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Each of the organisations in any of the industries in the world are dependent on the efficient and effective utilisation of the various resources available to them for the successful completion of all the business operations of the corresponding organisation. The wide range of resources available to an organisation includes the employees working in the organisation who are considered to be the human resources of the organisation. Each of the organisations in any of the service industry is heavily dependent on the employees working in the organisation i.e. the human resources available to the organisation. In the effort of the organisations to optimise the usage of the human resources, they develop and implement various human resources strategies in the organisation. One of such strategies to manage the human resources of an organisation is the human resource management strategy. This is a process included in the business model of all the organisations in the service industry which allows the management of the organisation to effectively and efficiently manage the various human resources available to the organisation. Thus this process ultimately leads to increased efficiency and performance of the employees in the workplace and hence the increase in the profit of the organisation. In this report we will focus on the healthcare and social care industry of UK. The report also focuses on one of the organisations operating in the corresponding industry with the name of “Care UK” (Buchan, 2004).
The process of human resource management in a healthcare organisation is the process included in the business model which is responsible for the efficient and effective utilisation of the human resources available to the organisation. The Care UK organisation working in the healthcare and social care industry in UK provide a number of services to people in need of help in the society due to old age, diseases or any other health condition. So the people working in the Care UK organisation have to communicate and interact with the people in the society who consume their services. The role of the human resource management process in Care UK involves the activities of recruiting and selecting suitable candidates to work in specific business activities in the organisation. This role of the human resource management process of the organisation serves the purpose of ensuring the recruitment and selection of candidates with suitable skills and expertise required for the corresponding business activities of the organisation. This in turn serves the purpose of ensuring that the brand image and status of the organisation is maintained in the service market (Fallon, 2013). The process of human resource management also has a role of managing the various training and development activities of the employees working in Care UK. This role of the HRM process serves the purpose of keeping in the skills and expertise of the employees up-to-date with the latest technologies and procedures in the market. This in turn allows the employees working in Care UK to serve the consumers in a better and more efficient way. The process of human resource management in Care UK is also responsible for the dismissal or separation of the employees from the organisation. This role of the process of HRM in Care UK serves the purpose of optimising the separation process in the organisation which allows the termination of the employment of the employees to be a smooth process (Fallon, 2013).
The latest analysis of the supply and demand of the human resources in the healthcare and social care industry of the UK suggests that demand of the human resources of the various organisations in the corresponding industry is growing day by day. The increasing demand of the human resources is due to the heavy involvement of the corresponding resources in the various business processes of the organisations. This analysis also reveals that the supply of the human resources is not adequate in comparison to the demand of the human resources in the healthcare and social care industries. This analysis of the supply and demand plays the most important role in the preparation of the human resource plan of the organisations which is developed as part of the human resource planning process of the corresponding organisation. The high demand of the human resources is causing the Care UK to focus on attracting the potential employees in the market and retaining the existing talented employees in the organisation. Thus the human resource plan of the Care UK focuses on the attraction of the potential employees and retention of the employees in the organisation. The human resource plan of Care UK tries to effectively attract the talented individuals in the market and retain the talented individuals in the organisation by providing a number of good employee benefits. The employee benefits program of Care UK assures the employees the below mentioned benefits of the employment with the organisation (Gowen, 2006).
The inclusion of suitable plans in the above mentioned aspects of the employment of the employees allows the organisation to attract a number of talented employees supplied in the market and to retain a number of talented employees in the organisation to satisfy the demands of the various business functions of the organisation (Beardwell, 2004).
The concept of employment relations is concerned about the relationship between the employees working in the organisation with the management of the organisation and with each other. As discussed earlier, the importance of the human resources in the healthcare and social care industry is quite high as the employees of the corresponding organisations directly interact with the consumers of the service and are responsible for the health conditions of the consumers. The efficiency and performance of the employees in the organisation depend on the mental state of the employees which in turn is affected by the workplace environment in which the employees perform various business operations. The workplace environment is affected to a large extent by the relationship of the employees along with the management of the organisation and each other. The current state of employee relations in healthcare and social service industry is maintained by a number of employment laws and regulations established by the government and other regulatory bodies. The Equality Act established in the United Kingdom requires the management of the organisations in the country to treat each and every employee of the organisation equally. This allows the maintenance of positive and strong relationship between the management and the employees of the organisation as every employee is treated as any other employee irrespective of his or her position, role and responsibilities (Harris, 2007). The current condition of the employee relations in the healthcare and social care industry includes the maintenance of trade union in the organisation. The trade union is a group of employees of the organisation with a common set of objectives and demands. The trade union of the organisation selects one or more than one leaders who are responsible for interacting and communicating with the management of the organisation on behalf of all the employees in the trade union. This concept allows the management of the organisation to collectively bargain with the union leaders regarding the satisfaction of a number of demands of the employees (Khatri, 2006).
The employee relations in Care UK are maintained and managed by various employment laws and regulations established by the government and various regulatory bodies in the UK. Some of these employment laws are mentioned in this section.
This section describes the job description and personal specification for a job in the healthcare industry. This section is describing the job description and personal specification of a healthcare support worker for the Care UK organisation operating in the health and social care industry (Buchan, 2004).
Job Title:Healthcare Support Worker
Reports to: Care Manager
Workplace: Care UK, Colchester Business Park, Colchester
Working hours: Flexible hours, including evenings and weekends
The various organisations in the healthcare and social care industry in the United Kingdom implement different kinds of selection and recruitment process to select suitable candidates to work in various business processes of the organisation. This section describes the selection and recruitment processes of two healthcare organisations in the United Kingdom, Care UK and National Health Services. Both the above mentioned organisations in the healthcare industry in the United Kingdom implement and use different selection and recruitment methodologies. The selection process of Care UK involves the initial screening process of the CVs. This process allows the management of Care UK to screen and eliminate some of the applications for a particular vacancy in the organisation based on some of the generic information present in the CVs of the candidates who applied for the job. The selection process of the National Health Services (NHS) involves the process of filling up the application process as the initial activity in the selection process (Veld, 2012). This application forms of the candidates provide the management of the NHS with the required information regarding them, which in turn allows the management of the organisation to eliminate applications of the candidates who are unsuitable for the vacancy in the organisation. The second activity of the selection process of both the organisations is the same, which is the process of interviewing the candidates selected in the initial activity of the selection process. The process of interview involves a number of activities of making the selected candidates go through a number of predefined and pre-structured questions which allows the interviewer to analyse and understand the level of expertise and knowledge of the candidates in the corresponding business functions. The third activity of the selection process of Care UK involves the activity of analysing the performance of the selected candidates in a simulated real time scenario. But the National Health Services involves the process of making the selected candidates go through a process of group discussion (Bartram, 2007).
The processes of training and development in the business model of the healthcare organisations allows the employees of the organisation to enhance their skills and talents in the relevant technical and business processes. The training and development processes of the organisations allow the employees of the healthcare organisations in the healthcare and social care industry of the UK to satisfy the growing demand of the latest and advanced business strategy of the organisations. The training activities arranged by the healthcare organisation allow the employees of the organisation to enhance the skills they are currently using in the business process they are currently using in the business process they are working in the corresponding organisations. The process of training allows the employees in the healthcare organisation to achieve better position in the same business process in which they are working. But the process of development allows the employees of the healthcare organisation to learn new technologies and new skills which allows them to switch to a different technology or business process with more opportunities (Harris, 2007). The process of development allows the employees of the healthcare organisations to pursue the various business processes in which they are interested in. This allows the employees in the healthcare industry to achieve greater positions in better business processes. Hence the processes of training and development in the healthcare organisations allow the employees to have more efficiency and performance, which in turn leads to better profits of the organisations in the market in terms of number of sales of their products and services. So the training and development processes in the healthcare organisations allow smoother completion of the various business processes and activities (Beardwell, 2004).
This report describes the roles and responsibilities of the process of human resource management in the organisations of the healthcare and social care industry. The report describes some of the major processes included in the human resource management module of the business model of the various organisations in the healthcare and social care organisations such as the selection process of the employees working in the organisation, managing the relationship between the employees in the organisation, implementation of the human resource plan in the organisation, the training and development activities for the employees working in the organisation. All of these roles and responsibilities of the human resource management process makes it a very important module of the business model of the healthcare organisation (Bartram, 2007).