M/650/1137 Resource Management in Health and

Social Care

Essay

Introduction

Health and social care resource management balances competing preferences when it still
provides better benefits to the people utilising the services, such as supporting disabled children
and adults, responsibilising own budgets, facilitating well-being with preventive techniques,
safeguarding services for children and adults, and managing teams. Resource management,
therefore, requires complete preparation to ensure that everything is doing its job correctly.
Several examples of resource management can be found in Tuchinsky et al. (2014), containing
budgeting, planning, and budgeting of applicable projects.

The first part of the essay discusses the purpose and purposes of human resource management,
their management and leadership styles, examination and supervision, employee retention and
recruitment, theories of team growth, and how to manage change impacts. This essay also
examines the regulatory framework that underpins the delivery of services, the examination
process for health and social services, budget management principles and systems analysis for
managing finances in health and social care, as well as the available funding sources and factors
that specify funding allotments.

Main Body

Task 1: Human resource management and various leadership as well as management styles
Purpose of the management of human resource

Human Resources (HR) ensures that the industry can succeed by utilising its human resources.
HR professionals focus on maintaining human fortune and implementing methods and
procedures in a company. Human resources management is interested in planning, directing,
organising and regulating an organisation's activities. A human resources department also
supervises employees' benefits and compensation, talent management, workplace safety,
compliance, and training and development. An HR department can aid in providing the structure
of an organisation and meeting the business requirements by efficiently operating the employee
lifecycle (Wagen and White, 2015).

Objectives of the Human Resources Management

The main objectives of human and resources management include:

1. To accomplish the organisational goals: An HR program is incomplete without a

combination of resources, mission, and goals. Organisational objectives cover social
engagement, payroll management, onboarding, hiring of staff requirements, and
workforce management. To achieve these organisational objectives, HR needs practical
planning and execution (Chesser and Cullen, 2018).
2. To sustain the work culture: A human resources manager should mainly focus on
techniques for enabling a better work culture, and automated activities such as
reimbursement acknowledgement or leave authorisation may be helpful.
3. To integrate with the team: An effective workplace requires a good connection between
individuals. To succeed in human capital management, they must integrate with outlets
that make data availability more accessible for people.
4. To enhance training and development: The employees may feel more organised and
safe and have more opportunities in the future with proper training and development.
Training plays a crucial role in ensuring efficient employment. To ensure workforce
performance, providing opportunities to the staff is the most vital step (Pamungkas,
2019).
5. To motivate the employees, empowering the workforce: The key to motivating the
employees is to empower them, involve them in weekly meetings, listen to their
perspectives, even if they are freshers, and guarantee that their confidence is always high.

Management as well as leadership styles

A leader's leadership style is defined as the way they manage, motivate, and direct others.
Leaders must consider stakeholder expectations, as well as the well-being of their teams, when
implementing and strategising plans. Different management styles exist, but few are compared to
the others. There are many factors to consider when selecting the correct one, such as the nature
of the work, the attitude of the manager, and the kind of team. As a result, a few of the most
effective leadership and management styles are as follows:

1. Authoritative: A typical example is small businesses where a manager is responsible for

all decisions (Gopee and Galloway, 2014).
2. Strategic: The efforts and imagination required to obtain it are effectively
communicated.
3. Laissez-faire: This management style is followed by the company's managers, who
avoid interfering with the team too much.

The Significance of Supervision and Appraisal

Supervision involves regular reviews of the supervisor's staff members' work and delivering aid
and development to the staff members. Professionals at all levels must receive appraisal and
supervision for their health and social care work. In addition to providing motivation and
support, appraisals and supervision help practitioners maintain good procedure standards and
ensure professional development (Rhodes, 2018).

A supervisor's role is not simply to give advice but also to provide support and motivation so that
a person feels valued and supported in their work through motivation, recognition, and
productive feedback for correcting errors and mistakes of judgement, fulfilling their
responsibilities effectively and safely by having their practices reviewed regularly, ensuring they
are in good occupational health by providing facilities for discussing the tension and workload
they are experiencing at work, their feelings about their work, their skills and knowledge to
constantly improve and learn (Kadushin and Harkness, 2014).

Regular, primarily or annual, inspections are held to set purposes, review performance, and plan
upcoming growths. Supervision differs from it. A supervisory session generally deals with more
critical immediate concerns in the context of a legal appraisal while providing a formal facility
for evaluating progress.
The appraisal process supports and develops employees to perform at their best for their
organisations. This allows you to review recent and past performance, discuss areas for
improvement, and provide the following:

● Constructive feedback,
● Assessing the individual's abilities,
● Discussing development and training needs,
● Planning for a career association,
● Explaining the organisation's expectations of the individual,
● Allowing the individual to raise questions and concerns,
● Setting goals and purposes for the next period,
● Helping individuals achieve their personal and organisational goals deliberately and
● Recognising possible outcomes for a sure success.

The significance of recruitment as well as retention of employees

The importance of recruiting and retaining employees is more remarkable for the organisation's
success and growth because it allows the organisation to identify the most talented members of
its team and hold on to these individuals for a long time. Furthermore, it contributes to the
organisation's financial sustainability, customer satisfaction, job expertise, employee attention,
and high productivity levels. As a result, potential employees and customers develop a positive
image of the organisation (Ackerman, 2013).

It might be helpful for the company to repaint its staff and boost departmental and overall profits.
Business revenue can increase due to improved staff productivity, reduced hiring expenses, and
better customer service, which can be achieved through employee retention. Additionally, it
increases employee loyalty, enhances the skills of the workforce, decreases employment gaps
and transitions, improves customer relationships, improves the brand's reputation, creates a
positive work environment, improves connections among employees, increases employee
contest, optimises revenue and maintains consistent systems (Caron et al., 2020).

Team development theories

In Turkman's model, a team develops ability and maturity, establishes relationships, and shifts
leadership styles to a communicated or collective style. There are mainly five stages, including
 1. Forming: For it to happen, team members must unite as a unit.
2. Storming: Teams determined that teamwork was more critical than expected during this
stage (Certo and Certo, 2019).
3. Norming: Begins when the team moves beyond the storming stage and begins to work
together.
4. Performing: Team members perform as a high-performing team while they reach the
performing stage.
5. Adjourning: Breaking up the team once the task is completed (Walton and Valentin,
2014).

The impact of change management

To conduct an impact analysis, the following stages must be completed:

1. Preparation of impact analysis: Collecting a better team with access to the correct
sources of data is the first step. Furthermore, it ensures that all members involved in the
measurement are well-informed about the proposed solution and project (Schermerhorn,
2014).
2. Brainstorm of major affected areas: The project or decision is influenced, and what or
whom it may concern is evaluated.
3. Identification of all areas: Identify all the elements that may be affected in each main
area. They can list every department within their organisation whenever they look at their
sectors or departments. Their procedures should be mapped out, beginning with the
customer experience procedure and moving into the business processes helping that
(Hersey et al., 2015).
4. Impact evaluation: The next step is to list everything and all people groups that will
influenced in detail and accurately, as well as to identify positive and negative decision
effects and to calculate the consequence area and decision effects.
5. Managing the consequences: Considering the influence analysis as part of the decision-
making procedure, they must consider whether they would like to proceed with the
proposed project.

Task 2: Regulation as well as inspection of health and social care with the management of
financial resources
The regulatory system, which underpins the delivery of the service

Regulatory entities play a significant role in both healthcare and healthcare insurance. The
regulatory body's role is to keep healthcare consumers safe from health risks, provide public
health and interest through health programs, and ensure a safe working environment for
healthcare professionals. In addition, private and administrative associations set regulatory
criteria for healthcare.

By establishing a regulatory system, the healthcare system can survey how effectively it attaches
to its contractual responsibilities and other legal requirements and protect public curiosity. A
technical operation standard, a quality standard, and a safety standard are laid down in the
document, as well as penalties for non-compliance (Mitchell et al., 2016).

Regulations include tariff evaluations, regular reviews, performance calculations, debate

settlement tools, and cost-effectiveness analyses. Regulatory bodies advise the British
government on public and private healthcare partnerships and sharing policies. One example is
promoting fitness and healthy living for staff in real-life work practices (Biljohn and Lues,
2020).

The inspection process for the services of health and social care

Health and social care examinations involve evaluating and investigating health problems to
identify health issues. Care services are restrained by at least one body in the four UK nations.
Regulating social care services ensures that vulnerable people receive compassionate, caring, and
safe care. The regulatory bodies often inspect social care services to ensure they meet national
norms (Bovaird and Löffler 2016).

In England, Ofsted mainly inspects foster care and home care services. Care Inspectorate Wales
inspects care services for adults and children in Wales. In England, the Care Quality Commission
inspects most adult care services.
From the regulatory body, inspectors review social care services against national norms
combination. Every social care assistance in each nation has several different norms sets.
However, they fulfil the characteristics including how the health and social care assistance keeps
people safe and engages people in making decisions in their health care, how the service
supports, trains and recruits the employees, and the process of how the service respects
individual dignity, promotes independence and ensures their well-being, etc. According to the
findings, services will get a rate and can be needed to create differences when the care services
are not acceptable sufficiently (Duran, 2012).

Budget management principles

Budget management illustrates a faithful, accurate, and extensive picture of the public's finances.
A budget is also actively scheduled, scrutinised, and assessed. This ensures that budget
procedures include importance, evaluation, and performance for money. In addition, it prudently
estimates and conserves the long-term sustainability of fiscal and further risks (Rustamov &
Samadova, 2017).

Among the basic principles of allotment, the administration establishes long-term goals and
determines the managers mainly responsible for attaining those goals through a leading
administration budget force. After the goals have been established, the managers' enactment can
be considered based on those goals. Also, how well a budget deals with human characteristics
determines its success or failure. Thus, a company's budget may force activity coordination. To
ensure that all divisions confirm the business, the administration must express the importance of
the budget list to all stakeholders. Hence, budgets should not always be dealt with as absolute
truths but as manuals for administration.

Budgets are finalised months or weeks in advance, so surprising changes may happen. Managers
should not ignore the changing environment of business. As a result, budget performance
budgets should include a procedure for deeming such changes and their effect on budgeting.
Budgets and operating plans are made almost a year in advance, along with a plan and deadline
for each level. When a company preserves its resources, all employees become more conscious
of the advantages of efficiently using them. A better management system includes planning work
and budgetary control together.

The systems utilised for managing finances in health and social care
Generally, business control and costing procedures are used to manage health and social care
finances because costing is a strategy for measuring all the costs involved in operating a health
and social care business. In managing the recent business model, managers use these means to
determine how much is spent and what expenses are involved. It is possible to use the costing
principles when planning such costs if definite changes are made. Costs are registered, stock is
valued, decisions are put together, and products are delivered. According to Dartington (2018),
there are six principles when it comes to cost, including stakeholder engagement, consistency,
data precision, applicability, causality, and objectivity.

The sources of available funds

Retained revenue, debt, and equity capital are the primary funding sources. Organisations use
retained earnings to expand premium allotments to stakeholders. Companies increase funds
through debt borrowing or going public, which issues debt securities or through banks.
Organisations exchange Ownership rights for cash from equity investors to fund equity.

Assistance, grants, donations, venture capital, and private equity are also funding bases. Still,
neither venture capital nor private equity requires direct ROI (Return on Investment), which is
why they are also referred to as "soft funding" or "crowdfunding". Fundraising through
crowdsourcing involves receiving little cash from large numbers of individuals for a detailed task
or experience. Usually, crowdfunding is conducted online (Lucas, 2013).

The factors affecting the allocation of funding

Several factors influence the allocation of funding. Among them are:

1. Objectives: Resources must be distributed to achieve objectives, and the purposes must
be integrated into allocating funds. It is, therefore, essential to consider the critical
success factors.
2. Managerial preferences: Top managers who mainly overwhelm the formulation
procedure to influence fund allocation. The funding they receive for their pet projects is
comprehensive (Institute et al., 2022).
3. Internal policies: An essential factor in the allocation of resources is the internal
approach based on negotiation and bargaining.
4. External influences: It is also essential to evaluate the needs of stakeholders, including
employees, owners, the community, customers, bankers, and suppliers, when allocating
 funding. Recruiting legal experts can require extra funds or aid. Their funding allocation,
labour interest and safety requirements, and pollution control help keep the health and
social care team fit and healthy (Fewings, 2013).

Conclusion

In conclusion, resource management plays a vital role in health and social care in UK companies
by concentrating on administration techniques, leadership techniques, review and management,
employee retention, recruitment, ideas of team development, and organising change results. In
addition, you will be reliable for the regulatory procedure that underpins the delivery of benefits,
the examination procedure of health and social care, budget management principles, systems
analysis for organising finances for health care and social care, and available funding sources
and factors impacting funding appropriation—the management of resources advantages the
entire health and social care system (Paton, 2022).

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