Human Resource Management in Healthcare

Introduction

Managing human resources in health and social care is associated not only with selecting the appropriate personnel for the organisation but also with supporting organisational staffs in order to develop their professional standard in order to work efficiently in a team, for archiving the common organisational goals. This assignment is going to discuss the overall human resources management process by the newly appointed human resource manager in Kings College Hospital, in order to deal with the huge turnover of staffs and poor working condition. In addition to this, the assignment would also discuss the legal policies and framework that the new HR manager of Kings College Hospital is going to apply in the organisational framework for maintaining strong human resource management process. This assignment will discuss the leadership and human resources theories in order to describe that the HR manager ion Kings College Hospital is going to apply positive as well as effective changes in overall HRM process in this organisation, which may also draw on healthcare dissertation help to ensure comprehensive understanding and application of best practices.

1.1. Explaining factors associated with the planning of recruitment in the health and social care sector:

When it comes to planning a highly effective recruitment and selection process in health and social care context, different important factors are there which are need to be considered. One of the most important factors the HR manager needs to consider in health and social care context is that there would be no element of favouritism in recruitment and selection planning (Noe et al. 2017). In order to plan highly relevant and effective recruitment and selection process for Kings College Hospital, the newly appointed HR manager would ensure that the selection process would be based entirely on merit and skills of candidates but not on the favouritism of the higher officials.

Another important factor that affects the planning of the selection and recruitment process in health and social care context is considering unique and appropriate skill sets of candidates (Cascio, 2015). For making highly effective planning of recruiting the top candidates, newly appointed HR manager in Kings College Hospital needs to set some important skill sets that are required for the job designations. Before conducting the recruitment and secretion process the HR manager in Kings College Hospital needs to list the relevant skill sets that the candidates should have in order to grab the job opportunities in this hospital. One of the most important factors that affect the planning of recruiting staffs is health and social care is the overall budget that is allocated for the recruitment process (Denhardt et al. 2018). In the Kings College Hospital, due to the cut in NHS budget, the newly appointed HR manager needs to conduct an interview and selection planning in such a manner that would not enhance overall budget of that is allocated for the selection process by the hospital authority. The HR manager in the health and social care organisation needs to consider another important factor which is well-structured job descriptions (Islam and Al Amin, 2016). The newly appointed HR manager of Kings College Hospital needs to publish a well-structured job description which will assist the candidate to understand the overall job descriptions, responsibilities and required skill for the job.

Apart from the job description, another important factor that needs to be set by the HR manager before conducting the selection process is remuneration (Cooke and Bartram, 2015.). In Kings College Hospital, the HR manager should set the remuneration for a particular job description as the industry standard. In order to set the salary for each job designation, the HR manager in Kings College Hospital needs to consider two factors one is the current economic position of hospital and the standard salary structuring in health and social field in the current market.

1.2. Explaining relevant policies and legislation in the home country that influence the recruitment and selection of staffs:

Overall selection and recruitment process in health and social care context is potentially influenced by policies and legislative framework of the home country (Higgins, 2017). The newly appointed HR manager in Kings College Hospital needs to consider the overall employment legislation and policies in the UK, in order to maintain transparency and authenticity in the recruitment process. Under Employment Policy and Legislation Employment Act 2002, the HR manager in Kings College Hospital needs to ensure that all newly staffs, as well as existing staffs, will be treated with proper dignity and respect by the employers. Under the National Minimum Wage Act 1998, the HR manager in Kings College Hospital needs to set salary as per the industrial standard for particular job designation. As stated by Khan (2019), salary and employment rights the two important legislation factors that affect the selection process in health and social care context. The newly appointed HR manager of Kings College Hospital will follow and implement guidelines of Employment Right Act 1996, in order to ensure the positive, healthy and discrimination-free working framework for all staffs within the organization. According to Cooke and Bartram (2015), the HR manager should also implement the disability discrimination framework within the organisation in order to provide equal rights to all staffs. The newly appointed HR manager of Kings College Hospital would follow the guidelines of Sex Discrimination Act 1976 and Disability Discrimination Act (DDA), the overall selection process would focus on providing equal opportunities and privileges, irrespective of their disability, gender, race, religion and ethnicity. Moreover, under the Equality Act 2010, the HR manager would ensure that all the candidates who are called for the selection process would be provided equal opportunities and challenges in order to select the best one. Under this act, HR manager of the Disability Discrimination Act also ensures that there would not be any element of favouritism in selecting candidates for a particular designation.

1.3 Evaluating approaches involved in ensuring the selection of best individuals for working in health and social care:

Different approaches are there that can be used by the HR manager of the Disability Discrimination Act in order to select the best candidates.

Personal interview:

The personal interview is one of the most important approaches which can assist the HR manager of Kings College Hospital to analyse the ability and merit of each candidate. According to Bratton and Gold (2017), the face to face interview process is the most preferred approach in today’s HRM process, which assists the HR manager to select the best candidate for the company. Through conducting face to the face interview process, the newly appointed HR manager of Kings College Hospital can understand the individual skill and proficiency of each candidate. According to Stenberg et al. (2017), i is important that the interview should be taken by the expert of the field in which the job is published. This approach will assist the HR manager to eliminate all non-deserving candidates during the first round.

Assessment of candidates:

A complete assessment is important to approach in identifying eh best skill and the weakness of each candidate. The HR manager of According to Guest (2017), the face to face interview process is the most preferred approach in today’s HRM system. This approach will assist HR manager to select the best candidate for the company, in which the manager needs to make an introduction process of each candidate and then set individual questions answer process for each of them. The overall assessment process is based on evaluating the required skill for the job designation and the scores gathered by the candidate in the interview, introduction and the questions answer session.

Skill-based tests:

Under this test, the HR manager of Kings College Hospital would conduct a time-bound test in which would be some theoretical questions related to nursing case studies, which are to be answered by candidates within the deadline. According to Brewster et al. (2016), through conducted assessment test, the HR manager can analyse whether the staffs are able to deal with responsibilities in health and social care framework. This test will assist the HR manager to judge the nursing skill, knowledge on primary job responsibilities in hospitals and professional skills of each candidate.

Psychometric tests:

Through conducting the psychometric test, the HR manager of Kings College Hospital can analyse the intellectual capability, cognitive strength, decision-making ability and problem-solving skill of candidates. According Reiche et al. (2016), this test assists the HR managers to assess or analyse how potential candidates would set strategies and take decisions for dealing with any sudden risk in organisation framework. The HR manager of Kings College Hospital can conduct different psychometric tests such as personality testing, ability testing and aptitude testing.

2.1 Explaining theories associated with interacting with groups in relation to the kinds of teams working in health and social care:

In order to maintain positive team working and proper group interaction among the staffs, the HR manager of Kings College Hospital can focus on relevant theories including Tuckman’s Forming, storming, norming and performing model, and Kurt Lewin’s Individual Change Process.

By implementing Tuckman’s Model into the workforce, HR manager of Kings College Hospital can motivate all the newly appointed staffs to contribute their best practice in achieving the common organisational goals. As described in this model the first stage is forming stage. As stated by Albrecht et al. (2015), informing stage staffs are highly polite and observed. During the forming stage, the HR manager would assist staffs of a newly formed team and groups to understand their job responsibilities, criteria, designation and required skills for their designations. The next stage is the storming stage; in which team members begin to establish their own presence within the group in order to grab the attention of leaders. This phase will pose challenges including misunderstanding and inner conflict on the HR manager of Kings College Hospital. In this stage, the HR manager of Kings College Hospital needs to focus on employee engagement through making them understand the benefits as well as the importance of teamwork and synergistic working process. In the norming stage, job responsibilities are clear as well as accepted by the managers and staffs within the team (Reiche et al. 2016). In this stage, the HR manager of Kings College Hospital would focus on maintaining strong commitment and unity in the group. In the performing stage, the HR manager of Kings College Hospital would promote shared vision and decision within the team which would assist each team member to contribute the best effort in achieving common organisational goals rather than focusing on individual goals. In order to improve the interaction and synergistic working within the team, the HR manager of Kings College Hospital, needs to focus on three stages of Kurt Lewin’s Individual Change Process, which are unfreezing, changed stage and refreezing. In the first stage, the unfreezing stage, the HR manager in Kings College Hospital of needs to focus on increasing the driving force within the team by promoting the positive behaviour, synergistic approach and professional development of team members. According to Guest (2017), in the unfreezing stage, team members are trained to deal with any sudden difficulties within an organisation. In this aspect, the HR manager at Kings College Hospital needs to improve the resilience of each team by enhancing the adapting of each team member in order to deal with any sudden situation. In the changed stage, the HR manager will assist team members to make the positive transformation of their behaviour, working styles, thoughts, professional skill and feelings. In the third stage, the refreezing stage, HR manager now needs to maintain the sustainability of all teams in order to achieve the common organisational goals. In this process, the HR manager would focus on maintaining the standard of proficiency and working process within the team in intact manner to restrict any further changes.

2.2 Evaluate approaches in order to develop the team working in the health and social, acre:

Different approaches can be taken by the HR managers in order to develop proper team working at Kings College Hospital. By involving staffs into professional interaction with fellow members, HR managers can assist staffs in Kings College Hospital to understand each other perspectives and views. As stated by Nankervis et al. (2016), interaction is important within the group in order to improve the understanding of each other viewpoint. Moreover, the team members in the hospitals can be consistently encouraged to be involved in brainstorming sessions. The brainstorming process will assist each team members in Kings College Hospital to understand the planning of each group task. Through conducting regular meeting and conference with different teams, the HR manager in Kings College Hospital can allow the staffs to make professional interaction with each other about the organisation goals, values, primary responsibilities and unpredictable risks. As stead by, professions communication in meeting and conference assist the staffs to discuss the different official matter with fellow staffs and understand each other views about matters. The HR manager would also appreciate and encourage shared values and decision at Kings College Hospital within each team, which assist team members to respect each other opinion and decisions.

3.1 Explaining ways of monitoring the performance of individual in health and social acre:

The different appraisal process can be applied by the HR manager in order to monitor and measure the performance of staffs in Kings College Hospital. Staffs raining process is one of the most effective ways in which the HR manager can evaluate the strength and weakness of staffs in Kings College Hospital. According to Reiche et al. (2016), training assists the staffs to find out their own skills and areas of improvement which assists them to improve their professional standards. Another important approach that can be used by the HR manager of the hospital is the regular tracking of the staff’s performance. As stated by Taylor et al. (2015), through tracking staff performance on a regular basis, HR managers can find out the actual professional standard of each staff. The HR manager can conduct the one-to-one conversation with each staff, in order to understand their skills, strength and wellness. On the contrary Jamali et al. (2015) argued that this process is highly time-consuming and is unable to assist HR managers to get proper evaluation about the professional standard and quality of each individual. In this aspect, the HR manager of Kings College Hospital can conduct self-assessment tool such s activity logs, checklist and project planning, through which staffs can identify their own strength and weakness. Another most important process of performing monitoring, that can be applied in Kings College Hospital is a weekly review of work progress. This process would assist the HR manager of this hospital to analyse the performance standard of each staff.

3.2 Assessing how development needs and training can be identified:

The newly appointed HR manager in Kings College Hospital can assess the developmental and training needs by determining the areas in the hospital framework in which staffs are not performing well. In this hospital, the staffs show poor performance due to lack of training and guidance. The HR manager needs to conduct high-quality training and assessment process for staffs in this hospital to promote their professional and personal development (Buettner, 2015). Moreover, her in the case of huge absentees and lack of qualified staffs in this hospital. The newly appointed HR manner would work in this area by appointing high skilled staffs and implementing the organisational disciplines. High absence and turnover of staffs can be rectified by improving the employee engagement and professional standard of each staff. The Kings College Hospital also faces poor workshop facilities and advantages for staffs which not only demotivate them towards their job but also pose an adverse effect on their professional standard. The newly appointed HR manager of this hospital can rectify this situation by conducting a high-quality workshop for staffs in which experts will provide professional education and training to staffs for improving their performance standard.

3.3 Analyse the different strategies in promoting the consistent development of individuals in health and social care:

Various effective strategies are there which can be adopted by the newly adopted by HR manager for maintaining the consistent development of staff in Kings College Hospital. One of the most important strategies is the recognition and appreciation of the staff's performance. Through appreciating the new ideas, thoughts, creativity and performance of staffs, managers can encourage them to make further development of their skills and knowledge. Another important strategy that can be adapted by the HR manager at Kings College Hospital is monetary rewards to each staff for their good performance. Through offering incentives and rewards, organisational can encourage the staffs to improve their overall performance (Buettner, 2015). Through giving proper feedback regarding the staff’s performance, the HR manager in this hospital can assist staffs to understand the importance of developing their own skill and professional standard.

4.1. Explaining leadership theories that are applied in health and social care:

In order to deal with huge absentees and turnover of staffs in Kings College Hospital, the newly appointed leaders need to implement effective leadership theories. By applying the Transformational leadership Theory, the HR manager would be able to motivate the staffs of this hospital in order to achieve the common organisational goals. As stead by Jamali et al. (2015), Transformational leadership Theory assists leaders to motivate the organisational staffs to make their positive transformation which leaders to build a highly productive workforce. The HR manager can apply Behavioural Leadership Theory, which would assist the manager to make proper dominance over the staffs in order to maintain the disciples and ethical values within the hospital. According to Buettner (2015), behavioural leadership is important for a manager to maintain the disciplinary framework within the workplace. Another important theory of leadership that the HR manager of this hospital can use is the Situational Leadership Theory. Autocratic and democratic leadership are the two main aspects of this theory. In Kings College Hospital, the newly appointed HR manager needs to use both the autocratic and democratic leadership styles. Autocratic leadership style will assist eh HR manager to make proper control over staffs in order to reduce their irregularities in work and absentees. On the other hand, democratic leadership styles would assists this manger to understand issues behind the huge turnover of staffs in this hospital, thereby assisting manager to set strategies for retaining existing staffs and appointing new staffs.

4.2 Analysing how the working relationship could be managed:

The overall working relations in Kings College Hospital cam be changed by taking effective strategies for the HR manager. The HR manager needs to ensure a positive and friendly working environment for all staffs which can assist the hospital to improve the relationship between employee and employers. According to Gannon et al. (2015), friendly workplace assists staffs to share their leads and views with managers and staffs that can improve their interrelationship. Moreover, the HR managers also need to focus on maintaining bias-less and equal opportunities for all staffs irrespective of their caste, religion, gender and ethnicity. By setting standard working hours and fixed job roles for each staff, the HR manager can bring clarity as well as transparency in the working process which will assist this hospital to reduce the huge turnover of staffs. Proper allocation of the task to each staff will reduce the chances of any misunderstanding and conflict among staffs and managers in this hospital. Moreover, the HR manager would conduct a proper performance appraisal process for staffs by providing rewards or incentives to potential staff based on their performance. This process will improve the connection between managers and staffs at Kings College Hospital.

4.3 Evaluating the ways in which own experience can be influenced by management approaches:

In my workplace setting, I have gathered many experiences that influence my management and leadership skill. During the setting, I have learned how each job is allocated based on h profile and skills of each staff. In the workplace, I have also leaders about setting the deadline for each task based on the staff's capability. I gained proper knowledge about maintaining healthy and productive communication with staffs in order to make proper employee engagement. Moreover, I have also seen how the managers in my workplace deal with each challenge within the workplace such as conflict among staffs. All these experience assisted me to develop proper management styles that I can use in the future workspace to lead the workforce.

Conclusion:

From the above-mentioned discussion, it can be concluded that managing recruitment and selection process in health and social care is important for improving productivity of the organisation. The overall selection process in health and social care context is based on different aspects such as maintaining legal factors, implementing legislative guidelines’ into practices, understanding factors that can influence the selection process and analysing the proper skill sets of staffs. There are different leadership styles associated with managing the workforce in healthcare. Through implementing proper leadership and management process it is possible for the HR manager to built highly productive and skilled work\force.

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