Managing People In Health & Social Care Report

Introduction of Managing People In Health & Social Care Assignment

Employees are considered the most valuable assets of an organisation specifically in the health and social care sector. Research has highlighted the importance of proper management of employees within an organisation which has become a major determinant for organisational success. In the field of health and social care in the environment, the delivery of quality care depends on the proper management of the workforce involved in the delivery of care. The report will highlight various factors that are essential for improving the performance of the workforce in a social and healthcare setting. It will also analyse the significance of the management of a cultural divorce workforce, especially in the health and social care sector.

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Maximisation of individual and group performances

Regardless of the experience of an organisation, the task associated with the amalgamation and management of individual talents into larger groups is a critical task to complete for healthcare managers. Building a team can be a critical task along with the maximisation of individual and group performance specifically in healthcare settings (Edmondson, 2018). The maximisation of individual and group performance by the implementation of different performance management solutions within a health and social care setting can be achieved by

Conducting team analysis

An effective team comprises great team players who are always working towards providing value to the total outcome of the group. It is important for HR managers to analyse the relative weaknesses and strengths of each of the individual team members both from the perspective as well as the current (Longhurst et al. 2020). The development of a system to analyse the strength and weaknesses of individual team members will enable the manager to assess the potential performance contribution of each of the team members which will be visible in the overall outcome of the team. The analysis of the team will be helpful for the future force of action of the team specifically in a health and social setting.

Evaluation of performance

Documentation and performance reviews incorporate valuations by the management predecessor of a health care and social organisation. It is also required to be highlighted that there are certain conditions to perform an evaluation which are subjective in nature and are prone to personal biases as part of the management predecessor. According to the views of Darmawan et al. (2020), the evaluation of performance is an integral part of human resource management that can be conducted with the help of software applications to track productivity. The use of various performance evaluation tools on the part of the HR manager has to be made transparent and a daily activity to ensure the perceived strength in weaknesses of the workforce as well as of the whole group involved in the delivery of health and social care activities.

First-hand observation

The first-hand observation is an important part to ensure that the employees are performing according to the standard operating procedure within a healthcare setting. It is important to ensure that all the first-hand observations of the performance of the new employees are required to be written down in order to accommodate them within an already experienced workforce (Béné, 2020). The log book for the performance evaluation will incorporate the first-hand observation that will be the official to develop the opinion about an individual and their capability to work as an effective team member.

Selected interviewing / selection of data

It is important to see useful information that helps obtained during the interview process of an individual in a health and social care setting. In most healthcare organisations around the world, the HR department comprises copies or sheets of data available from the interviews of the newly selected individuals within the organisation (Natow, 2020). The use of data for the delegation of duties and the formation of a team in healthcare and social settings significantly helps in improving the overall quality of the output at the workplace.

Analysis of career development and lifelong learning opportunities in the health and social care sector

Continuous career & professional development process that is developed for the needs of each and every individual that is associated with health and social care to improve the experiences of the service users. CPD or continuous professional development along with life support is important for a workforce that is capable of delivering, evaluating, designing and improving high-quality clear services to care users specifically in the United Kingdom (Powell and Bodur, 2019). In terms of career and professional development activities, there are 5 principles which have been suggested by the government of the United Kingdom to ensure continuous development and licence support for individuals in the health and social care sector

Principle 1: Remain responsible for each other's development with the support of the employer

It is always important to remain responsible for regular planning, appreciating and recognising the valuable learning opportunities that are available in both unplanned as well as planned situations. It is also important to remain responsible to ensure that an individual is aware of the current practices that can meet the needs of the service users that are in line with professional standards (Bda.uk.com, 2019).

Principle 2: Provide benefit to the service user

It is important that the service has to be relevant to the needs of the service user or the employer in the area of practice. Learning has to help in the development of new knowledge and skills and add to the existing knowledge and provides opportunities that have the capability of initiating and enforcing the best practices in health and social care settings (Sydorenko et al. 2020).

Principle 3: Improve the quality of the delivery of service

It is important for an individual to ensure methods that incorporate the learning activities that will be improving the quality of the practice. The learning and outcomes associated with it have to improve the quality of service delivery and reduce the risk for the care users (Riliandini et al. 2021). The individuals associated with the health and social sector have to identify various opportunities that will help them in sharing their learnings with others.

Principle 4: Remain relevant and balance to each other's personal area of practice or employment

It is important to ensure that the learning activities within a health and social care setting have to cover the following four areas:

• Health and social care
• Leadership
• Evidence, research and development
• Learning and education (Bda.uk.com, 2019).

It is important for an individual to ensure and take part in a range of running activities including formal and informal as well as active and reflective to remain relevant and balance each other's personal area of employment.

Principle 5: Remain recorded and portray the effect on each other's area of practice

It is important that an individual has to keep a record of the learning and demonstrate the following

• The areas being learnt
• How it adds to the development of the area of practice
• The learnt area and its impact on the service users or the delivery of the service

It is important for an individual to ensure that that person is responsible for promoting and accessing the available resources for CPD.

Techniques of monitoring performance in health and social care

Healthcare performance measurements have been quantified, analysed and aggregated on the basis of healthcare-related activities. The primary purpose of monitoring health and social care is to identify the available opportunities and reduce the cost as well as improve the quality of care and increase its efficiency in delivering to care seekers (Geldsetzer et al. 2019). The different types of healthcare performance measurement that are used in the current industrial scenario are:

• Quality and efficiency of patient care
• Cost of healthcare services
• Care outcomes
• Disparities in performance

There are multiple reasons that highlight the importance of measurement of the performance associated with health and social care. Society usually has a strong collective interest in ensuring the factor system is present to ensure that individuals are having a healthy lifestyle. Not only does it collectively but also individually spend a significant amount of financial resources to improve the healthcare and social aspect of the citizens of a country. Moreover, performance measurement also is considered the best method of spearheading the overall health system and improving hospital management by providing solid data on the current state of effectiveness and inefficiencies (Robbins and McAlearney, 2020). According to the available data, there are a lot of techniques for monitoring performance in health and social care. The health field model that was provided by Cairney et al. (2019), provides a conceptual framework for considering the factors that have a direct influence on health and society within a community. All these factors are certain family structures, educational systems and social networks that are considered important and effective techniques to control and monitor the current system of health and safety. One of the best-known software solutions is to incorporate an EHR system that will act as a tool to easily track the outcome of the patient and their satisfaction level (Dagliati et al. 2021). The incorporation of EHR will significantly be helpful in the improvement of techniques for monitoring the performance of care seekers in the health care setting.

Methods of identifying individual training and development need

The current work environment requires employees to have useful skills in performing complex in and cost-effective, efficient and safe manner specifically in health and social care settings. Training (performance improvement tool) has become mandatory in order to keep the capability of the employees up to the latest industrial standards (Boerlijst, 2020). The presence of a difference between the expected level of job performance from an employee and the actual level of job performance is an indicative factor to introduce training among the workforce of an organisation. The analysis of individual training and development needs the various kinds of training facilities to meet the needs of an individual at the workplace.

Training needs analysis

Organisational analysis

It is an analysis of the requirement of an organisation in the context of the need for training in a particular healthcare setting. The skills that are expected from an individual by the organisation are usually provided to the workforce in the form of training.

Person analysis

The analysis is associated with the understanding of potential participants and their instructors involved in the process. The personnel analysis is based on the personal requirement of training facilities in health and social care associated with the dealing of an employee with a critical situation at the workplace.

Performance analysis

The presence of disparity between the actual performance and expected performance of the employees of a healthcare organisation is identified with the help of performance analysis which then translates to the introduction of specific kinds of training for the workforce.

Training suitability analysis

The analysis is helpful in understanding whether the training in place will be able to produce the desired outcome among the employees of the concerned organisation.

Apart from all these factors, the workplace in health and social care requires independent thinkers responsible for making good decisions within a short period of time and also with limited information. In order to achieve this particular feat it is required to be identified that the individual in health and social care have the following characteristics to work in an effective manner

• Adaptability
• Analytical skills
• Action orientation
• Communication
• Interpersonal skills
• Leadership
• Risk management
• Persuasion and influence
• Problem-solving
• Planning
• Teamwork

The selection of methods and techniques to incorporate training for the workforce in health and social care has to undergo several basic assessment techniques such as

1. Direct observation
2. Questionnaires
3. Interviews
4. Focus groups
5. Records and report studies
6. Work samples

All these factors are necessary to identify the individual training and development needed at the workplace in order to develop efficient care services for the needy.

Analysis of the techniques for the promotion of continuous professional development in health and social care

Continuous professional development or CPD not only incorporates education activity to enhance competency in terms of medical knowledge but also comprises Management, professionalism, team building and interpersonal communication skills that help in improving the quality of care services delivery. Some of the principles and guidelines have already been defined by professional societies around the world, the competencies, the core actions and the best possible effective lifelong learning that can be provided to the workers in a particular care setting. CPD especially is important for the healthcare sector as it has positive implications for the well-being of the public (Bda.uk.com, 2019).

In the care industry, the primary purpose of the CPT is to improve the quality of the care that is provided to care seekers. According to the British diabetic association (BDA) CPD, this is considered a mechanism through which high-quality care services can be provided to the client through the identification of their individual needs which underlines the importance of this particular process (Bda.uk.com, 2019). Considering the role of the employer in the professional development of the healthcare worker in health and social care it is important that each role has to be viewed independently. It might be required to ensure the practice has to be supported by the professional body by the presence of a structured guide for the development needs. The aspects of continuous promotional development can be filled with the presence of a skill framework based on the knowledge of the NHS or any independent organisation that promotes CPD in health and social care (Cpduk.co.uk, 2022). The lack of structure associated with the identification of learning needs can become a major barrier in the personal development plan in the field of health and social care.

The removal of barriers can be considered a method of promoting professional development in health and social care. The techniques that can be cooperative to ensure continuous professional development in health and social care are

Staying up to date with the current trends in the social and healthcare industry

The social and healthcare industry is changing at a rapid rate therefore it is important for healthcare professionals to remain aware of the current trends in the social and healthcare industry in order to continuously develop themselves according to the standards.

Becoming more effective in the workplace

The presence of more knowledge and the workplace increases the effectiveness of individuals which will open doors to career progression in the future.

Maintaining and announcing knowledge to supply better service to the care user

It is important to refresh the knowledge and understanding of certain specific complex healthcare topics in order to continuously develop at the workplace.

Advancing the body of knowledge within the profession

Participation in CPD can make it necessary for an individual to remain ahead with the different changes involved in the technology associated with health and social care.

Analysis of the significance of cultural diversity in the social and healthcare sector

Cultural diversity is quite important for the social and Healthcare sector as it belongs to the service industry which has a direct relation with the health and well-being of individuals. According to a survey in 2015 which was performed by Witt Kieffer, approximately 26% of the Caucasian respondents and 10% of the racially diverse respondents believed that minority executives are well represented in the healthcare management teams (Wittkieffer.com, 2021). The benefits of cultural drivers in health and social care settings are

Presence of a greater sense of community

The presence of diversity in health and social organisations can help in the development of a greater sense of community. Diversity is an excellent teacher that helps us look beyond our differences. Diversity helps in the development of compassion towards others and the removal of negative connotations in societies (Tamunomiebi and Onah, 2019).

Supporting underrepresented minorities

There are multiple discussions and debates that highlight the importance of underrepresented minorities in the general public specifically in a healthcare setting. In terms of the general public, it is usually seen that minorities are usually under-represented and are not provided with appropriate opportunities to showcase their abilities and talent (Lisberg and Woods, 2018).

Workplace that encourages learning

The presence is of a diverse workforce able to develop a learning mindset that helps people to acquire new knowledge. It is essential because new technologies are revolutionising the healthcare sector which has to incorporate learning behaviour among the workers.

Improved customer services

The presence of a diverse workforce in organisations has multiple benefits that can significantly improve customer service. According to a case study that was published by the American hospital association, diversity within a healthcare setting can help in addressing multiple social determinants to open up access to a positive and comprehensive care system for individuals requiring complex care services (Societyfordiversity.org, 2020).

Benefits of a culturally diverse workforce

Increased creativity

Creativity is essential at the workplace specifically for healthcare professionals which play a major role in solving complex health-related problems and in decision-making. The presence of a culturally diverse workforce helps in boosting creativity which helps in attaining the objectives of a healthcare organisation (Gomez and Bernet, 2019). The availability of employing individuals having similar backgrounds and coming from our culturally diverse scenario can increase the effectiveness of a healthcare setting.

Boost productivity

The presence of a diverse workforce not only increases creativity but also helps in promoting productivity in the area of specialisation in a health and social care setting. The presence of a creative workforce within a health and social care setting helps in improving the brand value of a particular organisation (Leroy et al. 2022). It is one of the most important and essential processes that increase competitiveness and provide an advantage for the health organisations that are operating in the field of social and healthcare.

Different perspectives

The presence of a culturally diverse workforce can provide multiple perspectives for solving the problem at hand and managing complex situations specifically in health and social care settings. Employees from diverse backgrounds can provide a variety of experiences and skills that can provide multiple perspectives to a critical health and social-related solution (Ely and Thomas, 2020). This perspective support is important in order to execute a complex plan or a strategy that can help in solving problems faced by a care seeker.

Faster problem solving

It is a well-known fact that employees within an organisation having similar cognitive characteristics consume a lot of time in solving problems at hand. The primary reason behind the recruitment of a culturally diverse workforce is to ensure that individuals from diverse backgrounds specifically in a health and social care setting can help in providing their different perspectives for faster problem-solving at the workplace.

Assessment of the strategies for the management of a culturally diverse workforce

Identification of resources for diversity and inclusion programs

It is important to identify the resources that are required for the management of diversity and inclusion programmes within a healthcare setting. There are a lot of resources that are required for the management of diversity and inclusion programs to ensure that all the perspectives of various individuals are taken care of (Ng and Sears, 2020). In this particular regard, it is important to identify all the important stakeholders and the resource provider such as the financial resources. It is considered as the first strategy of diversity management programs. The identification of resources also helps business enterprises to ensure that the development of inclusion principles and management of a culturally diverse workforce is managed in an efficient manner.

Setting up diversity goals and accountability for change

The second strategy of diversity management incorporates setting up diversity goals and taking accountability for incorporating changes within the organisation to manage the diverse workforce. According to the comments of Fiscella and McDaniel (2018), the presence of diversity goals is important as it helps in deciding the policies that are important for the management of a diverse workplace. This particular strategy brings transparency among the workers to ensure that their voices will be heard in the workplace. Additionally, it is important for business enterprises to ensure that the conservative goals and objectives are able to align themselves with the company objectives.

Setting different mindsets to recruit diverse talent

One of the best-known strategies to incorporate diversity management is to recruit individuals coming from different culturally diverse backgrounds within a business enterprise. According to the comments of Solberg et al. (2020), the availability of a diverse mindset helps in improving the talent pool that helps in improving the capability of problem-solving of the concerning company or a healthcare organisation. These mindsets can be incorporated and obtained by recruiting individuals from culturally diverse backgrounds within an organisation.

Conclusion

It can be concluded that it is important to ensure that the capability of performance of an individual in a health care setting has to be improved in order to ensure that the best possible services are being delivered to the care seeker. Moreover, it is also important for healthcare organisations to help in the development of an atmosphere that constantly pushes for professional development of the workforce that is involved in the delivery of care services to individuals with specific needs. Apart from all these factors, it was also found that it is critically important to have a culturally diverse workforce for an organisation in order to improve the effectiveness and efficiency of the delivery of care services.

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