Managing Human Resources in Health and Social Care

Managing Human Resources in Health and Social Care
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Contents TOC \o "1-3" \h \z \u SECTION A PAGEREF _Toc104200300 \h 3Introduction PAGEREF _Toc104200301 \h 3SECTION B PAGEREF _Toc104200302 \h 4HR Issues in the Care Workers’ Charity PAGEREF _Toc104200303 \h 4Pay, Benefits, and Financial Challenges PAGEREF _Toc104200304 \h 5Increasing Crises in Recruitment PAGEREF _Toc104200305 \h 5Social Care Work is not considered a Rewarding Career PAGEREF _Toc104200306 \h 5Efficiently Managing the Volunteers PAGEREF _Toc104200307 \h 6Lack of Gender Equity for Payment PAGEREF _Toc104200308 \h 6Right Recruiting of Trustees PAGEREF _Toc104200309 \h 7Solutions Adopted by Similar Organisations PAGEREF _Toc104200310 \h 7Developing Effective HRM Strategy PAGEREF _Toc104200311 \h 7Decentralization and Self-Government in NHS PAGEREF _Toc104200312 \h 8Development of Reward Strategies by The Cancer Research UK PAGEREF _Toc104200313 \h 8Opportunities through Post-Brexit PAGEREF _Toc104200314 \h 9Applying People Strategy at the Cancer Research UK PAGEREF _Toc104200315 \h 9Conclusion PAGEREF _Toc104200316 \h 9SECTION C PAGEREF _Toc104200317 \h 11Recommendations and Skills Evaluation PAGEREF _Toc104200318 \h 11References PAGEREF _Toc104200319 \h 14
Managing Human Resources in Health and Social Care
SECTION A
Introduction
In recent years, the non-profit sector has grown and is charitable, and health and social care institutions have gained importance. Human resource management plays a more vital role in building a “successful” organisation, which is no longer enough. Charities often have staff and volunteers with different needs, goals, and skill levels, so it is important to manage both groups appropriately to achieve their goals. All the services offered in the UK have gained importance for the patients and hence, increased the significance of health and social care organisations (Löffler et al., 2018). These as the two systems are primarily managed by different institutions. Health care is centrally managed by the government and social governments for the social institutions like “the care workers’ charity.” “England, Scotland, Northern Ireland, and Wales have their well-established healthcare systems, collectively known as the NHS. It is usually funded by the central government, and ancillary services are provided by the private sector and voluntary organisations. Moreover, social care and health institutions like CWC create a social security system to help people in need, such as mental health, learning disabilities, people with disabilities, vulnerable adults, and children (Thecareworkerscharity.org.uk, 2020).
Due to many moving parts and organisations involved, the system can be inconsistent, and it can be difficult to find an answer to the questions related to managing the human resources in the social H&SC institutions. Therefore, charitable agencies use HRM to focus on how to motivate employees to achieve the required performance and better results (Magrizos & Roumpi, 2020). Our study aims to understand how “human resource management” is used to manage charitable volunteers and staff and what impact this proposal has on the organisation (Research Report, 2019). This study intends to identify the top HR issues faced by the H&SC organisation, “the care workers’ charity,” and what solutions the organisation follows to solve its challenges.
SECTION B
HR Issues in the Care Workers’ Charity
The non-profit sector also has a unique combination of people involved. They usually consist of many “professional / paid staff and unpaid volunteers.” All organisations have similar human resources needs and challenges, but finding solutions to these problems can be difficult for non-profit organisations. Small and medium-sized charities face the most common obstacle: the lack of dedicated and experienced HR staff (Research Report, 2019). In most cases, HR is responsible for the CEO of the charity or the lead member of the charity institution. Other issues and challenges include raising funds and recruiting or retaining volunteers.
Furthermore, two types of social care institutions (including volunteers and employees) have different goals, efficiency, and needs, so it is important for the institutions to manage these two groups appropriately to achieve their organisational aims and goals. Hence, health care and social organisations use “human resource management” to coordinate with their employees and focus on how they achieve the required performance and results (Thecareworkerscharity.org.uk, 2020). Human resources are one of the most important assets of a charity and must be managed carefully.
Local governments are primarily responsible for the social benefits of public funding. In this role, municipal authorities provide information and advice, assess care needs, provide short-term support or rehabilitation, protect vulnerable groups and fulfill their responsibilities. Externally, CWC provides a wide range of care services. In the given scenario, “CWC” has been undertaken to discuss the role of HRM and issues faced by its HR department (The Care Workers Charity, 2019), which are listed below and that can also be considered as the main HR issues which are being faced by many health and social care organisations in the UK:
Pay, Benefits, and Financial Challenges
Social care plays an even more important role in the UK, facing an aging population and increasing age-related diseases. However, unlike NHS treatment, social care is not free for everyone, and the care allowance depends on the charity’s financial situation (Hassan et al., 2022). In the case of “the care workers’ charity,” this means improving their focus to attract employees and compete with profitable companies. Job satisfaction is the main motivation for employees, but their pay also plays an important role in their well-being (The Care Workers Charity, 2019). If an organisation cannot accommodate salary increases, philanthropic leaders may consider softer benefits, such as flexible work, career development, benefits, employee discounts, birthday leave, and gym membership fees.
Increasing Crises in Recruitment
Before the Covid-19 pandemic, the social welfare sector faced many well-documented challenges. The current employment and retention crisis is generally considered the industry’s worst (Maddox-Daines, 2021). Given this, efforts need to encourage young people and adults to participate in the adult care sector. Nursing is a career-focused on relationships (The Care Workers Charity, 2019). It gets to know and understand the people it supports, gives them time, and changes their lives.
Social Care Work is not considered a Rewarding Career
Along with many other health and social care organisations, CWC and its employees face the same issue of not being rewarded. Working in the health and social care department or organisation never goes away. Every shift the volunteer works in is as diverse as the people he supports, where the roles are incredibly rewarding and important. Our goal is to encourage young people and adults to get involved in the adult welfare sector (The Care Workers Charity, 2019). Adult welfare work builds meaningful and lasting relationships with people dependent on care, enables individuals to live in dignity, and supports independence and needs and desires. Provides support for easy adaptation. Social workers help create a safe and supportive environment for people dependent on social care and promote a sense of “home” and “empathy.” Social workers demonstrate emotional intelligence, resilience, and empathy (Maddox-Daines, 2021).
Efficiently Managing the Volunteers
Effective volunteer management is crucial for non-profit organisations, but it also carries several challenges. Volunteers spend their time for many purposes, such as returning to the community, supporting activities they trust and promoting change in the community. There are also concerns about its value to charities. Due to the limited time that most volunteers have to provide, it is difficult to provide the tasks that more volunteers have to do. It means that they cannot participate in tasks involving decision-making or promotion.
Lack of Gender Equity for Payment
In the UK, between 24% and 39% of highly paid employees in the social welfare sector are women. The number of managerial and research positions in hospitals is similar to that in other departments, with only about 35 percent of these positions being filled by women. But for doctors, nurses and surgeons, gender equality is more balanced. 92% of nurses in the UK are women. Surgeons also earn 24% less per hour than male surgeons. When it comes to power differences, expression is not the only problem. Systematic bias is also a factor (Research Report, 2019). It is a factor that needs to be addressed due to the severe disruption of the health care system.
Right Recruiting of Trustees
It is even more difficult if CWC is hiring in a position that is not financially rewarding as if hiring is not difficult enough. It is not uncommon for small and medium-sized charities to face difficulties in appointing trustees. They play an important role in ensuring that all charitable efforts benefit the people who support them (The Care Workers Charity, 2019). The administrator’s job is to ensure that the charity’s goals and work are in line with its public vision.
Solutions Adopted by Similar Organisations
Developing Effective HRM Strategy
Cancer Research UK is also a social care institution. Hence, this institute believes that “technology, global markets, customer expectations, and competition” are delivering high performance on organisations to deliver top value-added products and services to their customers with the confidence and commitment of ambitious employees. It contributes to the view of the cancer research UK that this needs to be done to meet the international standards and welfare of the human resources present in the company (Cancer Research UK, 2021). Many organisations now argue that learning at the individual and organisational levels is considered a major source of competitive advantage and has a holistic view. In today’s competitive and dynamic environment, organisations need to build and maintain capabilities that provide a sustainable competitive advantage. No organisation can survive in a highly competitive society unless it responds to emerging market trends and technological changes (Hassan et al., 2022). Training programs can be...