Case Study: Oakwood Medical Practice - Performance, CQC & HR

This case study examines Oakwood Medical Practice, focusing on strategies to improve staff performance, address issues raised by the Care Quality Commission (CQC), and enhance HR processes to support staff well-being. The report suggests approaches such as target setting, regular review meetings, and effective communication to boost staff performance. To address CQC concerns, the action plan includes fostering connections for mental health patients, implementing meditation and relaxation techniques, ensuring medication availability, increasing childhood immunization rates through barrier removal and campaigns, and improving cervical screening percentages via pre-appointments, Open Exeter utilization, and awareness campaigns. Furthermore, the study highlights the importance of HR in motivating staff, improving performance strategies, and fostering transparent communication to create a positive working environment and enhance the overall quality of healthcare services provided by Oakwood Medical Practice. Desklib offers more solved assignments and past papers for students.

INDIVIDUAL REPORT CASE STUDY
OAKWOOD MEDICAL PRACTICE

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY ..................................................................................................................................3
An approach for increasing the performance of managing staff.................................................3
Action plan for correcting the raised issues by Care Quality Commission................................5
The HR process which help in staff well being and support their work: ...................................7
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................9

INTRODUCTION
The mental health condition is very serious problems nowadays. The people with mental
condition faces various problems like depression, anxiety, schizophrenia, addictive behaviours
and many more. The patients with mental health conditions needs more and correct medication
and treatments. The Care Quality Commission is the service provider committee in UK. The
main function of Care Quality Commission is regulation of health and social care services. The
commission ensure the safety and quality treatments to the patients in hospitals, ambulances,
dental clinics, care homes etc. The report has described the role of manger of Oakwood Health
Service Practice in betterment of treatments, care and service of doctors and other health
practitioner of Oakwood team. The Oakwood Hospital had established in 1953 after the second
world war. The report is about the increasing the efficiency of the range which is provided by the
health services (Van Zwanenberg and Edwards2018). The report has also includes the action
plan for minimizing the issues which has raised by the Care Quality Commission. The report has
also includes the function of HR for ensuring the well being of staff.
MAIN BODY
An approach for increasing the performance of managing staff
The one option which has chosen by the Practice manager for the performance of
managing staff is target setting and review meetings (Naushad and et. al., 2019). The practice
manager should focus on given below points for increasing the target setting for the better
performance of the staff. The target setting key for performance of staff of Oakwood medical
practice are as follows:
 Regular visit of patients: The practice manger should give the target of each doctors for
regular visit to the patients for improvement of the patients and for providing the better
services to patients. For regular visit of patients the practice manager should increase the
practice hour of doctors as well as expand the patients referral systems. The practice
manger should increase the invests in marketing services (Mickens 2021).
 Preparing of practice: The practice manger should provide the meeting and training of
their new staff by offering them or asking to them which type of medical care practice,
they want to prefer to their patients. The practice manager should start the targeting the
malpractice function of doctors and medical staff for their better performance.

 Setting the goals to fulfil the demands: The practice manger should target the goal of
each and every staff including doctors, physiotherapist, dentist, nurse and other medical
staff for their better performance because goal setting is lucrative way for enhancing the
performance (Beverly and Beverly 2021). The practice manger should guide the medical
health professionals and other staffs to focus on what is important for them. The goal
setting by practice manger should be beneficial for employees performance as well as
business performance (Chavez and Khan 2022).
 Development of effective communication between the teams and individuals: For
better performance of staff the practice manger also focus on good communication
practice because it increase the smoothness in alignment of individual objectives which
help the objectives of business. The practice manger should indulge in interaction with
their whole staff for knowing their needs and feedback. The practice manger should
increase the collaboration and communication tools which is helpful for medical staff.
 Set performance standard: The Practice manger should set the performance standard
which ultimately increase the performance of the staff by creating the smoother
evaluation (Lavelle, D’CruzMohit, 2019). A specific performance standard should set
according to their performing work. The performance standard is based on their previous
work record , for example the standard of surgeon should be set according to their
performance of 10 previous operation records.
 Make the performance plan and develop the training facility: The practice manger
should know the need of training and development needs of their staffs and Oakwood
team. The Oakwood medical practice appoint the staff and medical practitioner who has
efficient knowledge of their field but some department like physiotherapy and cardio
department needs some training due to advancement and discovering of new technology
nowadays. There is need of training to the physiotherapist and health specialist regarding
the handling of machines and equipments (Aliano and Thomson, 2020). The performance
plan includes the personal growth and advancement of the staffs. The performance plan
should include the regular meeting with their staff and ask the requirement of skills and
training. The performance plan should based on also budget planning for each department
and their teams.

 Review meetings with staffs: The Practice manger should develop the level of review
meeting with the doctors, nurses and professional staff because this help in analysing the
past performance and plan effectively for optimising the better performance. The review
meeting with health care professionals and doctors increase their quality of services and
increase the satisfaction of patients and reputation of Oakwood medical practice. The
review also help the staff to understand their personal demands of staff as well (Dattaand
et.al., 2019). The review includes the steps which increase the organisational as well as
personal performance of the health professionals and other medical staff.
Action plan for correcting the raised issues by Care Quality Commission
The issues of health and health care services has described by the Oakwood Health
Service Practice is declination of patients review and unavailability of medicines. The World
Health Organisation has targeted the 95% of childhood immunisation but the immunisation
process is below the 90% as well as the screening process of cervical also below the 80%
according to the targets. The key success factor which help in minimizing the issues raised by
Care Quality Commission are as follows:
 Make connection with others: The practice manager of Oakwood team should ensure
the strong and healthy relationship of mental health patients with others. The practice
manger should ensure that the mental health patients should involved in various function
with the neighbourhood and community (Allanson and Schmeler 2021). The condition of
mental patients should be increased by proper interaction with other people. The
connection with other help the patients to understand the meaning and purpose of their
life.
 Meditation techniques: The meditation technique should be developed as the treatment
for mental health patients. The meditation increase the stress and anxiety of patients and
develop the open attitudes and distraction from the fear and stress.
 Relaxation Techniques: The relaxation technique is very important for the patients of
mental health because it reduce the muscle tension and stress. The practice manager
should ensure the availability of relaxation techniques and technicians specially for the
mental health conditions patients (Ajayi and Owopetu 2022). The practice manger has to
talk with the administration to enhance the relaxation techniques like progressive
relaxation, self hypnosis, deep breathing exercise etc.

The action for reducing the unavailability of medication:
The medication unavailability to the patients of mental issues can be reduce and the role
of practice manager is includes the communication with health care professionals regarding the
list and implement the safety technologies related to the medication (Greene2019). The practice
manger should instruct the administration to conduct the review meeting with patients for
understanding their improvement and problems so that the steps are taken for reducing their
problems in very effective manner.
Action for increasing the childhood immunisation:
The childhood immunisation rate is low as per guidelines of World Health Organisation
and to increase the immunisation level the action should be taken are as follows:
 Removal of practical barriers in immunisation: The immunisation process can
increase by reducing the vaccine stocks and increasing the stock of personal protective
equipments. The role of practice manger is to ensure that the immunisation centre are not
far from the city and vaccination centre has 24 hours of working systems.
 Campaign: There is always some myth and misconception regarding the vaccine so it is
the duty of practice manger to organise the campaign for spreading the positive and
accurate information regarding the vaccines and their benefits to the people. The
information which should be spread to the people is based on practical research and its
global impact.
Key factor for increasing the percentage of cervical screening:
The steps which increase the screening capacity and helpful in the treatments are
described as below:
 Pre appointments: This process is very important in screening process because it reduce
the chance of rush and also ensure the 100% surety of screening. The practice manger
instruct their receptionist that screening should be done according to appointment
number. The pre appointment offer the discussion about the screening concerns.
 Open Exeter: The open Exeter increase the guidance for trainer and mentor and provides
the access for patient data which held on National Health Application and Infrastructure
Services systems. The practice manager should ensure the availability of Open Exeter in
the screening centre of cervical screening because it provides the immediate access for
the laboratory of cervical screening.

 Awareness campaign: The Awareness campaign should be beneficial for increasing the
rate of screening. The practice manager should develop the websites and pages for
awareness which includes the case studies, information, resources etc. The awareness
program should include the reminder letter, postcards and telephonic way to promote the
women for screening programs (Darby, 2021). The awareness program should ensure that
experience should be positive during the screening program which decrease the fear and
embarrassment and increase the rate of screening.
The HR issues for Oakwood
The Oakwood team faces many problems in selection of HR as well as in their proper
training program. The training program of Oakwood medical practice are not accredited by the
Chartered Institute Of Personnel and Development (CIPD). The main function of CIPD is to
award and accredit to the professional human resources as well as set the standard for HR and
training specialist (Saks, 2022). The lack of CIPD do not increase the performance level of HR
and it ultimately it reduce the better quality appointment of health professionals and staffs. The
another HR issues develop in medical practice includes the disorganised meetings, staff
shortages, limited absence policies, unsatisfactory employees performance and lack of HR
management.
The HR process which help in staff well being and support their work:
The HR can play very important role in the staff well being because HR department help
in meeting the needs of organisation as well as provides the organisational structure for meet the
business needs and also mange the life cycle of employees and staffs effectively. The role of HR
which help the staff and focus on their well being are as follows:
 Motivation: The HR increase the efficiency of the staff by motivation, the various
activities have been performed by the staff like meditation program, increase the meeting
program, involvement of discussion which is related to their jobs and issues related to
their works. The motivation power help the staff to increase the quality and work-life
balance (Mumu Tahmid and Azad, 2021).
 Improve strategies for better performance: The HR focus on overall well being of
employees by increasing their motivation power and improving their performance by
providing the pleasant working environment. The HR ensure that the workplace of each
medical staff should be according to their work and it should be customised, clean and

comfortable. The HR should encourage the creativity by providing the positive feedback
and work related commitments. It provides the happiness and decrease the mental stress
related to work and increase the efficiency level of performance (Andrei, Panait, and
Voica, 2018).
 Transparent and open communication: The HR should talk to their staffs in very
transparent and open way because it reduce the fear of staff regarding any issues. The
open talk or discussion decrease the anxiety, frustration and problems of staffs and it
ultimately increase the well being of the staffs (Boyd and et. al., 2018). The transparent
communication is also helpful in decreasing the negative impact on the organisation.
CONCLUSION
As per above report the Oakwood medical practice is the organisation which work in
health and social care of the people. The report has focused on the case study which included the
poor practice and lack of availability of medication for the people having mental health
problems. The report has focused the role of practice manger of Oakwood Team for enhancing
the development in area of mental health practice as well as in increasing the level of
immunisation practice and cervical screening practice. Furthermore, the report has also focused
in HR issues and their poor training quality due to lack of unavailability of accreditation by
CIPD. The report has also discuss the role of HR in well being of staff which include the
training, activity, motivation and many more process.

REFERENCES
Books and Journals
Ajayi, M.A. and Owopetu, C.A., 2022. Knowledge of Cervical Cancer Prevention and Screening
Uptake Among Female Non-Health Care Providers in Two Selected General Hospitals
in Lagos State. International Journal of Public Health, Pharmacy and
Pharmacology, 7(4), pp.1-14.
Aliano, D. and Thomson, R., 2020. The epidemiology of extrapulmonary non-tuberculous
mycobacterial infection in a pediatric population. The Pediatric Infectious Disease
Journal, 39(8), pp.671-677.
Allanson, E.R. and Schmeler, K.M., 2021. Preventing Cervical Cancer Globally: Are We
Making Progress?. Cancer Prevention Research, 14(12), pp.1055-1060.
Andrei, J.V., Panait, M. and Voica, C., 2018. CHALLENGES AND APPROACHES FOR THE
CORPORATE SOCIAL RESPONSIBILITY AND HUMAN RESOURCE
MANAGEMENT IN THE FINANCIAL SECTOR. Economics, Management &
Financial Markets, 13(3).
Beverly, C.C. and Beverly, O.D., 2021. Challenges of the Black Church in 21st Century
America: Differential Thoughts and Perceptions. Christian Faith Publishing, Inc..
Boyd, N and et. al., 2018. Sense of community, sense of community responsibility, and public
service motivation as predictors of employee well-being and engagement in public
service organizations. The American Review of Public Administration, 48(5), pp.428-
443.
Chavez, A. and Khan, A., 2022. Improving Health Literacy Among Underserved Latinas with
PFDs. Current Bladder Dysfunction Reports, pp.1-8.
Darby, R., 2021. Human resource management in the security sector. In Managing Security (pp.
122-139). Routledge.
Datta, N.R and et.al., 2019. Efficacy and safety evaluation of the various therapeutic options in
locally advanced cervix cancer: a systematic review and network meta-analysis of
randomized clinical trials. International Journal of Radiation Oncology* Biology*
Physics, 103(2), pp.411-437.
Greene, A.M., 2019. HRM, equality and diversity. The SAGE Handbook of Human Resource
Management, p.238.
Lavelle, T.A., D’Cruz, B.N., Mohit, B.2019. Family spillover effects in pediatric cost-utility
analyses. Applied Health Economics and Health Policy, 17(2), pp.163-174.
Mickens, M.C., 2021. Wholly Healthy: Towards the Development of a Wholistic Culture of
Health Through the Implementation of a Wholistic Health Education Program Utilizing
Nerstrom’s Transformative Learning Model. Virginia Union University.
Mumu, J.R., Tahmid, T. and Azad, M.A.K., 2021. Job satisfaction and intention to quit: A
bibliometric review of work-family conflict and research agenda. Applied Nursing
Research, 59, p.151334.
Naushad, V.A and et. al., 2019. A systematic review of the impact of disaster on the mental
health of medical responders. Prehospital and disaster medicine, 34(6), pp.632-643.
Saks, A.M., 2022. Caring human resources management and employee engagement. Human
Resource Management Review, 32(3), p.100835.

Van Zwanenberg, T. and Edwards, C., 2018. Clinical governance in primary care. In Clinical
Governance in Primary Care (pp. 17-30). CRC Press.