Managing Human Resources

Analyzing Management of Human Resources

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Introduction

Human resource management is one of the managerial activities of an organization. It is very important to manage human resource of a company as human resource is the most important asset for an organization without which financial and physical resources cannot be put into use (Bell, 2012). For this purpose, human resources management should perform all the function which is basically recruiting and selecting, training, directing, motivating, monitoring, controlling, etc. in an effective manner so that employees of an organization can be made satisfied. This report carries out discussion about human resource management of health and social care where human resource management of London Bridge Hospital has been done. Further, this report emphasizes on recruitment and selection of key employees in HSC and how those employees interact in group. Furthermore, discussion has been made on the training and development of human resources and the type of leadership which can be applied in order to manage team of human resource in health and social care (Brooks and Nafukho, 2006).

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Task 1

1.1 Factors required to consider for planning the recruitment of an individual

London Bridge Hospital is a privately owned hospital where post of senior doctor in cardiac, senior nurse and assistant HR manager are vacant. For this purpose, recruitment has to be done. Before recruitment, complete planning has to be done so that effectiveness can be brought. There are various factors which are required to be considered while planning for the recruitment process. Some of the factors are discussed as follows:

1. Internal Factors

Succession Planning

If organization has already done or intend to do succession planning then recruitment can be done internally. This will enable the HR manager to develop quality of required post in a person who is going to fill the vacant place.

Change in Organizational Policy

This factor is required to keep in mind before planning recruitment. If company wants to change its organizational policy than recruitment should be done accordingly (Ellinger and Ellinger, 2014).

Turnover Rate

Turnover rate of an organization should be considered while recruiting the employees. If there is high turnover rate then agreement should be made with the candidates who will bind the employees for minimum period of 1 year.

2. External Factors

Labour Market Supply and Demand: It should be ensured that there is an adequate supply of labors in a market whenever organization demands for the workforce (Hassan, 2007).

Economic Factor

HSC should assess economic environment because if there is crisis than company cannot pay appropriate salary to the hired employees.

After planning and doing recruitment process the next step is to select best individual for the London Bridge Hospital. There are various approaches used for ensuring best individual in an organization. Some of the approaches are as follows:

Interviews

Every candidate should be closely interviewed so that behavior, attitude and communication skills can be assessed. During interview process, interviewer should ask questions related with organization and related skills as well as about current scenario which will help in knowing knowledge of a person (Holland and Pyman, 2006).

Psychometric Tests

Some of the tests should be conducted through which IQ, EQ, analytical skills; Interest field, etc can be checked and through which firm can get required skilled personnel.

Observation

In this, candidate is given the responsibility to treat service user and senior manager will test its abilities and skills. After that, service user will be asked to give reviews about candidate's performance.

Reviews from former employer

Organization can also take reviews from former employer so that best employee can be selected. If a person gets good reviews than company should employ them by considering other skills of that person (Jain, 2005).

Interview by a team

A whole team consists of HR, Professionals, multidisciplinary employees who will take interview of candidates and a joint decision will be taken and accordingly best individual will get selected (Khan and Sheikh, 2012).

1.2 Employment of various key legislation and policies to ensure the selection of the ‘right’ individual

While selecting a candidate, HSC has to take care about various legislative policies in order to ensure smooth selection process of an employee. Federal and provincial government has influenced human resource management through laws and several regulations. This directly is related with recruitment and selection process and procedures. If all the legislative policies are employed then company can choose right, ethical and best employee for London Bridge Hospital (Koskela and Palukka, 2011). IF the entire legal frameworks are adopted than unethical practices can also be avoided such as recruiting on the basis of discrimination and rejecting the suitable candidate. Some of the regulations are employees relevant and current legislation, codes of practice and policies which is related to worker rights, health and safety, diversity, anti-discriminatory practice, care standards, etc. Also the laws of Employment Act 2008, Employment Relations Act 2004, and Sec Determination Act are considered by the company before selecting a right candidate.Some of these acts provide guideline to the employer for recruitment and selection procedures. Hence, human resource manager should seriously consider these laws before developing recruitment and selection procedures in order to select the right candidate (Nikandrou, Brinia, and Bereri, 2009).

Task 2

2.1 Theories of interaction in group and evaluation of different approaches which is used to develop effective team

There are various theories related to group interaction which shows that how group is form and how employees interact with each other in order to accomplish goal of a group as well as the organization. Some of the theories are as follows:

Tuckman Theory of group formation

Tuckman gave the theory on group formation and showed how group is formed in an organization for a single purpose and when the purpose gets completed, the group gets dissolved. There are 5 stages in group formation the first is forming which is an initial stage and the group members seems to have positive and polite attitude. Some gets confused as they did not understand the given task and some are excited. In HSC, a group of doctors, nurses, ward boys, management is formed order to accomplish a specific task (Tomé, 2011). Second stage is Storming where people in a team push each other out of boundary and does not like the way others work. Many conflicts arise between team members. Third stage is of Norming where people gets used to the working style of each other and start resolving their conflicts, appreciate each other. Fourth stage is performing where group members put great efforts and do hard work which leads to achievement of group goals. Last stage is of Adjourning where after the completion of a particular project or task, the group members get dispersed according to the organizational structure. In HSC, multidisciplinary groups are formed according to the nature of people and because of this they start resisting each other. Later people starts appreciating each other’s work and put hard efforts in accomplishing the task of critical treatment. After the completion of treatment, they get dispersed.

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Belbin Team Roles

There are 9 roles which group members play in a HSC and through this; they interact with each other (Armstrong, 2006). In an Action oriented roles they are shaper which is challenging, dynamic and has courage to overcome barriers; implementer who plans strategy and carry it out effectively. Completer who sees that task get completed without any errors. In a People-oriented role there are coordinator who coordinates all the people and work; team worker who work politely in a team and has creative ideas; resource investigator who interact and make contact with other people

There are various approaches which can be used in an organization in order to develop effective team. Some of them are as follows:

Team Purpose

The purpose of group formation should be valid and effective and it should be duly communicated to all the members so that group becomes effective.

Empowerment of team

In this, group should be given power so that they can take decisions by their own (Armstrong, 2004). This would enhance their morale and thus team would become effective.

Strong leadership

There are 3 types of leadership and leaders should apply three types in the group according to situation so that team member gets motivated and do not feel that they are bound or not directed.

Role Identification

Roles of each group member should be properly identified and defined to particular individual. So that any individual do not feel loaded or completely redundant.

Team Morale

Leaders should enhance and boost morale of each group members by applying various motivational techniques. This will ensure development of effective groups (Aswathappa, 2008).

Task 3

3.1 Theories of leadership

There are several theories of leadership which is propounded by great philosophers and leaders and can be applied in London Bridge Hospital in order to lead a multidisciplinary group for performing several tasks. Some of the theories are enumerated below:

Trait Theory

This theory states that people are born with certain qualities of leadership which will make them excel in leadership roles. In London Bridge, manager should identify those employees who are born with leadership qualities and that person should be allowed to lead a group of multidisciplinary members.

Contingency Theory

It was founded in the year 1960 and the founder of this theory argued that there is no single method of leading a group (Buxman and Wehrenberg, 2012). Every leadership style is based on a certain situations. In London Bridge Hospital, a leader should be allowed to lead a group in their own method depending upon situation and set format should not be given to the leaders. This will ensure effective development of a group .These theories can be adopted in HSC in order to build and develop an effective group along with great leader which can motivate, direct and lead a group in an efficient manner and thus a group with effective leaders will help in accomplishing the group and organizational goals (Chansler and Swamidass, 2010).

3.2 Management of teams in HSC

Team management is the ability of an organization to administer and coordinate a group in order to perform a task in an effective manner. it can be managed by encouraging teamwork, communication, objective setting and performance appraisal (Cohen, 2003). In London Bridge, a HR manager can manage the working team by adopting various approaches which are described as follows:

Build Effective Teams

Manger should identify people and their skills and then make effective team of multidisciplinary in order to manage working of a team in a most effective manner.

Effective Communication

After development of a team, manager should communicate in a proper manner by their leaders so that ambiguity can be avoided and members of a group will not have any confusion regarding the work and organization (The importance of human resources management in health care: a global context, 2015).

Responsibility Sharing

The responsibility related to work should be shared equally among members of team so that any employee does not feel avoided or redundant.

Performance Appraisal

Regular appraisal of work performance of a team should be done and they should be motivated by providing rewards so that team's morale can be boosted and thus, it will lead to effective performance by team members (Koskela and Palukka, 2011). These are some of the techniques which will ensure effective management of a working team in a London Bridge Hospital.

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3.3 Evaluation of own development

After adopting the management approaches which is recruiting and selecting employees, building team, managing team, identifying leaders, providing training and development, etc. It can be evaluated that I have learnt many things during completing this process (Brooks and Nafukho, 2006). I have learnt to manage more than one team and task at a single time which was lacking in me. Secondly, I also developed skills of time-management which helped me in tackling regular tasks in HSC. Similarly, I gained knowledge and experience about the outer world by communicating and interacting with service users and other stakeholders. Similarly, I also learnt from employees by interacting with them and got to know about various skills which I do not possess. This managerial approach has helped me in getting clear information about information and about each and every employee of this organization which can help me in future while conducting performance appraisal. I can also say that overall career enhancement has been done which will help me in getting better opportunities in the future (Managing Human Resources in Health and Social Care, 2015).

Conclusion

After preparing this report on human resource management in health and social care, it can be concluded that there are several factors which are required to consider before conducting recruitment and selection process and also legislative policy should be taken care while selecting people. It can be inferred that, in HSC also groups are made and those groups are to be managed in order to bring effectiveness in team working and achieving goals of an organization. Similarly, various theories should be implemented in order to develop effective team. The manager of HSC should identify gaps in performance of an employee and develop several measures to provide continuous training to them.

References

  • Bell, G., 2012. Playing the HR field: An interview with R. Wayne Pace, founding president of the Academy of Human Resource Development, and author of Human Resource Development: The Field. Human Resource Management International Digest
  • Brooks, K. and Nafukho, M. F., 2006. Human resource development, social capital, emotional intelligence: Any link to productivity?. Journal of European Industrial Training
  • Ellinger , E. A. and Ellinger, D. A., 2014. Leveraging human resource development expertise to improve supply chain managers' skills and competencies. European Journal of Training and Development.
  • Hassan, A., 2007. Human resource development and organizational values. Journal of European Industrial Training.
  • Holland, P. and Pyman, A., 2006. Corporate universities: a catalyst for strategic human resource development?. Journal of European Industrial Training
  • Jain, P., 2005. Strategic human resource development in public libraries in Botswana. Library Management.
  • Khan, B. M. and Sheikh, N. N., 2012. Human resource development, motivation and Islam. Journal of Management Development
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