Human Resource Management in Health and Social Care: A Detailed Report

This report provides a comprehensive overview of human resource management (HRM) practices within the health and social care (HSC) sector. It begins by examining theories of team interaction, including forming, storming, norming, performing, and adjourning, and evaluates approaches to develop effective team working, such as brainstorming and team-building activities. The report then explores methods for monitoring individual performance, including performance appraisals and identifying training and development needs through organizational, work, and task-related analysis. Furthermore, it analyzes strategies for promoting continuous individual development, such as feedback, shadowing, and training programs. Leadership theories relevant to HSC, including delegating leadership and trait theory, are explained, along with strategies for managing working relationships, such as building trust and promoting equality. The report concludes with a reflection on how management approaches influence personal development and highlights the importance of HRM in ensuring quality healthcare services, supported by relevant references.

Managing Human Resources
in Health and Social Care

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK2.............................................................................................................................................3
2.1 Theories of how individuals interact in groups in relation to types of teams...................3
2.2 Evaluating approaches which are used to develop effective team working in health and
social care...............................................................................................................................3
TASK3.............................................................................................................................................4
3.1 Explaining ways of monitoring performance of individuals working in health care.......4
3.2 Assessing how individual training and development needs can be identified.................4
3.3 Analysing various strategies for promoting the continuing development of individuals.5
TASK4.............................................................................................................................................5
4.1 Explaining theories of leadership in health and social care workplace............................5
4.2 Analysing how working relationships can be managed...................................................5
4.3 Reflecting how development is influenced by management approaches.........................6
CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................7

INTRODUCTION
Human resource management is a practice of operating and managing various processes
such as recruiting, selecting, planning and controlling in an organisation. Human resource
management in heath and social care refers to the practice of managing staff which is working in
organisations involved in health and social care. Main aim of this project report is to build an
understanding all the aspects of HRM which are used in HSC. In this report various theories and
approaches are identified along with techniques of HRM which helps in identifying performance
of human resource. Leadership theories are also assessed in this report in order to develop a
reflection about working in a HSC organisation.
TASK2
2.1 Theories of how individuals interact in groups in relation to types of teams
Health and social care (HSC) organisations usually operates to providing heath services
to individuals who are in immediate medical needs. Along with heath facilities, various social
care facilities such as consulting are also provided to respective patients. These type of
organisations are not controlled by single individuals. A large group of professionals and
volunteers are involved in such type of entity. Individuals involved in these groups interact with
each other in various ways. These ways are assessed and explained with the help of few theories.
First theory of interaction is forming, this theory states that when individuals are at their initial
stage of interaction they feel uncomfortable and nervous. There are less disagreements in this
stage as communication is appropriate. Another theory is storming which states that once
individuals are comfortable and starts to communicate properly major conflicts and rivalry
occurs. Another theory is norming which states that once the individuals are develops themselves
into united body they can attain knowledge about team's strengths and weaknesses. Performing
and adjourning are two other theories which help in which states that effective team
communication results in enhanced productivity (Klychova, Faskhutdinova and Sadrieva, 2014).
2.2 Evaluating approaches which are used to develop effective team working in health and social
care
Health and social care organisations operates for the welfare of society. It is important for
such organisations to have a effective team which can work effectively. In order to develop such
team, there are various approaches which can be used. First approach which can be used is
3

brainstorming, in this kind of approach team leader of senior members of team use this technique
to identify various ways which can be used by them to bring efficiency. Under this technique,
though process and experiences are used to come up with effective ideas. Another approach for
developing effective team working is team building activities. Under this type of approach,
senior team members develop exercises which can help in building and strong team. Main aim of
these activities is to build trust between all members of group so that confidence can be acquired.
These activities can includes group tasks, attaining feedbacks, encouraging staff and volunteers
and many more (Johnson, 2013).
TASK3
3.1 Explaining ways of monitoring performance of individuals working in health care
Health and social care is an industry which deals with heath of individuals. All the staff
members mainly volunteers are not usually trianed professionals due to which it is important for
an organisation to monitor performances of their human resource. There are various ways by
which performances of personnel can be monitored. Performance appraisal is the most effective
technique by which performance of any employee can be reviewed. Tools of this technique such
as 360 degree appraisal in which overall performance is analysed or benchmarking in which
standards for performances are set are used. These tools and techniques helps to ascertain current
performances of employees and even the assists in identifying measures which can be used to
enhance these performances (Ruiz-de-Arbulo-Lopez, Fortuny-Santos and Cuatrecasas-Arbós,
2013).
3.2 Assessing how individual training and development needs can be identified
Training and development together is a concept refers to the training which should be
provided to employees of an organisation in order to ensure their overall development. It is
important for a HSC organisation to identify and fulfil training and development needs of their
staff members. There are various techniques by which these needs can be identified. It is
considered that there are three kinds of training and development needs which are organisation
related needs, work related needs and task related needs. Techniques for identification are based
on these needs only. Under organisation related needs technique, overall goal of entity is
identified and analysed whether or not employees has enough skills to fulfill those goals. In task
4

related aspect, skills required for performing a specific task is identified in order to ascertain is
employees posses these skills or not (Schaltegger and Csutora, 2012).
3.3 Analysing various strategies for promoting the continuing development of individuals
Individuals in heath and social care workplace are referred to staff members which are in
requirement to be developed. There are various strategies which can be used to promote
continuous development of these individuals. Feedback is considered as the most effective
strategy to develop personnel involved in HSC. Feedback is a technique by which organisation
can ascertain thoughts and issues of employees which further be reviewed and can be used as
topics on which training must be provided. Another important strategy is shadowing. In this
technique, a superior is allotted to shadow or monitor all the work performed by an individual in
order to check their performance so that development decisions can be take. Training and
development is also a strategy which helps in providing reliable training to employees which
assists in their continuous development.
TASK4
4.1 Explaining theories of leadership in health and social care workplace
Heath and social workplace is a structure which highly requires effective team work of
personnel. In order to achieve that, it is important to apply leadership theories in these entities.
There are two of these theories which are considered to be effective for HSC. First theory is
Delegating leadership theory, in this theory team leader delegates or allots all the responsibilities
to employees in order to ensure their development. Under this, employees can only acquire little
support and guidance from their leader. All requirements of employees are fulfilled by leader.
Even after delegating the responsibilities, leader is still answerable and accountable for the acts
of their team members. Another theory which is considered as reliable in HSC is trait theory. In
this type of theory, leader identifies traits or features of all their team members in order to
ascertain their personality and attitudes. By identifying traits, responsibilities and authorities can
easily be allotted to individuals (Windolph, and Moeller, 2012).
4.2 Analysing how working relationships can be managed
Personnel of any industry or organisation requires an understanding with other
individuals so that their working relationships can be maintained. Effective relationships between
employees helps in enhancing productivity. There are various ways by which these working
5

relationships can be managed. Building trust is one of the best techniques for improving
personnel relationship, by developing trust working together becomes easy and it also facilitates
team work. Another technique is equality. In current scenario, most of the conflicts occur due to
favourism. If all employees are treated equally with same appreciation and appraisal then issues
can be minimised and interpersonal relationships can be enhanced. Considering opinions of all
employees is also a technique which enables employer to gain trust of employees. This way
superiors can also be assisted in having various opinions about organisational development and
management (Amidu, Effah and Abor, 2011).
4.3 Reflecting how development is influenced by management approaches
During my working period in a health and social care organisation there were various
approaches used by my supervisors which helped me to develop my overall skills and
personality. Brainstorming is a approach which was used by them and using this various
exercises were identified which helped me in improving relationships with my colleagues.
Training is the most important approach as with the help of this, various skills were possessed by
me. Apart from these approaches, motivational techniques such as equity and performance
appraisal encouraged my soul to perform better for our organisation. In my opinion these tools
and approaches helped me a lot to gain skills which were necessary for fulfilling organisational
and task requirements. My own personal development has also been positively affected as ample
of knowledge and skills were acquired at the time of training sessions (JOSHI and et. al, 2011).
CONCLUSION
From the above project report it can be concluded that managing and maintaining human
resource in health and social care organisations is a crucial task to perform as it is important for
these type of personnel to have reliable skills and knowledge to help individuals who require
medical attention. Various techniques and approaches identified such as brainstorming and
performance appraisal which observed to be beneficial for employees and their overall
development. By developing above report it has been analysed that performance of employees
must be up to date due to which it is important to evaluate it with certain mentioned tools.
6

REFERENCES
Books and Journal:
Amidu, M., Effah, J. and Abor, J., 2011. E-HRM practices among small and medium enterprises
in Ghana. Journal of Management Policy and Practice. 12(4). pp.146-155.
Johnson, H. T., 2013. A New Approach to Management of Hrm History (RLE Accounting).
Routledge.
JOSHI, P. L., and et. al., 2011. Diffusion of human resource practices in gulf cooperation council
countries. Accounting Perspectives. 10(1). pp.23-53.
Klychova, G. S., Faskhutdinova, М. S. and Sadrieva, E.R., 2014. Budget efficiency for cost
control purposes in management accounting system. Mediterranean journal of social
sciences. 5(24). p.79.
Ruiz-de-Arbulo-Lopez, P., Fortuny-Santos, J. and Cuatrecasas-Arbós, L., 2013. Lean
manufacturing: costing the value stream. Industrial Management & Data
Systems. 113(5). pp.647-668.
Schaltegger, S. and Csutora, M., 2012. Carbon accounting for sustainability and management.
Status quo and challenges. Journal of Cleaner Production. 36. pp.1-16.
Windolph, M. and Moeller, K., 2012. Open-book accounting: Reason for failure of inter-firm
cooperation?. Management Accounting Research. 23(1). pp.47-60.
7