In health and social care sector it is necessary for organization that it should ensure efficient and upgraded working styles of employees because they deal with patients directly and they must provide extraordinary facilities to them. In this portion of society quality of every working must be excellent and only this kind of action improves market share of hospitals and nursing homes as well as other firms. This report includes King's College Hospital as main focus area as they are facing so may problems in their working patterns. This firm was established in 1840 in Denmark Hill, London (Cascio, 2018).
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Group formates when two or more than two people come together for work for conducting for same kind of operation. To describe individual interaction in group many writers propounded several theories. Explanation of these theories are below:
Belbin Team Inventory: This theory enables nine key roles that are must for creating a team for same goals. This was founded in 1981 but there were some corrections that were made in year 1988 (Daley, 2012).
Tuckman Model: This model had been developed by W. Tuckman in 1965. They shown five phases that are helpful in effective team building. These stages are as follows:
Step 1 Forming: It is a stage where group members behave like individual in a group. In King's College Hospital board of directors appointed an HR manager to resolve this kind of personnel's behaviour where efficient team building in mandatory.
Step 2 Storming: Personnel that appointed in hospital need to reflect a team member as a competitor for other individuals of same group. Main conflicts that are reason behind scattered team are values, perception, beliefs etc.
Step 3 Norming: In this stage HR manager launch several team building exercises that are necessary for creation of a group then people come together for common goal. This phase is for solving group member's conflicts and issues that is a duty of management personnel. Person in team moulds their ideas and perceptions and changes beliefs.
Step 4 Performing: It will be a great task if selected personnel brings this stage in King's College Hospital. It will be a great achievement for HR candidate because this a step which is hardly comes in organizations but it is a most effective phase of team working.
Step 5 Adjourning: Last stage of model that forms the group for conduction of same type of task (Chatterji and Patro, 2014).
If a person wants to work in a group there are so many approaches with help of them it can be made possible. In environment there is different type of groups that are formatted as per need and desire. But this approach focuses on effective and efficient team working. It also included several steps that are stated as follows:
Internal ability and capacity of a personnel is an intrinsic aspect that affects team working positively. Everyone is working as a compensatory for each other's weaknesses. HR manager of King's College Hospital has liability to make aware the entire work about this task so that they could work in as a team.
A group is said to be adequate if its member knows that which goal they need to achieve that is a common corporation's objective.
As a member of management team head of human resource department, he can assign task with related authorities along with responsibilities.
Supervisor has another duty of developing trust of teammates in each other so that they will work with full collaboration. Launching of trust building approaches manpower senior must consider available funds as NHS cut the funds and hospital has limited financial resources.
Manager must conclude all discussions over objectives and goals that are done in group. So that every employee of hospital should be able in providing quality services to their clients as well as patiences (Kellough, 2012).
Senior must ensure that he could work as a leader and make his workforce expressive so that they could share their problems and issues with head of department and organization.
Board of directors want from new Hired HR manager that he should apply some relevant performance measuring and monitoring approaches so that they could find all conflicts that like improper division of work, lack of strategies that are necessary for appropriate work allotment etc. For evaluating performance manpower head must introduce technique named as Key Performance Indicator which is a most appropriate tool. In this method management team sets some standards that must be fulfilled by each and every employee of King's College Hospital so that they would be able in proving world class services and treatment for their clients and patients.
There are some methods that has to be adopted for measuring and appraising performance. Elaboration of these are described below:
Identify the current performance level – In this section before starting anything manager of workforce has to identify level of current working so that he could make proper judgement for future activities (Redpath and et. al., 2013).
Identifies area of improvement – After evaluating current working level human resource head is able in finding out where the actual problem relies so that he could take proper action for removing flaws into performance.
Set standards for average, below average, above average etc. - In this action indicators must be set for examining need of training and development program while considering that fund is low and manager must do all activities in limited finance.
HR manager of King's College Hospital is facing a lot of conflicts that are affecting services and treatment of patients and clients.
Hospital that is selected in this report is in need of introducing various training and development program to enhance working style so that they could work for better service offering. As per directions of boards of directors workforce head must conduct a skill enhancement program for improvement of eligibility and talents of workers. Performance of individuals in health and social care sectors can be evaluated by Continuous Professional Development (CPD). It is must for employees who are working in health and social care sector that they should offer extraordinary facilities for their clients otherwise lack of caring attitude will address them into imprisonment along with various charges.
There are some points that top management described to HR personnel on which he has to work and these points are poor team building, lack of proper working style, bad division of work etc. these difficulties must be sort out in 12 weeks as leader of manpower has to present a report in front of top management (Arafat and Ahmed, 2013).
With help of various methods employer can assess performance of workers. These methods are stated as beneath:
There are various strategies that worker's head suggested to board of directors of King's College Hospital and that are stated as follows:
There are various leadership theories that can be introduce by HR head for improvement of working patterns in organization. These theories are elaborated as beneath:
Directive leadership style: It can also be named as Coercive Leadership Style. This kind of pattern states that spearheads are only concerned for task completion and and they do not feel any concern regarding their followers. Workers are monitored by managers by very close eyes.
Authoritative Leading Style: In this pattern chieftain are more focused on gaining long term returns and they also want that all of their junior subordinates must be aligned with them for ensuring success. This is exactly what that top management want from new HR manager.
Affiliative Style of Leadership: This sort of pattern pays attention on relationship between employees and managers. Both of them try to make satisfy each other (Cania, 2014).
Participative Leadership Style: It is a democratic style of leadership and employees have full freedom of conducting their operations in their style so that they will be accomplish in best way.
Bond between seniors and juniors can only be managed by themselves but human resource department can teach them that which kind of task they do so that relationship between them could be improved in health and social care sector. This is main aspect on which manpower head to work.
These differences can be resolved by allocating task as per skills and virtue of workers so that they should not feel demotivated and will definitely work with self motivation and courage. For development of talents, roles and responsibilities of them are to be clearly defined.
It is a fundamental task of manager that they build up trust among manpower towards them and among them as well. For example if one nursing staff is absent in King's College Hospital then in that case there should be another member that can take up charge in place of absentee (Iles, Almhedie and Baruch, 2012).
Next most important part is staff members must respect each other's work as it is compulsory for team building. There should not be any differentiation on behalf of work like big or small. Even sweeper of hospital should be given much respect for his task.
There are several approaches that present in health and social care organization which assist me in enhancing my capabilities and virtue.
Above reports can be sum up as it presents several stages in recruitment and selection process along with performance evaluation tools that should be compulsorily present in not only health and social care organizations but also in every sort of associations. In above assignment various leadership styles were been discussed to motivate and encourage employees in health and social care sector. Various training needs and there assessment also done in this project herewith process of identification of weak areas as well as strategies that are necessarily be formulated for promoting talent enhancement program. Assignment Help provided by New Assignment Help
Books & Journals
Arafat, M. A. and Ahmed, E., 2013. Managing human resources in small and medium enterprises (SMEs) in developing countries: A research agenda for Bangladesh SMEs. European Journal of Management Research. 2(3). pp.37-40.
Bae, J., Rowley, C. and Sohn, T. W. eds., 2012. Managing Korean business: Organization, culture, human resources and change. Routledge.
Cania, L., 2014. The impact of strategic human resource management on organizational performance. Economia. Seria Management. 17(2). pp.373-383.
Cascio, W., 2018. Managing human resources. McGraw-Hill Education.
Chatterji, A. and Patro, A., 2014. Dynamic capabilities and managing human capital. The Academy of Management Perspectives. 28(4). pp.395-408.
Daley, D. M., 2012. Strategic human resources management. Public Personnel Management. pp.120-125.
Denhardt, R. B., Denhardt, J. V. and Aristigueta, M. P., 2012. Managing human behavior in public and nonprofit organizations. Sage Publications.
Iles, P., Almhedie, A. and Baruch, Y., 2012. Managing HR in the Middle East: Challenges in the public sector. Public personnel management. 41(3). pp.465-492.
Jackson, S. E., Ones, D. S. and Dilchert, S., 2012. Managing human resources for environmental sustainability (Vol. 32). John Wiley & Sons.
Kellough, J. E., 2012. Managing human resources to improve organizational productivity: The role of performance evaluation. Public Personnel Management: Current Concerns, Future Challenges. Glenview: Pearson Education. pp.173-185.
Redpath, S. M. and et. al., 2013. Understanding and managing conservation conflicts. Trends in ecology & evolution. 28(2). pp.100-109.
Renwick, D. W., Redman, T. and Maguire, S., 2013. Green human resource management: A review and research agenda. International Journal of Management Reviews. 15(1). pp.1-14.
Schiuma, G., 2012. Managing knowledge for business performance improvement. Journal of knowledge management. 16(4). pp.515-522.
Shields, J. and et. al., 2015. Managing Employee Performance & Reward: Concepts, Practices, Strategies. Cambridge University Press.
Varma, A. and Budhwar, P. S. eds., 2013. Managing human resources in Asia-Pacific (Vol. 20). Routledge.
Verbano, C. and Venturini, K., 2013. Managing risks in SMEs: A literature review and research agenda. Journal of technology management & innovation. 8(3). pp.186-197.
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