Managing Human Resources in Health and Social Care: Report Analysis

This report analyzes human resource management (HRM) practices within the health and social care sector, using St. Margaret's Nursing Home as a case study. It explores the factors crucial for effective recruitment planning, including objectives, skill assessment, and financial implications, while also examining the legal context of recruitment policies and procedures. The report evaluates different approaches to assure the selection of best individuals, and recommends improvements for the nursing home. Furthermore, it delves into theories of group interaction, particularly Tuckman's Teamwork Theory, in the context of team dynamics within health and social care settings. The analysis includes an evaluation of how staff at different levels promote and develop effective teamwork. The report also provides insights into ways of monitoring individual performance, assessing training needs, and promoting continuous development. Finally, it examines leadership theories applied to the workplace and evaluates working relationships and the influence of management approaches.

MANAGING HUMAN RESOURCES IN HEALTH AND SOCIAL
CARE

Table of Contents
Introduction......................................................................................................................................3
Part 1................................................................................................................................................3
a) Task 1..........................................................................................................................................3
Factors required to be considered for planning recruitment of individual at St-Margaret’s Nursing
Home (1.1).......................................................................................................................................3
Analysing the change in policies, procedures of recruitment of St-Margaret’s Nursing Home for
their legal context (1.2)....................................................................................................................5
Different approaches used to assure the selection of best individuals and further
recommendations for St-Margaret’s Nursing Home (1.3)...............................................................5
b) Task 2..........................................................................................................................................6
Theories related to group interaction in context of types of teams that work in health and social
care (2.1)..........................................................................................................................................6
Evaluating approaches utilised by staff at different levels to promote and develop effective team
working at St-Margaret’s Nursing Home (2.2)................................................................................7
Part 2................................................................................................................................................8
a) VIVA Presentation Task 3...........................................................................................................8
Executive Summary.........................................................................................................................8
Ways for monitoring performance of individuals working in health and social care (3.1).............9
Assessment of the development and training of individual’s need at St-Margaret’s Nursing Home
(3.2)................................................................................................................................................10
Different strategies for promoting the continuous development of individuals in health and social
care workplace (3.3)......................................................................................................................10
b) Poster Presentation Task 4........................................................................................................11
Theories of leadership applied to health and social care workplace (4.1)216...............................11
Analysing working relationships managed by St-Margaret’s Nursing Home (4.2)......................11
Evaluating own development influenced by management approaches encountered (4.3)............11
Conclusion.......................................................................................................................................1
References........................................................................................................................................2

Introduction
St. Margaret’s home is health and social care organisation with issues related to the
dissatisfaction of the workers, care givers that consequences to the improper delivery of
service leading to dissatisfaction in the customers as well. The improper management of
human resource in health and social care sector may result for unsatisfactory care service
to people (Aiken et al. 2017). In the following discussion, the information has been collected
in context of the St-Margaret’s Nursing Home in order to develop the human resources
management among the individuals being recruited to the firm. In addition to the above,
attempts are also made for evaluating the effectiveness of different theories of leadership
and team working to get applied by the HR manager of the nursing home.
Part 1
a) Task 1
Factors required to be considered for planning recruitment of individual at St-Margaret’s
Nursing Home (1.1)
As suggested by Funk (2016), in a health and social care organisation, the process of recruitment
plays a vital role for the proper functioning of the care home as a whole. Therefore, it is an
important factor to be considered from the initial stage of recruitment of an individual in a health
care sector. As per the case provided for the St-Margaret’s Nursing Home the factors that must
be considered for planning recruitment of an individual deals with the following requirements:
1. Objectives for assessing recruitment, that is to focus on the target set by the nursing home.
As for instances, in case of St-Margaret’s Nursing Home increase in staff retention is required
and thus calls for the need of recruitment (Phillips et al. 2017).
2. Nursing home must clear their understanding related to the skills, education, competence and
experience level of the individual before recruiting.
3. Availability of the existing workers are further noted.
In order to limit the number of recruitment made for new individuals, the existing workers of the
nursing home must be noted.
4. Financial implications associated with training of individuals are decided.
5. Relocation incentives and remuneration to encourage the skilled workers are planned.

Figure 1: Planning Recruitment in St-Margaret’s Nursing Home
(Source: Created by Self)
Therefore, from the above-mentioned factors relating the case scenario of St-Margaret’s Nursing
Home, recruitment planning for an individual can be further adapted. The recruitment made for
new individuals in the workforce of St-Margaret’s Nursing Home is done in order to increase
their staff retention. However, once the above set decisions are made by the nursing home, the
next fact to be considered by the HR manager of the nursing homes is to consider relating
components that are capable of attracting the right candidates for the available job roles
Stmargaretshythe.com 2017). As indicated by Cavlovich (2016), in order to recruit the right
candidate or the job role, an organisation must make advertisements for the requirements of the
vacancies and their further specifications. However, in case of St-Margaret’s Nursing Home, the

Managers are further required to advertise the jobs in their local areas in terms of local
newspapers along with the local Job Centre.
Analysing the change in policies, procedures of recruitment of St-Margaret’s Nursing
Home for their legal context (1.2)
The legislative framework is defined as the guidelines that have been established si that the
concerned activities in relation the legislative principles are produced in that format only
(Resnick et al. 2016). As opined by Hawranik and Pangman (2016), the policies and procedures
of recruitments tend to highlight the norms and guidelines that must be followed by an
organisation. As for instance, the Employment Rights Act 1996, The Race Relations Act 2000,
the Equality Act 2010 are followed with respect to the authentic way of employment strategy
that must be followed for avoiding any kind of major issues (Stmargaretshythe.com 2017). Care
Quality Commission that further focus on the quality generation of the care services delivered to
the service users of the firm. The CQC attempt for the health and social care services that are
provided to the service users with an effective compassionate and safe care (Cqc.org.uk 2017).
Therefore, the collaboration of St-Margaret’s Nursing Home with CQC results for the developed
quality of services and policies related to the process of recruitments. As the nursing home lacks
in terms of poor working conditions, negative atmosphere from a management, low pay,
inflexible contracts, recruitment based on favouritism and such others made the HRM
management to answer both the service users and providers for the employment flexibility. Thus,
the requirement of CQC is mandatory in order to take care of the quality that is served to the
service users of the nursing home.
Different approaches used to assure the selection of best individuals and further
recommendations for St-Margaret’s Nursing Home (1.3)
The process of selection and recruitment of an individual are analysed in order to select the best
out of the rest (Resnick et al. 2016). Therefore, in case of health and social care organisation, the
approaches made for assuring the liable candidate being recruited by the St-Margaret’s Nursing
Home can be analysed with the following activities:
Submission of the application form or CV by the candidates is necessary. Along with reviewing
of the applications and selecting candidates that display the required skills and knowledge by the

job is required. This continues with inviting the selected candidates for a face to face interview
session that may either be carried out by an individual or selection board. There are questions
being asked to candidates individually, and are graded as per their answers. In addition the
candidates with the highest score are offered with the job (Stmargaretshythe.com 2017).
In addition to the made discussion, there are certain recommendations suggested for the St-
Margaret’s Nursing Home in order to recruit the qualified individual within their firm. As the
organisation deals with the nursing services it can further be suggested that the approaches made
for recruitment must comprise of the practice interview assessed by the assessment centres as per
the experience availed by the concerned candidate for providing care services to the service
users. The nursing home can further implement group exercises, behavioural tests, one-to-one
role-play, capability questions and such other activities to reach out to the most qualified
candidates among the others. As a result of the above tests, the HR manager of the St-Margaret’s
Nursing Home, can observe the performances that would be actually catered after the concerned
individual is recruited for the respected job role.
b) Task 2
Theories related to group interaction in context of types of teams that work in health and
social care (2.1)
A group is a collection of individuals with individual effort but operate with coordination. A
team is a group of people share a common belief for a purpose that is required for a particular
purpose. In an organisation, the teamwork of employees has been considered as an effective
strategy that unites the overall firm towards a single objective (Zeiss 2016). However, the theory
marked in terms of Tuckman’s Teamwork assures the quality assurance of the teamwork led by a
team or group within an organisation. Similarly, in case of St-Margaret’s Nursing Home, the
need for a teamwork theory is essentials so as to develop the performances of the care workers,
in term of their commitment and level of satisfaction required for working as a team. The issues
that were prevalent within the organisational workplace include the following:
 High rate of employee turnover
 Low standards of payment
 Poor workplace conditions
 Challenges in healthy and safety of the employees
 Long tiring hours of work with no incentives
 Lack of performance appraisal
 Inadequate salaries

 Very rigid contracts that is fixed
 Inequality in the process of recruitment
 improper flow of communication (Stmargaretshythe.com 2017).
 Lack of coordination Remember no bullet points!
Therefore, in order to mitigate the above faced issues related to the teamwork of the nursing
home, the application of Tuckman’s Teamwork Theory is well suggested.
Figure 1: Tuckman’s Teamwork Theory
(Source: Zeiss 2016)
As marked by Poston et al. (2017), there are four steps in the Tuckman’s Theory named
Forming, Storming, Norming and Performing. The Forming stage makes the individual learn out
the availed challenges and opportunities being faced by them. Storming identifies the solutions
for the faced issues and may result to create conflict within the team by expectations each of the
ideas to get referred by the manager. Norming step collaborates each of the teammates to agree
on a particular solution to be applied for the faced issues. The final step deals with performing
stage, that observes the cooperation, support and full understanding of each other employees,
result to work as a single unit. Thus, the above theory if applied by the St-Margaret’s Nursing
Home may lead the firm to build a flexible teamwork.
Evaluating approaches utilised by staff at different levels to promote and develop effective
team working at St-Margaret’s Nursing Home (2.2)

In a health and social care setting, the presences of formal and informal teams are observed as
each dealing with their specific objectives. As stated by Brewer et al. (2017), there are different
approaches made in a health and social care sector for developing an effective team working.
Therefore, by linking the case of St-Margaret’s Nursing Home, the approaches made in context
of team exercises, brainstorming and such others are identified to be applied. The team leader
and manager of the nursing home are responsible for managing the different approaches made
for developing the teamwork. However, as commented by Lee and Hudson (2017), the
attainment of an effective teamwork can be made by assuring the generation of solutions
suggestions from the recruited employees of the firm. In case of the St-Margaret’s Nursing
Home, there are relevant recruitment planning and selection approaches utilised for an effective
team working. The healthcare professionals are always responsible for the quality efforts made in
context of an effective teamwork so that the care services delivered to the services uses are safe
and effective to minimise their health issues.
Conclusion
From the above made discussion, it can be concluded that the management of human resource in
a health and social care setting is essential in order to deliver quality care service to the service
users and their family members. Moreover, the information collected are in context of the St-
Margaret’s Nursing Home that further faced major issues for the inflexible team working spirit
that was initially catered by the HRM manager. However, the application of Tuckman’s Theory
for developing the team working is made in terms of the selected nursing home. The leadership
theory is further discussed in order to analyse the management of working relationship within the
workplace of St-Margaret’s Nursing Home.
Part 2
a) VIVA Presentation Task 3
Ways for monitoring performance of individuals working in health and social care (3.1)
The monitoring process of performance delivered by an individual working in health and social
care deals with different activities. As stated by Berwick et al. (2017), the monitoring process of
performance may comprise of the activities such as the identification of existing level of
performance. Moreover, by identifying the improvements made by each of the employees an

organisation can track the areas that still require development. It must be noted that the
improvement of the performance of a service provider can be monitored by the positive feedback
availed from the service users and their family members. In the workforce of St-Margaret’s
Nursing Home, the service providers appointed by the nursing home if observed to work in
collaboration, the results thus obtained are always of a high quality and affects the health of the
service users in short time. There are other ways for monitoring the performance of individuals
working in team as to link the aims and objectives of the nursing home with the activities to be
delivered by the individual service provider of the firm. However, the adaptation of performance
appraisal has been further marked as most frequently applied tool to measure the performance
delivered by an individual.
Assessment of the development and training of individual’s need at St-Margaret’s Nursing
Home (3.2)
As discussed in the above made discussion, the assessment made in terms of training and
development of an individual’s need in a health and social care organisation can be evaluated in
terms of their performance appraisal. However, as commented by Pedi goet al. (2016), the tool
marked for measuring the development and training of an individual's need subjects for the
utilisation of performance appraisal. In the workplace of St-Margaret’s Nursing Home, the
application of performance appraisal tool can also subjects highlight the weaknesses during the
development of training needs for the service providers? On the other hand, an individual that
fails to achieve their target objectives for the care tests of the service users also avails the firm
with the adaptation of prominent training for working in such nursing homes. Another way to
assess the training and development of an individual marks for the Continued Professional
Development (CPD). CPD has been defined as the collaboration of different formal courses,
workshop practise, attendance at conferences and other to enhance the career and its further
impression of the individual. Therefore, as the faced issues in the St-Margaret’s Nursing Home,
the assessment of the development and training can be attained well with the implementation of
performance appraisal and the CPD process (Stmargaretshythe.com 2017).
Different strategies for promoting the continuous development of individuals in health and
social care workplace (3.3)
There are different strategies that can be applied for the promotion of development for an
individual within a health and social care workplace. The promotion of continuing development

can be achieved in activities that fluctuate from one healthcare to the other. The St-Margaret’s
Nursing Home follows below mentioned strategies:
 Application of performance feedback from service users and their family members
 Provision of incentives packages to the service providers and other employees of the
nursing home must be made.
 Incentives are provided in terms of salary, training or bonus rewards
 Appraisal made for their delivered performance
 Rewarding the efforts of service providers
Therefore, from the application of above-mentioned strategies, the St-Margaret’s Nursing Home
in terms of their employees and their management tends to develop the growth of their
employees. Moreover, the services that are delivered by the service providers should enhance the
health of the service users. However, there are issues that were faced by the nursing home in
context of their team working.
b) Poster Presentation Task 4
Theories of leadership applied to health and social care workplace (4.1)
There are multiple theories that can yield expected results in terms of managing the human
resources in the health and social care organisations. However, the most relevant one is the
motivational theory of management. This is relevant because, it is important to keep the
employees motivating who handle the distressed patients. The demands of the customers and the
patients are fulfilled by the employees so as to ensure the satisfaction of the patients. The safety
of the patients is also dependent on the provided service of the employees. Therefore, it is very
important to keep the employees dissatisfied and motivated in order to make get the best
performance of the employees. Moreover, in this type of workplace, the employees need involve
a little personally so as to give the services, which can be given by the employees only if they are
motivated. The responsibility of motivating them is dependent on the managers of the HRM
department of the organisation. This is where the managers need to employ the motivational
theory. As per the theory, the ways t motivates them is to appreciate their work, salary structure
and performance appraisal that are mentioned above. The feedback of the employees must be
entertained as well in order to sort out their grievances as well (Olufsenet al. 2015).
Analysing working relationships managed by St-Margaret’s Nursing Home (4.2)

The organisation St. Margaret’s Nursing Home is well aware of the importance of keeping the
employees satisfied and building relationship with them. The working relationship within the
workplace of this organisation is highly managed by the organisation. This is evident from the
infra structure that is provided to the employees right from the pay scale to the availability of the
resources that are required for the execution of the organisational activities related to the social
and health care. The performance appraisal is highly appreciable which is going to motivate the
employees and create an atmosphere of the healthy competition. This in return gives the
organisation high level of performance (Olufsen et al. 2015). A working relationship that
prevails within this firm is that of positive and productive, because the approaches that are
provided to the staffs for utilisation are very supportive. The career development opportunity of
the employees is also initiated by the organisation that establishes the working relationship is
established. Furthermore, the improved skills of the employees enhance the quality of the
services of the organisation to the consumers.
Evaluating own development influenced by management approaches encountered (4.3)
The approaches that are inculcated by the organisation are developmental for the employees are
appreciable as the management of the human resource in the health and social care organisation
is highly crucial for the delivery of the services in a more effective way. The health and safety of
the patients and care takers are the responsibility of the organisation which is taken care of by the
employees. Therefore, the safety of the employees is also necessary which the organisation has
highly prioritised. The approaches to the Safety and the Health of the employees are well
managed by the management of the organisations.

heories of leadership applied to health and social care workplace (4.1)
Analysing working relationships managed by St-Margaret’s Nursing Home (4.2)
Analysing working relationships managed by St-Margaret’s Nursing Home (4.2)
LEADERSHIP AND MANAGEMENT APPLIED TO HEALTH AND SOCIAL
CARE WORKPLACE
Theories of leadership applied to health and social care workplace (4.1)
There are multiple theories that can yield expected results in terms of
managing the human resources in the health and social care organisations.
However the most relevant one is the motivational theory of management.
This is relevant because, it is important to keep the employees motivating
who handle the distressed patients. The demands of the customers and the
patients are fulfilled by the employees so as to ensure the satisfaction of the
patients. The safety of the patients is also dependent on the provided service
of the employees. Therefore, it is very important to keep the employees
dissatisfied and motivated in order to make get the best performance of the
employees.
Analysing working relationships managed
by St-Margaret’s Nursing Home (4.2)
The organisation St. Margaret’s Nursing
Home is well aware of the importance of
keeping the employees satisfied and building
relationship with them. The working
relationship within the workplace of this
organisation is highly managed by the
organisation. This is evident from the infra
structure that is provided to the employees
right from the pay scale to the availability of
the resources that are required for the
execution of the organisational activities
related to the social and health care. The
performance appraisal is highly appreciable
which is going to motivate the employees and
create an atmosphere of the healthy
competition.
Theories of leadership applied to health and social care
workplace (4.1)
Moreover, in this type of workplace, the employees need to be
involved a little more personally so that they give the right
services, which can be given by the employees only if they are
motivated. The responsibility of motivating them is dependent
on the managers of the HRM department of the organisation.
This is where the managers need to employ the motivational
theory. As per the theory, the ways t motivate them is to
appreciate their work, salary structure and performance
appraisal that are mentioned above. The feedback of the
employees must be entertained as well in order to sort out their
grievances as well (Olafsen et al. 2015).
Evaluating own development influenced by management approaches
encountered (4.3)
The approaches that are inculcated by the organisation are developmental for
the employees are appreciable as the management of the human resource in the
health and social care organisation is highly crucial for the delivery of the
services in a more effective way. The health and safety of the patients and care
takers are the responsible of the organisation which is taken care of by the
employees. Therefore, the safety of the employees is also necessary which the
organisation has highly prioritised. The approaches to the Safety and the Health
of the employees are well managed by the management of the organisations. For
example, as a carer I have been more motivated to improve my skills at my
work, as I have studied more management approaches. In my first encounter at
my work, I always thought to do everything for my clients, but I have now
learnt to help them reach their potential abilities in helping themselves, with the
motivation theory.
Analysing working relationships managed by
St-Margaret’s Nursing Home (4.2)
This in return gives the organisation high level of
performance (Olafsen et al. 2015). A working
relationship that prevails within this firm is that of
positive and productive, because the approaches
that are provided to the staffs for utilisation are
very supportive. The career development
opportunity of the employees is also initiated by
the organisation that establishes the working
relationship is established. Furthermore, the
improved skills of the employees enhance the