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TABLE OF CONTENTS Introduction ................................................................................................................................ 1

Task 1 ......................................................................................................................................... 1

1.1 Job description and a person specification for Assistant HR Manager post .................... 1

1.2 Impact of legal, regulatory and ethical considerations to the recruitment and selection

process .................................................................................................................................... 2

1.3 Selection Process.............................................................................................................. 3

1.4 Own contribution to the selection process ....................................................................... 4

Task 2 ......................................................................................................................................... 4

2.1 Skills and attributes needed for leadership ...................................................................... 4

2.2 Difference between leadership and management ............................................................. 6

2.3 Different leadership style for different situations ............................................................ 7

2.4 Methods and theories of motivation to boost the morale of staff .................................... 7

Task 3 ......................................................................................................................................... 8

3.1 Benefits of team working for the new recruits ................................................................. 8

3.2 Conflicting situation faced by the manager while working ............................................. 9

3.3 Quantifiable and qualitative factors for reviewing effectiveness of teams .................... 10

Task 4 ....................................................................................................................................... 10

4.1 Factors involved in planning the monitoring and assessment of work performance ..... 10

4.2 Assessment of development requirements ...................................................................... 11

4.3 Evaluation for the success of assessment process .......................................................... 12

Conclusion ............................................................................................................................... 13

References ................................................................................................................................ 14



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INTRODUCTION

This particular report is based on the health care setting called as We Care hospitals in

UK which is a new company that has been started recently. This particular study focuses on

the importance of recruitment and selection, leadership style and team work which is very

crucial in any organization. Further different motivation factor that can be used by the

company in order to boost the morale of the employees have also been explained in most

appropriate manner.

TASK 1

1.1 Job description and a person specification for Assistant HR Manager post

Job description can be defined as the document that tells the complete information

about a particular job. It is also called as one of the most important document which plays one

of the most vital roles in terms of managing people in most appropriate manner (Schroeder,

2002). This particular job description is completely required at the time of recruitment process

for the people who are interested in working in a particular company. It helps them to analyze

the roles and duties that they will have to do by relating with the job. Job description for the

post of HR manager is-

Grade- Grade 6; points PA 21-28, (£31,111 - £38,799)

Title of post- Assistant HR Manager

Type of Employment- Permanent

Working days and hours- Monday to Saturday, 8 hours everyday

Purpose of the Job- Main purpose of HR manager is to recruit, train and manage

good relation among employees.

Principle Duties- Working closely with Top management, managing all HR related

information, providing training to employees, monitoring the progress of employees,

maintain coordination between top management and employees.

Qualification for job- Candidate should be MBA in the field of Human Resource,

Good managerial and communication skills, Multi-tasker, fundamentally strong.



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Closing Date- 27th June, 2015

Personality traits for job are-

Personality- A person should be physically fit, self driven, confident, risk taker and

good decision maker.

Specific Job Skills- Company requires a person who is very good thinker and analyze

all the issues in company in appropriate manner. He should also be collaborative and

have work experience of job in health and social care sector.

Computer Literacy- Person should have basic knowledge of Internet and Microsoft

Office

Talent- Person should have good interpersonal and communication skills. He should

also be a very good future planner in order to help company in risk assessment.

Individual qualities- Should be a very hard worker and have positive attitude towards

work.

1.2 Impact of legal, regulatory and ethical considerations to the recruitment and selection

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process

It is very important to follow different regulatory and ethical means while doing the

recruitment in appropriate manner-

Race Relation Act- As per this act, if a particular person has permitted to work in a

UK then he can easily apply in health and social care sector of the country and

company cannot neglect the person on that basis (Freeman, 2003).

Equality Regulations- If there is no type of age limit in the job description of the

company then it is mandatory for company to provide equal chances to both old and

young age people with giving any privileges to a particular group.

Advertising Law- Job description of company that has been presented in the media

for advertisement should not any content that can spread discrimination in terms of

race, caste, sex, etc.

Interview Law- interview process of the company must be as per the job description

and the questions should be strictly based on that and not on the personal life of

candidate.

Sex Discrimination act- As per this act, there should be no discrimination in terms of

sex while conducting interview for the company. Proper opportunities if they are

qualified should be given to all sexes.

Statement of employment- It is very much important for an employer to maintain all

the job related information to the candidate before giving the job so that candidate can

decide about the job before joining (Duke, 2005).

1.3 Selection Process

Selection process is one of the most important processes in the organization and it

includes different types of steps-

Selection of Panel- It is important to select some of the most important and senior

people for this process so that they can select the best candidates for health and social

care setting.



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Short listing of candidates- Different types of candidates are shortlisted after the

careful evaluation of all their applications by the selection panel. All these candidates

have to go through various tests and then interview is arranged for them (Smith,

2005).

Conduct interview- After the short listing of candidates a proper interview and

pressure interview can be conducted.

Appointment of Candidate- After the section of some able candidates, proper check

is done of them regarding their qualification for job and then appointment letter is

provided to them.

1.4 Own contribution to the selection process

As an HR manager, I had the duty to select some of the best people for the HR

recruitment team so that they can select the best candidates for health and social care setting. I

was directly involved in the selection process in which i met with some candidates and took

their interviews. I make sure that all the candidates are comfortable and can give their best in

the provided settings (Surtees, 2004).

The particular job was listed for the Assistant HR who has very great responsibility in

managing the culture of company and based and in order to select the best person for the job, I

designed a job description which was completely based on the seven plan approach attributes

which were General Intelligence, Disposition and the circumstances. It is very for a person

who is applying for a job of HR to have these criteria’s so that he or she can manage the firm

in most appropriate manner. Other than this, I was also involved in giving proper induction

training to all the candidates which got select so that these people can understand the working

of organization in most appropriate manner.

TASK 2

2.1 Skills and attributes needed for leadership

In the context of health and social care setting, there are different types of skills and

attributes needed in a person so that he can guide the other people in most appropriate manner.

Some of the skills that should be there in the leader are-



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Drive, energy and self motivation- It is one of the biggest skill and attribute that a

leader should have in him so that he can have strong desire for achievement, high

ambitions, high energy levels, tenacity as well as initiative. Successful leaders in

health and social care have very high motivation to lead others (Baguley, 2004). These

people can easily bring change, improve the negative environment, influence people to

work hard and encourage people to fulfil goals of organization in most appropriate

manner. Other than this, leaders also have the mental and physical stamina in order to

take responsibility and be accountable.

Communication skills- It is one of the most important attribute that a leader should

have while working in health and social care unit so that he can convey all his feelings

and messages to the people working under him or her. It will also help the leader to

engage in active listening and open dialogue with all his colleagues so that all their

problems can be solved and they can be motivated to work hard.

Team Development- It is again very important attribute that a leader should have in

him in most appropriate manner so that he can keep the team together and force them


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to work together and achieve all the goals of social care unit.

Honesty- This particular attribute will also force the other people to remain honest and

do every work with full integrity (Bonnici, 2011). If a leader is honest then he will

convey the real situation of organization in front of the colleagues and will take their

help to face with issues. This increases the motivation level of employees and forces

them to work in most appropriate manner.

2.2 Difference between leadership and management

Difference between leadership and management is-

FACTORS LEADERSHIP MANAGEMENT

Definition It is called as the ability of an

individual that help the person in

health care unit to force and

enable others to fulfil all the

objectives and goals of company

in most appropriate manner.

It means to direct and control a

particular group with an aim of

coordinating them towards the

accomplishment of a particular goal.

Personality People who follow leadership are

often called as brilliant with

great charisma (Thompson,

2000). These people are very

comfortable in taking risk and

also have high level of

imagination.

These people are very rational,

remain in control and are called as

problem solver. These types of

people only focus on goals and

availability of resources.

Focus Their main focus is to lead

people in most effective manner.

Their focus is to manage work and

help company to fulfil its goals.

Orientation Leaders are people oriented

which takes care of all the needs

and demands of their

subordinates.

These people are only task oriented

and do not care about people

(Thompson, 2000).



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Approach to

tasks

These people by looking at the

problem try to solve them by

developing new and creative

solutions.

These people just create strategies,

policies and methods that are

needed to operate in firms smoothly.

2.3 Different leadership style for different situations

There are different types of leadership styles that can be applied in different situations

and some of them are-

Induction of new recruits- In this type of situation, it is very much important for the

HR manager to follow the participative style of leadership because it is one of the best

leadership style which allow manager to understand the new recruits in most

appropriate manner. This allow will help manager to act as a role model figure who

will guide these people, train them and will teach them all the working in effective

manner. It will also help the manager to boost the morale of these people so that they

can get adjusted with the atmosphere of health and social care (Palliam, 2012).

Tight Goals- There might be situation in health and social care setting where the

manager will have to fulfil all the goals of organization in very tight schedule. In this

type of situation, autocratic style of leadership can be followed as it will allow leader

to prepare strict rules and actions by setting out clear objectives to all the employees.

Proper decisions will be taken by the manager which will help him to fulfil all goals in

most appropriate manner.

2.4 Methods and theories of motivation to boost the morale of staff

There are different types of methods that can be used in order to boost the morale of

the staff of new health and social care organization and they are-

Cognitive Theory- Company can easily use this particular theory in order to provide

employees with flexible timings, proper breaks, etc. so that the stress of these people

can be reduced in most appropriate manner. In the words of Caldwell, (2013) by using



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this particular theory, company will also be able to provide complete sense of

achievement to all its employees with proper feedbacks.

Herzberg two factor theory- As per this theory, there are two factors that affect the

motivation of workers in the health and social care setting which are hygiene factors

and the motivating factors. In terms of hygiene factors, company can provide good

working conditions, work security pay, other benefits, etc. In terms of motivation

factors, company can provide good pay; fulfil all the self esteem needs of employees

in most appropriate manner.

Goal Setting Theory- In this the motivation of health care workers can be boosted

easily by providing some extra incentives to employees and also by making them

understand the goals of the company so that they can become most efficient.

TASK 3

3.1 Benefits of team working for the new recruits

There are different benefits of working in a team and all these benefits can be easily


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guided to the employees of health and social care-

Enhance Creativity- It is one of the biggest advantage to people while working in a

team as it motivates the level of creativity among each team member in most effective

manner. Different people from different backgrounds work in a single team by

providing some good ideas that allows them to learn from each other and enhance

skills in most appropriate manner.

Brand Recognition and Innovation- As per Viswesvaran, (2011) working in team

allows the employees to come with some new and innovative ideas that help the

company to get a good brand name. It also allows company to promote brand

awareness in most appropriate manner.

Motivation and Employee Retention- While working in team, people are easily able

to motivate each other that encourage them to work hard and prove themselves to the

organization. Further, socializing among the team members also gets increased and

people did not feel left out.

Time Management- It is also one of the very big advantages of working in a tem in

appropriate manner. As when different people work together, their quality increases

and also the work is done in much less time (Belbin, 2012).

3.2 Conflicting situation faced by the manager while working

One of the biggest conflict that I faced while working as an HR manager was at the

time of employee motivation and retention. I was given the team of my own and they all were

working hard as our goal was to provide the best care to the people of organization so that

they can get well soon. It was good in the beginning but slowly the interest of the people got

reduced. In order to manage the situation, I decided to motivate the employees by giving them

motivation in terms of financial rewards like some incentives, extra pay, etc. However, all of

these were not working at all. After this I decided to use the non-financial rewards in order to

increase the motivation levels of the people. I started giving my team proper recognition, job

security, promotions, etc. This particular method proved to be very successful and employees

started getting their zeal and motivation back (Asquith and Scott, 2007). That was the day

when I realized the importance of non-financial rewards. This particular thing also helped me



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at the time of recruiting new people in the organization. So, I can say that in order to manage

the situation of motivation among my team members, I decided to go for different approach

and got successful in that.

3.3 Quantifiable and qualitative factors for reviewing effectiveness of teams

Some of the Quantifiable factors in order to review the effectiveness of team are-

Trained Employees- It can be done easily by analyzing the number of trained

employees in the particular department of company.

New Recruits- It can easily be done by evaluating the number of new recruits on the

basis of their qualification and then comparing it with the work performed by them in

a particular team (Munnel and Sass, 2009).

Turnover rate- If the turnover rate in company in high then the strategies of company

are very poor but if the rate of turnover is low then all the strategies of company are

good.

Some Qualitative factors are-

Improvement in Skills- Effectiveness in team can also be measured by checking the

skills of people in a team.

Production Level- It is also one of the best techniques that can be used in order to

understand the success of team by looking at the approaches that it is using and its

culture in order to fulfil all the goals of organization.

Achievement of Objectives- By looking at the performance of team, company will be

able to analyze the success rates of team in most appropriate manner.

TASK 4

4.1 Factors involved in planning the monitoring and assessment of work performance

There are different factors involved in the planning and assessment of work

performance of health and care employees-

Progress Report- It is one of the biggest factors in which all the current issues that are

faced by the employees in health and social care setting can be mentioned so that



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proper actions can be taken by managers on that basis (Schyns Maslyn and

Veldhoven, 2012).

Feedbacks- It is again one of the best approaches in which the performance of the

employees can be monitored and controlled in most appropriate manner by

considering all their strengths and weaknesses related to work and also guiding them

in appropriate manner.

Implementation of policies- It is also one of the greatest methods in which the

planning and monitoring can be done on the basis of different policies that are applied

on people in health and social care.

Other than this, there are some other strategies that can be used in this manner like the

communication strategy in which the interactions can be made with staff in order to collect

the feedbacks regarding the issues that are faced by them.

4.2 Assessment of development requirements

OBJECTIVES SUCCESS CRITERIA TIME FRAME REVIEW DATE


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Developing Team

Spirit

It can be done by

coordinating all the team

members by developing

trust and confidence in each

other and encouraging them

towards single goal.

3 Months End of August 2015

Interpersonal Skills It can be developed by

increasing bonding,

confidence among team

members (Blanken, 2013).

4 Months End of September

2015

Leading Skills It can be done by

encouraging staff in order to

increase the morale of

company

5 Months End of October 2015

4.3 Evaluation for the success of assessment process

• This particular method will help the company to match the performanceof all its employees in terms of different perspectives that includesbusiness, customer’s suppliers, etc.

• It will allow the company to understand the growth of employees in mostappropriate manner.

360o Appraisal

• It is again very good factor and it can be matched as if the turnover rate incompany is high then employees are satisfied otherwise if the turnoverrate is low then employees are not satisfied (Scase, 2006).

Turnover rate

• When all the employees will be comfortable in an organization then theywill have very strong bond and that will encourage them to work in mostappropriate manner.

Communication



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CONCLUSION

From this report, it can be concluded that recruiting and selection the right candidates

for the job is one of the biggest tasks and should be done with proper measures and also by

following all the rules in appropriate manner. It is also very important to adopt a leadership

style that can create positive mind-set among the employees in health and social care and can

also promote them to work in a team because team performance in company can fulfil all its

goals in most efficient manner.



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REFERENCES

Books and Journals

Asquith, L. and Scott, B., 2007. Does work work for vulnerable people?.Housing, Care and

Support. 10(4). pp.9 – 13.

Baguley, P., 2004. Teach Yourself Teams and Team-Working. McGraw-Hill.

Bonnici, C. A., 2011. Creating a Successful Leadership Style: Principles of Personal Strategic

Caldwell, R., 2013. Change leaders and change managers: different or complementary?

Leadership & Organisation Development Journal. 24 5. Pp.285-293.

Duke, C., 2005. Building Effective Teams. Kaplan Publishing.

Freeman, C., 2003. Recruiting for diversity. Women in Management Review. 18(½). pp.68 –

76.

Munnel, A. H. and Sass, S., 2009. Working Longer: The Solution to the Retirement Income

Challenge. Brookings Institution Press.

Palliam, R., 2012. Enabling a motivated workforce: exploring the sources of motivation.

Development and Learning in Organizations: An International Journal. 26(2). pp.7 –

10.

Scase, R., 2006. Putting people at the top of the agenda. Strategic HR Review. 5(4). pp.3 – 3.

Schroeder, R., 2002. The importance of recruitment and selection process for sustainability of

total quality management. International Journal of Quality & Reliability Management.

19(5). pp.540 – 550.

Schyns, B, Maslyn, J. M. and Veldhoven, M. P. V., 2012. Can some leaders have a good

relationship with many followers?: The role of personality in the relationship between

Leader‐Member Exchange and span of control. Leadership & Organization

Development Journal. 33(6). pp.594 – 606.

Smith, K., 2005. The Essentials of Team working: International Perspectives. John Wiley &

Sons.

Surtees, M., 2004. Human Resource Development. Kogan Page Publishers.

Thompson, M., 2000. Team Working and Pay. Institute for Employment Studies.

Weitzel, T., 2010. The performance impact of business process standardization: An empirical



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evaluation of the recruitment process. Business Process Management Journal. 16(1).

pp.29 – 56.


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