Aesculaepius

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  • A journey of a thousand miles starts with a single step

Transcript

  • 1. Welcome toAesculapius Family INDUCTION PROGRAM
  • 2. KNOW YOUR LOGOAesculapius is the God of Medicine and Healing.LOGO :The rod of Aesculapius, a snake-entwined staff, remains a symbol of medicine today .
  • 3. • Today Aesculapius Hospital is recognized as the "Architect of Healthcare" in India setting new benchmarks in quality standards in healthcare delivery.• It was founded by chairman Dr. Vinod Sachdev on December 1999• VISION• To make a niche in health care industry and to provide affordable medical services to patient with care, compassion & commitment .
  • 4. MISSIONTo endow the quality of life of patientssuffering from diseases, by utilisationof technology and human expertise,combined with compassionate patientcare there by fostering , protecting, and sustaining health.
  • 5. CORE VALUES The legacy of touching lives stems from the four pillars of our philosophy :• Experience• Excellence• Expertise• Research
  • 6. CONTINUOUS QUEST FOR EXCELLENCE•Acknowledged leader in bringingsuper -specialist world class healthcare.•Our endeavour is to achieveexcellence in healthcare deliverysystem by bringing together thebest of technology, medicalexpertise, and patient care.
  • 7. Aesculapius- The Health care power house •Touched 18 million lives •4 million preventive health checks •41000 cardiothoracic surgeries •3000 kidney transplants •6000 knee replacement surgeries • 2600 hip replacement surgeries •300 bone marrow, liver transplants
  • 8. CORE COMPETENCIES• Minimal access surgery• Laparoscopic surgery• Bone and joint care• Vascular surgery• Brain and spine care• Rheumatology• Aesthetic Surgery
  • 9. SPECIALITIES Neonatal Intensive Care Unit Paediatric Intensive Care UnitMedical/Surgical Intensive Care UnitCoronary Intensive Care Unit Provincial Child and Adolescent Psychiatric unitBurn Unit
  • 10. STEM CELL BANKING• Umbilical cord blood bank• Aesculapius cancer Hospital has experience with 268 Bone marrow transplants• 84 autologus,186 allogenous
  • 11. UPCOMING PLANS• MOBILE HEALTH Collaboration with Sony Ericson has initiated the concept of Telemedicine affordable, accessible to millions of people in remote and rural areas.
  • 12. Community Social Responsibility.Social outreach programFree Health CampsPublic Awareness TalksOutstation OPDs etc.Few of the initiatives are as follows:• Mega health Check up camp at 33 societies in association with Radio Mirchi where nearly 2000 participants have taken benefit of this camp (2007)• Every year World Kidney Donor’s Day is celebrated with series of activities like Aescalapiothon,kidney donors felicitated by giving them a trophy & Certificate for saving lives.
  • 13. Benefits• In addition to an excellent salary we also provide our employees• Paid time off• Health insurance• Life insurance• Dental insurance• Defined contribution retirement plan• Tuition assistance• Short Term Disability• Long term disability• Child care discounts• Health club discounts• flexible spending accounts and many more
  • 14. Aesculapius OPEN-DOOR POLICY Philosophy of open communication All employees have the right and encouraged to speak freely withmanagement about job-related concerns. Entire management team, committed toresolving individual concerns in a timely and appropriate manner
  • 15. EQUAL EMPLOYMENT OPPORTUNITY• Provide equal employment opportunity to all employees and applicants• Does not discriminate on any basis prohibited by law, including race, color, sex, age, religion, national origin, disability, marital status or veteran status.• Employees directed to bring any violation of this policy to immediate attention of supervisor or the company chairman.• Complaints will be promptly investigated and handled with due regard for the privacy and respect of all involved.
  • 16. HARASSMENT POLICY Zero tolerance for harassment or intimidation of employees on any basis prohibited by law, including race, color,sex, age, religion, national origin, handicap, disability, marital status, or veteran status Hospital will investigate all such claims with due regard for privacy of individuals involved Hospital’s policy : any harassment, including acts creating a hostile work environment or other discriminatory acts directed against our employees, will resultin discipline, up to and including discharge
  • 17. Sexual Harassment• Unwelcome sexual jokes, language, epithets, advances or propositions;• Written or oral abuse of a sexual nature, sexually degrading or vulgar words to describe an individual;• The display of sexually suggestive objects, pictures, posters or cartoons;• Unwelcome comments about an individual’s body;• Asking questions about sexual conduct;• Unwelcome touching, leering, whistling, brushing against the body, or suggestive, insulting or obscene comments or gestures;• Demanding sexual favors in exchange for favorable reviews, assignments, promotions, or continued employment, or promises of the same
  • 18. WORKDAY HOURS AND SCHEDULING Monday to Friday, 8:30-9:30 a.m. to 5:30-6:00 p.m. For lunch or meals, our policy is: Field employee meals will be 30 minutes. Office employee meals will be 1 hour. The meal period is unpaid.All employees are required to take a lunch break andno employee is authorized, without prior supervisory approval, to perform work during the lunch period.
  • 19. RECORDING HOURS WORKED AND PAYDAY• Employees required to keep a time sheet.• Failure to turn in time sheets by deadline may delay your paycheck.• Hospital issues paychecks one first of every month.
  • 20. HOLIDAYS• ALL EMPLOYEES ARE GRANTED WITH TWO CASUAL PAID LEAVES ONLY PER MONTH.• HOLIDAYS• The hospital observes the following holidays:• Republic Day,• Independence Day,• Mahatma Gandhis Birthday,• Budha Purnima• Christmas Day• Dussehra (Vijay Dashmi)• Diwali (Deepavali)• Good Friday• Guru Nanaks Birthday• Eid ul-Fitr• Eid al-Adha (Bakrid)• Mahavir Jayanti• Muharram• Prophet Mohammads Birthday (Id-e-Milad)
  • 21. MAINTAINING YOUR PERSONNEL RECORDS• Responsibility of employee to provide current information regarding address, telephone number, insurance beneficiaries, change in dependents, marital status, etc• PERSONNEL FILES• Employee personnel files are the property of the company, and do not belong to the employee.
  • 22. CODE OF ETHICAL CONDUCT• Employees should not solicit anything of value from any person or organization with whom the company has current or potential business relationship.• Should not accept any item of value from any party in exchange for or in connection with a business transaction between the company and that other party.• If faced with and are unsure how to handle a situation that you believe has the potential to violate this code of ethical conduct, notify your supervisor or the chairman.• Violations of this code may lead to disciplinary action, up to and including termination
  • 23. PERFORMANCE REVIEW• Powerful tool to help the manager meet the objectives of the hospital.• The benefits of conducting performance review include: – Providing information necessary for improving performance and motivating employees. – Important records for the hospital. – Used for making decisions on promotions and appraisals.
  • 24. PURPOSE OF PERFORMANCE REVIEW• To provide feedback to the employee• Allow the employee to join in the process of performance improvement.• Form rank orders of all employees to find the best employee. – Help motivate employees. • Employees like to hear how they are doing, and behaviors that are evaluated or measured tend to get more attention from individuals.
  • 25. …continued– Useful source of information when deciding on raises, promotions, and discipline.– Provide evidence of fair administration.– In the case of employee behavior or performance problems, an appraisal documents the problem.
  • 26. Benefits of Conducting a Performance Review• Performance feedback: Formal feedback on how well an employee is performing his or her job. – Accomplished with the use of a standard form, including questions or items to guide the process. – Accomplished without a standard form. • In either case, the evaluation should be based on predetermined performance expectations that are communicated to employees.
  • 27. Systematically reviewing Performance• For appraisals to deliver their potential benefits, they must be as fair and accurate as possible. –Supervisors should be systematic in reviewing employee performance.
  • 28. Review Process• Establish and communicate expectations for performance.• Observe and measure individual performance against standards.• Reinforce performance to provide remedies
  • 29. Establish and Communicate Expectations• During planning process and action plans, the supervisor spells out who is to do what in order to accomplish the department objectives. – Information indicates : what each employee must do in order to help the department or work group meet its objectives. • One approach is to: list three to five major responsibilities of each position; then focus on these responsibilities.
  • 30. Continued..• Important : Each employee knows and understands what is expected. – Objectives to be clearly communicated and understood by hospital employees.
  • 31. Observe and Measure Individual Performance• Control process: supervisor continuously gather information about each employee’s performance. – Ongoing process, not something the supervisor saves to do when filling out appraisal forms.
  • 32. continued• Performance reviews focus on Behavior and Results. – Focusing on Behavior: The appraisal should describe specific actions or patterns of behaving. – Focusing on Results: The extent to which the employee has satisfied the objective for which he or she is responsible.
  • 33. Reinforce Performance• To keep employees motivated and informed, the supervisor needs to tell them when they are doing something right, not just when they are making a mistake. – Reinforce good performance by pointing out to employees the areas in which their performance is good.
  • 34. continued• In areas where the employee falls short of the standards, he or she needs to know how to improve. – An effective way to help the employee is for the supervisor and employee to work together in solving performance problems.
  • 35. RULES OF CONDUCT AND PROGRESSIVE DISCIPLINARY PROCEDURE – Excessive absenteeism or tardiness. – Dishonesty, including falsification of Company-related documents, or misrepresentation of any fact. – Fighting, disorderly conduct, horseplay, or any other behavior which is dangerous or disruptive. – Possession of, consumption of, or being under the influence of alcoholic beverages while on Company or customer premises or on Company business.•
  • 36. Continued.. – Reporting for work with illegal drugs or unprescribed controlled substances in your body. – Possession of weapons, firearms, ammunition, explosives, or fireworks on Company or customer premisesWillful neglect of safety practices, rules, and policies. – Speeding or reckless driving on Company business. – Commission of a crime, or other conduct which may damage the reputation of Company.• Use of profane language while on Company business
  • 37. Continued.. – Interference with the work performance of other employees. – Failure to cooperate with an internal investigation, including, but not limited to, investigations of violations of these work rules. – Failure to maintain the confidentiality of trade secrets or other confidential information belonging to the Company or its customers.• Failure to comply with the personnel policies and rules of the Company
  • 38. We look forward to a long and successful alliance with you. THANK YOU