Report: HR Challenges and Solutions at King's College Hospital

This report presents a comprehensive case study on human resource management at King's College Hospital, addressing critical issues such as employee turnover, ineffective team working, and poor leadership. The analysis explores various aspects of HR, including recruitment and selection, team dynamics using the Tuckman model, and strategies to enhance team collaboration. It examines performance monitoring techniques like 360-degree feedback, identifies training and development needs, and discusses leadership approaches such as Fiedler's contingency model and the importance of emotional intelligence. The report also suggests practical solutions to improve employee relations, communication, and overall hospital performance, emphasizing the role of an HR manager in fostering a positive work environment and improving patient care. The report concludes with a reflection on the author's personal development as an HR manager, highlighting key skills and areas for improvement.

Human resource case study on Kings College hospital

Table of Contents
Introduction to report...................................................................................................................................3
Task 1 – poster............................................................................................................................................3
Task 2..........................................................................................................................................................3
Task 3 – Report...........................................................................................................................................4
Task 4 - Report............................................................................................................................................6
Conclusion...................................................................................................................................................7
References...................................................................................................................................................8

Introduction to report
Human resource management is one of the most crucial aspects of any organization as this helps
in provision of effective services to the consumers. The concept is all the more essential in health
and social care organization as efficient managing of human resources leads to better patient
handling which somewhere leads to creation of a healthy population (Mosadeghrad, 2014). The
present report has thus given emphasis on managing the human resources who are a part of
King’s College Hospital. This is a requirement as the company is facing issues in employee
turnover and lack of proper working practices Hence a new Hr. manager has been appointed for
the hospital so as to assist in recruitment and selection planning, complying with legislations,
employee engagement, training and development followed by monitoring there overall
performance.
Task 1 – poster
Task 2 Essay format
There can be a usage of Tuckman model so as to aid in group interactions within the teams
formed in King’s College Hospital. For example, as per a scenario there may be a need to carry
out very complex open heart surgery on a patient. This type of operation deserves team working
which is as follows. Forming stage is the one where doctors, nurses, surgeons etc. gather together
so as to learn about the challenges as well as opportunities that are present in front of them while
operating on the patient (Ginter, Duncan and Swayne, 2018). This will involve for high
dependence on chief surgeon for guidance followed by team work, sharing of information among
others. Then comes the storming stage where different suggestions are given by doctors as to
how the surgery is to be conducted. This stage has the maximum chance of creating a conflict
hence effective management is required from chief surgeon so that all team members come on a
final conclusion (Dekker, 2016). Norming stage is the one where heart surgery starts taking place
and all members adjust with the differences in order to avoid conflict. Performing stage is the
one where team understands the need to make the open heart surgery a successful one and hence
they start working as a single unit rather than individuals.
Various approaches can be used to develop effective team working in Kings Hospital. As
per the case study given it is quite clear that kings hospital lacks and effective team working

which is required to be resolved by the new Hr. manager so that overall care quality can be
improved within the firm. Hence the approach to develop effective team work within King’s
College Hospital is as follows. It should always be made certain by the organization that core
objective with respect to team work which is of quality care to patients and reducing human
errors should be clear to all the employees so as to ensure towards transparency and aiding
towards understanding the overall responsibility of every team member (Yuehong and et.al.,
2016). This strategy is also likely to bring a reduction in long working hours due to sharing of
responsibility by everyone. Trust factor is required to be developed amongst team members
which can be made possible if the employees share quality time with each other. This will ensure
that open communication take places between doctors and health/social workers which is the
most essential ingredient of effective team working (Schoorman, Mayer and Davis, 2016). This
is most likely to aid in developing good working relations which is lacking in the hospital since a
long time. The manager at King’s College Hospital is further required to make sure that the
doctors, care workers etc. are involved in decision making process so as to make them feel
valued (Fallon and McConnell, 2014). This strategy is reflective of a good leadership style which
is not there in the hospital as per the case study. Hence inputs should be taken from all the
members while dealing with any patient so as to ensure towards quality care and boosting of
team morale. The leader is further required to show appreciation toward the good team work
done by the members. This can be in form of praise, reward or pat on back by chief surgeon to
resident doctors or nurses (Lopes, Almeida and Almada-Lobo, 2015). This can boost up the
overall motivation of employees and play a huge role in reducing the employee turnover.
Task 3 – Report
There is a need to carry out overall performance monitoring in King’s College Hospital
due to several issues in form of disjointed working practices; absence of effective team working;
poor working relationships as well, poor leadership style. There is further an absence of staff
appraisal scheme and poor monitoring of job performances. Hence, there can be a usage of 360
degree feedback wherein concerned persons including the employee himself are involved in the
provision of feedback. Hence all the doctors, managers, health care associates who are working
with the employee can give feedback (The Top 8 Methods for Accurately Measuring Employee
Productivity, 2018). Other than this, there is further a need to carry out periodic review of the
performance given by staff members of King’s College Hospital on a quarterly basis so as to

assist in identifying and working upon the areas where improvement is needed. Observation of
employee working as to how they are dealing with the patients is also a best mechanism to
monitor the overall performance.
There is a need to identify the training and development needs of the employees because as per
the case study it is clear that several employees have left the job in King’s College Hospital as
they are not satisfied with the training and development techniques used in the firm. There is
further a presence of many issues in care quality followed by staff errors which makes training a
mandatory one. The best technique in this regard is to monitor the overall performance of
employees and finding out the weak areas in terms of quality issues that is leading to lack of
proper care for the patients (Sutcliffe, Paine and Pronovost, 2017). Training need may also arise
if health care professionals are required to be promoted to higher levels which can act as an
identification technique. For example if a nurse is doing good work then she may be required to
be promoted to the position of head nurse in physiotherapy department which will demand for
training in the area of dealing with team members, communicating with doctor and other works
that has been bestowed on her after the promotion. The introduction of new equipment,
professional standards or legislation may further demand for training. This is likely to happen in
King’s College Hospital as new equipment for patients are usually introduced from time to time.
The need for ensuring towards continued professional development of employees is a means by
which training session can be ensured which can be done by practice workshops for health and
social care workers, resident doctors to deal with tough patients and making them attend
conferences to maintain the skill set as well as gain new knowledge about ongoing and future
medical techniques.
Continuing development of employees in King’s College Hospital is a huge necessity so as to
cause reduction in employee turnover which is also on account of no training and development
which is required to generate competence and meet the future requirements of staff and hospital.
In this regard the best way by which continua development can be promoted is through providing
tem feedbacks as this helps the staff members of hospital in assessing their exact working. Weak
areas can also be discussed through the feedback which can motivate the employee to work on its
improvement. In the same way provision of regular incentive, rewards, bonuses etc motivates the
employees and he or she may take steps for improving the performance and thus enter into the
concept of continual de elopement. External courses can also be suggested to employees who

wish to focus on continues development. These can be in form of getting higher degree in
nursing or attaining a doctorate degree.
Task 4 - Report
Good leadership is a very important requirement for an effective team working within
King’s College Hospital. This is as the organization is facing issues with respect to lack of team
working as well as improper motoring of the employees. Hence Fielders contingency leadership
is the best possible approach in its regard which states that management of King’s College
Hospital must not depend on a single leading style but apply different approaches as per
situation. For example, autocratic leadership can be applied when the hospital has a high inflow
of patients so as to manage the work load while participative style can be applied on new recruits
so as to make them feel comfortable in the work culture (Ward, Marsolo and Froehle, 2014).
Laisse faire leadership is best suitable on senior most members of organization like chief
surgeons, head of departments among others who can work without any supervision. Seeing the
present rate of turnover in the organization, the leaders must apply the concept of engagement
and motivation so as to make the employees be a part of firm (Linton, 2018). This can be done
by involving them in decision making, appraising the efforts and providing them with rewards,
promotion among others. The Hr. manager id further required to utilize the concept of emotional
intelligence so as assess the reasons behind employee turnover and workload on them. This will
help the manager to deal with the employees in a better manner and any issues being faced by
them can then be resolved effectively.
Various techniques can be utilized by Hr. manager to manage the poor work relations that
are present amongst the employees of King’s College Hospital. The best strategy in this regard is
to engage in effective communication with the staff members especially the ones who are
dissatisfied with the work environment. This can led to generation of constructive feedback
about the hospital and steps can then be taken (Ward, Marsolo and Froehle, 2014). Team
building activities must also be carried out in form of various games by the end of which the
importance of team work can be explained to staff members. In case some employees are not
working effectively or decreasing the morale of others then disciplinary action can be taken
against them such as suspension. Grievance procedure of the hospital should also be made sound
so that employee feels free to resolve the issues rather than discussing with other employees and
thus negatively impacting the work culture.

My own development as an Hr manager has been impacted a wide variety of
management as well as leadership aporaches. First of all, by making use of perfromance
appraisal system I have been able to assess my strengths and weakness and thus improved my
working style to a great extent. I have also concentrated on continues development through the
use of techniques like self-directed learning, use of online courses on HR etc. my ability to work
in team has also been improved after I attended a few tram building workshops and sessions. I
also got a chance to work under poor manager that then helped me to develop the skills of
effective leader. As an hr manager I also got an opportunity to act as a mentor, guide and leader
for new employees and that part was played quiet effectively by me. However I consider that
task allocation and team target setting has been one of the most effective techniques that has
been utilized by me. But I am required to work on motivating my employees so as to get things
done from them during hard times. In the same way, I am further required to communicate with
them so that issues faced can be resolved in minimal possible time.
Conclusion
Form the above report it can be concluded that creation of a proper human resource team is very
essential for the hospital in order to reduce employee turnover and thus ensure towards long run
future sustainability. This can only be made possible when proper planning is done with respect
to training, development, leadership as well as monitoring the overall performance. This will not
only aid in maintaining effective employee relations but assist in increasing the overall profit and
sales figure firm due to increase in patient satisfaction.

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