BSS064-6 Home Instead Senior Care Assignment Sample

• Subject Code : BSS064-6
• University : University of Bedfordshire My Assignment Services is not sponsored or endorsed by this college or university.
• Subject Name : Management

Leading and Managing Organisational Resources 

Introduction to Home Instead Senior Care

This study critically evaluates the working of Home Instead Senior Care which is the global franchise care business established in the USA for more than 20 years. The organisation delivers unique home care services in Australia. The organisation also introduced the circle of care by working to support the client family balancing with another health professional to reduce the burden of care and the relationship of the family will maintain(Silva et al., 2018). The organisation provide personal care services to the clients by taking care of all the needs and interest of the client and give them proper person-centred care which is very much needed in the present time. The organization is known for its services and especially maintains their relationship with the elder people in order to provide the services that they needed the most. It is noticed that aged people face various difficulties in order to take proper care of them. This organisation has the motive to provide care to the old age people who are unable to take care of themselves and have different health problems. The firm delivers the best services and has skilled and very passionate staffs which accomplish all the goals of the organisation. The organisation is working to enhance the services by increasing their retention of employees on a zero-hour contract and developer staff engagement plan to deliver services to the customers. This study will focus on two topics that are to increase retention of carers on zero-hour contract and developer staff engagement plan in order to deliver services to the customers.

Increase Retention of Carers on Zero Hour Contracts

Employee retention is one of the most important concerns that every organisation and every industry faced most of the time. Retaining staff in the healthcare sector is something that has been an on-goingbattle. Retention is one of the major concerns for every industry as it impacts the financial condition of the organisation and results in disruption for organisation and client. Employee retention is nothing but the ability of an organisation to retain its employee at a high level. Various steps are taken by the organisation in order to maintain employee retention and provide full support to the employees in order to accomplish the organisation. It is the foremost duty of the organisation to retain its employee so that the company attain all the defined goals of the organisation (Caldeira, Bietz, Vidauri& Chen, 2017). In the field of the healthcare industry, it is very important for the organisation to maintain the employee retention in the organisation so that the staff will provide all the services to the patients with full efficiency and effectiveness.

Employee retention in the field of health care system is very difficult as it is very difficult for an organisation to meet the needs and demand of the nurses as well as doctors working in the hospital. It is noticed that most of the nurses faced difficulties in the hospital and the interaction with the patient. Role of nurses as well as a doctor is very difficult as the need to meet the needs of the patient as well as the organisation (Dhanya & Prashath, 2019). USA population is increasing which leads to improvement in the job role of care workers.

The healthcare organisation adopt various approaches such as Zero Hour contract which employed on the care workers to provide them with a satisfying environment where the perform and accomplish all the different goals of the organisation. The employees need to understand their job role and identify their areas of improvement. As the demand for care workers increasing and the hospital management, therefore various steps were undertaken by the hospital management to increase employee retention in the organisation (Lin, Chen &Peng, 2017). Zero Hour contract is an employment contract between the employer and employee of the organisation. The contract is usually seen in the healthcare field as it offers a high degree of flexibility to the employer. Sometimes zero contracts are beneficial as it helps the staff to get the wages as per the work they have done in the entire month. The zero-hour contracts have advantages, as well as disadvantages; depend on the mode in which it is perfectly fit for staff.

In order to implement the Zero Hour contract in the organisation, it is important to analyse the working condition and outcomes in the organisation engagement. The first thing that an organisation has to understand is to investigate the relationship among the working condition and the employee outcomes’ that comprises of engagement, and general mental wellbeing. It is very boring for the organisation to see the visibility of this approach in the organisation. As in some organisation working contract are sometimes not suitable for employees of the organisation which may lead to having less productivity in the organisation. But Zero Hour contract is very feasible for Home Instead Senior Care (Hagan, Tyer-Viola, & Graves, 2019). Delivering services to the oldest people in their home and provide an effective environment where the patient feels positive and healthy.

Zero Hour contract will help the organisation to retain employees by providing them with the benefits of this contract as this is based on the working of the employees. The organisation is delivering services at home therefore for the caretakers it becomes easy to manage time as per their work (Yahya, Tan & Sasee, 2017). Zero hour contract is very beneficial for this organisation to give flexibility in working hours to the employees so that they can manage according to their needs and demand of the working hour and have flexibility in managing their work.

Zero Hour contract is very beneficial for the organisation workers as the health workers have no personal time for themselves and it becomes very difficult for them to manage their personal life as well as professional life. Zero Hour contract will help them to have flexibility in choosing the working as a list using the shift which they want to have. Therefore, zero-hour contracts are very beneficial for the organisation in order to bring employee retention in the firm. In the Health Care Centres, it is very difficult to manage the working hours of the nurses and doctors, therefore, the organisation consider Zero Hour contract so that doctors and nurses have some flexibility in their working hours and they equal wages as per their working (Park, Park & Hwang, 2019). The organisation is working over a very long time therefore the member of the organisation knows the importance of the Zero Hour contract in the field of the hospital industry.

However, it is also noticed that zero working hour is sometimes effective in the organisation and sometimes not. Therefore, the members could just apply or just make trial of this contract in the organisation to see effective results. This contract can be applied in the organisation by taking a meeting with the staff members and make them aware of the benefits of the zero hour working contract. Organisation also put the negative points as well as positive point in front of staff in order to make them aware of all the consequences and benefits of this contract. Contract based on the working hours in the week that each employ provides (SwensenKabcenell&Shanafelt, 2016). The organization decides the terms and condition of this contract and makes sure that this contract is followed by each member of the organization.

Staff Engagement Plan

Staff engagement plan is also known as the employee engagement action plan which refers to the process that an organisation adopts in order to prioritise and identify the changes that need to be addressed by the employees. Employee engagement refers to the degree to which an employee is motivated and passionate about the work they invest in the organisation they are part of. Strategies that are undertaken by the organisation for employee engagement and they are comprised of making transparency in the core values of the organisation, provide opportunities for growth to the employees, recognise their performance, promote transparency and allowed for honest feedback. These are very important strategies that help the organisation to maintain employee engagement and accomplish all the defined goals of the organisation (Kumar &Talwar, 2017). The organisation wants to be the care provider of choice and want to change the face of caring the old people. The organisation wants the staff to the highly trained and delivers services to the aged people. However, the services are not bounded to just washing and dressing but it is beyond these things. High-quality care is the right way at the right time to benefit from the companionship model. T is important to be a part of the community and providing support through initiatives and wellbeing campaigns.

Employee engagement is important for the organisation to gain insight from the employees of the organisation along with the short-term initiatives to help the process of engagement. There are various benefits of employee engagement action plan as it enhances productivity in the workplace. Increase the employee satisfaction level in the organisation. It is noted that the organisation which have effective employee engagement action plan have the most productive workplace as compared to firms that do not have an action plan (Kumar &Talwar, 2017). Satisfaction level of the employees is highest compared to be others employee in the organisation where engagement plan is not considered. The employee’s productivity will be increased and the organisation will accomplish all the defined goals of the organisation. There are various commercial benefits of employee engagement plan in the organisation as the workplace which have the effective employee engagement plan generate more than 26% of the revenue growth in their firms (Morley &Cashell, 2017). Employee engagement plan is very beneficial for the organisation in order to maintain the transparency and the productivity in the organisation which ultimately impact the performance of the organization.

Employee Engagement is considered as an effective tool for the success of the organisation. Employee engagement is an approach that staffs are committed to their organisation values and goals. The high level of engagement in the organisations results in a combination of experience at the workplace which includes the effective decision making, personal development and training environment in the organisation (Ahammad, Shanta, Naim, Khadiza& Sultana, 2017). For this organisation, four common factors need to be addressed in order to have higher workplace staff engagement. First is to engage with managers, second is the employee voice, third is the integrity and fourth is the visible empowering leadership. Engagement plan for the organisation is comprised of involvement of job opportunities, admiration to the staff of the organisation and to conduct a program that helps the staff to update their skills with the requirements. Engagement for the organisation focuses on the effective communication between the managers and the staff of the organisation. Effective communication plays an important role in order to find out the gaps in the organisation and strategies which help the organisation to accomplish all the defined goals of the organisation.

The organization will also provide training to the staff as per their requirements. To recruit and higher the staff that perfectly fit with the organisation. This is done by taking an employee referral. Employee referral helps the organisation to choose the perfect employee for the position which is vacant in the organisation. The organization is already focusing on providing a diversified workplace to the employees by providing equal opportunities (Clarke, Jones, Harris & Robert, 2017). Organisation also works on the feedback given by the stakeholder in order to enhance the services of the organisation. Feedback is important for the organisation in order to enhance the services for the customers. The organisation should welcome all the feedback from the stakeholders and make smaller strategies in order to accomplish the good service that serves best services.

The employee engagement action plan of the organisation is highly focused on the four parameters that are to maintain the effective communication between the leaders and the management, second is to provide an effective and free environment to listen to the employee's point of view and expertise, thoughts to maintain the integrity in the organisation which will reflect in the everyday behaviour of the members and the last factor is the visible empowering leadership which help the organisation to accomplish all the goals of the organisation (Mutsuddi, 2016). Staff engagement plan increases the productivity of the organisation provides a better workplace to the employees so that they can be the most productive part of the organisation. Staff engagement action plan will be planned with the help of line manager’s head of the department experienced members of the organisation etc. The organisation should also consider the ideas of the employees in order to make and strategy which directly impacts the work of the employees in the organisation (Roth, 2019). Action Plan will directly impact the work of the staff number and crucial steps must be taken by the organisation to give a better place to the employees.

Conclusion on Home Instead Senior Care

It is concluded from the study that Home Instead Senior Care which is the global franchise care business established in the USA for more than 20 years. The organisation delivers unique home care services in Australia. The firm delivers the best services and has a skilled and very passionate staff which accomplishes all the goals of the organisation. The organisation is working to enhance the services by increasing their retention of employees on a zero-hour contract and developer staff engagement plan to deliver services to the customers. Various steps are taken by the organisation in order to maintain employee retention and provide full support to the employees in order to accomplish the organisation. It is the foremost duty of the organisation to retain its employee so that the company attain all the defined goals of the organisation.

In the field of the healthcare industry, it is very important for the organisation to maintain the employee retention in the organisation so that the staff will provide all the services to the patients with full efficiency and effectiveness. Employee engagement is important for the organisation to gain insight from the employees of the organisation along with the short-term initiatives to help the process of engagement. There are various benefits of employee engagement action plan as it enhances productivity in the workplace. Increase the employee satisfaction level in the organisation. The organisation wants to be the care provider of choice and want to change the face of caring the old people. The organisation wants the staff to the highly trained and delivers services to the aged people.

References for Home Instead Senior Care

Ahammad, T., Shanta, F., Naim, M. J., Khadiza, B., & Sultana, N. (2017). Future in zero hour contracts: world perspective.

Caldeira, C., Bietz, M., Vidauri, M., & Chen, Y. (2017, February). Senior care for ageing in place: Balancing assistance and independence. In Proceedings of the 2017 ACM Conference on Computer Supported Cooperative Work and Social Computing (pp. 1605-1617).

Clarke, D., Jones, F., Harris, R., & Robert, G. (2017). What outcomes are associated with developing and implementing co-produced interventions in acute healthcare settings? A rapid evidence synthesis. BMJ Open, 7(7), e014650.

Dhanya, M. R., & Prashath, R. T. (2019). A Study on Drivers of Employee Engagement and Employee Retention in Healthcare Sector, Tiruchirappali Corporation. Journal of the Gujarat Research Society, 21(7), 222-233.

Hagan, J., Tyer-Viola, L., & Graves, K. (2019). Predictors of Nurses Considering Leaving the Profession Due to Work-Related Stress in a Large Pediatric and Women’s Hospital in the United States. Journal of Hospital Administration, 8(1), 27-33.

Kumar, A., &Talwar, Y. (2017).Job satisfaction and quality of work-life among receptionists and staff of the medical record department of a tertiary care teaching hospital in North India. JOJ Nursing and Health Care, 3.

Lin, J. R., Chen, C. Y., &Peng, T. K. (2017).Study of the relevance of the quality of care, operating efficiency and inefficient quality competition of senior care facilities. International journal of environmental research and public health, 14(9), 1047.

Morley, L., &Cashell, A. (2017).Collaboration in health care. Journal of medical imaging and radiation sciences, 48(2), 207-216.

Mutsuddi, I. (2016). Employee retention and engagement practices in the healthcare sector: A study on medica super-specialty hospital, Kolkata. Delhi Business Review, 17(1), 65-78.

Park, J. H., Park, M. J., & Hwang, H. Y. (2019). Intention to leave among staff nurses in small and medium‐sized hospitals. Journal of clinical nursing, 28(9-10), 1856-1867.

Roth, E. (2019). A Multifaceted Approach to Decreasing Burnout and Increasing Staff Engagement in Adult Critical Care. Nurse Leader.

Silva, J., Oliveira, E., Moreira, D., Nunes, F., Caic, M., Madureira, J., & Pereira, E. (2018, September). Design and Evaluation of a Fall Prevention Multiplayer Game for Senior Care Centres. In International Conference on Entertainment Computing (pp. 103-114). Springer, Cham.

Swensen, S., Kabcenell, A., &Shanafelt, T. (2016). Physician-organization collaboration reduces physician burnout and promotes engagement: the Mayo Clinic experience. Journal of Healthcare Management, 61(2), 105-127.

Tuwei, R. C., &Tarus, B. (2017).Effect of Work Environment and Service Delivery in Selected County Referral Hospitals in Kenya. International Journal of Economics, Commerce and Management, 5(9), 34-49.

Yahya, K. K., Tan, F. Y., & Sasee, H. (2017). Employee retention among private hospital nurses: The role of HRM practices.

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