Improving Care Quality Commission Standards at Oakwood Practice

This report assesses the resource management strategies employed at Oakwood Medical Practice, focusing on improving care quality as per the Care Quality Commission (CQC) standards. It explores methods for enhancing staff efficiency through goal setting, effective communication, performance standards, and regular review meetings. An action plan is proposed to address issues raised by the CQC, emphasizing strong patient connections, reflection techniques, pre-appointments, and campaign awareness. The report also highlights the role of HR in supporting staff well-being through motivation, secure strategies for performance improvement, and transparent communication. Ultimately, the aim is to optimize service delivery and patient satisfaction at Oakwood Medical Practice.

Resource Management

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
The way for increasing the efficiency and performance of the managing staff.....................3
Action Plan for improving Care Quality Commission..........................................................4
HR process which assist staff in well being and provide support.........................................6
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................8

INTRODUCTION
The Care Quality Commission is the non departmental body of United Kingdom and
established in the 2009. The function of Care Quality Commission is to regulate and inspect the
proper care in health and social care services (Coyne Sheehan Heery and While, 2019). The
Care Quality Commission encourage the role of hospitals, care homes, dental and other care
services. The given report has discuss the medical practice of Oakwood and role of the practice
manger for ensuring the better services of their Oakwood team. The Oakwood team includes the
general physician, doctors, surgeon, health professionals, nurses and other medical staff. The
given report has includes the roles of Oakwood team in reducing the issues and problems which
has raised by the action of Care Quality Commission. The report has also focused on the work
of HR and their roles in ensuring the physical, mental, emotional well being of the people
(Khanand et.al., 2019).
MAIN BODY
The way for increasing the efficiency and performance of the managing staff
The setting of the targets and review meeting is the best way for increasing the
performance of the staff of Oakwood team. The steps which has taken by the practice manger for
setting the targets of their staff and review meetings for increasing their performance in the
Oakwood Medical Practice are described below:
 Goals setting in approaching the goals: The goal setting is the way by which Practice
manager distribute the work of each staff like doctors, dentist, physiotherapist, nurse and
other staff in daily or monthly basis for increasing their working efficiency. The setting
of goals is important for both staff as well as organisation because it increase the working
performance of the staff and profitability of the organisation (Huang and et. al., 2021).
 Through the effective communication: The effective communication creates the link
between staff and manger and increase the smoothness which help in the objectives of the
business (Retamero and et.al., 2020). The practice manger should ensure the better
communication skill of each staff as well as should personally interact with the each staff
for understanding the demands of each staff. The practice manger should develop the
feedback facility for knowing their efficiency in work.

 Setting the Performance Standard: The practice manger should set the standard for
each staff according to their previous record of working and their positive outcomes. The
performance standard should be set by evaluation process.
 Regular visit : The practice manger should ensure the regular visit of doctors and nurse
towards the patients for increasing the better service to the patients. The regular visit of
patients increase the link between patients and doctors and for increasing the regular visit
the practice hours of health professionals should be increase.
 By developing the training facilities and setting the performance plan: The practice
manger should increase the training facilities of some department like cardio department
and physiotherapy department due to discovery and advancement of new technologies
and medical equipments. The practice manger should facilitate the training facility of
handling the medical equipments to the health professionals. The performance plan is the
set of activity which help in the increasing the performance of the staff of Oakwood
medical practice. The plan includes the regular meeting with the staffs regarding the work
and issues which affect them in workplace (Secundoand et.al., 2018). The performance
plan also consider the budgets planning for each department according to the
profitability.
 Review Meetings: The review meeting is the analysis of past performance and focusing
on the plan which increase the effective and positive performance. The practice manger
should set the review meeting on regular basis for increasing the quality service of the
doctors, nurses, dentist and other medical and health staff (Edwards and McKimm, 2018).
The practice manger should also set the review meeting of patients with the doctors
which increase the satisfaction and trust of patients on the doctors as well as service of
Oakwood Medical organisation. The review meeting increase the personal and
organisational performance in terms of service and profitability.
Action Plan for improving Care Quality Commission
In order to improve the issued which are raised by the Care Quality Commission of the
Oakwood health services practice there is need to made some specific action plan. The action
plan must follow the SMART goal as well as some success key factor such as:
 establishing the strong connection- the practice manager of Oakwood health services
make a good communication to the team in order to ensure that they should provide a

services so that they could make good, strong as well as healthy relation with the mental
health patients. Apart from this, team should lead the path to the mental health patient to
build the strong and healthy relationship with the other people also. The practice manager
keep on eye to their team member in all aspects as how they provides the services to the
mental health patient. The manager set a target to the their member to make sure that the
mental health patient should involve in other activities as this can help in brain
exercising. Apart from this, engaging the mental health patient can help them to reduce
the loneliness. The connection with the other people can provide improvement in their
conditions as well as provide a purpose to live their life to the fullest (Feo, Kitson and
Conroy., 2018).
 Reflection techniques- the reflection techniques can be used in the Oakwood Health
Service Practices in order to develop the condition of mental health patients. The practice
management should set a specific time for their staff in order to provide the session of
meditation to all the mental health patient every day. As doing meditation on daily
routine can provide peace and refreshing start for a day. Apart from this, the meditation
helps the mentally disturb patient to reduce their stress as well as anxiety and helps in
developing the positive attitudes towards the life and helps in decreasing the distraction.
Some of the key factor are to be considered in order to improve the assessment of long term
patient are mentioned such as pre appointment, open Exeter as well as campaign awareness
(Colenda and Blazer., 2022).
 Pre-appointments- in order to provide treatments to all the patient including long term or
short term patient, equally is very important in any health care community. So practice
manager of Oakwood health service practices introduce the pre-appointment practice
within the community services. This is a screening process which helps in reducing the
rush in the organisation as well as ensure the high percentage security of screening. The
practice manager should provide the instruction to their receptionist that screening should
be done according to the appointment number and after that the general practitioner
should make enough time to screening the long term patient regularly.
 Open Exeter- this is introduce in the community of Oakwood health services in order to
provide the guidance for training, mentoring as well as accessing the patient data. As the
patient data is held on the National Health Application and the Infrastructure service

system. This system introduce in the community by the practice manager in order
provide immediate access for screening any kind of disease. So that without further delay
in diagnosis of disease, the immediate treatments is provided to the patient in the
Oakwood health services community (Ejiogu and Ogamba., 2021).
 Campaign awareness- introducing this in the community can be beneficial in providing
the immediate screening at increasing number of patient. As practice manager work on
this while creating a websites as well as pages for increasing the awareness on case
studies, information as well as resources. As this include reminder letter, postcards as
well as telephonic way in order to promote the campaign on the Oakwood health
services.
Issues faced the practice manager as a HR in the Oakwood health services are like
insufficient training during his training period as well as did not get CIPD accreditation during
his training period. The CIPD is stand for chartered institute of personnel and development and it
primary function is to provide the award as well as accredit to the human resources professional
and set a standard for the HR and the training specialist. As lack of CIPD award cause decrease
in the performance of HR level as well as decreasing the appointment of better quality of
professional and the staff member. Due to this the practice manager face difficulties in
developing the medical practices such as shortage in staff member, limited policies, disorganised
meetings as well as lack of management (Valente, Kozlova and Pereira., 2021).
HR process which assist staff in well being and provide support
The Human resource manager play very crucial role in assisting the staff member to
doing well. As human resource manager job is to meet the requirement of the organisational
member as well as providing the structural to meet the business need, they also helps in
managing the life cycle of the employees or the staff member efficiently as well as effectively.
The human resource manager use management style process in order to assist the staff member
well-being as well as supporting the staff member works. The management style process
includes motivation, building strategies in order improve performance among with transparent or
open communication (Boyd and et.al., 2018).
 Psychological feature- the human resource assist their staff member by keep them
motivated. In order to provide motivation the human resource introduce many activities
within the community such as meditation program, meeting program, do frequent

discussion on their work over a period of time as well as listening all the queries, issues
or problem related to work and provide some solution or relaxation for being motivated.
 Secure strategies for better performance- in order to increasing the performance
efficiency in the employee, the human manager resource concentrate on the well-being of
the staff member while boosting their energy towards the work. When the staff member
motivated towards their work, their performance is ultimately increase efficiently. The
human resource make ensure that the work environment provided to the staff should be
according to their work environment as well as positive environment. Apart from this the
performance of the staff member is increase when they work in the positive, clean as well
as in hygienic environment (Sami., 2022).The human resource manager motivated their
staff by providing leverage, positive feedback and some complement towards their work.
This help the staff member to decrease their stress or work related pressure. From this the
efficiency in performing better in work can be can increased.
 Transparent communication- the human resource should have to maintain the
transparency in communication as well as provide availability to open communication.
As open communication gives opportunities to the staff member to represent their
thoughts, ideas as well as their perspective while decision-making. Apart from this, the
open communication decrease the anxiety, frustration as well as stress of the staff
member. As they feel motivated while presenting their thoughts in front of the authority
person (Meng and et.al., 2018).
CONCLUSION
As per above report, the care quality care is the public body which is responsible for
health and social care services in the United Kingdom. The report has discussed the case study
which includes the Oakwood medical practice organisation of the United Kingdom. The role of
practice manger of Oakwood medical practice is to provides the better service to the patients as
well as increase the efficiency of the staff for better performance. The target setting, review
meeting is the steps which has taken by the practice manger for increasing the performance of
the staff. Furthermore, the report has also included the role of HR in increasing the well being of
the staff by various programs. The report has also discuss the role of CIPD in the selection and
training of the HR.

REFERENCES
Books and Journals
Betancourt, J.R., Tan-McGrory, A., Flores, E. and López, D., 2019. Racial and ethnic disparities
in radiology: a call to action. Journal of the American College of Radiology, 16(4),
pp.547-553.
Boyd, N., Nowell, B., Yang, Z. and Hano, M.C., 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.
Colenda, C.C. and Blazer, D.G., 2022. Review of religious variables in advance care planning
for end-of-life care: consideration of faith as a new construct. The American Journal of
Geriatric Psychiatry, 30(7), pp.747-758.
Coyne, I., Sheehan, A., Heery, E. and While, A.E., 2019. Healthcare transition for adolescents
and young adults with long‐term conditions: Qualitative study of patients, parents and
healthcare professionals’ experiences. Journal of clinical nursing, 28(21-22), pp.4062-
4076.
Edwards, L.D., Till, A. and McKimm, J., 2018. Meeting today’s healthcare leadership
challenges: is compassionate, caring and inclusive leadership the answer?. BMJ Leader,
pp.leader-2017.
Ejiogu, C. and Ogamba, I., 2021. Executive Compensation: Transparency, Corporate
Governance and Corporate Social Responsibility Perspectives. In Financial and
Managerial Aspects in Human Resource Management: A Practical Guide. Emerald
Publishing Limited.
Feo, R., Kitson, A. and Conroy, T., 2018. How fundamental aspects of nursing care are defined
in the literature: A scoping review. Journal of Clinical Nursing, 27(11-12), pp.2189-
2229.
Huang, H and et. al., 2021. Impact of Dying Neonates on Doctors' and Nurses' Personhood: A
Systematic Scoping Review. Journal of Pain and Symptom Management.
Khan, N.A and et.al., 2019. Smart ways of hospital wastewater management, regulatory
standards and conventional treatment techniques: A short review. Smart and Sustainable
Built Environment.
Meng, Y., Li, Q., Li, L. and Ma, R., 2018. The long non-coding RNA CRNDE promotes
cervical cancer cell growth and metastasis. Biological chemistry, 399(1), pp.93-100.
Retamero, J.A and et.al., 2020. Complete digital pathology for routine histopathology diagnosis
in a multicenter hospital network. Archives of pathology & laboratory medicine, 144(2),
pp.221-228.
Sami, V.M.D., 2022. Unfolding Children’s Agency in Ensuring Child Protection. In Child
Safety, Welfare and Well-being (pp. 253-268). Springer, Singapore.
Secundo, G and et.al., 2018. Knowledge transfer in open innovation: A classification
framework for healthcare ecosystems. Business Process Management Journal.
Valente, J., Kozlova, V. and Pereira, T., 2021. BrainAnswer platform: Biosignals acquisition for
monitoring of physical and cardiac conditions of older people. In Promoting Healthy
and Active Aging (pp. 36-55). Routledge.