Unit 13 Human Resource Management in Health and Social Care (GC0494)

Table of Contents

Introduction.

Task A.

1.1 Explain the factors that need to be considered when planning for the successful recruitment of individuals to work in health and social care.

1.2 Evaluate different approaches that may be used to ensure the selection of the best individuals for work in health and social care.

1.3  Explain how relevant legislative and policy frameworks of the  UK influence the selection, recruitment, and employment of individuals.

Task B.

2. 1 Explain theories on how individuals interact in groups in relation to the types of teams that work in health and social care 6

2.2  Examine the need for interdisciplinary work and explain the factors required to develop an effective team working in health and social care.

2.3 Explain theories of leadership that apply to the health and social care workplace.

4.2 Analyse how working teams may be managed.

4.3  Evaluate   how   own   development   has   been   influenced   by management approaches encountered in their own experience

Task 3.

3.1 Explain the ways in which the performance of individuals working in health and social care can be monitored.

3.2 Assess how individual training and development needs can be identified.

3.3 Analyse different strategies for promoting the continuing development of individuals in the health and social care workplace

Conclusion.

References.

Introduction

This report will study the requirement of, development, and management of human resource management in the Health and Social Care sector. In addition, the report will outline the importance of the human resource department in employee recruitment and selection with their roles and responsibilities in the health and social care sector.  Further, the report will explain the necessity of team works in improving staff knowledge, skills, and contribution towards effective service delivery in the health and social care sector. Finally, the report will explore the leadership and management styles with organizational factors such as procedures and policies, legislations related to human resource management in health and social care service.

Task A

1.1 Factors considered in planning for successful recruitment in health and social care

According to Mullins (2014) notes, recruitment refers to the process of hiring the right people at the right time for the right position. The effective recruitment process contributes a lot to the organizational performance and achievement of organizational goals and objectives. A number of factors must become under deep consideration of an effective recruitment process. Chen et al. (2014) stated that the key aim of recruitment in the health and social care sector is to gain success in the process of employment planning. Mullins (2014) suggested that job vacancies must be perfectly advertised with detailed job descriptions through different channels and appropriate sources, which will inform the potential and target individuals and lead the companies to achieve their desirable skills and knowledge for the selected employment positions. Then, employers need to make an application form in the recruitment process which includes a set of information such as role, job description, person specification, etc.

In addition, an information sheet/form should be created which includes job purpose, location, duties, and responsibilities, wages and benefits, working hours, contract type, etc (Michie and West, 2014). In recruiting health and social care managers, HR teams must make sure that the candidates have enough experience in health and social care legislation and policies developed by the government and local authorities. In recruiting nurses, the HR team will consider 6Cs: care, courage, compassion, commitment, communication, and competence (O’Brien-Pallas et al, 2011). Finally, human resource managers must consider the cultural difference and personal values such as personal values, language barriers, etc when recruiting people to come from diverse backgrounds and overseas nations. For example, there is quite a cultural difference between the UK and Spain regarding treatment, safeguarding, use of restraint, etc. As a result, the HR manager must consider these issues in the recruitment process.

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1.2 Evaluate  different approaches used in the selection process of  health and social care

Mullins (2014) stated that selection is an integral part of recruitment. The key aim of the selection process is to do shortlisting the candidate who applied for a particular vacancy and assess the applicants for offering the job. It is a vital stage in the recruitment and selection process. The effective selection process helps organizations in recruiting skills, experienced, and quality candidates (CIPD, 2014). The effective selection process in the health and social care sector includes different selection approaches such as aptitude tests, assessment center performance, online questionnaires, interview performance, appraisals for internal applicants, personality profiles, etc (Michie and West, 2014).  For example, a UK-based company needs to recruit five nurses from Spain.

In this case, the HR manager may need to travel to Spain for completing interviews applying the same criteria applied for the UK applicants. CIPD (2014) stated that the interview is the most effective approach to selecting the right person for a vacancy because this process can collect huge information related to performance. Through face-to-face interviews, both interviewers and candidate can exchange their required information and can come to a decision. Thus, structuring an in employment interview in health and social care is important to predict performance, where structure interviewing refers to the planned questions before having interviews and the same questions will be asked to all the candidates, and the score of answers will be calculated using rating system (CIPD, 2014).

Then, the selection process includes the final selection of the right people for the positions from the shortlisting evaluating the information received through interviews. Finally, the selected persons will be provided an offer letter and the unsuccessful applicants will also be provided a letter explaining the reasons for being unsuccessful in this vacancy (Mullins, 2014)…………….

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