Human Resource Department of St-Patricks Nursing Home of London - Assignment Example

Essay On St - Patrick’s Nursing Home. Contents Introduction: 3 Learning Outcome 4 Learning Outcome 2: 6 Learning Outcome 3: 8 Learning Outcome 4 12References 16 Introduction: The Human Resource department is the smallest part of any organization. No matter what the size of the organization is the size of the Human Resource department always remains smaller than the original size of the organization. But the importance of this department is so much that the whole responsibility of success of a business is dependent upon the department. This is so because on the Human Resource department is solely responsibility for recruitment, selection and training of the employees of any company. So it can be realized that the importance of the smallest department of the organization cannot be over emphasized. The employee is the main resource of any organization as through their hard work an organization can achieve its goals and targets. That is the reason why the organization need efficient workers and managers who can understand the target of the organization and can work according to the required manner. This can only happen when the Human Resource department gives the organization by proper selecting procedure those employees who are efficient, hard worker, obedient and are honest towards their work. In any organization the employees are the foremost resource. So the responsibility of the Human Resource department does not end only by selecting correct people in correct job. Rather the Department must look after those selected person about their satisfaction, their complain, their requirements and many more. This is so because it is easier to select a person but it is really hard to sustain that person in that organization. There are some basic facilities which an employee needs form the employer. In them the first thing is the work environment. Then the other important things are the salary, the perks, the rewards, or accomplishment of good work. From the above discussion it is cleared that the prime duty of the Human Resource department of any organization to look after the welfare of each and every employee. This will help to sustain the employees for longer time in the organization (Rowold, 2005). According to the basic of different sectors of industries the policies and planning of this department differs. But in general there are 6 activities which a Human Resource department has to perform. Those are discussed below- Manage and utilize people in the best way. Performance appraisal and compensation. New development in the policies to enhances individual performance. Involve creativity and flexibility in work. New way of approach in work design. Involving new technology while training, staffing, and communicating. The Case: The case given here is the description of the success and failure of the Human Resource department of St-Patrick’s a nursing home of London. Through this case we come to know about the wrong steps taken by the H.R. department of the nursing home and the how they manage to overcome those problems and bring the success again. Learning Outcome 1 1.1- The success of the any organization depends hugely on the correct recruitment and selection of employees done by the human resource department. Now in the given case we can see than there were number of problems among the employees of the nursing home. The most obvious reason for this is the incorrect recruitment done by the Human Resource department of the nursing home. In case of this nursing home while doing the planning to take employees the H. R. department must emphasized in the following matters. The post what for people are needed, there what type of person is needed. Whether it is a work where skilled person are required with experience, or is a work where soft skilled persons are needed. After calculating all the above criteria for different vacant posts it the next duty for the H.R. department is to identify what kind of chiastic in human nature is needed for these posts. Whiling giving advertisement for these posts all these criteria must be mentioned along with the other requirement of the relevant jobs. While doing the planning the real objective of the nursing home must always be kept in the mind. 1.2- The policies and the legislative framework of the home country do influence the recruitment and selection procedure of any organization. This is so because from country to country the rules and regulations regarding the norms of treating the employees varies. In the discussed case we are analyzing the situation of a nursing home situated in London. So the H.R. department has to consider the rules and regulations lied under the legislation of U.K. government. Again the H.R. department of St-Patrick has to analyze what are the frameworks the other nursing homes of the country are following. As otherwise in the mind of employees grievances can grow up regarding those issues. 1.3- In case of St-Patrick Nursing Home the selection can be done in a more successful way if the recruitment could be done in a planned manner. After a detailed planning the about how the recruitment procedure will be conducted by the H. R. department the managers must focus on those key issues of the plan while selecting people. Now while selecting the people for different vacancies the H.R. managers must focused on the key skills required from the employees. Educational qualification, previous experience all must be counted but at the same time the soft skills of those interviewees must also be noticed. This is important because the organization where they are going to be selected is a nursing home. Here sick person comes for treatment. So it is obvious that the ultimate goal of the organization is to make patient’s cure by not only giving proper treatment but also by giving them a pleasant feeling by the side of the environment of the nursing home so that it helps in recovery of the patient. At the time of selection the employers must clearly mention that what exactly is required from them regarding the performance and any kind of disobey will be handled by the H. R. department in a streaked way. Learning Outcome 2: 2.1] the teamwork can be defined in the medical field as a group of people who perform their work individually and are ready to take responsibilities of the work performed by them and at the same time who work collectively to bring success in the overall success of the organization. In the health care industry the most popular types of team’s are- The team who looks after the patients satisfactions and dissatisfactions. A team who looks after the quality improvement of the center. The management team who has to look over the long-term targets of the organization. The Theory of Collaboration- The health care industry depends upon many circumstances. All these situations are required to be handled with great level of care. As the responsibilities of the health care organizations are concerned with the health of the patient, so the responsibilities of the organization is very vital as patients are depending upon them in regard to their precious life. The collaboration plays a very important role while handling critical cases in the health related organization. This is so because it often happens that for some critical case a specialist doctor has to be called in the hospital as there is a lack of that particular specialist there. Or it also happens that two health care centers that are developed in their own area collaborate within as be give excellent to the required people. So it can be said that for health care divisions working in an agreed collaboration is very essential as this helps in giving a good output to those people who are suffering from pain. Below the theory is explained through a diagram. Here, The Independent Parallel Practice refers to professional’s who have to work according to the environment of the health organization. Consultation/Referral refers to exchanging of in formations and ideas among the professionals of the hospital. Interdependence Co-Provision of Care refers to taking steps and decision by discussing with other team members (Fjeld.M, 2004 pp.-1-5). 2.2] The development of the staff in the St-Patrick’s nursing home can be done in many ways. Like giving training to every levels of staffs and appointing supervisors so that every levels of performance should be checked. Feedback forms to be filled by the patient parties so that an overall performance levels can be assessed. No kind of inefficiency should be allowed while performing any duties. Just like feedbacks are taken from the patients, feedbacks will be taken from the supervisors as well as from the colleagues also. While doing all these analysis no kind of favoritism will be allowed in the managerial level of the nursing home (Woodman, 2014). Learning Outcome 3: 3.1] The performance of a nursing home in general is to serve the patients who have come with their pains and problems there. Now this target can be successfully fulfilled if the employees working there perform their work with due efficiency. Now to access whether an employee is performing in an effective way or not in the nursing home can be monitor in the following way. To notice the way he or she is reacting in the repetition of any work previously done. The way he or she is interacting with the patients and the colleagues. In case of treating the patient who are children or are too aged person how the employee is reacting. What is the best performed work of that employee is. That has to be monitored by the management. Along with this the worst performed work done the employee must also be monitored so that it can be identify by the management where is the weak point of that very employee is and where the rectification is required. Now this rectification can be of different types like discussing about the good and bad performance with that very employee or giving proper training for proper guidance etc. 3.2] Though while appointing employees in different positions at the St-Patrick’s nursing home training is given at the same time it often happens that training becomes essential for any individual. Like for instance when complains come from any patient about insufficient knowledge of the staff or lack of quality care all these indicates that there is a gap between the service and the employee. There proper training is to be given to those employees individually so that the development of that employee can be done which will help in serving the nursing home more successfully as individual performance in total makes the overall impression about the nursing home in the mind of the patients (Vosburgh, 2005, pp.- 12-13). 3.3] In case of any organization it is essential to sustain their employees. This is so because the experienced employees know the targets and policies of a nursing home. They also understand the management better. But in case of new employees they have to be trained and have to guide and monitor properly. So for any organization it is essential to sustain their old employee for longer time. But as the health care world has become very challenging the old employees must be developed properly so that they can adjust with the changes done in the nursing home for advancement. In the development strategies the most popular one is the CPD (continuing professional development). It is a process where planned learning and continuous development process is engaged. This process enables the employees to expand their potentials and make them more confidants in facing challenging situations. Below the diagram of CPD model is given. Now-a-days the CPD strategy has been recognized by all types of organizations as in make the development of the employee from the integral part of the work assigned to him or her. Through this process an employee gets the opportunity of continuous learning with an improved experience (Robb, 2006, pp. 1-13). Another strategy which is very much used in the health care industry is the Predisposing Strategy. This is a very common strategy which is used in modifying the behavior of individual employees. The strategy is discussed below. Educational Materials- Through written materials the development which is done among the employee comes under this section. Generally professional journals and internet in formations are concerned here. All these knowledge helps in gather and improving the quality of the employees. Conferences- Through meeting employees from other organization personnel can come to know about new and improved ideas which will help in developing personal creativity in the work. Outreach visits- In this section personnel comes to know more about the requirement of the work performed, about its quality and need of any betterment by taking feedback from the patients by themselves. This particular type helps in rectifying the faults by themselves. Local opinion- About the improvement of the performance advices can be taken from leaders and experienced person. Self-assessment- Self assessment must be done voluntarily by each and every person of the organization (Woodward, 2000, pp. 16-17). Learning Outcome 4 4.1] as Armstrong (2006) has said that two speculations of initiative are examined and connected them beneath in wellbeing and social consideration: Behavioral theory: Actually behavioral theory is the supplement of the characteristic theory. By assembling these it appears to virtually envelop in every extent that leaders do. A standout amongst the most vital things of this theory is whether we recognize what leaders do, then it is conceivable to educate each individual about administration. Then again, the thought of this theory began after the feedback of attribute theory. At that point scholars began to research about the conduct of effective leaders, focus conduct scientific categorization and recognize expansive leaders style. They saw that the leaders are had a tendency to a high power instead of alliance. Analysts have additionally demonstrated that effective leaders are for the most part self-controlled. By this theory authority might be taken in as opposed to being intrinsic. Situational theory: By the meaning of Anon (n.d.) such a kind of administration theory and authority display that presumes that different initiative style are unexpected to different positions. However this theory contends that the best sort of initiative style is controlled by the situational variables. There are three sorts of initiative under these speculations. They are tyrant authority style, just administration style and free enterprise initiative style. The tyrant administration style is suitable for the emergency time not for constantly. On the off chance that it applies constantly, it neglects to make cheerful to its supporters where majority rule administration style is more suitable in circumstances where agreement is important. The free enterprise authority style is a process that is increased in value by its flexibility if the leader does not assume responsibility. Once more, there are two sorts of leader under this procedure. The individuals who complete their obligation with great relationship, are called "Relationship turned leader" and who fulfill the undertaking itself are called "Errand arranged leader". Notwithstanding the inquiry is who the best leader is? The response is anybody might be if their initiative introduction fits well. Nonetheless, the impediments of the two speculations are that there is no all around heading style by situational and possibility hypotheses. Essential reason could be compelling in a few circumstances not constantly. Notwithstanding, this is such a theory, to the point that permits the leaders to pick which predicts their adequacy. Along these lines, who takes after this model, might be an effective. 4.2] for overseeing work relationship assignment ought to be apportioned suitably. Each part needs to see about their part of occupation. Without these there are a few attributes by which working relationship might be overseen. Case in point, trust is the establishment of any fruitful working relationship. The individuals who are dependable can impart their victories and disappointments to one another to gain from them. Whats more, workers ought to be careful in light of the fact that in careful connections they are interested in new thoughts. Besides being interrelatedness and regarding one another is additionally convenient for overseeing work relationship (Foot, M, & Hook, C.,1999). Viable correspondence aptitude, for example, up close and personal collaboration or phone discussion is likewise fundamental for overseeing working relationship in the trim like St-Patricks Nursing Home. 4.3] there are some particular issues by which my own particular development is impacted by administration. They are similar to these: Give and support an agreeable feeling of reason and commitment: 1) Focus expressly on the needs and encounters of administration clients, consistently fortifying a rousing vision of the mission and social commitment of the association or unit, couched as far as administration quality. 2) Interpret the more nature, for instance strategy systems, frameworks of responsibility and confirmation on viable human services; understanding what these require of the association and staff, including the need to work in closer cooperation with different associations or occupations. Persuade groups and people to work successfully: 1) Define clear and testing objectives with groups and people. 2) Build group duty and a positive enthusiastic tone or atmosphere, articulating that both staff and administration clients are esteemed, and going to staff prosperity. 3) Encourage high staff inclusion and engagement, permitting independence inside a skeleton of qualities and objectives focussed on helping. 4) Provide and work significant outline for associations, sub-units and distinctive occupations, with underpinning Human Resource Management (HRM) frameworks that give important staff advancement and prize. 5) Manage and enhance execution as opposed to only reporting it, with openness to a mixture of points of view on execution including "delicate" sagacity, instead of focusing on a thin extend of progressively forced targets or markers. 6) Listen to staff and react to their voice, approve and captivate with troublesome or negative feelings evoked by the knowledge of conveying forethought, as opposed to stifle or deny them. Concentrate on enhancing framework execution: 1) Enact and energize the act of administration change, with forcing cases for change and deliberately built arrangements for change dependent upon an assortment of sorts of proof. 2) Address framework issues and seek after enhancement, launch new structures and methods; discover approaches to intercede casually in examples of intuition and acting. 3) Model taking in of new practices: structure exact evaluations of own and unit adequacy, and distinguish better approaches for working proper for new and evolving circumstances, coupled with an ability to demonstrate to some doubt toward oneself and recognize tangles. References Armstrong, M., (2006), A Handbook of Human Resource Management Practice, 10th edition, London, KoganPage. Dowding, L & Barr, J.; 1999, Managing in Health Care: A Guide For Nurses, Midwives & Health Visitors, 5th edition, Prentice Hall. Foot, M, & Hook, C,; (1999), Introducing Human Resource Management, 2nd edition, Prentice Hall, Financial Times. Torrington, D.,Hall, L & Taylor, S,. (2008), Human Resource Management, 7th edition, Prentice Hall, Financial Times. Wallker,J.R & Miller,J.E.,2007.Supervision in the Hospiyality Industry. 6th ed.Hobokon:United states. Hishmeh, L.H (1987), Implementing an effective staff development program to improve the teaching of English as a second language, Los Angeles, University of California. Fjeld.M, 2004. Activity theory and the practice of design: evaluation of a collaborative tangible user interface . [pdf]. Available at: http://citeseerx.ist.psu.edu/viewdoc/download?doi=10.1.1.118.4986&rep=rep1&type=pdf. Accessed on : April 01, 2014. Robb. B , 2006. Continuing Professional Development strategy for the social care workforce. [pdf]. Available at: http://dera.ioe.ac.uk/8333/1/CPD_strategy_webedn_links.pdf. Accessed on : April 01, 2014. Rowold . J, 2005. Strategic human resource utility analysis. [pdf]. Available at: http://www.emeraldinsight.com/journals.htm?articleid=1529880&show=pdf. Accessed on : April 01, 2014. Vosburgh .,M.R ., 2005. The Evolution of HR: Developing HR as an Internal Consulting Organization . [pdf]. Available at: http://c.ymcdn.com/sites/www.hrps.org/resource/resmgr/p_s_article_preview/hrps_issue30.3_evolutionofhr.pdf. Accessed on : April 01, 2014. Woodman .M, 2014. Rationale of Interdisciplinary Collaboration. [pdf]. Available at: http://prezi.com/wttyno8rt0yq/rationale-of-interdisciplinary-collaboration-in-canada/. Accessed on : April 01, 2014. Woodward,A.C., 2000. Strategies for assisting health workers to modify and improve skill.: Developing quality health care- a process of change -. [pdf]. Available at: http://www.who.int/hrh/documents/en/improve_skills.pdf. Accessed on : April 01, 2014. Read More