Table of Contents
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.
- 1 Explain theories how individuals interact in groups in relation to the types of teams that work in health and social care
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 own experience
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
This report will study the requirement of requirement, 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.
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).
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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 cultural differences 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.
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. Effective selection process helps the organizations in recruiting skills, experienced and quality candidates (CIPD, 2014)……………