Health and social
care also requires management of personnel which have been justified in this report. A
researcher will come across various methods and policies which have to be adopted by a
department of HRM in a health and social care workplace. Role of legal framework have also
been discussed in this report. Management style and factors for effective operations of team in
St. Margaret's Nursing Home with relevant solutions to problems faced by it have also been
stated in this document.
TASK 1
1.1 Factors to be considered while recruitment
Health and social care aims at providing services related to health of people in a country.
This specifies it is very important as there is nothing more important than a citizen's health in a
country. Like wise selection of appropriate candidate for doing is so is necessary which can be
done by considering various factors they are listed below: Ascertaining goals: Goals of health care are to be considered according to which
different roles and responsibilities are identified. This will help in recruiting best people
who can achieve the objectives according to requirements Identifying needs: Requirement of people like- how many people, specification
according to position, role and responsibilities played etc. which will be a base of
preparing job description and person specification for appropriate selection. This will
help in filling gaps which are to filled in an organisation.
 Performance standards: Standards for different vacancy's performance has to be set so
that employees actual performance is ensured properly (Berman, 2012). In order to
choose best individual. If any shortcomings identified in performance than relevant action
or training has to be given. Interview which have been taken by selection and recruitment
must be very much based on a criteria of performance which will help in ascertaining
appropriate candidate for HSC.
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1.2 Influence of Legislative and policy frameworks on employee's recruitment
Constitution of every country operates in different ways. It impacts all the elements
which are present in country whether business, citizens or any other. In UK also there are several
legislations which impacts employee selection process. A list of such legislation is listed below: Equality Act: According to this each and every person is to be treated equal without any
discrimination related to sex, age, religion, caste etc. Equal opportunities for every
candidate who is capable without any partiality or discrimination is also considered under
this act. This effects selection and recruitment process of health and care company
directly in UK.
 NHS regulations: NHS is national health organisation which regulates several
regulations and standards for recruiting people in healthcare which are operating in UK
(Sebelius, 2010). According to which a person has to be recruited in health and care
department which impacts process of company.
Various other rules which are to be taken into account are if a person is appointed from
overseas in health and social care it have to represents necessary documents which includes
identity proof etc. after checking these proofs only a person is to be selected in industry (Berman,
2012). Regulations for protection of data of employees also have been regulated in country
which specifies to recruit employee who keep data safe and secured without any leakage if found
culprit appropriate action is taken against victim.
1.3 Approaches to ensure the selection of the best individuals for work in health and social care
 First health and social care industry have to identify vacancy according to which job
description and person specification has to be made. These have to be advertised at
various platforms like- news paper, radio, job portals etc. so as to make eligible candidate
aware about vacancy in organisation.
 After above step candidates who have applied has to be shortlisted according to
requirement and best among available are chosen (Magis, 2010). These candidates who
are selected have to be informed by phone call or email that they are selected for further
rounds of selection.
 Next step in recruitment process is interview and selection tests. A candidate is
interviewed by different authorities whether he/she is eligible or not. Interview criteria
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according to demand is set on basis of which candidate is assessed and selected for
organisation.
 Selected candidate after clearing selection process and interview is offered the job by an
offer letter which contains details of job. Further after acceptance of offer letter
induction or orientation of organisation is given to employee for welcoming it in
company.
TASK 2
2.1 Theories of how individuals interact in groups in teams of health and social care
A group of people consist of individual who have different likes dislikes. Interaction of
which is also differs. There are several teams in organisation and their work is briefed below: Team of nurses: They perform tasks according to instruction of doctors. Team of doctors: They are responsible for diagnosing patient in health care. Management team: They manages several departments of a health and care association.
 Patient handling team: They handle and takes care of patient according to instructions
and prescriptions of doctors.
Hence, interaction in teams also takes place at different levels. They can form teams like-
formal informal teams, project team, task team, inter department teams etc. There interaction will
also vary according to that (Detels, 2011). There are many theories which justifies interaction of
a group most relevant in this is Tuckman and Jensen model which describes how people interact
in group. It have five stages by which interaction takes place and they are stated below: Forming: Starting stage when people are brought together for further group interactions. Storming: Here individuals in an organisation starts recognizing each other to build trust
and understanding slowly and steadily. Norming: Identification of group beliefs, norms and values simultaneously with aims of
grouping (Managing Human Resources in Health and Social Care. 2017).
 Performing: Consultants relations are performed in this stage.
Richard Hackman also propounded a theory of designing and managing work in groups. It
constituted of following elements:
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 Being a real team: This states that the team must be a coordinated group of person in
order to share ideas and other mindsets. Compelling direction: There must be one in all direction for each and every person. Enabling structure: A group size which is not too large and specifying all the roles and
responsibilities of each and every member. Supportive context: HSC must have supportive grouping in a way that all members
supports each other to build and develop.
 Expert coaching: There must be supervisors who are responsible for giving advice in
order to any problem which might rise.
This helps teams in health and care organisation to built groups which have coordination
and integration amongst them.
2.2 Approaches to develop effective team working in health and social care
Team work identification is difficult in health care organisation as every group works
with efficiency according to their type (Kakuma, 2011). Various approaches to build effective
team can be developed in a health and social care. Solution to which is listed below:
 Individual strengths should be used in a team to remove diversification of behaviour and
needs of a group so as to have integration.
 Clear and specified goals can improve effectiveness of a team.
 Clear understanding of roles and responsibilities of each member in a team will lead to
effectiveness.
 Honesty and openness while delivering ideas for decisions in a team are essential.
 Freedom to every member for discussion about different topics and issues in a team.
 All members of team should be involved in making decisions (Reeves, 2011).
 Interpersonal issues amongst members also affects effectiveness of a team.
 Empowerment of each and every member will lead to effectiveness.
 Mentoring: This can be very effective in building a team in the company which is
controlled by a superior.
 Participation in team discussion
 Motivating your team.
 Clear communication
 Managing discipline.
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TASK 3
PPT
5

6

7

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 This can be easily implemented in health and social care as it is a multi source assessment
which focus on each and every factor evaluation.
 This can be obtained from a number of people like- customers, colleagues, subordinates,
managers etc.
 Employees performance can be rated according to their actual performance comparison
with standards.
 This can be done by superior to evaluate performance by personally observing actual
performance.
Ways in which a company can evaluate performance of its employees and can make assessment
according to it. This will help in knowing if the employees in HSC are working properly or not.
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 If in an organisation find deficiency in performance of employee by evaluation there is
requirement of training.
 Changing needs of customers implies need for training individuals in organisation.
 Future goals which organisation aims to achieve in long run also specifies need for
training.
 If an organisation aims at expanding its business than individuals have to be trained
according to new innovation or expansion.
 To bring effectiveness in organisations operations training is provided to employees so
that they work more enthusiastically.
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An individual learns throughout its lifetime. Hence learning is a continuous process which leads
to development. This kaizen theory depicts that there is always a chance of improvement which
can be done in order to reach the goal which organisation set for employees so the company must
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have this theory in order to improve and develop its employees.
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TASK 4
4.1 4.2 4.3 Covered in poster
CONCLUSION
Human resource management in healthcare association is very essential this has been
concluded by above report. Different approaches to human resource manage with a poster and
presentation have been illustrated in this report. A complete result of improvisation of
performance by effective human resource management have been concluded by this document.
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REFERENCES
Books and Journals
Berman and et. al., 2012. Human resource management in public service: Paradoxes, processes,
and problems. Sage.
Berman, E.M., Bowman, J.S., West, J.P. and Van Wart, M.R., 2012. Human resource
managemeManaging Human Resources in Health and Social Care. 2017nt in public
service: Paradoxes, processes, and problems. Sage.
Detels, R., Beaglehole, R., Lansang, M.A. and Gulliford, M., 2011. Oxford textbook of public
health. Oxford University Press.
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.
Kakuma and et. al., 2011. Human resources for mental health care: current situation and
strategies for action. The Lancet. 378(9803). pp.1654-1663.
Koh, H.K. and Sebelius, K.G., 2010. Promoting prevention through the affordable care act. New
England Journal of Medicine. 363(14). pp.1296-1299.
Magis, K., 2010. Community resilience: An indicator of social sustainability. Society and
Natural Resources. 23(5). pp.401-416.
Pfeffer, J., 2010. Building sustainable organizations: The human factor. The Academy of
Management Perspectives. 24(1). pp.34-45.
Reeves, S., Lewin, S., Espin, S. and Zwarenstein, M., 2011. Interprofessional teamwork for
health and social care (Vol. 8). John Wiley & Sons.
Online
Factors When Planning Recruitment In Health And Social care Nursing Essay. 2015. [Online].
Available through: <https://www.ukessays.com/essays/nursing/factors-when-planning-
recruitment-in-health-and-socialcare-nursing-essay.php>. [Accessed on: 13 June 2017].
Managing Human Resources in Health and Social Care. 2017. [Online]. Available through:
<https://writepass.com/journal/2017/01/managing-human-resources-in-health-and-
social-care/>. [Accessed on: 13 June 2017].
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