Teamwork, Staff Development & Recruitment in Health & Social Care

This report provides an analysis of key aspects within the health and social care sector, focusing on recruitment, teamwork, and staff development. It begins by explaining the factors crucial for planning the recruitment of individuals, emphasizing the importance of Human Resource Planning (HRP) and demand/supply forecasting within the healthcare context. The report then evaluates approaches to foster effective teamwork, suggesting strategies like clarifying team roles, promoting mutual respect, and enhancing communication. Furthermore, it analyzes various strategies for promoting continuous development of individuals in the health and social care workplace, including performance management, reward and recognition systems, and training and development programs. The importance of these strategies in motivating employees and improving overall performance is also highlighted. The document is available on Desklib, a platform offering a range of study resources for students.

1.1 Explain the factors to be considered when planning the recruitment of individuals to
work in health and social care.
Human Resource Planning is defined as ongoing process to match the Human Resources to the
business needs for longer term and short term as well. HRP is really a vital part of any HR
department in every organisation as HRP is an ongoing process it needs continuous focus in
terms of demand forecasting and supply forecasting (Bhattacharyya, 2009). In terms of health
care sector it requires much more attention as it concerns with the health and there is no c chance
of any mistake so each and everything must be scrutinize by the HR department.
 The demand forecasting includes the requirements and quantity of the required numbers
in terms of vacancies. The HR department analyse every requirement deeply such as
nature of vacancy, rank of vacancy, part time or full time requirement etc.
 The other stage is to define the targets and policies because these policies work as
benchmark while approaching the candidates for the vacant position. In this section all
the government regulations are also needs to be considered as remuneration related,
safety related and particular health service related policies and legislations are
considered.
 Supply forecasting as includes the job specification part which also very crucial because
it gives the qualification, experience, knowledge and skills which are very essential for
health care (Bhattacharyya, 2009)
 The right kind of method to recruit candidates are needed to choose because every
method as internal and external has their own merits and demerits so after evaluating all
one has to be selected or organisation can go with combination (Armstrong and Taylor,
2014).
These are the some important factors which have to scrutinize while Human Resource Planning
is taking place for any health care organisation.

2.2 Evaluate the approaches that may be used by staff at different levels to develop and
promote effective team working at London Nursing Home
In every organisation teams are formed in order to complete the assignment or project in health
care organisation such as London Nursing Home. Every team works according to its own
working pattern or style and it rarely resemble with the other team. Here some approaches are
discussed for developing the effective team working.
 First of all the top management of London Nursing Home needs to clarify everyone the
difference between the team and the group. Through various methods as through
discussions they can do this.
 There are various kinds of teams such as problem solving, project team, virtual team and
etc so according to the task the team need to be developed. Problem solving team and
project team can be good for the London Nursing Home.
 Composition of team is other attribute which is very important because it contains
individuals with different attributes so the management needs to take proper care while
making team composition.
 While team are getting formed in London Nursing Home the top management has to
ensure that every member of team must be getting appropriate time to know and
understand each other very well. It can be done at the first level of team development so
the further levels are not getting disturbed by any interruption (West and Lyubovnikova,
2009)
 It is important for every team member that they must respect to each other in terms of
their weakness and appreciate each other’s strengths so learning can be improved and
weakness can be removed.
 The team leader has to make understand every member about his/her duty or role in team
so the tasks are done accordingly and chance of confusions gets lower.
 Team are very important part for success so every member needs to have the listening
skills so he/she can admire the other’s efficiency and learn from that. Each team member
has to share their ideas with other so it helps in developing many alternative solutions
which can be helpful for future problem with some modification (Mitchell, et.al, 2012).

 The effective communication must be adapted by the team so everyone can have well
interaction with other (Mitchell, et.al, 2012). The more interaction works towards more
understanding apart from that if communication is proper the outcomes will be proper
because everything is would be well communicated.
So these are the some approaches which can work very well if taken care properly in well
manner.
3.3 analyze the different strategies for promoting the continuing development of
individuals in the health and social care workplace.
In health and social care organizations staff are mostly from the health sector and social sector
who serves to the people with all the positive efforts. In health care organization every patient
depends on the services of nurses and other specialist so it becomes important to the organization
that it’s every employee must be advantaged with continuous development plans.
 Performance management – it is very important strategy and system which every
organization has to adapt because a well designed performance management system
allows organization to assess the performance of every employee at every level and in
every area so if organization finds any lower rate in performance of any employee further
activities can be introduced (Garavan, et.al, 2012). Performance management is very
helpful in designing reward and recognition system.
 Reward and recognition – it is very important that every employee either he/she is a
doctor, nurse or any other level he/she needs to be recognized in order to motivate them
for their excellent service to the general public. Sometimes there are employees who
work very well but dint recognize by the organization so proper incentive as rewards and
recognition is designed to motivate and boost the morale.
 Training & development – proper training and development plan works very well in
order to develop their skills which are required in health and social care sector. Training
needs identifications are done through proper Training Need Analysis process then
identified training and developments needs are classified and then proper planning to
enhance the skills are done with well designed training and development programme.

Every strategy is very good and put significant impact on the performance because these
strategies work not only for better performance but also for increased motivation and boosted
morale (Armstrong and Taylor, 2014). Every employee needs to mentally and emotionally
connect with the organization in health and social care organization because it demands more
care towards the people so these strategies are useful for them.

References
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Bhattacharyya, D.K., 2009. Human resource planning. Excel Books India.
Garavan, T.N., Carbery, R. and Rock, A., 2012. Mapping talent development: definition, scope
and architecture. European Journal of Training and Development, 36(1), pp.5-24.
Mitchell, P., Wynia, M., Golden, R., McNellis, B., Okun, S., Webb, C.E., Rohrbach, V. and Von
Kohorn, I., 2012. Core principles & values of effective team-based health care. Washington, DC:
Institute of Medicine.
West, M.A. and Lyubovnikova, J., 2013. Illusions of team working in health care. Journal of
health organization and management, 27(1), pp.134-142.