Factors To Be Considered When Recruiting In Health And Social Care

Task 1

Selecting and recruiting talent or right employee is important for the future success of the company. There are numerous numbers of causes that need to be considered when planning for the staffing of the specific people to work in the social and healthcare (Armstrong, and Taylor, 2017). These factors are succession planning, objectives and policy of the company, a reason of recruiting the employee, and the financial implications.  

In the case study, the Aprica care Ltd., a resident that provide services for the elders and caters for 35 residents but now the number of the care home is increasing from 35 to 60. There is the need of recruitment of the 4 individual as support workers and one team leader to work within the organization. The profile of the individual workers and the leader has to be specified in the job description and the person specification. The job description consists of the skills, competence, past experience of the candidate, and the qualification of the candidate. This helps the company while conducting the interview of the candidate (Armstrong, 2011). Along with these skills, the personal attitudes, technical competencies, qualification, behavioral attitude and specific requirement of registering the people, taking a decision, managing the team are also required (Mullins, 2010). The description should be provided to the candidate related to the time, either they are hiring for the full time or for the part-time.

The Aprica care Ltd organization can give the advertisement for the requirement of 4 individual as support workers and a team leader on social networking sites. The advertisement can be given by the organization in the local and national newspaper. Through, these platforms the organization will be able to attract more and more candidates so that they can select the best candidate (Holloway, and Galvin, 2016).

Relevant legislative and policy frameworks of the United Kingdom (UK) may influence the selection, recruitment, and employment of individuals at Aprica Care Ltd.

The selection, recruitment and the engagement of candidate are influenced by the legislative and rule framework of the country. Legislative forms a background, considering the background the organization design and implement the policies and procedures that help the organization in guiding the staff of the company (Bevan, Coupland-Smith, Dransfield, Goymer, and Richards, 2010). The employees of the organization can refer the background of the legislation so that they can show the proof of breach their rights.

The Equality Act 2010- This act was passed by the government to legally provide the protection to the employees at the workplace from the discrimination. This was the single law that replaced the other anti-discrimination laws which were previously passed by the government. According to the law, it is an offense to discriminate any person based on protected characteristics formed by the government (Shah, 2015). These protected are discussed below:-

• Sex and sexual orientation
• Age
• Being pregnant or having a child
• Becoming or being a transsexual person
• Disability and Racism (color, nationality, ethnic or national origin)
• Religion, belief or lack of belief/religion
• Being married or in a civil partnership

Code of policies and practices of Aprica Care Ltd

Each and every organization has its own policies and practices that set the standard for the employees of the organization so that they don’t find any difficulty to carry out their job to meet the expectations of the organization. The aim of the policies and practices is to protect the employees; employer along with that it safeguards the care users. The organization forms a list of legislation, practice standards, policies and the procedure should be met by the support employees. Healthcare residents make sure that they adopt the practices and their conduct does not go lower than the set code of principles. This code provides the guidance to the employees to perform a job in the right manner (Whitelaw, 2013). Below given are attributes of the codes of practice for a worker that provide services for the elders and caters.

• Promote the interest of the carer or employers and service users and protect the rights.
• Uphold confidence and public trust.
• Be held responsible for the value of their work and responsible for enhancing the knowledge and skills.
• Encourage the freedom of the users while safeguarding them with danger or harms.
• Respect the rights of the users and ensure that their behavior towards the other people does not harm themselves or other people.

Factors to be considered when planning the recruitment of individuals to work in health and social care settings

The process of the selection in the organization is the most important process. Aprica Care Ltd is willing to select the 4 individual who can provide a high standard of care facilities to the residents in the homecare. The organization can make use of the different approaches that help in selecting the appropriate support worker such as interview, audition and psychometric assessment (Tricker, and Tricker, 2015).

The HR of the organization will collect the applicants of the candidate and then scrutinize the applicants for suitability and selection of the candidates will take place considering the profile matching with the requirement of the organization. These shortlisted candidates will be called by the HR of the company for the interviewing the skills.

• Interview- Interview can be taken by the reporting manager of the selected candidate or by the panel including director, reporting manager and the HR of the company. The interview is one-to-one commination round in which the candidate will get the opportunity to communicate and present the skills that the candidate is having, it also gives an opportunity to the interviewer to analyze the candidate.  
• Audition- Selection in the health care sometimes needs a demonstration of the work. The demonstration shown by a candidate can help the candidate in evaluating the skills of the candidate that helps the interviewer in selecting the right candidate. The post of the support workers needs to the personal attributes such as attitudinal and behavioral requirements.
• Psychometric Assessment- This assessment helps the organization in analyzing and evaluating the psychological qualities availability in the candidate. These qualities are reasoning ability and the personality factors. Psychometric assessments are designed by the psychologist and are official and organized exercises. These exercises are fair, valid, and reliable and keep an eye on a standardised method of scoring and administration so that the interviewer can compare the test of every candidate (Aiken, et.al. 2017).

The Aprica Care Ltd is also looking to hire the team leader so that can check some more qualities that need to be available in the candidate. The qualities that are required in the team leader includes decision making, experience to deal with the uncertain situations, encouraging and motivating the team member and guiding the people to perform the work in the right manner (Tilmouth, Davies-Ward, and Williams, 2011).

The Aprica Care Ltd staffs consist of the support workers, nursing workers, team leader, administrative staff and many others. Once the recruitment and selection of the right candidate is completed in the organisation the line manager consider the requirements that are important for building effective team so that together they can work in health and social care to achieve the objective of the Aprica Care home that is to deliver the high quality and efficient services to the users available in the organisation. It is necessary to be aware of the behavior of the candidates in a team to work together as an efficient team.  

There are numerous models that show the collaboration of the individual in a group, these theories are discussed below:-

• Belbin team Inventory: – According to the Belbin, 9 key title roles in an effective team to sort out its activity. This was established in the year 1981 and changes took place in the year 1988 (Ruch, Gander, Platt, and Hofmann, 2016). The 9 role of Belbin team inventory are discussed below:-

Plant	· An imaginative, creative and unorthodox team-member who can solve the tough problems.
Resource Investigator	· Organises financial, physical and the human resources along with that identify the political support, ideas or information for the group. ·  See the sights for the opportunities, make contact that can help, shares the external information; that results in negotiation with the outsiders and better responses to the challenges faced.
Coordinator/ chairman	· Coordinator ensures that the entire members involved in the group are able to participate or contribute in the decisions and discussions of the team. · Clarifies the goals of the organization, helps in assigning the roles and responsibility and speak clearly about the group conclusion.
Shaper	· A dynamic team-member who loves thrives and difficulties on pressure. · Look for a pattern in group work, pushes group on the way to decisions and the agreements and the challenges others.
Monitor- Evaluator	· A strategic, sober and discerning member always tries to understand all the alternatives and judge accurately. · Observers progress and prevent errors, analyze difficulties and compound issues and measures the contributions of others, check all possibilities that are important to judge accurately (Eubanks, Palanski, Olabisi, Joinson, and Dove, 2016).
Team Worker	· Team worker gives personal support and provide help to others, try to resolve the conflicts among the team, sensitive to others and socially oriented and calms the waters. · Is thoughtful to atmospheres and concerned to make certain that the interpersonal relationships are maintained in the team.
Company Worker/ Implementer	· Implementer has the abilities to turn radical ideas into the workable solutions. · Work as a theoretical thinker who can form structures and processes that will produce what the team is looking for.
Completer Finisher	· Focuses on the need for meeting schedules, completing a task, achieving deadlines and searching out the errors.   · Detail person who can easily analyze the flaws and gaps and knows very well that the team is scheduled in which relation.
Specialist	· Bring the special information for the team that helps in achieving the goals of the company.   · Single-minded, dedicated, self-starting, provide unique guidelines related to the expertise and the skills.

• Tuckman Forming Storming, norming performing model: – This model is formed by the Bruce W. Tuckman in the year 1965, this model consists of five stages that lead to the development of the group in the organization. there is no sequence formation of these stages and the stages are discussed below:-

1. Forming: – In this stage of group development, the group members depend on their leader for the guidelines and the directions.
2. Storming: – Under this stage, the members of the group exhibit conflict and competitions as they found themselves on the way to the task. Team members shape their feelings, beliefs, attitudes, ideas that suit the team. The team member test and prove mental strength once they are able to solve the problems.
3. Norming: – This stage of the group development shows that the members are engaged actively to build and maintain the community, acknowledging all the members and contributing and solving the difficulties that are occurring in the group. Members of the group can change the idea on the basis of the facts provided to them by the other members, and members also have the sense to decide to which group they want to belong.  
4. Performing: – The group might not reach to this stage of growth but this stage is beneficial and productive stage for the team. The group contained the high morale, identity, unity and the loyalty towards the group. The members involved in the team can work in groups, subgroups or be individual with a facility at this stage. The members dynamically change and adjust themselves with the changes in the requirement of the group and individuals (Egolf, and Chester, 2013).
5. Adjourning: – This is the last and the final stage of the group development, this stage involves the finishing the tasks and detachment of group. Adjourning can be scheduled by identifying the participants and by giving the chance to team members to express their feelings.

Talking about Africa Care, there are currently three levels and at each level, the work is done independently.

The numerous approaches are used by the Aprica Care to improve the effective team working in health and social care (Stretch, and Whitehouse, 2010). The team can be formal or informal, inter-agency, work groups, multi-disciplinary and project groups and these approaches are discussed below:-

• Formal groups: – These groups are formed by the organization to accomplish the objective and aims of the organization and to accomplish a same specific task is allocated to each group. Similarly, at Aprica Care the groups might be based on function or representing a department or a specific task.
• Informal groups: – These groups are self-formed groups that mean that these groups are not planned by the organization. There can be many reasons behind the formation of a group such as common interest, proximity and individual needs. An informal group exists in every organization and the organization cannot prohibit the formation of a group.  
• Multi-disciplinary teams: – This team consists of the members of various disciplines who joined the health care to form a group. The care plan is prepared in the organization for the particular person which brings the team together. For instance, the doctor in Africa Care can form a team with the multi-discipline nurses to provide precise health care services to a patient (Aveyard, 2014). As the team belongs to the different disciplines can only provide care to the patients in which they specialise.
• Workgroups: – According to the work in the organization, each level is subdivided as team canting dementia, nursing care, residential care and end of life. The support workers, care workers, and nurses can be formal groups are based on the discipline of work category.

The objective of the organization can be achieved by the staffs having the skills and knowledge that is required in the particular department. These skills can be accomplished with the help of training and development of staff (Torrington, and Hall, 2011). The monitoring of performance should be taken care periodically and proper feedback should be provided.

The aim of the management of the performance of employees is to manage the overall performance of the company. There are various methods used for the management for the performance used by Aprica Care, some are discussed below:-

• Observation- the superior of employees observe their employees attitudes towards the assigned task, achievement of the task and working with a team (Murton, Inman, and O’Sullivan, 2010).
• Appraisal and periodic review- Periodic review ad job performance are part of employee’s development and are evaluated by the employer in relation to the achievement of the objectives of the company.
• Achievement of successful outcomes- The assessment of the employees can be done on the achievement of the meetings the deadlines, error, accuracy reports and targets.

Employees training needs are important to be identified by the employees according to the job profile. There is set systematic approach of training and development that starts with the identification of training then delivery of training and ends with an evaluation of training.

Relevant legislative and policy frameworks of the United Kingdom (UK) may influence the selection, recruitment and employment of individuals at Aprica Care Ltd.

Training needs

• Needs of the training arises after monitoring the performance of the employees which is identified by an employer of an organisation. The employer can discuss the areas of development and can finalize the training needs.
• Training needs can be identified according to anticipated needs of company this forms a career development planning for the company.

Effectiveness of training

The training needs vary from person to person but would be in support to bring the growth of team and organization. The manager evaluates the training and prioritizes of the team according to the budget of the organization. Following points are noted while prioritizing the needs-

• Task-focused- Team emphasis on task can demoralize the team, and targets set with training may not be able to achieve (Ford, 2014).
• Individual-focused- This demotivates other team members and damage team spirit.
• The team focused- Focus on a team, making the members happy will damage the spirit of an individual.  

Balancing the benefits and limitation in training needs 

Every separate that is listed as a professional nurse comes under the separate responsibility to keep their capability through particular development plan. According to the subdivision of health, it is compulsory for working in healthcare services to have a specialized development plan. It provides the different advantages to self and also various sources are available to support.

The individual can evaluate themselves against occupational set standards by Local authorities like ANA code of Ethics. The regulatory bodies like state board of nursing monitor the licenses of nurse similarly actions take place in the breach of any professional standards. Competence is not included in the guaranteed by the licensure, the professional bodies offer the development programmes to the healthcare workers (Naidoo, and Wills, 2016). These bodies only offer the development programmes they don’t provide the competence which is important for workers at health care.

The care workers can compare the needs to training and the training provided and according they can develop a plan for themselves. For the appraisals, it is important for the care workers to bring professional development. Employees of the healthcare home can take the benefit of a staff development training plan for their continuous development, it consists of appraisal and supervision, in-house training and the external courses.

Theories of leadership that you have applied in health and social care workplace and your preferred leadership theory 

Emotional intelligence- It is set of verbal and non-verbal traits or aptitudes of person allow to identify, create, comprehend, and other emotions that encourage actions to cope with demands and pressures of environmental.

Transformational leadership- The leader becomes the mentor if their team members to encourage them to achieve, learn and facilitates the development of a person. They foster the positive working atmosphere of trust and also act as role model for their followers (Jones and Bennett, 2012). They show five transformation behaviors:-

• Idealized Behaviours: living one’s ideas
• Intellectual stimulation: Stimulating others
• Idealized Attributes: Respect, faith, and trust
• Individualized Consideration: Development and coaching
• Inspirational Motivation: inspiring others

Transactional leadership- This model is traditional leadership model and is principle focused leadership. The model shows the exchange that took place between the followers and the leader that consist of reward system.

Elements of transactional leadership

• Contingent reward
• Management-by-exception
• Laissez-faire leadership

Fiedler’s Contingency Model- Considering the model, there is no appropriate technique for the leader to handle a condition and the management style required by the leader are contingent on the dissimilar conditions (Jacobs, and Kushner, 2017). The below given three situations refer to the situation of a managerial task.

• Leader-member relations
• Position power
• Task structure

The Aprica care Ltd is a private home care organization, the care should make use of transactional leadership style. The care home can enhance the standards by taking suggestions, ideas and can involve employees while making the decisions.  

There are numerous factors that can create an impact on the working relations of the staff at Aprica Care, these factors are discussed below:-

Different approaches that may be used to ensure the selection of the best individuals for work at Aprica Care Ltd or any other health and social care settings

Management style- There are three types of administration styles and they are autocratic (manager don’t involve their staff), consultative (manager can include staff while making decisions) and democratic (staff can take decisions)

Emotional intelligence- EI is a set of verbal and non-verbal traits or aptitudes that are available in the individual that allows identifying, expressing, comprehending and other emotions that enhances the thoughts that cope with the demand of the environment (Fullan, 2014).

Organisation structure- The organization structure can affect the company; the structure in the company can be tall (many levels of management exist) or flat (limited levels of management exist). The flat structure leads to the smooth communication among the staff and management.

Leadership versus management- The gap between managers and leaders employees work for managers and employees follow leaders. Difference between the managers and leaders:-

Leader

• Honesty and integrity
• Inspiration
• Communication skills
• Ability to challenge

Managers

• Process management
• People focused
• Ability to direct

Role modeling- Employees can learn new behavior or attitudes from their role model. The employees can learn the task from their role models for that they can learn by observing tasks. The Aprica Care can make use these methods that help in building the relationship, role modeling helps the employees to accomplish the task effectively.

The health care professionals appreciate administration to support informal and formal training, personal development and clinical supervision. This gives the motivation to the professionals in the healthcare so that they can perform at duties. The learning is beneficial for the future of the organization and individuals, this learning helps in improving the skills which are required in providing the efficiency in the work. The value of the professionals is enhancing in labor market. The opportunities of education and development are associated with the support of the individual in financial benefits (Giger, 2016). The future opportunities for the career are set to fulfill a requirement of organization and also fulfill personal development needs.

Training courses presented by organization need to be modified if it is not matched. The training funds need to intelligently use by an organization. To accomplish the personal and organizational objectives it is required to set the practical and realistic training goals.

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