Report on Human Resource Management in Health and Social Care

This report delves into the multifaceted aspects of human resource management within the health and social care sector, using the British Red Cross as a case study. It begins by examining recruitment strategies, considering both internal and external sources, and emphasizing the importance of legislative frameworks like the Equity Act 2010, GDPR 2018, and Health and Safety Act 1974. The report then explores theories of team interaction, such as Tuckman's model, and evaluates approaches to effective team building. Performance monitoring methods, including 360-degree evaluations, and strategies for identifying and addressing individual training needs are discussed. Finally, the report analyzes leadership theories applicable to the health and social care workplace and considers the management of working relationships and individual development influenced by management approaches. The report covers the entire recruitment process from advertisement to IQ tests, and the different stages of team development, and the different ways to monitor the performance of individuals working in health and social care.

Managing Human Resources in
Health and Social Care

Table of Contents
TASK 1.................................................................................................................................................3
1.a factor to be considered when planning the recruitment of individuals to work in health and
social care........................................................................................................................................3
1.b legislative and policy frameworks in the U.K. influence the selection, recruitment and
employment of individuals..............................................................................................................4
1.c Different approaches that may be used to ensure the selection of the best individuals for work
in health and social care...................................................................................................................5
TASK 2.................................................................................................................................................5
2.a An explanation of the theories of how individuals interact in groups in relation to the types of
teams that work in health and social care........................................................................................5
2.b An evaluation of the approaches that may be used to develop effective team working in
health and social care.......................................................................................................................6
TASK 3.................................................................................................................................................7
3.a The ways in which the performance of individuals working in health and social care can be
monitored.........................................................................................................................................7
3.b An assessment of how individual training and development needs can be identified...............7
3.c Different strategies for promoting the continuing development of individuals in the health
and social care workplace ...............................................................................................................8
TASK 4.................................................................................................................................................9
4.a Theories of leadership that apply to the health and social care workplace...............................9
4.b An analysis of how working relationships may be managed...................................................10
4.c An evaluation of how your own development has been influenced by management
approaches encountered in your experience..................................................................................10
CONCLUSION..................................................................................................................................10
REFERENCES...................................................................................................................................11

INTRODUCTION
Human resource management is an approach to management of an organisational so the
employees will make the organisation profitable and take it in competitive advantage. Main work of
human resource management is recruitment and selection. British red cross which was founded in
1870, incorporate by royal charter. This organisation focuses on humanitarian aid. They run with
understand international humanity law. British red cross provides emergency services to people of
UK, help them to come over from disaster. This report will include process of recruitment in the
organisation. strategies for effective team building, understand system for monitoring and
promoting an individual, different approaches for managing people in health and social care etc.
TASK 1
1.a factor to be considered when planning the recruitment of individuals to work in health and
social care
British red cross is an organisation which relates to the health and social care in United
Kingdom. It was established in 1870 and this organisation gives their facilities to the emergency
patients who are come from any emergency situation like flood, disaster. It considers all humanity
rules and incorporate by royal charter.
Recruitment and selection process in British red cross considered both internal and external
process.
Internal sources- This applies in British red cross when there is a few vacancies and they need
experienced candidate for that particular post so they prefer to take employees who already working
with them. Internal source include promotion, transfer and demotion. There is some advantage of
internal recruitment like decrease in errors, promotes loyalty, self development(Reich and et.al.,
2016).
External sources- This method applied in the British reed cross when existing employees are not
suitable for that job and they want new people for their particular post. External recruitment through
advertisement, references, approaches, emails etc. There is some advantage of external source
requirement and they are availability of new persons, persons with new idea, experienced
candidates not required much training.
A human resource person have to understand employees and their wants. They have to know
about the needs of the employees and their satisfaction level. Every employee who works with an
organisation want incentives for their work because incentives is the thing which motivate the

employee to high performance of work. Motivation needed to every employee for good work
environment and it makes an opportunity to employee engagement and engaged employee with
high performance of work will make the organisation competitive advantage.
1.b legislative and policy frameworks in the U.K. influence the selection, recruitment and
employment of individuals
Legislation
Equity act 2010 - It is the act of United Government which was released on 1 October 2010. This
act is made for equality in humans. Every person who come for recruitment, treated equally and not
judge by the basis of age, gender, disability, pregnancy and sex. The equity act protects that persons
who rejected on the above bases. It is called safety and protection act for the employees and persons
because they have human rights regarding it.
General data protection regulation 2018 - This act replaced the data protection act. This act
agreed by UK government on April 2016. This act considers data protection and privacy statement
of European employees. It is made by European parliament and council. This act provides data
security to every employee. Protection for data transferring from one place to another place or
country.
Health and safety act 1974 - The health and safety act regulated by UK government in 1974. This
act provides safety and security to the workers who are working within the organisation. Objectives
of this act are- security and safety of the employees on the workplace, Protecting all the persons
both workers and other persons. It is duty off the employees to maintain the plants up to date so that
risk decreases.
Employment and labour law 2018- This law regulate the relation between employee and labour.
This law describes the rights of labour according to their salary and minim wages. An organisation
has to take care of their employees and workers on the salary and wages basis because this thing
gives them security and satisfaction(Rakodi, 2014).
Recruitment and selection process of British red cross- Recruitment and selection process is
same everywhere. For applying the job in red cross at first have to search on UK jobs and find the
perfect role with having interest and after that filling the online application form. After that they
check out the background of the person and also check criminal conviction and medical check up in
which observed about disability and other problems and then they are welcomed for interview. it is
the selection process of red cross(Economou and et.al., 2015).

1.c Different approaches that may be used to ensure the selection of the best individuals for work in
health and social care
Advertisements - British red cross used to advertisement for recruitment process because it
is the best way to find the best persons from different places. Candidate who are interested in this
job can apply for the job.
online questionnaires- Candidate who want to do this particular job, have to fill online
form and in it some questionnaires about name, place, address, and many more things and after
filling they have to submit it on the portal.
Aptitude test - Candidates after filling questionnaires have to give the aptitude test in which
candidate has to answer some basic questions with mental ability, reasoning, grammar and maths.
short listing procedure- There are criteria for passing with minimum marks and the
candidates who clear the aptitude test, welcomed for the next round.
Interview- After clearing the aptitude test the candidate approaches for interview round and
there they have to give face to face interview with their ability and skills.
Tests in assessment centre - This includes test of candidates on behalf of their behaviour,
psychological test, interview and job related simulations.
interview. It involves exercises like
Role plays, group exercises - After the assessment test candidates have to do some fun
activities which relates to job they have to play role of manager, worker, any other employee and
doctor, patient relations etc. After that move towards the group discussion process in which they
find topic to communicate.
IQ test- Human resource management of British red cross take an IQ test of the selected
candidates in which they ask question about their field, skills and some logical questions from
which they know about the decision taking capability of the candidate.
TASK 2
2.a An explanation of the theories of how individuals interact in groups in relation to the types of
teams that work in health and social care
Tuckman team development model - Tuckman gave the model of team development which
including factors like forming, norming, storming, performing, adjourning.
Forming- In this stage people don't know about their task, objectives and goals. They highly

dependent on their leader. Individuals don't know about their responsibilities so team leaders avail
every time for answer their questions. Leaders direct every member of the team to understand their
satisfaction level. To develop the team it is necessary to focused by the team leader and trust on
them.
Storming- In this stage the team members are too close and they can trust on other members. They
talk about their results and also can give their opinions regarding the result. But they hesitate to tell
about their opinion because of fear of losing something. Team develops when the team members
feel comfort with the other members. Team needs to focus on their goal instead of focusing on the
other members.
Norming- In this stage the team start to believe on the other members and know about their rules
and responsibility to the organisation and this thing increase the efficiency of the team and
efficiency also affects on the profitability in increasing manner. The team develops its identity in the
organisation.
Performing- In this stage every worker of the team works with the team management and focuses
on the team development. The cooperation level of team is good and relations has become enough
good. Team is capable to move toward the critical decision making with their strength.
Adjourning- In this stage the team members have more experience and they solve any problem
with decision making process. Team members are ready to go to the individuals group.
2.b An evaluation of the approaches that may be used to develop effective team working in health
and social care
There are five steps to build effective team in health and social care.
Establish leadership- To developing the effective team in the British red cross at first have
to establish leadership. Leadership always affect the organisation and their employees. Leader has
to develop good relations with the employees. Manager can not attain everyone problem sop
employee's have to built capability of leadership with transparency in the organisation.
Establish relationship with each employee's- It is responsibility of the leader to
understand each employee and know about their needs and wants and satisfaction level. They have
to try to involve the employees in the decision making process if possible. To built an effective team
it has to be done that manager gives the project to everyone in open ended and tell them to solve the
problem. This thing develops the skills.
Build relationship between employees- At once team start to trust on each other and
cooperate with each other than it has to leave upon team that how they collaborate with each other

in the decision making process and observe their behaviour with the other members. This thing give
courage to the employees and help them for future plan of red cross.
Foster teamwork- Effective team building needs effective communication between
employees and superior and if they are in good communication than they will work fast with their
efficiency and it is possible that foster teamwork will take competitive advantage(Butler and
Wilson, 2015).
Set ground rules for them- After team building it has to set the rules for the team. let them
know about their responsibilities and objectives which have to achieve by them for future goal. It
makes an effective team in social and healthcare.
TASK 3
3.a The ways in which the performance of individuals working in health and social care can be
monitored
There are different ways to measure the performance of an individual in health and social care, they
are following-
Performing a 360 degree evaluation- It is the technique to measure an individual on all basis. An
employee can use self appraisal method in which they know about their strength and weakness and
this the opportunity for them. Other method is collect feedback from others, and employee observed
by other employees and team leader so management team take feedback from them to know about
their quality. Other one is evaluation by supervisor in which they know about the employee very
much because they evaluate them at every moment. It is limitation of 360 degree evaluation that
feedback totally depends on the personal relationship.
Qualitative and quantitative approach- Every department have their personal quantitative
measurement and in this the measurement bases production rate, production time, cost and error
rate. They can also use qualitative approach for employee measurement and measured by the quality
of work, employee relationships,
Time management- In this method employee performance measured by the time in which they
complete the task, their time if work, absenteeism, present etc. In British red cross the performance
of employees measured by these types.
3.b An assessment of how individual training and development needs can be identified
Clarify learning objectives and outcome- At first an organisation has to clarify its

objectives and focuses on individual and they can know about the reviews of an individual. They
can know about the strength and weakness of the employees and after that create a plan for their
learning process.
Determine the necessary skills and knowledge- British red cross can understand their
employees and also understood their needs and wants. They can know about it after giving them a
task and measure that in which time that task has completed and which skills and knowledge
required for that particular task so from this they understand about the employees work and easily
determine the needs and wants of the employees.
Identify performance behaviour- In this identify the performance of the employees and
their behaviour regarding the work and in the organisation because health care is the sector where
an employee relationship with clients make a main role. Identify their performance through
feedback method, through observation and survey and evaluation. From that an organisation
understand about the needs for training of the employee.
Performance related to organisation goal- Some job roles directly affected the
organisations in profitability and turnover so focus on that work and that employee. For example a
marketing person leads role to market the organisation and making customer and customer making
effect the organisations' performance. Other thing is employee satisfaction which is more important
to any other job. so these things measures the need of training in the organisation(Barak, 2016).
3.c Different strategies for promoting the continuing development of individuals in the health and
social care workplace
There are different strategies to promoting an individual in health and social care. From
these strategies an individual can perform better in the organisation and help other employees in
their work with efficiency. They are following-
Communication - In the field of health and social care communication is very important because
there is work of treat the patient like friend because the patients are already survived with an
emergency situation which from they hurt so an employee in the health and social care have to
understand about their problem. Communication skills promotes them to do work as an individual
basis. Communication skills develop an individual for work in organisation(Bratton and Gold,
2017).
Decision making- Decision m akin is the very important process in any organisation and in the

health and social care it is too important because sometimes it ha peens that critical cases' comes
through death of a person and it also happens by mistake of the doctors so that time they need to
take decision on their own basis. So develop decision making capability to promote an employee in
the social and healthcare
Focus on their skills and knowledge- An organisation has to understand the skills and knowledge
of an individual and trained them regarding to their skills and knowledge so that they move towards
the next level and continuous learn about their personal skills. This thigh makes capable to the
person in decision making and efficient use of their skills in the organisation which through both
organisation and individual can promote itself.
TASK 4
4.a Theories of leadership that apply to the health and social care workplace
Behaviour of leadership- This theory says that effective leadership is that in which leader
know what to do rather than compare them to another one. They have to know about the ways from
which they communicate with the employees effectively and motivate their employees and deleting
the tasks. This theory can apply on the healthcare. The leaders mean management of healthcare
have to motivate there employees to do the work with more efficiency and if they approach this
theory they can easily run the organisation (British red cross).
Contingency theory- This theory says that leaders works in the organisation for help the
employees. Organisation are affected by the situation in which any leader involved. This theory
focuses on task requirements that what task given to the employees for make them comfortable with
the organisation. It also focuses on organisational culture and policies. British red cross apply this
theory to the organisation and develop individuals and lenders also to focus on the policies of the
organisation.
Transformational leadership theory- This theory says that managers are only for
innovation and management but leaders are existing for transformation. Leaders bring to new
changes and they motivate the employees for do something new with their extra efforts so the
organisation will catch the opportunity. It can be use on the health and social care for changes
because if leaders bring to take some innovative changes in the organisation then it is good for the
workers as well as patients.

4.b An analysis of how working relationships may be managed
There are many kinds of relationships in the social and healthcare. Relations between
employee and patients, workers and employees, low to upper level relationship, relationship with
outsiders etc(Nelson and Staggers, 2016). For managing the relationship between these all they
have to manage proper communication between them and very important thing is trust(Snell, Morris
and Bohlander, 2015).
To develop the relationships they have to develop trust within the organisations and develop
the relations. Trust development will make opportunity for the employees. Other thing is work with
the team. Team work make good relationships between all of them and if they work in a team than
their ideas and thoughts spread between them and this make good relation between them and build
the trust among all the employees.
For managing the team with proper commination they have to learn more thing about team
development and they also have to help of other employees in their work and give respect to
everyone for take respect because respect is very powerful thing to manage the relationship within
the organisation.
4.c An evaluation of how your own development has been influenced by management approaches
encountered in your experience
Here own development influences by management approaches. Using of skills and ability
make a sense in the organisation because invest in the employees who are already exist in the
organisation is better than invest in new employees. Different approaches from which own
measurement possible with qualitative and quantitative approach and used most of the theories to
develop the organisation as well as develop the individual. different method from which an
employee can be measured itself and from the basis of it an organisation can know about need of
training.
CONCLUSION
From the above study bit has been summarised that recruitment process included external
and internal both factors and this method used by British red cross for recruitment process.
Legislation of equity act in which every employee had their own rights and they could use this all
rights to their benefit. Different ways of measuring performance of the employees from which red

cross develop training and development for them.
REFERENCES
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