Report: Enhancing Teamwork and Performance in Health and Social Care

This report delves into the critical aspects of human resource management within the health and social care sector, focusing on team building and performance enhancement. It begins by evaluating various approaches to foster effective teamwork, including the team leadership model and coaching skills, crucial for maintaining interpersonal relationships. The report then assesses methods for monitoring individual performance, such as observation and feedback from supervisors and clients, to ensure quality care. Furthermore, it outlines a structured process for identifying training and development needs, encompassing gap analysis and the assessment of training options. Finally, the report analyzes strategies for promoting continuous employee development, including fostering a learning culture, continuous professional development, and setting appropriate training budgets. The conclusion emphasizes the importance of teamwork for health and social care organizations and summarizes the key findings regarding team building approaches, performance monitoring, and employee development strategies. The report includes references to academic literature and online resources.

Managing Human
Resource

INTRODUCTION
In order to enhance the performance of individuals and groups in the organisation, it is
important for the human resource management to initiate team building approaches in the
company. There are various approaches through which team working in health and social care
can be enhanced. In this context, the present report will evaluate the different approaches that
can help in building team building in health and social care centre. The ways through which
performance of individuals working in health and social care can be monitored will be assessed
in the assignment. The methods through which training and development needs in an individual
can be identified will be determined in this assignment. Analysis of different strategies for
promoting the continuing development of individuals in the health and social care will be
analysed in this assignment.
TASK 1
Approaches through which development of team working in health and social care can be
establish
Team building is an important aspect that helps the organisation in order to maintain and
foster good interpersonal relationship within organisation (Bratton and Gold, 2017). In order to
evaluate the approaches that used to develop team working in health and social care are
described below:
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 Team leadership model: The team leadership model is one of the best model that can be
implemented in the health and social care institutes in order to harness team working
among employees. The model has been classified into four layers. The top layer begins
with leader's psychological model of the situation (Mossialos, Courtin and Sketris, 2015)
(Valentine, Nembhard and Edmondson, 2015). The second layer comprises of internal
and external leadership functions level. The third layer contains task, relational and
environmental interventions and bottom layer creates high performance through
development and maintenance.
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 Coaching Skills: It is the duty and responsibility of the supervisor to provide effective
coaching to the workers in order to motivate them towards working in team. In health and
social care sector coaching plays important role and it helps in enhancing team
performance within the institutes.
TASK 2
1 Monitoring performance of individual in health and social care
Performance management system is initiated in the organisation with the motive to
enhance and promote employee effectiveness. In order to monitor and supervise the performance
of Community Care, the management needs to follow certain methods: Observation: Though there are numerous measures which are available to manager to
monitor the performance of employees within Community Care, observation perhaps
considered as one of the efficient and best source to monitor the performance of
employees. It is the duty and responsibility of the manager to observe performance of
employee when they engaged in work (Duckett and Willcox, 2015).
 Feedback from others: Managers can gain feedback from others by conducting interview
with the immediate supervisor of employees of Community Care. They can ask them
about the performance, behaviour and attitude of employees towards colleagues and
clients. They can further provide feedback form to client in which they asked them about
the attitude of care provider while providing them care (Wager, Lee and Glaser, 2017).
2 Assessing individual training and development needs
In order to identify the training and development needs of employees working in
Community Care, the management has to follow certain steps: Step 1: Identify needs of Community Care: Conducting this analysis allows an
organization to focus its efforts on areas of training that are necessary for employees to
successfully carry out the organization’s goals, make optimum use of the company’s
training dollars, and motivate employees by contributing to their career development. Step 2: Performing a gap analysis: In the second step, the management needs to perform
a gap analysis that involves analysing the current level of employees and comparing it
with desired level.
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 Step 3: Assessing training options: Through gap analysis, the management of
Community Care will able to generate list of training options that can help to provide
training to the individuals and employees associated in the organisation.
 Step 4: Reporting training needs and suggesting training plans: The last step to assess
the training needs is to report training and suggesting training plans to employees and
managers which helps in simplifying the process of training.
3 Analysing strategies for promoting continuing development of individual in Community Care
In order to promote continuous development for employees working in the Community Care, the
management needs to follow certain strategies: Providing right learning culture: It was identified in the case that employees were not
appropriately treating people suffering from dementia. By providing them precise
learning culture, the management will able to promote continuous development of
employees (Cascio, 2018). Continuous professional development: Continuous professional development is the
strategy through which management of Community care will able to provide training to
employees after working hours so that they can develop their skills and efficiencies. Self Development plans: Management of Community Care must put emphasis on
convincing employees to create self development plans in which they provide the skills
they want to acquire at certain period of time. Life long learning: Life long learning strategy help the management of Community care
and care providers to improve their skills and competencies through rigorous training and
development.
 Setting Training Budget: After analysing the case, it was identified that due to lack of
budget given to training, the management was not able to provide adequate training to
employees (Baum, 2016). Thus, by setting appropriate training budget, the management
will able to promote continuous development of employees.
CONCLUSION
From the above report it can be understood that team working is very essential and
crucial for the health and social care organisation. In this context, the above report demonstrates
effective learning regarding approaches to team learning. After analysing the case of Community
Care, methods of monitoring performance of employees has been assessed. Furthermore, the
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process of identification of training and development needs of employees has been made and
eventually, the strategies through which Community Care can promote continuous growth and
development of employees has been assessed.
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REFERENCES
Books and Journals
Baum, F., 2016. The new public health (No. Ed. 4). Oxford University Press.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Cascio, W., 2018. Managing human resources. McGraw-Hill Education.
Duckett, S. and Willcox, S., 2015. The Australian health care system (No. Ed. 5). Oxford
University Press.
Mossialos, E., Courtin, E. and Sketris, I., 2015. From “retailers” to health care providers:
transforming the role of community pharmacists in chronic disease management. Health
Policy, 119(5), pp.628-639.
Valentine, M. A., Nembhard, I. M. and Edmondson, A. C., 2015. Measuring teamwork in health
care settings: a review of survey instruments. Medical care, 53(4), pp.e16-e30.
Wager, K. A., Lee, F. W. and Glaser, J. P., 2017. Health care information systems: a practical
approach for health care management. John Wiley & Sons.
Online
Team Leadership Model. 2015. [Online]. Available
through:<http://www.nwlink.com/~donclark/leader/team_leadership.html>
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