This report will study the following things in the Health and Social Care sector – requirement, development and human resource management. Besides, it will represent the importance of the human resource department for the selection and recruitment of employee, their roles and responsibilities in the health and social care sector. Furthermore, the report will highlight the necessity of team works for improving the knowledge and skills of the staff. Apart from this, the report will also show how to contribute towards effective service delivery in the health and social care sector. And finally, through this report, we will be able to explore the management styles and leadership with organizational factors such as procedures and policies, legislations etc related to the human resource management in Health and Social Care Service.
1.1 – Considerable Factors in planning for successful recruitment in health and social care:
Recruitment (hiring) is a core function of human resource management (Buettner, Ricardo, 2015). It (recruitment) refers to the overall process of attracting, selecting and appointing suitable candidates for jobs (either permanent or temporary) within an organization (Buettner, Ricardo, 2014). According to Mullins (2014) notes, recruitment refers to the process of hiring the appropriate people for a suitable position at the right time. The effective recruitment process, undoubtedly, plays an important role in the achievement of organizational goals, objectives and performances. Therefore, for an effective recruitment process, a number of factors need to be considered.
Chen et al. (2014) have mentioned that the aim of recruitment in the health and social care sector is the achievement of success regarding the process of employment planning. Mullins (2014) suggests that while publishing any advertisement for a job vacancy, detailed job descriptions must be there. This will help to target the potential people and will lead the companies to hire appropriate employees for the job. For the recruitment process, there will be an application form that includes a set of information such as job description, role, person specification etc. Apart from this, there should be an information sheet/form that includes job purpose, duties and responsibilities, location, working hours, wages and benefits etc (Michie and West, 2014).
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When the HR teams will recruit health and social care managers, they must make sure that the selected candidates have well experiences with health and social care legislation and policies developed by the government and local authorities. When the HR team will recruit nurses, they will consider the 6Cs – Care, Commitment, Courage, Compassion, Communication and Competence (O’Brien-Pallas et al, 2011). The HR Manager has to keep in mind the personal values, language barriers etc when recruiting people who have come from diverse backgrounds and overseas nations. For example, there is a cultural difference between the UK and Spain regarding treatment, safeguarding, use of restraint etc. Hence, the HR manager must consider these issues in the recruitment process.
1.2 – Evaluation of different approaches used in the selection process of health and social care:
According to Mullins (2014), selection is an integral part of recruitment. When the selection process is going on, the key aim will be creating a shortlist of the candidates for the post they have applied, and assess the applicants for offering the job. An effective selection process will help the organizations to recruit skilled, experienced and quality candidates (CIPD, 2014). In the health and social care sector, an effective selection process includes a variety of selection approaches such as personnel profiles, aptitude tests, assessment center performance, online questionnaires, interview performance, appraisals for internal applicants, personality etc (Michie and West, 2014).
According to CIPD (2014), an interview is the most effective approach for recruiting a suitable person for a job. Through a face-to-face interview, both the interviewers and the candidate can exchange their required information which will help them to come to a decision. Structure interview refers to the pre-planned questions that will be asked to the candidates and the score of the answers will be calculated using the rating system (CIPD, 2014). In health and social care, the Structure Interview play a very important role to predict the performance of a candidate. However, after going through all this, the final selection process of the right candidate for the appropriate position will be done base on the shortlisting evaluation and the information received through the interview. In the end, the selected candidates will be provided an offer letter and the unselected applicants will also receive a letter explaining the reasons behind not getting the job (Mullins, 2014).
1.3 – Role of Legislations and Policies to influence the selection, recruitment and employment of individuals in health and social care:
Legislations and policies play an important role in the recruitment and selection process in the health and social care industry. According to Truss et al. (2012) notes, the Equality Act 2010 forced the organizations to maintain equality among workforces in organizations. Besides, the Work and Family Act 2006 and Maternity and Parental Act 1999 prohibit discrimination in workplaces regarding sexual orientation, color, gender, race, religion, ethnic origin, disability, nationality, qualification, education, marital status etc. Apart from this, the Data Protection Act 1998 maintains the privacy, confidentiality, and security of employee personal data in workplaces. As a result, organizations can not use employee personal data in unlawful ways. Freedom of Information Act 2000 forced the recruiters to provide transparency in the recruitment process. So, the recruitment of international people should become under consideration following the UK immigration rules and policies.
On the other hand, National Health Services (NHS) has set a mission statement for employing workforces from diverse backgrounds. Therefore recruiters are bound to follow the statement of NHS. In addition, the General Social Care Council (2010) has provided a code of practice for employers in the health and social care sector. This code of practice has been designed to complement rules and legislations developed by the government and local authorities regarding recruitment and selection of social care workforces.