Analysis of Performance Management and HR at Oakwood Medical Practice

This report analyzes resource management at Oakwood Medical Centre, focusing on performance management, HR processes, and an action plan. It begins with an introduction to resource management and its significance. The main body includes a case study overview of Oakwood Medical Practice, highlighting areas needing improvement identified by the Care Quality Commission (CQC). The report then explores performance management options, selecting coaching and mentoring as the most suitable approach for enhancing staff performance. A detailed SMART action plan is devised to address the issues raised by the CQC, including specific, measurable, achievable, relevant, and time-bound goals. Finally, the report outlines HR processes to ensure staff well-being, such as health and safety policies, learning and development programs, the implementation of a Human Resource Information System (HRIS), and periodic risk assessments. The report concludes by summarizing the key findings and recommendations for improving resource management and staff well-being at Oakwood Medical Centre.

Resource Management
SHR018-2

Contents
INTRODUCTION...........................................................................................................................................4
MAIN BODY.................................................................................................................................................4
Selection of appropriate performance management option for Oakwood Medical Centre....................4
Devise a detailed Action Plan for correcting the issues raised by the Care Quality Commission.............5
What HR processes would you put in place to ensure staff well-being going forward............................8
CONCLUSION.............................................................................................................................................11
REFERENCES..............................................................................................................................................12

INTRODUCTION
Currently, resource management is a crucial component of any firm. Preparing, organizing,
predicting, and optimizing the full resource lifecycle for effective project execution is the
practice of resources planning. It aids in maximizing natural and cultural resources, enhancing
company's value, and reducing price movements (Aburumman and et.al., 2020). The case study
selected for this report is of Oakwood Medical Practice. This report examines the areas need for
improvement at Oakwood Medical Practice and identifies the most suitable approach for
performance management of staff the organization out of formal target setting and coaching
mentoring. After this, SMART action plan for resolving challenges highlighted by care quality
commission including key success factors. Finally, suitable HR processes which can help the
company enhance staff wellbeing moving forward are provided.
MAIN BODY
Case Study Overview: The team consists of general practitioners including doctors and
nurses’, physiotherapists and counsellors. A recent inspection by care quality commission at the
establishment highlighted several weak areas which need to be improved to ensure that effective
performance is attained and best results are delivered to the consumers. It has been analysed
from the recent inspection at Oakwood Medical Practice that the area which need improvement
reducing the high exception reporting in patients with mental healthcare problems. In addition to
this there is also improvement requirement for monitoring long-term conditions including
reaching targeted levels of uptake for child immunization and cervical training.
Selection of appropriate performance management option for Oakwood Medical Centre
Performance management is defined as the concept of improving employee performance so
that high performing workforce can be created and high quality services can be delivered to the
care users. The two options available for ensuring better performance is gained from employees
at Oakwood Medical Practice are coaching mentoring or formal targeted regular review method
of performance management. The development methods of coaching and mentoring rely on one-
on-one interactions to improve a person's abilities, understanding, or quality competence
(Ogbeibu and et.al., 2020). On the other hand, the alternative of providing each general PR
actioner and other staff targeted training focuses on developing specific goals and deadlines for

each healthcare staff members so that they are able tio increase efficiency and quality of their
performances.
In context of the present case of Oakwood Medical Practice the coaching and mentoring
option for performance management of employees is selected. This is because coaching and
mentoring is fit for solving the issues at the establishment and provided many advantages.
Successful mentoring relationships promote sharing and understanding beyond generations
and/or jobs, providing a learning experience for both parties. Under the soft approach of
coaching and mentoring the leadership employees of Oakwood Medical Practice can help staff
members define their objectives and choosing the steps necessary to get there.
Further justification for using the coaching and mentoring approach for performance
management is that it will help ensure that each general practitioner overseeing delivery of
various health care services is able to improve skills which are specific to their field. As a result,
the company will be able to lower the exception reporting at the firm. In addition to this, the firm
will be able to ensure that the mental health patients at the company gain proper healthcare
services at every step of their journey as a care user. In addition to this soft, guided mentoring
and coaching also has the advantage of uniting staff towards specific vision so that they are able
to attain organizational goals. In this way, the firm will be able to use coaching and mentoring to
ensure that each employee is unified in attaining organizational goals for the company such as
reaching the uptake targets related to child immunizations and cervical screening.
The respective organization will be able to not only improve performance of employees without
negatively affecting their satisfaction with the help of coaching and mentoring but also make
improvements in areas related to providing consumers quality care and achieving healthcare
targets effectively. Coaching and mentoring is not challenging as systematic formal reviews
because coaching and mentoring support personalization when improving the skills of
individuals (Anlesinya and Susomrith, 2020). Oakwood Medical Practice will be able to deliver
bets services to consumers and achieve healthcare targets in every area because it will motivate
individuals to achieve their best work.
Devise a detailed Action Plan for correcting the issues raised by the Care Quality Commission
SMART Action Plan

Goal Specific Measurable Attainable Relevant Timely
To
impro
ve
quality
of care
provid
ed by
mental
health
care
emplo
yees
This is a specific
goal because it
aims to develop
performance of
employees in a
specific
department
This goal can
be measured
easily by
determining
the changes in
exception rate
of the care
users in
context of
mental
healthcare
department.
This aim can be
achieved through
coaching and
mentoring the
staff at the
mental
healthcare
department of
Oakwood
regarding best
practices to
ensure that care
users are
responsive to
attend a review
of their
condition.
It is relevant
objective because
it can help the
respective
organization
attain better
performance in
the mental
healthcare
department and
deliver better
results to care
users and
eliminating the
care quality
commission
issues.
4
months
To
impro
ve
care
user
experi
ence
for
variou
s
health
care
practic
This is particular
objective
focusing on the
area of
organizational
development and
supporting better
consumer
experience so
that the care
quality
commission
areas for
The
measurement
criteria for
this goal is
better
response from
care users
regarding
their review,
less issues
presented by
care quality
commission
This is an
attainable
objective.
Oakwood can
make use of
digital
technology for
effectively
monitoring
consumer
experience and
ensuring that
care users gain
It will reduce
exception rating
at the firm and
help the firm
make continues
improvement in
areas related to
delivering best
quality care to
consumers. In this
way it is relevant
as it helps remove
issues from care
2
months

es improvement can
be addressed in
an effective
manner.
and overall
better service
delivery to
care users.
advantageous
experience at
every part of
their medical
care.
service delivery
and become better
healthcare
provider in the
region.
To
reach
uptake
targets
at the
firm as
per
standa
rd
WHO
and
UK
guideli
nes
This is a
particular
objective
focusing on the
area of
improving
uptake targets
for child
immunizations
and cervical
deliveries. It
focuses on
specific medical
service at the
establishment
and is therefore
very particular
objective.
The criteria
for measuring
this part of the
SMART
Action plan is
ability to
reach the
target World
Health
Organization
(WHO) target
of 95% and
Public Health
England
target of 80%
for child
immunization
and cervical
delivery
respectively.
The action taken
for attaining this
objective is
implementing a
technology
centric digital
plan for
monitoring and
implementing
better
immunization
and cervical
delivery services
to consumers.
Simultaneously
coaching and
mentoring plans
will also be
implemented to
ensure that
employees are
motivated to
reach the
targeted uptakes
and make
sufficient efforts
This is a relevant
objective because
it aims to deal
with the care
quality
commission issue
of low uptake
while also
improving
employee
performance to
deliver better
consumer
experience.
4
months

in attaining
objective.
Businesses rely on human resources divisions to handle critical hiring, salary, and employment
law tasks. Hr executives should have a greater grasp of the company in required to conduct
operational capabilities, efficient work skills and knowledge, and assist the progress of the
company.
 Work force planning: Future-focused HR leaders must foresee their organization's
personnel requirements (Gigauri, 2020). Being ready to assist the company in hiring new
personnel or retraining current personnel so they can handle creativity and innovative
production techniques is key to succeeding. A fuller picture of the firm's personnel and
skills training requirements may be created when they have all-in-one HR technology to
assist in managing your employees from one practical location.
 The security and health of workers are always crucial, but COVID-19 may provide new
difficulties for your company in tracking employee safety and security. They might need
to think about a new and unusual mix of incentives to promote their workers' health and
quality of life, regardless of whether they are working from home or starting to come into
the office (Mousa and Othman, 2020).
 There are numerous different ways to teach employees, including in-person instruction
and on-the-job training. They want to realize how important their present training is, in
addition to tracking training expenses and attendance. Visitors can choose whether new
programmers and activities will support future development if you have a comprehensive
view of the ability levels of your workers and their past people.
What HR processes would you put in place to ensure staff well-being going forward
To assist build a workplace that works, HR professionals have to take the initiative on
wellness and include it into their personnel initiatives. This entails collecting data, including
business employees, tracking results, paying attention to comments, and enhancing business
rules and procedures. The various procedures which can help HR PR actioners at Oakwood
overlook employee well-being effectively are provided below:

Health and Safety Learning & development: Worker up- and down-skilling is made possible
via learning and development. HR oversees development and learning (L&D), and effective
policies may assist the firm move closer to its lengthy objectives. For L&D initiatives, several
organizations have set expenditures (Kshetri, 2021). Furthermore, this funding is divided among
the staff, with education for learners frequently being given to talented employees, best and
brightest, and learners more so than others. The respective establishment can offer employees
better learning and development opportunities to improve their health and wellbeing knowledge.
This can help the firm improve employee experience at the company and ensure that they are
alert and aware about the safety procedures and well-being measures available to them. This will
reduce any kind of accident at work and will also support consumers in gaining better work life
balance as they will be able to use their training regarding employee wellbeing for mnintaining
stable mental and physical health.
Human resource information system: The Human Resource Information System, or HRIS, is
the first. Together all pillars we talked about above are supported by an HRIS. HR practitioners,
at Oakwood medical practice need to use ATSs, or application tracking systems, to keep track of
candidates and employees and their health and wellbeing. All nursing facilities are required to
use the "control of infection" approach in their structure, according to Regulation 12 of the
Health and Social Care Act of 2008 (Guest and et.al., 2021). The respective firm can make use of
information systems to ensure that various employee wellbeing regulations and approaches are
being implemented diligently.
Publishing Health and Safety Policy: This is an important procedure and obligation which
need to be implemented by employers to ensure that health and wellbeing of employees is
supervised effectively (Vrontis and et.al., 2021) This procedure can be adopted by the respective
organization to ensure that employees learn about the health and safety procedures at the
company and are able to use all the resources available to them for securing health and safety of
themselves, their peers and the care users.
Periodic risk assessments: This part of looking after employee’s wellbeing is complicated as it
requires conducting risk assessments at the establishment regularly. Oakwood need to follow this
procedure for ensuring that past mistakes regarding employee wellbeing are not made and each

employee’s concerns regarding health, safety and wellbeing issues are address to create quality
focused yet safe working environment.

CONCLUSION
As per the above report it has been concluded that Employing individuals to enhance
productivity is called human resource management, or HRM. It entails improving human
resource practices to maximize operational efficiency. Together all individuals who work for or
contribute to a company in some manner are considered to be human resources. Businesses in the
healthcare sector can adopt various HR procedures to improve employee wellbeing such as
health and safety learning & development, Human resource information system, Publishing
Health and Safety Policy and Periodic risk assessments.

REFERENCES
Books and Journal
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Companies’ Response: The Expert Study. International Journal of Management
Science and Business Administration. 6(6). pp.15-24.
Guest, D. E. and et.al, 2021. Signalling theory as a framework for analysing human resource
management processes and integrating human resource attribution theories: A
conceptual analysis and empirical exploration. Human Resource Management Journal.
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Mousa, S. K. and Othman, M., 2020. The impact of green human resource management practices
on sustainable performance in healthcare organisations: A conceptual framework.
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Kshetri, N., 2021. Evolving uses of artificial intelligence in human resource management in
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Research Review