For the purpose of this report, the subject will be CareKind, a home care agency which specialises in Dementia and cognitive decline. It is a relatively new company, having only been operating for 10 months. The policies and procedures were written by a partner of the company to incorporate the needs of the business and the financial constraints of the current climate. It is a business in its infancy and has had to completely build a client base.
Critical Report
The first policy of note is the zero hours contract policy that CareKind operates. This has been implemented due to the changing requirements of those clients who require care. Applicants for positions within CareKind are informed of this policy prior to being offered a position. They are also asked if they have a preference for the hours they work and if possible and the work is available, their requests are accommodated. The applicant is also informed that there is no guarantee that they will receive work, although CareKind do keep their recruitment minimal and only appoint if there are some initial hours for the applicant to take. It is envisaged by CareKind that as their client base grows, they will be able to offer part and full time contracts to those staff who have shown a dedication and commitment to the company.
This policy would appear to be demonstrating a hard approach to HRM, as it fits well with the notion that ‘Hard HRM embraces all those elements in employment relations laying emphasis on employee’s compliance, quantitative output, managers, task and the development of the organisation.’ (Ivo, 2006)
However, what is interesting is that the policy almost apologises for itself by making a secondary statement regarding the possibility of full and part ti...
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... a greater plan to make their employees feel a part of the business, rather than just members of staff.
In conclusion, CareKind policy would suggest that it is using a ‘hard’ HRM strategy to obtain a foothold in the market and make the company financially stable and operating at a level which will allow it the flexibility to alter its strategy at a later date. Its obvious good intentions towards its staff makes it highly probable that there will be changes to its policy at a later date. It also suggests that CareKind has a desire to be seen as a good and fair employer. This could be for a number of reasons, staff retention in the Homecare industry is a known issue and there is also some evidence that suggests families in a care setting are supportive of the living wage as they believe it leads itself to better quality of care for their families. (Schmuecker, 2013)
The aim of the agency is to develop knowledge and skills to cater the residents and ensure they enjoy their life at the aged care. Furthermore, the agency aims to enhance local expertise in mental and physical health care, improve care through training and foster a collaboration with academics, researchers, institutions, volunteers, therapists, doctors and other health care professionals.
Butler, R. (2008). The Carers of People with Dementia. BMJ: British Medical Journal , 336, 1260-1261.
Gideon A Caplan and Anne E Meller (december 2013). Advance care planning in aged care facilities. Australasian journal on ageing, 32(4), 202-203.
Expect the best, prepare for the worst and capitalize on what comes (Zig Ziglar). The demand for talented, educated and experienced nursing home administrators is increasing, and filling this demand is becoming more challenging. In this paper, the qualifications, responsibilities, and duties of a nursing home administrator, professional staff, nonlicensed staff, and consultants will be identified. We will explore trends that are likely to affect assisted living in the future. We also will explore new changes in regulation related to the F490, the Facility assessment and how it will impact the role of the administrator.
...10) K101 An introduction to health and social care, Unit 4, 'Developing Care Relationships', Milton Keynes, The Open University.
This essay will show how Goffmans theory concerning total institutions is supported and why this can cause difficulties to service users. It will also show why it important for care workers to help service users to have a voice and be heard to enable them to express their thoughts, feelings, ambitions and requests. This can by clearly illustrated by the case studies of Margret Scally a resident of Lennox Castle, an interview with Colin Sporul and Allen Williamson two nurses at Lennox Castle and final Lesley Learmonth. The essay will also show how care workers can facilitate in the process to ensure service users are confident in speaking out when they need to in the future.
This essay will look at case studies in K101 Block 2 to demonstrate why the principle is important and how care workers can apply different methods of putting it into practice.
Taking care of the individuals that are getting older takes many different needs. Most of these needs cannot be given from the help of a family. This causes the need of having to put your love one into a home and causing for the worry of how they will be treated. It is important for the family and also the soon to be client to feel at home in their new environment. This has been an issue with the care being provided for each individual, which has lead to the need of making sure individuals have their own health care plan.
In most facilities an initiative lifestyle has been organized to give people with dementia a voice in how and where they are cared for (White). This is how things should be everywhere in the world when it comes to people with dementia. People affected by this disease don’t need people to tell them what to do or make decisions for them, they need the freedom to do it themselves so they don’t give up. Although incapacity is common, many persons with dementia are capable of making their own medical and research decisions (Kim, Karlawish, and Caine). At the early stages of dementia, a will needs to be made so medical wishes can be granted. When people are given the freedom of choice, they are much happier, they live longer, and they have a better attitude about the disease they are suffering from. Individuals that get dementia did not get it by choice, but they live through it day by day with strength and the ability to live
Long term care facilities are for patients looking for 24 hour care, these are sometimes referred to as nursing homes. Providing safety and quality of life with nursing as well as endless supervision. Long term care facilities are held through profit or non profit organizations. Long-term care facilitates are generally classified by ownership: Proprietary (for profit) meaning owned by individual or corporation and run for profit. Religious, meaning owned and operated by a religious organization, lay/charitable meaning owned and operated by a voluntary, non governmental and non religious body. (non profit). And others would be municipal, regional, provincial and federal. “Ontario carries 17% For profit facilitates, 46% government owned, 18% not for profit, and 19% Religious facilities for long term care. That is a 48.4% rate of not for profit homes with a 51.6% rates of profit organizations” (Banerjee, An Overview of Long-Term Care in Canada and Selected Provinces and Territories). Through the whole of this research paper, the terms will be grouped looking through for profit facilities and not for profit facilities of Ontario. This paper also has the intention to promote the need for maximizing priorities in long term care facilities as they lack the funds needed to fully produce the mission of quality. “Take away the public relations spin and it is clear that even the for-profit association admits that cutting on food and staff costs, and charging higher fees is the practice to maximize profit taking from the homes. Conversely, municipalities are pouring funding into the operational budgets of the facilities to improve care. Non-profits fundraise to provide activities and amenities. They act ...
In recent years the health and social care has experienced significant changes, change is now an expected part of everyday life in this industry. During this time significant social change has also taken place therefore health and social care has been impacted by higher expectations for quality of care and support, there is also a much higher emphasis on personalisation and partnership working.
Since the first day she began work as a CAREGiver, Mary has exhibited a deep love and extreme compassion for every client for whom she’s worked. Even in difficult situations, Mary has been able to manage her clients’ care with grace, compassion and much-needed humor. Indeed, all of Mary’s clients, along with their families, have been so impressed with her they often reach out to her even after they are no longer clients of HISC. With Mary’s positive attitude and radiating smile, it’s easy to see why her clients think of her as such.
... to disadvantage workers, a new emphasis was put on 'human resources'. At the present time H.R has a vital place in companies and businesses all over the world, the human resources department is mostly in charge of employee wellbeing, they exist for reasons such as: getting workers fair wages, helping workers along their career path and overseeing the treatment and responsibilities of workers. Joan E. Pynes discusses this in her educational book 'Human Resources Management for Public and Non-profit Organizations', she defines human resource management as "The design of formal systems in an organization to ensure the effective use of employees' knowledge, skills, abilities to accomplish organizational goals" (Pynes, Joan E. 2013). A system such as this is put in place for worker empowerment, employees know that they have someone fighting for them and this results in
...the company. What I am trying to do is to make them feel belonging, and wanted, that way they can take ownership and be able to make their own decisions. When I have successfully accomplished this goal, then I can expand my influence and take on new responsibilities or problem.
This paper includes the critical evaluation of one of the three approaches to International Human Resource Management with the help of proper academic research based on theoretical framework.