Human Resource Management in the NHS: Report on Recruitment

This report provides an in-depth analysis of Human Resource Management (HRM) within the National Health Service (NHS) healthcare sector. It begins by introducing the core functions of HRM, emphasizing recruitment and selection procedures as critical components. The report details pre-selecti...Read More

Resource Management
Introduction
Human Resource Management (HRM) is an effective method in managing employees and the environment of
an organization. It is considered as practice of hiring, recruiting, directing and managing the individuals who
work with common goal in the organization. HRM plays a significant role in the health care sector by
providing systematic management.
The resource management also focus on implementing new strategies in order to build effective training and
selection procedure and thereafter, evaluates competent spirit in both the existing and new employees in the
organization so as to achieve organizational goals effectively and efficiently (Devi and et. al., 2021). The
report examines the role of Human Resource in the health care sector of NHS accompanied by required
recruitment and selection process. The report even highlights procedure for performance management and
remedial activities:
Performance Management
The performance management helps to evaluate the individual performance in order to derive desired goals
effectively and efficiently (Luthra, 2021). This is highly require in the NHS health care sector in order to lead
higher quality health services with patient care. The performance management includes:
1. Planning Performance: The performance is require to be planned so as to achieve desired outcomes.
Further helps to formulate strategies and training such as nursing stations.
2. Monitoring Performance: The performance must be monitored in order to eliminate risk factors affecting
the patients as well as staff.
3. Developing Performance: The performance must be developed with common goals of organization as
well as the employees accompanied by strategies and policies as planned.
4. Reviewing Performance: The performance must be reviewed in order to bring work efficiency by
adopting corrective measures.
5. Rewarding Performance: It is most popular as it helps to increase the morale of staff working and
ultimately helps to achieve desired goals in an effective manner.
Recruitment and Selection Procedures
The NHS HR managers are require to adhere the steps for effective recruitment and selection in respect of
job positions in the organization (Ker, Hogg and Maran, 2021). The steps are discussed below:-
 Pre- Selection Tasks: Devising job positions in the organization accompanied by specific skills require
for position and publishing or advertising the post in order to reach potential audience.
 Application Tasks: Effectively responding to the queries posted by the audience regarding the position
stated in the advertisement and further determining the best ways for persons interested in the job
position, such as filing application form, providing resume or curriculum vitae.
 Screening and Shortlisting: the major task is to screen out the applications submitted which are not
suitable for the job positions and in case of competition, choosing the most desirable and efficient
candidates
 Selecting: Formulating corrective and effective ways for selecting as well as locating right candidate for
relevant job. The selection method can go through from simple to complex procedures. For each job, the
HR manager should aim to opt most effective and cost efficient approach or set of procedures. For
health care sector work roles, face to face interviews are frequently required (Grainger, Amin and
Watkins, 2021).
 Appointment: In this stage pay, terms and conditions, notice, starting dates and so forth are typically
dependent factors that must be evaluated and decided.
 Post- Appointment: This stage includes obtaining references for those candidates selected, their criminal
records if any, health check- ups and other required for health care service roles in order to meet its
registration criteria.
The registered persons or managers are require to make separate applications to the Care Quality
Commission so as to confirm their appointments with health care service. The stages of recruitment and
selection process is require to adhere with the laws, regulations and standards formulated by the
government of United Kingdom such as equality and discrimination laws,, Health and Social Care
Regulations 2014.

Recommendations
Some of the recommended practices are as follows: -
• Deliver feedback in respect to the job.
• Effectively communicate the performance expectations
• Deliver incentives in fair and appropriate manner.
• Proper training and development opportunities for staff.
Conclusion
The above report concludes the significant role of Human Resources in the health care sector.
Furthermore, examined in brief the selection and recruitment process along with the performance
management procedures.
References
Books and Journals
Cunliffe, A.L., 2021. A very short, fairly interesting and reasonably cheap book about management. Sage.
Devi and et. al., 2021. Attracting, recruiting and retaining nurses and care workers working in care homes:
the need for a nuanced understanding informed by evidence and theory. Age and Ageing. 50(1).
pp.65-67.
Grainger, L., Amin, K. and Watkins, D., 2021. Simulation-based training to teach nurses skills in falls
assessment and prevention. Nursing older people. 33(3).
Ker, J., Hogg, G. and Maran, N., 2021. Cost-effective simulation. In Cost effectiveness in medical education
(pp. 61-71). CRC Press.
Luthra, R.R., 2021. Mitigating the hostile environment: the role of the workplace in EU migrant experience
of Brexit. Journal of Ethnic and Migration Studies. 47(1). pp.190-207.
Role of Human Resource in Health Care Sector
Training and Healthy Relationships
Human Resource (HR) aims to provide guidance to other managers working in the organization and
ensures that the department as well as teams forms healthy relationships. As due to the increased diversity in
respect to the different culture backgrounds owned by both patients and employees, the HR is require to pay
more attention on training and retreats in order to lead higher quality of patient care. The nursing staff is
trained for quality patient care and several nursing stations are devised in the hospital premises for patients to
get easy access for their needs (Cunliffe, 2021).
Supporting Wellness and Health
As the employees play role of valuable assets in the organization, the HR must focus on their basic needs and
their health and safety in order to lead to achieve better performance. The HR is require to monitor the
employees’ health services and other needs so as to increase their morale. Thus, HR must support employees
and resolve other issues affecting their performance in the workplace.
Recruiting and Hiring Staff
The Human Resource are require to recruit and hire the staff based on certain guidelines in order to
achieve goals effectively and efficiently. Insufficient ability skills may hamper the development in the
healthcare industry. Furthermore, requires the review of the staff performance so as to increase the patient
satisfaction.
Job Analysis and Design
It is one of the basic responsibility of HR in order to sustain motivation level amongst the
employees. Furthermore, the job design helps in formulating duties and other responsibilities which the
employees is require to perform. The clear distribution of roles and responsibilities helps to enhance the
employees’ performance. Also the HR is require to periodically monitor the behavioural changes of the
workers.
Resource Management