Health

Managing Human Resources in Health and Social Care

Introduction

Human Resource Management is one of the significant components within the organisation in the current era. The process of managing human resources incorporates a HR manager whose role is job analysing, planning the requirements of the personnel, negotiating the disputes as well as maintaining good level of communication within all the employees of the organisation. This report will provide a detailed discussion on the recruitment procedure, which will explain the factors regarding the individual’s recruitment for working in the sector of health and social care. The report will also concentrate on the relevant legislative as well as policy frameworks that can affect the process of recruitment as well as employment of individuals. In the third part of the report, a vivid insight is being laid on the various approaches for ensuring that the best individual is selected during the process of recruitment.

Explain the factors to be considered when planning the recruitment of individual to work in health and social care

Selection as well as recruitment of right candidates is significant as it has the capability of affecting future success of Mount View Care Ltd. As stated in the case scenario, the organisation has undergone expansion and therefore requires recruiting staff within the organisation. The service users of the organisation have increased from 35 to 60 and therefore, organisation requires recruiting 5 new staff members, among which 4 are carer and I will be the team leader. The organisation needs to formulate the recruitment plan. Recruitment plan is considered as a way for analysing people as well as their skills, identifying the gap of skill, focusing on the employees who can follow the leadership pathways for future. Recruitment for Human resources is considered as the process for finding as well as hiring the best candidates having suitable qualification for the job vacancy. The factors that are to be considered during recruitment planning in Mount View Hospital are being stated below:

Job Description It is considered as the significant component for ensuring the success in the procedure of recruitment. Prior to recruitment of new employees the department of human resources requires in preparing the job description as well as specification for the vacant post. Job description will reflect the information for the criteria of selection. Candidates must comprehend the main purpose, duties, principles as well as functions of the job from the job description (Dayton et al. 2016). Job Description for Mount View Hospital will include:

• Job Title: Care providers
• Job Description: Full Time
• Description of vacant position with the areas of responsibility: The organisation provides care service to the elder and old people. The candidates selected for this post require taking the responsibility for giving quality care service to the elderly people.
• Salary: Best in the industry
• Essential Functions: Maintaining the health checklists of the customers on a regular basis
• Required Skills and Knowledge: Need to be efficient in handling the old aged people and need to have knowledge regarding various tests is required.
• Description of the Physical demand: No such criterion is required but the candidates need to be mentally prepared for taking up the challenges of providing the care services to the customers. Candidates having high patience are desirable.

Job Requirements: This is being developed from the analysis of the job that is from the description of the job. The job requirements include the sort of employees required for the specific job posts. It incorporates knowledge, skill, abilities, experience as well as education required for the employees (Bratton and Gold 2017).

Requirement of the candidates required for the Mount View Hospital are:

• Education: Graduate personnel from any stream especially from the stream of Nursing
• Work Experiences: The candidates applying for the position of staff require 1 year of experience in the field of care service providers and the team leader needs to have 2 years of experience in handling the team of care providers.

Advertisements

Mount View Hospital needs to follow effective method of advertising the vacancy so that it can reach to maximum numbers of job aspirants. The process of advertisements can be done by online advertisements through the social media platform. This will reach to maximum number of job aspirants. They can also post their advertisements through the online advertisement agencies and also through their websites (King et al. 2014). They can advertise through the local newspaper as this will help them to reach the maximum number of job aspirants.

Explain how relevant legislative and policy frameworks of the home country can influence the selection, recruitment and employment of individuals

Legislation is considered as the law that is being produced by Mount view Hospital’s governing body for regulating, authorising, declaring and restricting the candidates. Policy framework helps in establishing the principles as well as goals for long terms which helps in forming the base of rules as well as guidelines formation. It helps in giving the planning as well as development direction of Mount view Hospital. Legislation helps in forming the organisational background for designing as well as operating policies as well as procedures of recruitment planning as well as process of employment. The relevant legislative as well as frameworks of policy that can affect the procedure of selection and recruitment for the organisation are:

Data Protection Act 1998: This act helps in regulating the personal information that is being utilised by Mount View Hospitals. This act also regulates the way of collecting as well as utilising the information of the applicants. It provides rights like information access as well as compensation if some things went wrong. This act defines that certain sorts of information like the sensitive data as well as restrictions that are being imposed on the employers that are related to utilisation as well as collection of data (Townend 2017). It incorporates the process of recruitment like seeking of information on the criminal records that should be restricted for certain posts.

Equality Act 2010: This act helps in regulating the biasness during the procedure of recruitment. This act also protects the right of the candidates that everyone will be treated equally. There will be no discrimination on the ground of race, sex and disability. This act helps in integrating 116 separate legislative Act within the single Act, which further provides legal framework for protecting the individual’s right as well as promoting equality for all the candidates. The legislations that are under the Equality Act 2010 are as follows:

• Sex Discrimination Act 1975
• Disability Discrimination Act 1995
• Employment Right Act 1996
• Human Right Act 1998
• Care Standard Act 2000
• Employment Relation Act 1999
• Employment Act 1989
• Race Relation Act 1976

Equality Act helps in ensuring that every candidate is being treated with equivalent formality during the time of recruitment (Morris et al. 2016). It will be illegal in discriminating the candidates on the ground of disability, race, sexual orientation and gender re-assignment.

Immigration, Asylum and National Act 2006: This Act aims for making the provision, immigration, asylum as well as nationality. Documents needed to be provided by the applicants for proving that they are eligible for working in the UK. This act initiates the scheme of penalty as well as spot fine up to 2000 pounds if the candidates are providing wrong information and on the basis of wrong information they are being selected by the organisation (Clayton 2016).

Evaluate different approaches that may be used to ensure the selection of the best individuals for work in health and social care

The various approaches that may be utilised for ensuring that the selections of best individuals are done for working in the sector of health and social care are as follows:

• Traditional Methods
• Group Selection Methods
• Testing Methods like personality screening

Traditional Method of Recruitment:

The process of traditional recruitment as well as selection is being utilised frequently for defining the process when the candidates are applying for the jobs by paper applications as well as resumes. In this section of Traditional method of recruitment a vivid description is being laid upon application form is known as CV reviewing process, group selection methods and personality screening.

Application form/ CV reviewing process:

The traditional process of recruitment and selection initiates with filling up the application form and reviewing the CV of the candidates. Mount View Hospital can provide the application form to the candidates, which is to be filled up by the candidates and curriculum vitae, is to be attached with the application form. It can be done by both online as well as offline mode. Reviewing the applications filled by the candidates along with the attached updated CV of the candidates will give scope to Mount View Hospital to observe whether the applicant’s form and CV are matching appropriately with the specification of the job, their educations as well as qualifications are matching or not with the post as these specific details will be there in the application form.

Advantages

• It will be an excellent method for computing the candidate’s potential and the recruiter will also have the scope of seeing whether the candidate’s experience matches the required experience as well as skill for the vacant post or not.
• It will assist the managers as well as human resource management for reviewing the potentiality of the candidates in expressing themselves and comprehending their capability for meeting the requirements of Mount View Hospitals which are already been mentioned in the job description (Humburg and Van der Velden 2015).
• It also becomes easy for the recruiter in comparing the experiences, qualifications as well as skills for different applicants
• It also gives the required scope for the organisation in performing the background check of the potential candidates before calling them for the next round of interviews

Disadvantages

• Concluding to the judgement for the candidates within a small time frame may prove wrong at times. This results in losing the potential candidates.
• There will be no real way for the managers of Mount View Hospital to know that the forms are being filled up by the candidates, who are applying for the job vacancy. In many times the candidates hire professionals who can fill the application form for the candidates and help them by making CV for the desired posts. This will not reflect the true potentiality of the candidates. If these types of candidates are being selected by the organisation then the organisation can lose its competitive position in the market (Brandão et al. 2017).
• This method is also time-consuming for both the applicant as well as for the human resource management team. It will take time for the applicants in filling the application form as well as it will take time for the HRM team in reading out the application form.

Face-to-face Interview

Face to face interview method is considered as the oldest as well as widely used method for the process of recruitment and selection. In this method of interview, the interviewer interacts one to one with the interviewee. This interview is basically a verbal type interview, where the knowledge, psychology and the traits of the candidates are being measured as well as computed by the interviewee. However, there are certain advantages as well as disadvantages for the face-to-face interview that are being discussed below.

Advantages

• It gives the scope for the HRM of Mount view Hospital for further in-depth collection of data as well as improving comprehensive understanding
• Body language as well as facial expressions of the candidates are being identified as well as comprehended clearly by the interviewer.
• Interviewer has the scope for asking any explanations regarding any matter at the time of interview from the candidates
• Stimulus materials as well as visual aids are being utilised for supporting the interview
• Length of interview can be longer considerably as the candidates will be having greater commitment as they are participating in the interview (Bowden and Galindo-Gonzalez 2015)

Disadvantages

• This process of interview is more time consuming for the recruitment of the candidates. This process will be difficult to apply if there are greater numbers of applicants (Janghorban et al. 2014).
• Due to timing as well as travel, this process of interview is expensive
• Interviews may deliver responses that are biased

Employee Referral

The method of employee referral recruitment is the process of hiring the candidate based on the referral of the employees of that particular organisation referring the candidates. However, this term may be new in the market but this concept is being utilised since many decades ago.

Advantages:

• With the help of this process candidate’s pool can be created and from there the best candidates can be selected for the vacant position.
• If the methods of outsourcing are being utilised for recruitment then many complex situations can arise. This process of recruitment is reliable. The cost required for this process of interview is also very less.
• Rate of retention of the employees is very high as the new employee who is being recruited already have the idea of the organisation environment and can get adapted to the situations promptly (Hsu 2016).

Disadvantages

• Risk of being alienated from other employees
• This process might lead to discrimination charges

Group Selection Methods

In group selection methods, a candidate pool is being created, where a number of candidates are being tested on the same ground. This method of selection becomes modern when the implementation of group discussion is done within this method. This method is also having some pros and cons.

Advantages

• It saves time and widens the candidate’s pool. This method of recruitment is very fast and a huge number of candidates can be tested.
• The best candidates can be selected from this method of recruitment. As the candidate who is having the skills as well as qualities like leadership, communication, assertiveness and competitiveness will rise at top automatically.
• The candidates can be compared as well as evaluated side by side. In case of group interview, the interviewer can hear the answer of the candidates in the same session. The interviewers can also observe which candidate reacts low in the high pressure situation (Williams 2017).

Disadvantages

• Group interview does not provide the scope of having the knowledge about the individual candidates. As this is a time-efficient procedure therefore, less time is there for knowing about the candidate.
• It is seen that the loudest candidate may dominate this group interview. Therefore, this process can be applied when the post is for management and marketing roles.

Personality Screening Test

Personality screening test is being designed for determining the intangible characteristics of the candidates that incorporates cognitive skills, integrity tests, personality traits as well as intelligence quotients. The outcomes of this test is utilised in computing and evaluating the capability of candidates in handling the conflicts, challenge, ethical decisions and pressure.

Advantages

• If this test is being taking before the conduction of interview then it can reduces the number of candidates for getting selected. This test helps in giving the insight of the entire applicant’s character as well as assists the employers in deciding which candidate will be called for the interview (Morey 2015).
• This test also helps the recruiter in forming the questions that will be asked to them when they will come for interview
• It helps in detecting the interpersonal characteristics that are being required for the vacant posts

Disadvantages

• In this many of the time the candidates provides the answer for pleasing the interviewer and socially acceptable answers. This is one of the discredit of the tests.
• Workplace diversity can get reduced if the candidates selected are having same personality trait.
• Even if candidates are answering perfectly for this test, it does not signify that the candidate is suitable for the posts. Therefore, this test is not use as the ultimate one for hiring the new employees (Morey 2015).

Conclusion

Mount View Hospital therefore, needs to implement the above job description method in order to gain the attraction of more and more potential candidates. They also need to look after the legal framework, which is quite significant during the time of recruitment. While following the approaches of recruitment they can first shortlist the candidates by utilising the personality screening methods and then apply the traditional method of recruitment for further proceedings.

Reference List

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• Morris, D., Morris, A. and Sigafoos, J., 2016. Adopting (in) equality in the UK: the Equality Act 2010 and its impact on charities. Journal of Social Welfare and Family Law, 38(1), pp.14-35.
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• Williams, G.C. ed., 2017. Group selection. London: Transaction Publishers.