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Unit: Managing Human Resources in H&SC Lecturer: Hasa Ram Student name – Lidia Matei Student ID – P1002145 Group

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T. 2012) The human resources planning aims to get the success of organisation’s business . (CIPD. terms and condition of employment. “regulative law” – which deals with employment rights. health safety and well-being. Human resources planning deals with what would be the organization’s future requirements in terms of human work force. M.Managing Human Resource in H&SC LO1. There are more types of job 2 . The selection process is realised by various types of job interviews. in order to find out if an applicant is right for a job position.. deals with complex and various aspects as age discrimination. 2007. L. concerns several crucial aspects as succession planning. The planning is a comparison between the present situation and the future goals of the organization.) One of the most important aspect of the Human Resources Management is the planning of the recruitment. To achieve these steps . equal pay. Recruitment is the stage when the company or organisation makes public the fact that there are certain vacancies inside the organisation . 2005) Job interviews In order to achieve the right people. the number of people required. in order to receive people’s job applications . A job interview is a conversation in which one person (the interviewer)ask questions and elicits information from another person (interviewee). Watson. job analysis. Human Resources field is closely related to the legislative field and policy frameworks of the home country. trough human resources force. the flexibility of work for certain positions. Employment Law. LO2 Human resource management purpose is to manage human force of an organisation . (WordNet. skills and educational level of people required. disability. costs. The organisation should consider three aspects: “identifying the right people with the right skills”. there are three types of law related to the employment law: “auxiliary law which provides support and a framework for collective bargaining”. Human resources needs. Harris. (CIPD.. in journals. outsourcing. in order to achieve its goals trough the people that work inside the organisation as employees (Armostrong.. Employment Law contains rules and acts which are meant to protect employees and employers. J. other many types of discrimination. recruitment and withholding. All these rules are closely related to Civil and Criminal Law. The UK. the organisation needs to consider first. after the recruitment process. Should be one of the pieces that make the business strategy complete. rules and regulations. so that can make the next step – selection. 2007) Law environment in Human Resources field In terms of law. 2013) In Kahn-Freund (1972)opinion. discipline and grievances. “restrictive law” – specifies what is permitted in the “conduct of collective bargaining” (Leopold . bullying and harassment. data protection. to meet their goals. recruitment agencies etc. create balance and active links between business goals and human resources planning steps (Armstrong. follows the selection process.2012).. the human resources planning. Each organisation has a business strategy based on a planning. People’s job applications are attracted through various sources as adverts in Social Care centres. the motivational aspect.

By the nature of interdependence. Norming – team members already know eachother. “One individual’s output is another individual input in a cyclical mode. They start to know eachother by introducing one to another. so that the final result is composed by each individual contribution. The group members interact according to the group task. group interview. individuals could not know eachother. (Chron. but still there are uncertainties. (About. It is based on interactivity. behavioural interview. According to this approach . 2013). At this stage.Managing Human Resource in H&SC interview as: phone and/or video interview.each member contributes separate to the group performance. In a group . This type of interview aims to test the capacity of the candidate to take decisions in tense and stressful situations. the approach is based on past professional experiences. but the difference from the group is that members of a team have the same direction to follow in order to achieve a certain goal. the interviewers could presume how the candidate will behave in a similar situation in the future. the member contribution can not be exactly determined. There are tasks which can not be achieved by one individual but can be successfully achieved by a group. team members take part together at social activities . there are a few types : Pooled interdependence . by their actions and by the nature of a group. In this case . In a team there are a few stages of Inside a group. the direction of the team is clearer . The stage of removing uncertainties passed and at this stage. The main purpose is to complete information from the job application form with other relevant information which can be achieved in a “face to face” interview. So that.(Forsyth. then is the stage when a team is created. Theories of individuals interaction in groups and team stages Two or more people who interact in order to achieve certain goals or meet certain needs is a group. Reciprocal interdependence .works as an assembly line. Storming – in this phase.. the employers specially creates a challenging environment as changing the topic. The rest of the people use different approaches as politeness or unsecure feeling of unknown territory. Another form of the interview is Stress interview. The direction is clear and each individual knows his/her role inside the group. the decisions are difficult to take and people feel still unsecure about their position and role inside the team. Case interview is when the main goal of the interviewer is to test if the candidate has has analytical and problem-solving skills. Their actions and experiences are related to other members actions.. meal interview. They are united and they 3 . R. When the members of a group have same goals or same task to achieve . Another type of interview is Behavioural interview. The steps of a team construction are: Forming – this is the step when the members of team do not know eachother and most of the decisions are made by the leader of the team. 2010). Sequential interdependence . A traditional interview is when the interviewer asks open-ended questions or questions about what the candidate would do in certain hypothetical situation. The members of a group depend one on another. The most clear role is the leader’s one. one interview. In this type of interview. 2013). and both the interviewer and the candidate are free to ask questions and to clarify their members actions are dependent one on another. interrupting the candidate etc. One unit depends on the previous unit. appears interdependence between group members activities.

skills. The managers should give enough importance to the appraisal planification . and they are meant to help people which underperform at the workplace to correct their weak point and work better. but professional. 2005). There are not allowed personal conflicts . use of the survey and inspection activity in order to identify the training and development needs. In Health and Social care as in all the other work sectors. 2005). 2012). A good comunication is also very important in order to identify the issues and the problems that might appear inside the team. There is a need to understand the types of personality and what sides of personality could be used in order to achieve a high level of professional and personal development inside the team. 2005. establish a level of performance per department and per person. the employees should be monitored on a regular basis. the worker attitude and reactions during a period of time. the managers keep a record of certain key-circumstances. (ACAS. (HealthcareSource. the organizations work guided 4 . not just once a year as a formal assessment. In the tense situations or when there is a disagreement. about the employee activity. development and rewarding . An effective communication with all the employees . LO4 Performance management is a process that helps organizations to Some of the appraisal techniques are: Rating –a number of workers temperament. 2008). (CIPD. The performance of the care provider or worker has direct consequences on the care user safety. are compared on a scale from remarcable to unacceptable . It is important to have written papers about the appraisal and its results so that the organization be able to give feedback to employees and the senior managers to check if the appraisal was effective.(MSG. 2013) LO3. The appraisal methods are meant to help identifying the staff needs in terms of performance . (Shine.Managing Human Resource in H&SC created certain links between them. regular analyse of the performance towards the goals of the business. 2012) . to train and reward their employees through different methods . using formal and informal appraisal methods to inform the staff about the level of performance that they need to achieve on a regular basis and connect these performances to payment . The appraisal methods most important capacity is that they asses employee’s weaknesses and strengths. if they met the agreed goals. In Health and Social care. . workers appraisal should be a fluent process . the team members are able to sort out the problem on their own. to be various types of characters and personalities. The performance management includes a number of activities according to the organizational goals and strategies. Performing – this is the stage when the intervention of the leader is not necessary anymore . (ACAS.4). (CIPD. The members of the team know clearly their roles and they are aware of the team direction and goals. the situations where might be used the reward plan. The classic methods of performance appraisal are still used. sometimes combined with the modern methods. This process aims to improve the organization’s activity through the improvement of its human workforce. Another method is a written report of the appraiser. 2013). abilities. which could be considered as a sensitive field as works with people and with people with special needs. According to (ACAS. Compare the workers activity with the goals . It is particularly essential that inside a team. pg. training.

what stops him/her to develop more. give support and paid time-off.Managing Human Resource in H&SC by different strategies in order to meet their goals in terms of business . other departments colleagues. training and development needs of the organization. could be a good method to identify the individual worker’s need in terms of learning and development. in which areas him/she would like more responsibility. ambitions and career goals. That is why. would help assess the right need of training and learning. have a big influence in all the other aspects of living. Questions about what the worker wants from his/her job. the care organization should provide a proper induction inside the job duties and role. (SkillsThirdSector. the pleasure to work with people. At the individual level.d. reactions. An appropriate description of the job would be very helpful. direct managers. like managers. (SkillsThirdSector. For a continuous development. or other very serious illnesses. bathing. 2011). colleagues. to lift or turn the patient. The staff is the force engaged to achieve every organization’s goals. effective and valuable feedback. the fact that a permanent and effective communication between direct manager and employee it is also important. as how to bath. one of the most important position is Certified Nursing Assistant which deals with direct care giving. It is necessary to have a planning process that continuously analyses the workforce of the organisation. As employer. because people who wish to develop a career in this area should be aware of the fact that a CNA help people that are not able to care for themselves and that includes feeding. 5 . so that the organization be able to have a clear image about the staff needs in terms of training.) The employer should find the best way to match the employee personal development needs with the department/organization’s goals. n.). In health and social care. is necessary to be aware of the individual personal development. (Essortment. that usually leads to full of vitality work environment.d. opportunities for identifying the right skills and methods to take the best of the existent possibilities and threats for assessing the right skills and information to control and defeat them. (SkillsThirdSector. still something happened and proved me that actually I don’t. toileting care users with different needs. the ways him/her likes to achieve information. weaknesses can identify the right training or strategy to appeal them.” Socrates. the work environment is one of the most important aspect in our lives. n. the work relationships mirror the quality of life. discus about the advantages of the learning methods applied. behaviours from different positions inside the organizations. Strenghts can help to improve what is already good and useful. “The only true wisdom is in knowing you know nothing. opportunities and threats facing the organization. A useful tool to analise is SWOT. This position requires skills and abilities as patience. compliance and understanding (Essortment.). with dementia. continuous training and analyse to asses the employee’s learning needs. knowing themselves and their limits as well as a number of abilities that should be learned in the training process. image. I’ve noticed that even if there have been moments when I thaught I knew everything about a certain subject. weaknesses. This method analyses the employee skills. The appraisal methods are an important key tool to identify the learning. n. as informal appraisal. services provided. appraisal method of 360 degrees feedback. what are the interests and talents. internal balance. their level of development and learning abilities. about his/her skills. 2011) As long as we live there is always something more to learn. compaction.d. The way we feel at work place. In terms of professional achievements. skills for certain jobs. If they are good and warm relationships. which asses strengths. strengths and weaknesses.

Leader comes from the verb “to lead “ that means “to guide” . One of the most important characteristic of a leader is the vision. “An organization can execute only if the leader’s heart and soul are immersed in the company. and obviously have an impact to the goals and image of the organizations. he used to work more than everybody in the team. made me feel confident and effectively involved in my work with the strong desire to achieve best results. In own development as a professional it was very important the relationship with the colleagues and with the manager. those are the aspects that determined my desire to do a better job. “persuade”. to control . must understand and asses the complexity of the situations that occur inside the organization and find the right way to overcome it. 2013). To lead an organization. the relationships at work could help us design the life that we want to live or could determine us to ruin our existence . Leadership is the real possibility to inspire. For a better understanding of the leadership theory. (SYNONIMY. low self-esteem. I could have an idea about the way to achieve them and I could analyse better what I was good at and what I should have improved. p.” (Bossidy and Charan.3) . n. If the relationships at work are not good. they might lead to unsatisfation. n. A warm approaching and effective communication. 3). Trait theory is based on the fact that what makes a good leader is a certain number of qualities coming from individual personality. Knowing my personal goals. then build on the strengths and correct the weaknesses. 2013). they are guided by firm values and have good communication skills (MindTools. skills and behaviours. there are few more theories of leadership based on certain approaches. 2008-13). to become a good professional and have always a good and relaxed attitude with my colleagues and my superior. researchers disclosed and elaborated simple ways to outline certain styles of leadership appropriate for organizational environment. to feel that somebody cares about me as an employee and as a person. A leader needs to have the vision and his actions are meant to determine the other members of organization to become involved to achieve that vision. they lead and inspire people by their attitude . Inside transformational theory .d. (Ragins et al. become frustrated and disrespectful with ourselves and others. support them to advance in their careers.. the activities of others. 2013). (MindTools. free to express myself and my consideration about certain aspects of work . especially in dealing with other people.” (Bossidy and Charan. The effective communication and the fact that the manager countinuously appreciate my work either was good or bad . “influence”. in the given case a healthcare organization. not treated as a workforce only.Managing Human Resource in H&SC motivate people and teams. Also determined me to better analyse my personal goals and match them with the department goals. (MSG. “direct”. Basically . continuously appraised by my manager in an informal way with feedbacks good or constructive. I’ve been always asked about the way I feel about my work . p. Transformational leaders have vision.d. anger. reflect in the quality of work and the organization’s goals. 2013). n. Transformational leadership is the theory that is recognized as the appropriate leadership style for the organizations (MindTools. That was very important because gave me the possibility to talk about my issues in a relaxed manner.d). which again. I’ve seen in my manager someone that I can learn a lot from. but with positive and good intentioned attitude . “Good leaders learn their specific personal strengths and weaknesses. to persuade . This theory states that people have or do not have the quality that could transform them in to leaders and helps perceive certain qualities and 6 . bad mood.

Managing Human Resource in H&SC skills that could be improved in order to become a leader. but before that involve the team members in the decision. (Schyve. the presence of people with special needs.making activity. they take over other colleagues responsabilities as needed. shows that inside the Descriptions about Management theories and relationship theories of leadership (About. This type of leadership is more based on quality than effectiveness. but because the staff activity is directly related with the people wellbeing. rewards and correction methods . The disadvantage is that the leader might trust himself but not the team. The leader makes clear each team member’s role inside the team . 2013) deal with observation of team. In health and social care organizations . Autocratic leadership – the whole power belongs to the leader. Studies of team that achieve high quality care. The multicultural environment. leadership fails. 2009. without certain skills being involved. these types of leadership are guided by strong values and high professional standards . every team member know exactly what is his role.a deeper analyse would reveal.10). strong links between leaders and team members. according to MindTools. team performance centered leaders. could be approached any of these theories . and where needs to improve. these are just few factors that might help to understand the importance of an appropriate leadership. they trust eachother. Behavioural theory . members share the same goals and vision. p.the workers accept to work in a team and accept the team leader as their leader. the communication is always present in an proper manner with the right attitude. the leadership could be a sensitive issue. less errors. 7 . Usually . they share a scheme of their activities. that behavioural theory includes transactional leadership – a management style . they know about eachother what is every team member good at. Could be a good approaching of the leadership style in situation when work has to be done. Laissez-faire leadership – the leader entitles the team members to make their own decisions. when they decide to take the job. could be because the ignorance of the leader and in this situation. patience and high values. help every team member complete his/her skills and abilities as individual. Charismatic leadership – encourages the team by his energy and optimism. the skills required for having a job in healthcare as willing to help people. This could work properly when the team members are well prepared for their jobs . duties and responsabilities. People could be motivated by his enthusiasm but there is the danger of thinking that he is invincible. Democratic leadership – the type of leader that takes the final decision . Otherwise .

(MindTools. find a balanced way to deal with every individual in terms of acceptance and friendship. Emotional intelligence means to identify others emotions and needs and react in a proper way towards them. 8 . In the same opinion can be found that people with emotional intelligence that work in the same team. (MIndTools. Basically. (Collins. In this way. there is necessary a working relationship management. In ordr to achieve this situation. Another opinion. politics and race at the workplace. Emotional intelligence is what allows people to control their emotions and guide them to effective and positive actions towards their colleagues and goals. 2013). and a comfortable working environment. The managers should support and drive employees to collaborate on certain tasks. commited . 2013). supervisors and managers. working relationships are different and complexe. realize a mixture of their personalities. To develop effective and good relationships at the workplace . People spend most of their time at the work place with their colleagues. abilities and skills to be able to reach a shared purpose. good listener. the team members skills and individual characteristics must be like different pieces of a complete entity (MSG. ability to give feedback and to ask for feedback. result oriented. It could be seen that a single person cannot reach the goal of an organization and in respect of that. 2013). positive attitude. empathy. Every individual should be comfortable to speak clearly about an existing problem . In order to ensure efficiency.Managing Human Resource in H&SC Working relationships are the relationship produced in the work place with colleagues and with managers. confussions could be avoided (MSG. Inside organizations. 2013). Employees should be encouraged to think positive about their colleagues without the fear that a colleague would talk bad about them in front of the manager (MSG. an important aspect is working relationships. some skills are required as we can see on (SCIE. motivate them to avoid topics about religion. A proper and transparent communication it is one of the main points of good working relationships. 2013): effective communication. people need to work in team. (MSG. collaborate and trust eachother better. 2013) highlight the importance of emotional intelligence inside working relationships. to achieve strong connection and lively links between employees from the same department or different departments. Working relationship management includes certain actions that the managers and supervisor should assume. 2013). manage to overcome conflicts . all the ideas and opinions should be directed to a single contact link and from there send it forward to the superiors. 2013).

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uk/documents/Training_Needs_Analysis_2010-STS.) Training Needs Human Resource in H&SC [online] Available at: http://www.scie.skillsthirdsector.asp [Accessed: 2 Jun 2013].org. 10 . SkillsThirdSector (n.pdf [Accessed: 1 Jun 2013].