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1.1 Explain the factors involved in the planning of recruitment in Health and Social Care

Level 7 MANAGING PEOPLE IN HEALTH AND SOCIAL CARE

Unit Reference Number

H/618/2711

Unit Title

Managing People in Health and Social Care

Unit Level

7

Number of Credits

20

Total Qualification Time (TQT)

200

Guided Learning Hours (GLH)

100

Mandatory / Optional

Mandatory

Unit Grading Structure

Pass / Fail

Unit Aims

The aim of this unit is to enable the learner to understand the processes involved in the recruitment, management and development of people in the Health and Social Care workplace. Learners will develop skills in the recruitment and retention of staff, as well as the importance of training and industrial relations. Learners will also understand the importance of identifying and managing cultural diversity in the workforce.

Learning Outcomes and Assessment Criteria

Learning Outcomes – the learner will:

Assessment Criteria – the learner can:

1. Understand recruitment and selection processes in Health and Social Care.

1.1 Explain the factors involved in the planning of recruitment in Health and Social Care

1.2 Explain situations when it is necessary to seek specialist expertise in relation to recruitment and selection.

1.3 Describe the relevant legislative and regulatory frameworks that affect recruitment and selection in health and social care.

1.4 Evaluate the different approaches used in the selection process in health and social care.

1.5 Analyse the policies and procedures resulting from serious case reviews and inquiries which contribute to safeguarding in health and social care.

2. Understand training and career development opportunities available for individuals.

2.1 Explain how to maximise individual and group performance by implementing different performance management solutions.

2.2  Analyse career development and lifelong learning opportunities in the Health and Social Care sector.

3. Understand performance management in Health and Social Care.

3.1 Explain techniques for monitoring performance in Health and Social Care.

3.2 Assess methods for identifying individual training and developing needs.

3.3 Analyse techniques for promoting continuous professional development in Health and Social Care.

Scenario

Health4All is a private health and social care company operating globally. In response to an increased demand for private health care, and the existing stresses and strains on the state healthcare provisions in the UK and elsewhere in Europe particularly, Steve Jones the CEO is recommending to the Board of Directors that there is a large scale recruitment drive for consultants who have human resource expertise within health and social care contexts.

Health4All have asked for tenders from consultants who have human resource expertise within health and social care contexts. You have decided to bid for this opportunity.

As part of the bidding process, you are required to present a report to the Board of Directors.

Task 1 of 2 Presentation and Speaker notes (LO1 AC 1.1, 1.2, 1.3, 1.4, 1.5)

Prepare a comprehensive presentation for the Board of Directors. You will provide speaker notes at the end of the session.

The following points need to be addressed when preparing the presentation:

  • Explain the factors involved in the planning of recruitment in health and social care.
  • Explain situations when it is necessary to seek specialist expertise in relation to recruitment and selection.
  • Describe the relevant legislative and regulatory frameworks that affect recruitment and selection in health and social care.
  • Evaluate the different approaches used in the selection process in health and social care.
  • Analyse the policies and procedures resulting from serious case reviews and inquiries which contribute to safeguarding in health and social care.
  • 1x 10 minute Presentation file with references
  • 1x set of speaker notes supporting each slide - 500 words

Delivery and submission:

Task 2 of 2 - Report (LO2 AC 2.1, 2.2, LO3 3.1, 3.2, 3.3, LO4 AC 4.1, 4.2 )

You have been successful in your bid and have started working as a HR consultant at Health4All . The management team’s priority is to have an updated Human Resources plan and policy in place as soon as possible.

In the first instance, they have asked you to prepare a preparatory report. You therefore need to prepare a report for Health4All, in which you:

  • Explain how to maximise individual and group performance by implementing different performance management solutions.
  • Analyse career development and lifelong learning opportunities in the Health and Social Care sector
  • Explain techniques for monitoring performance in Health and Social Care
  • Assess methods for identifying individual training and developing needs
  • Analyse techniques for promoting continuous professional development in health and social care
  • Analyse the significance of cultural diversity to the Health and Social Care sector
  • Explain the benefits of a culturally diverse workforce.
  • Assess strategies for managing a diverse workforce.

Delivery:

  • 1x Report

Submission

  • 1x Report - 3500 words excluding TOC, diagrams, references and appendices

Referencing:

  • You should use and cite a range of academic and reliable sources.
  • A comprehensive Harvard style reference list must be included at the end of the work.

Evidence to be submitted:

  • Presentation file with references
  • Presentation speaker notes – 500 words
  • Report – 3500 words

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About Level 7 MANAGING PEOPLE IN HEALTH AND SOCIAL CARE

Managing People in Health and Social Care (Level 7) is about what senior managers actually do to keep staff performance high and care standards safe in real services like care homes, hospitals, community teams and social care settings. It focuses on planning the workforce properly (right numbers, right skills, right shifts), recruiting safely for roles working with vulnerable people, and making sure the team has the correct mix of registered staff and support staff to meet care needs. It also covers day-to-day people management at a higher level: supervision, appraisals, training plans, handling sickness and absence, managing poor performance fairly, and dealing with staff shortages without putting service users at risk. Because it is Level 7, it goes deeper into leadership and decision-making—how managers lead multidisciplinary teams, improve staff wellbeing, reduce turnover, and build a culture where staff follow policies, safeguarding duties and quality standards. In simple terms, the unit is about leading and managing people in a way that protects service users, meets regulatory expectations, and keeps the service running smoothly.

1.1 Explain the factors involved in the planning of recruitment in Health and Social Care

Recruitment planning in Health and Social Care is basically about making sure the service has the right people in place to keep care safe and consistent. Managers start by looking at what the service users actually need day to day (for example, a care home with residents who have dementia, falls risk or complex medication needs will need more trained staff on each shift). They check the rota and workforce data like sickness, resignations, vacancies and where agency staff are being used, because these gaps can affect safety and continuity of care. Money also matters, as budgets and funding often decide whether the service can recruit permanent staff or has to rely on bank/temporary cover. Planning also has to follow safer recruitment and safeguarding rules, so it includes DBS checks, right to work, references and, where relevant, professional registration, because staff are working with vulnerable people. Finally, managers think about how easy it is to recruit locally (availability of carers/nurses, pay levels, and competition from other providers), so they choose the right approach and timing to recruit before staffing becomes a risk.