BMI Healthcare: Unit 13 HRM Report on Recruitment and Teams

This report examines the core aspects of Human Resource Management (HRM) within the healthcare sector, using BMI Healthcare as a case study. It begins by outlining the essential factors to consider during the recruitment process, including educational qualifications, job requirements, and internal recruitment strategies, while also detailing the impact of relevant legislative and policy frameworks, such as the Equality Act 2010 and Employment Act 2008, on recruitment practices. The report then evaluates various approaches to select the best candidates, like interviews and assessment centers. Furthermore, it delves into strategies for building effective teams, discussing theories of group interaction, such as Tubb's theory and Tuckman's model, and evaluating approaches like diversity, trust-building, transparency, and communication. Finally, the report examines systems for monitoring and promoting employee development, alongside an analysis of leadership theories and the management of working relationships. The report concludes by evaluating the influence of management approaches on personal development, providing a comprehensive overview of HRM practices in healthcare.

UNIT 13 MANAGING HUMAN RESOURCE MANAGEMENT

Contents
Introduction....................................................................................................................................................2
LO 1: Understand processes for recruiting individuals to work in health and social care............................2
1.1 Explain the factors to be considered when planning the recruitment of individuals to work in health
and social care............................................................................................................................................2
1.2 Explain how relevant legislative and policy frameworks of the home country influence the
selection, recruitment and employment of individuals..............................................................................3
1.3 Evaluate different approaches that may be used to ensure the selection of the best individuals for
work in health and social care....................................................................................................................4
LO 2: Understand strategies for building effective teams for working in health and social care..................4
2.1 Explain theories of how individuals interact in groups in relation to the types of teams that work in
health and social care.................................................................................................................................4
2.2 Evaluate approaches that may be used to develop effective team working in health and social care. 5
LO 3: Understand systems for monitoring and promoting the development of individuals working in
health and social care.....................................................................................................................................6
LO 4: Understand approaches for managing people working in health and social care..............................11
4.1 Explain theories of leadership that apply to the health and social care workplace............................11
4.2 Analyse how working relationships may be managed.......................................................................12
4.3 Evaluate how own development has been influenced by management approaches encountered in
own experience........................................................................................................................................13
Conclusion...................................................................................................................................................14
References....................................................................................................................................................15
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Introduction
The rationale of the assignment is to make the students aware regarding the different
aspects of human resource managements like the recruitment, workplace development and the
performance of the staffs as team members within the organization. In this section, BMI
Healthcare has been selected for analysis. In the scenario, it is the responsibility of the human
resource manager to recruit an individual within the organization for the post of operation
executive (Riley, 2014).
There are different sections that will be discussed in this regard in the following sections.
The different operational as well as the strategic factors, different application of the leadership
theories, the team management etc. will be discussed with the help of certain theoretical
frameworks.
LO 1: Understand processes for recruiting individuals to work in health and
social care
1.1 Explain the factors to be considered when planning the recruitment of
individuals to work in health and social care
Planning of recruitment and selection in health care sector is essential to continue improving
quality treatment and care to the patients. The BMI Healthcare is a private health care center
which is situated in London and offers a variety of health care services (BMI Healthcare, 2017).
For the post of Operational executive, the Company needs to consider few factors that are
required forrecruitment and selection of individuals which are as follows:
 Education is a primary factor which isrequiredwhile recruiting and selecting any
individual for the post of operation executive in BMI. As an HRmanager of BMI,the
educational background of the individualmust be strong in the sector of health care
treatment and service. The candidate must have the ability to handling data and records of
patients and manage other responsibilities(Mooney, 2017).
 The second most important factoris the job requirement for recruiting the individual. At
times, there are few opportunities’ that are used to replace employee as per the needs of
the health care centre. In the case of BMI, the HR manager must check and justify the
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necessary requirements of the vacant post to be set either based on job role or individual
specification. For this post, role specification is required that holds skills and capabilities
that need to be covered effectively while evaluating thecandidate during interview (BMI
Healthcare, 2017).
 The third factor that is relevantfor recruitment or selection is internal recruitment process
that must be performed on first priority. If this option gets failed by BMI, then the firm
needs to post an advertisement for the vacant operational position. The company can
choose variousmediums ofadvertising media such as newspaper, job portals, social
sites,emails, and so on.Therefore, for the post of operation executive,advertising of
vacantposts becomes an important factor in attracting new talent base on a single attempt.
1.2 Explain how relevant legislative and policy frameworks of the home country
influence the selection, recruitment and employment of individuals.
As part of legislative frameworks, the health care companies operates and designs its
company rules and policies based on governmental rules and policies constructed for health care
sector.
 The company must adhere to the rulesrelated to employee welfare in thehealth care
organisations such as the Equality Act 2010. It is the legislative act by UK government
which was passed to treat all employeesof the organisationequallyirrespective of any
gender,age,orrace,religion, etc. This law protects the employees or workers in health care
from getting discriminated for several reasons (Ezer and Cohen, 2013).
 The BMI is committed to respect and protect the information about the customerdetails
and information shared by the patients to the organization. Thus, the company has to
follow certain code of practice and conduct which are set for Employees or workers like
operation executive to secure the patient personal health related information (Kleinpell,
2014).
The protecting ofrights of Employees and staffs, establishing trusts and confidenceof
services providers and users; being accountable for delivery of quality healthcare service
and responsibilities for improving and maintaining their skills and knowledge, etc. falls
under the regulatory framework.This above-mentioned code of conduct ensures
employees of BMI to meet the desired standard forpractisingpolicies in health and care
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sector. It also helps in determiningthe continuousimprovement and professional
development of the employees (Basu, Andrews, Kishore, Panjabi, and Stuckler, 2012).
 Furthermore, the Employment Act 2008, has reformed many problems faced by the
labour union of UK. This law covers matters like strengthening minimum wage rate to
the workers, conflict resolution, standards for an employmentagency, trade unions, etc.
BMI healthcare must recruit a candidate from the diverse workforce in order to support
and promoteapplicationsfrom different backgrounds and culture by abiding the legislative
policy(NHS, 2013).
1.3 Evaluate different approaches that may be used to ensure the selection of the
best individuals for work in health and social care.
The two main approaches for selection of operation executive post in health and care sectors
are:
 Interview: It is first and foremost approach thatmust be conducted by any organisation to
recruit the best individual for work. In the case of BMI, the HR managers must conduct
the interview process to analyse and judge the skills and capability of the candidate in
therespective job profile. The interview is conducted either by a single person or panel of
members likemanagers, directors of the organisation etc. It gives the interviewer chance
to communicate face to face to know theirattitude, confidence, knowledge and
personality of the candidate applying for the post of operational executive.
 Assessment centre: The establishment of theassessment centre is the another approach
whichmust be conducted in the form of test where the candidate is put into a
certainsituation and they needs to play their responsibility and duties in groupexercise or
participate in one-to-one role play. From these assesments, the performance of the task is
judgedbased on IQ levels, cognitive ability,problem-solvingsituation, and job attitude of
the candidate(BMI Healthcare, 2017).
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LO 2: Understand strategies for building effective teams for working in health
and social care
2.1 Explain theories of how individuals interact in groups in relation to the types of
teams that work in health and social care.
There arevarious theories in Integration of individual in groups, for instance, the Tubb’s
theory which is based on four stages that resolves with a consistent variation of change. The
stagesare:
 Orientation: This step explains about getting to know each other in the group.Here the
group members share and discuss their problems and prepare to confront the health care
problem.
 Conflict: in thisstage, the group members will analyses problem of each patients and try
to convey the solution through adifferent perspective. As a result,thisparticipation
increases the responses of the groups towards sustenances of the patients in BMI.
 Consensus: in this stage,eachemployee of BMI with common consensuswill reach to the
single solution of each individual problem (Communication Theory, 2017).
 Closure: the final stage explains about the announcements of decisions taken by the
employees which is confirmed by the managers of the organizations the ultimate
decision.
This theory is basically the approach which helps in understanding the behavior of the
individuals in the teamwork. In the BMI health care for accomplishing the task the firm makes
various teams and they are given the targets to achieve them. As in the initial stage, all members
introduce to the others and in a team discussion is carried out on the topic of work. As all the
team members think differently so the situation of conflict occurs between them. After resolving
the conflict, the suggestions are reviewed in the team and one of the alternatives is picked to be
applied in the company. The last stage the decisions are taken as to how to accomplish the target.
Another theory is based on Tuckman’s model in which the team interaction is commenced
through four phases. The four phases are forming, storming, norming and performing. The first
phase deals in learning of opportunities by the formation of a group interaction through bonding
and sharing personal information.
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The second phase is storming in which different problems and issues are tackled. The third
phase is norming in which the team members develop solutions for agreements through
interaction among group and fourth phase is about performing. In this case, group interaction
includes cooperates and supports which is displayed by levels of motivation, competence,
knowledge and autonomy (Cassidy, 2007).
For understanding the team behavior effectively, the researcher has made this theory
which helps the individual to analyze the attitude and nature of the group members. With the
help of Tuckman theory, the individual is able to identify the stage in which it is performing the
task. This theory further helps in resolving the conflicts of team member.
2.2 Evaluate approaches that may be used to develop effective team working in
health and social care
There are many different approaches that can be used by the human resource department of
BMI Healthcare in order to develop effective team working within the organization such as
 Diversity: The HR department of BMI Healthcare must focus on hiring executives in the
group on the basis of different skills and personalities. This initiative would help the
employees to imply their strengths in order to improve the efficiency of the team.
 Trust: The HR manager must focus on conducting engagement programs within the team
members in order to develop mutual trust and respect which would help in developing
teamwork in BMI Healthcare (Goenka, 2017).
 Transparency: The HR manager of BMI Healthcare must focus on developing
transparency within the team so that every member is completely aware of their work
responsibility. Moreover, the objectives of the group should be clear to every member so
that it can help in developing teamwork within the company.
 Communication: The HR manager of BMI Healthcare should also improve the
communication process within the team where each and every employee is allowed to
express their grievance and feedback about the workings of the team. This process would
help to eradicate any barriers within the employees and the company and will benefit in
developing the team.
 Leadership: The leader of group in BMI Healthcare must focus on developing leadership
skills among their team members by allowing every member to take up new
responsibility with an aim to effectively build a team within the hospital (Gorman, 2017).
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LO 3: Understand systems for monitoring and promoting the development of
individuals working in health and social care
Note: The HR department of BMI Healthcare must focus on implementing four different
ways in order to monitor the performance of their employees with an aim to improve the
performance of the hospital. The HR managers should implement the strategy of Performance
Appraisal which would help to record the performance of employees in every quarter of the
business. The strategy of Observation helps the team leader to closely follow the workings of the
employees during their work in BMI Healthcare.
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Note: The process of Feedback is a traditional process of monitoring where the co-
workers, team leaders and supervisors provide information about the employee during the
process of work in the hospital. This process helps the HR manager to understand the problems
which an employee faces deeply. The HR managers should also focus on monitoring the
performance of the employees in BMI Healthcare by accessing the outcomes of the projects
handled by employees. If the project succeeds then the performance of employees are good and
vice-versa.
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Note: The HR department of BMI Healthcare must focus on implementing training and
development to their employees once the process of monitoring is completed with an aim to
enhance the weak areas of their employees. Once the performance appraisal is completed, the
HR should focus on having one on one discussion with their employees in order to make them
understand about the training needs. Anticipatory needs arise within the company when the
management of BMI Healthcare would focus on new operations in the hospital.
Unexpected training needs can arise during the process of monitoring of employees like
the communication of an employee is not perfect, so HR manager must focus on providing
communication training to that particular employee. The HR manager at BMI Healthcare would
also have to focus on providing accurate trainings to their employees who can further involve
ideas and concepts, knowledge acquisitions and attitudes etc.
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Note: The HR managers of BMI Healthcare should always focus on improving the
performance of their employees by continuously providing them feedbacks. The process of
feedback plays an important role in promoting development in the workplace. The process of
feedback also plays a vital role in boosting the confidence level of employees to perform hard for
the healthcare organization.
The process of performance feedback is though considered to be painful for many
employees as it helps the HR managers to easily identify the low performers in the organization.
So, it becomes important for the HR managers to focus on implementing feedback sessions every
week with each employee in BMI Healthcare to provide them valuable information about the
work which they have been performing in the organization.
The process of feedback not only aims to identify the mistakes of the employees but also
helps in recognizing the hard work of the employees.The process of Incentives also play a major
role in the development of individuals in BMI Healthcare as some employees are motivated if
proper monetary benefits are provided for their hard work in the company. So, the HR manager
at BMI Healthcare should also take care to reform the reward and incentive system of the
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organization by providing competitive wages, performance bonuses and incentives programs in
order to motivate them to work hard for the organization.
LO 4: Understand approaches for managing people working in health and
social care.
4.1 Explain theories of leadership that apply to the health and social care workplace.
Leadership theories are one of the primary managerial functions which help in acquiring
efficiencies in the operational levels to achieve the organizational goals. In this scenario, BMI
Healthcare has been selected for the detailed analysis. There are different forms of the leadership
theories like:
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Trait Theory: The theory helps in explaining the inborn leadership talents one is having.
It can be predicted at the time of the work deliveries by directing staffs in treating the patients
effectively in BMI.
Path Goal Theory: It implies the development of the motivation among the followers by
the leaders to attain the long-term objectives of the organization. In BMI healthcare, the workers
will be more focused in their work if they are confident enough about delivering their high
quality medical service and treatments (Barr and Dowding, 2015).
Servant Leadership theory: This shows that the lowered class working staffs within
BMI healthcare is acknowledged first on terms of providing benefits. In this regard, their
decision makings, sets and beliefs are given priorities at first stance.
In regards to this assignment there are two forms of leadership models that can be applied
in the health and social sector. They are:
Behavioural Theoretical Model: This models replicates that the individuals already
have certain knowledge regarding the working patterns of the leaders. Therefore, it is very easier
for the management of BMI healthcare to train the employees and in this regard, they are very
intelligent enough in understanding situations.
Situational Theoretical Model: This model generalizes different forms of leadership
theories. They are laissez faire, authoritarian and democratic. Apart from this, democratic theory
is more flexible and efficient in terms of attainment of goals at the time of requirement of
consensus.
Out of the two models, the management of BMI Healthcare follows the behavioural
theoretical approach as with the application of the approach, the human resource manager of the
organization will be successful enough in managing his sub-ordinate that is the operational
executive in this regard (Storey, 2016). On the other hand, situational theoretical model will also
be applied by the management of the organization in order to monitor complex issues at the time
of monitoring patients. This model is helpful for the junior staffs to conduct the organizational
performance at the time of the critical condition of the patient and when the patient expires.\
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4.2 Analyse how working relationships may be managed
The main aim of every working staffs in BMI Healthcare is the maintenance of the
proper work relationships with the team members so that the sustainable flow of information as
well as the transparency in the information can be attained. On the other hand some of the
authors like Valentine, Nembhard and Edmondson, (2015) have critically analysed that the
working staffs are highly aware of their assigned roles and the responsibilities (Valentine et al.
2015). In this regard, BMI healthcare believes that trust is one of the utmost factors which is
involved in the working performance of the employees.
It has been observed that the management of the organization basically the human
resource managers is careful enough regarding the application of their new creative ideas and the
innovations while delivering the service (Weaver, Dy and Rosen,2014). These are also included
in the training programmes like Health Aide Certificate programme with the help of which the
workforce within the organization has been treated with adequate facilities to deliver high
qualified services to the patients.
They are also given the training to develop the trustworthiness among them and at the
same time to respect the decision-making process of the other co-workers working in the
organization (Schwarzer,2014). On the other hand, the workers are also efficient enough in
communicating effectively with the patient over phone. Thus, in this way the working
relationship can be maintained in BMI healthcare.
4.3 Evaluate how own development has been influenced by management approaches
encountered in own experience
There are different aspects with the help of which the human resource manager is able to
develop his own thinking perspectives. They are:
 Team working: While working in the organization, I learnt that through collaboration as
well as coordination one can achieve the task effectively. In the HSC, I was able to
complete the task within the time duration. It can be learned that the workforce within the
BMI Healthcare is efficient enough in dealing with the feedbacks of the patients (Sung
and Choi, 2014). On the other hand, I have some of the issues regarding understanding
the concepts and the procedures. This was because, in the team all the individuals think
differently so I was not able to take my own decision. The future managerial as well as
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operational goals must be developed to attain. The development which I saw in me was I
gained vast information regarding different fields because the members in the team have
different expertise so it was interesting for me to acquire knowledge regarding different
areas.
 Recruitment: In case of the recruitment of the operational executive, the human
resource manager has faced problem in screening the qualities. This screening approach
affected own development as solutions to conduct an effective recruitment process has
been learned (Storey, 2014). On the other hand some of the positive things that has been
learned that the organization at the time of candidate selection also makes no difference
in gender.
 Classical approach- In case of the classical approach, it focuses on the productivity of
the employees and further stresses on the functions of management. In the BMI the
organization follows this approach, through this I was able to focus more on my work and
the productivity. The development which I noticed in me was that my efficiency
increased which helped me in raising my confidence level.
 Social system approach- when I joined the organization I was not social with the
individual. But through the social system approach, I made friends and due to this reason
I was able to effectively communicate with my peer members. Further, I was able to
balance my personnel goals with the organizational targets.
CONCLUSION
The entire assessment reflects some of the human resource managerial aspects while
recruiting the operational executive in the organization. This has been backed by some of the
theoretical perspectives and the measurements. On the other hand, certain factors as well as the
models also been explained. It is to be recommended to BMI Healthcare to make proper
channelization of resources with the help of which the greater amount of team management can
be facilitated and again the co-ordination among the team members will be such so that the
effective outcome can be regained.
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