Managing Human Resources In Health And Social Care

INTRODUCTION

Human resources, in respect to health care can be said to be the various kinds of clinical and non clinical staff responsible for public and individual health intervention. However, the efficiency of care delivered to clients is hinged on the elevated character of the employees delivering care. This report has described how to manage human resource in health and social care companies as it unveils many areas in human resource management , training and development, leaderships and employee relations. Human Resource Management (HRM) is the function within an organization that focuses on the recruitment of, management and providing direction for the people who work in the organization. Managing human resources is an important part

Recruitment planning is a very important section in human resource management as it deals with the process of getting effective and the most qualified minds in the handling of a given task. Recruitment planning in any organization is done according to the reliable research and then identifying the future needed skills of the operational workforce for the organizations’ development process. There are many factors that should be considered in planning recruitment in health and social care, also these factors should be put into cognizance by the London Nursing Home so as to plan for effective recruitment of

He further explained that because the companies need to recruit appropriate skilled experts and people who are with competencies, they are ensuring employees performance in weekly, monthly or annual basis. As mentioned above they plan to manage employee surpluses and the deficit problem by identifying the future needed skills of the operational workforce in the company. This recruitment planning strategy has helped to reduce dependence on external recruitment and it also help the flexibility of the employees working system. However, according to the theories of Grant (2008) there is a great importance attached to planning recruitment in health and social care sector. Therefore, LNH should plan their recruitments according to the reliable research and then identifying the future needed skills of the operational workforce for the organizations development process, because different job vacancies can arise due to many reasons such as transfer, promotion, retirement, medical conditions, and sudden death of an employee and so on. Therefore, like the other companies LNH should also plan what type of staffing needs can occur in the future. The LNH should also give their organization value behaviors through the induction and employee training