Personal & Professional Development Report

This report examines personal and professional development within St. Margaret’s Nursing Home. It begins by discussing the factors to consider when planning recruitment and selection, including relevant UK legislation like the Equality Act 2010. Different approaches to recruitment and selection are compared, such as traditional CV-based methods and assessment centers. The report then delves into teamwork, exploring Tuckman's model and strategies for effective collaboration. Methods for monitoring staff performance, identifying training needs, and promoting continued professional development are also analyzed, emphasizing performance feedback and incentives. The conclusion summarizes the key aspects of personal and professional development within the context of the nursing home.

PERSONAL AND PROFESSIONAL
DEVELOPMENT
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INTRODUCTION
The below report discusses personal and professional development with respect to St.
Margaret’s Nursing Home. The report starts with a discussion on recruitment and selection of
employees in the organisation along with the aspects of team work among the staff members.
Lastly the factors of employee performance and training and development of employees will be
covered in the report.
TASK 1
1.1 Factors to be considered while planning selection and recruitment in health and social care
There are certain factors which require my attention as a HR officer at St. Margaret’s
Nursing Home so as to plan selection and recruitment of candidates. The first factors that
requires consideration is the objective of recruitment that is to be achieved. The vacancy can be
generated because of retirement of an employee, new job role or career advancement etc. If there
is a new job role then the job description and person specification has to be clear with the
recruiters before planning the recruitment. The recruitment can then be carried out from within
or outside the nursing home i.e. the HR team has to be open to both internal and external
recruitment.
1.2 The influence of legislative and policy frameworks of UK on selection and recruitment
There are certain acts in the legislation that drive changes in the selection and recruitment
of workforce all over UK. The major acts that influence selection and recruitment procedure in
the nursing home are Equality Act 2010, Employment rights Act 1996, and the Race Relations
Act 2000. All the above acts are relevant but the act causing the most difference is the Equality
Act 2010 as it is meant for providing legal protection to the working class population of UK
from discrimination and other unhealthy work practices.
1.3Approaches that are used for recruitment and selection of best candidates in the organisation
The traditional approach of selection and recruitment is the submission of CV by
interested individuals; selection of promising CVs by HR team; conducting interviews of
selected candidates; grading the answers of the interviewees with marks; selection of the
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candidate with highest marks. This approach can result in the selection of a candidate on the
basis of communication skills rather than actual ability of nursing care. Another approach that
can be useful for selection and recruitment is the assessment centre. In this approach practical
tests can be conducted as per the job role that can consist of role-plays, behavioural tests and
psychometric tests etc.
TASK 2
2.1The theories of reaction of individuals in groups with respect to the types of teams in the
organisation
The Tuckman’s model of performance is the most famous theories of team work. It has 4
stages: Forming: This is the first step in which members of a team realize the opportunities as
well as challenges of the team. The manager/team leader has to guide the team members
towards forming relationships and dividing work. Storming: In this step the ideas for solving the problems of the team are developed. Norming: Here, the team members have to agree on one idea for solving the problems of
the team. Performing: This is the last step where the team develops understanding and cooperation
with respect to their work and work as one team towards a goal.
2.2 Approaches that can be used for effective team work in the organisation
There are various approaches that can be utilised so as to ensure efficiency in team
working at St. Margaret’s Nursing Home. These approaches can involve the activities of team
building and brain storming. The team leader has to make sure that the team functions in
synchronisation. This is possible only with the help of listening to the ideas, queries, complaints
as well as solutions of the team members and also following them. It is also required to provide
feedback to the team members in a constructive way and not in a negative way so as to ensure
that no team member is de-motivated. The team leader also has to establish efficient
communication practices among team members so that the flow of information in the team is
fluent.
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TASK 3
3.1 Methods of monitoring performance of staff in health and care setting
The performance of the staff can be monitored in a lot of ways. The first step of
monitoring is the recognition of present level of performance of a candidate; identifying the
required improvements along with the methods that can help in making the improvements. The
improvements should be as per the targets of the team so as to ensure efficiency in the tasks of
the team. This will enable the team members in a better understanding of their roles in the team
and also in development of ownership of their tasks. Performance appraisal is a very effective
tool for monitoring of employee performance and the use of performance indicators can also be
very helpful in monitoring employee performance.
3.2 Identification of training and development needs of an employee
The tool of performance appraisal is helpful not only in performance monitoring but also
in the identification of the training and development needs of an individual. The non-
achievements of team as well as individual targets are hugely influenced by the efficiency of
every team member therefore the training and development needs are to be identified so as to
ensure employee efficiency. Continued Professional Development involves workshops, courses
and self-development activities and this method is also very important in identification of
training and development requirements of employees.
3.3 Strategies for promotion of continuing development of employees in the organisation
The encouragement of continued development can be carried out in various ways but the
most effective method for St Margaret’s Nursing Home is performance feedback along with a
package of incentives. The major point of consideration in this method is that the feedback has to
be accurate and reliable as it helps the employees in focusing on team goals better. Incentives
can be in the form of bonuses or salary rises so as to provide positive motivation to the
employees with good performances
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CONLUSION
The above report has been discussed as per the personal and professional development of
St Margaret’s Nursing Home and the aspects of selection and recruitment for the organisation
have been discussed. Also certain aspects of team work have been discussed in the report along
with the training and development and performance of employees in the organisation.
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