3. 1. Table of contents
2.Introduction
3.Scope
4.History
5.Purpose of training
6.Importance of training
7.Acknowledgement
8.Introduction
9.Objectives of human resource management
10. General departments of amri
11. Objectives of human resource development
12. Objectives of personnel
13. Findings
14. Ownership
15. Mission
16. Competitors of amri
17. Competitive advantages of AMRI
18. Advantages of training in an organization
19. Advantages of training for an individual
20. Objectives of doing this project
21. Methodology
22. Training needs identification
4. 23. Departments
24. Attendance sheet of fire training of amri
25. Training calendar of amri
26. Training card of amri
27. Conclusion
-------------×--------------
5. Health care industry
The healthcare industry, or medical industry, is an
aggregation of sectors within the economic system that
provides goods and services to treat patientswith curative,
preventive, rehabilitative,andpalliativecare. The modern
health care industry is dividedinto many sectors and
dependson interdisciplinaryteams of trained professionals
and paraprofessionalsto meet health needs of individuals
and populations
The healthcare industry is one of the world's largest and
fastest-growing industries.
Consuming over 10 percent of gross domestic product (GDP)
of most developednations, health care can form an
enormous part of a country's economy.
For purpose of finance and management, the health care
industry is typicallydividedinto several areas. As a basic
framework for defining the sector, the United Nations
InternationalStandardIndustrial Classification(ISIC)
categorizes the healthcare industry as generally consisting
of:
hospitalactivities;
6. medical and dental practice activities;
"other human healthactivities".
This third class involvesactivities of, or under the supervision
of, nurses, midwives, physiotherapists,scientific or diagnostic
laboratories, pathologyclinics, residentialhealth facilities, or
other alliedhealth professions, e.g. in the field of optometry,
hydrotherapy, medicalmassage, yoga therapy, music
therapy, occupationaltherapy, speech therapy, chiropody,
homeopathy,chiropractics, acupuncture,etc
The GlobalIndustry ClassificationStandard and the Industry
ClassificationBenchmark further distinguish the industry as
two main groups:
Health care equipment and services; and
Pharmaceuticals, biotechnologyand related life sciences.
The healthcare equipmentand services group consists of
companies and entities that provide medical equipment,
medical supplies, and health care services, such as hospitals,
home healthcare providers, and nursing homes. The latter
listed industry group includes companies that produce
biotechnology,pharmaceuticals,and miscellaneousscientific
services.
7. Other approaches to defining the scope of the health
care industry tend to adopt a broader definition,also
includingother key actionsrelated to health, such as
educationand training of healthprofessionals, regulationand
management of healthservices delivery, provision of
traditionalandcomplementary medicines, and
administrationof health insurance.
For purpose of finance and management, the health care
industry is typicallydividedinto several areas. As a basic
framework for defining the sector, the United Nations
InternationalStandardIndustrial Classification(ISIC)
categorizes the healthcare industry as generally consisting
of:
Hospital activities;
Medicaland dental practice activities;
"Other human health activities".
This third class involvesactivities of, or under the supervision
of, nurses, midwives, physiotherapists,scientific or diagnostic
laboratories, pathologyclinics, residentialhealth facilities, or
other alliedhealth professions, e.g. in the field of optometry,
hydrotherapy, medicalmassage, yoga therapy, music
therapy, occupationaltherapy, speech therapy, chiropody,
homeopathy,chiropractics, acupuncture,etc.
8. The GlobalIndustry ClassificationStandard and the
Industry ClassificationBenchmark further distinguish the
industry as two main groups:
Health care equipment and services; and
Pharmaceuticals, biotechnologyand related life sciences.
The healthcare equipmentand services group consists of
companies and entities that provide medical equipment,
medical supplies, and health care services, such as hospitals,
home healthcare providers, and nursing homes. The latter
listed industry group includes companies that produce
biotechnology,pharmaceuticals,and miscellaneousscientific
services.
Other approaches to defining the scope of the healthcare
industry tend to adopt a broader definition,also including
other key actions related to health, such as educationand
training of health professionals, regulation and management
of health services delivery, provision of traditionaland
complementary medicines, and administrationof health
insurance.
9. SCOPE
This project will help us to understand the training
and development process conducted in an
organization.
It covers the training process of the entire
organization from their non medical employees,
doctors, nurses, ward boys, housekeeping, security ,
maintenance , and every departments.
10. History of AMRI
AMRI Hospitals is a private hospital chain which is
headquartered at the city of Kolkata,West
Bengal,India and it is owned by the Emami group. The
company's head office is in Kolkata, West Bengal,
with 6 branches in the Indian State of West Bengal ,
1 at Bhubaneshwar in the Indian State of Odisha and
6 branches in Bangladesh.
AMRI Hospitals was co-founded by the Emami
shrachiGroups in 1996, two of Kolkata's developing
groups, in a partnership with the Government of
West Bengal to expand health coverage options for
consumers.[2] The AMRI hospital is a center for
training students from the Institute of Radiology and
Medical Imaging, and it is ISO 9001:2000 certified.
11. PURPOSE OF TRAINING
The objective of training can be many some of them
are as follows:
Emergencies: To get prepared for emergencies, for
e.g fire training, it gives us the basic knowledge
about what we should do during the time of
emergencies.
Updating: enhance the knowledge of the employees at
periodic basis for e.g nursing training like hand wash,
sanitationetc.
Maintain core competency: To remain competent and
to be In position it must provide training and improve
daily.
Induction: it’s a kind of training given to the new
joiners in the organization.
12. IMPORTANCE OF TRAINING
Training helps us to minimize inefficiency and
enhance capabilities among employees , as:
Training can develop high morale in employee.
Training builds high morale in an employee by
developing positive attitude, job satisfaction
,enhanced earnings , job security. Training also
reduces employee grievances by providing
opportunities for internal promotion.
Training leads to higher productivity.
Training helps employees to build skills which leads to
perform their job efficiently. Employees learn new
skills and use better methods to perform their tasks.
Better quality of work
Formal training improves quality of work as standard
methods are taught to employees. Uniform work
methods and procedures improves the quality of
product or services.
13. Reduction in cost
Training leads to optimum use of resources and zero
waste which increases productivity and helps to
minimize cost of operations per unit. Training leads
to economic use of materials and machinery.
Reduced learning period
An efficient training program does not wastes time
and efforts in learning through trial and error, it also
reduces time and cost involved in learning.
Reduced supervision and low accident rates
Training develops self reliant and well motivated
employees, they need less guidance and control
therefore burden on supervisors is reduced. By
adopting right work methods and making use of
prescribed safety devices employees reduce accident
rate
14. ACKNOWLEDGEMENT
In the course of my project I was lucky enough to
work under some of the talented personalities. For
me even thanks giving would be insufficient for them.
Firstly I would like to thank Mrs. Mitali Roy, the
HOD of training and development department of
AMRI, for allowing me to work in my summer
internship project as per the requirement of my
course. This really helped me a lot as I am a fresher
I did not have any practical knowledge, thus it gave
me a practical knowledge about job.
I would also like to thank my Mentor and my faculty
members of my college to guide me through the
summer internship course and helped me in every
possible way to perform well.
I would also like to thank to my trainer during the
summer internship RitupornaBasak who was always
15. there to guide me with care and to explain each
and every work which was to be done with affection,
for whom I learnt a lot.
Apart from these key people I would also like to give
my thanks to all the staff of AMRI for their warm
gesture, the way they welcomed me and made me feel
that I am also a part of them, and also guided me as
when required.
16. INTRODUCTION
Training is the acquisition of knowledge, skills, and
competencies as a result of the teaching of
vocational or practical skills and knowledge that
relate to specific useful competencies. Training has
specific goals of improving one's capability, capacity,
productivity and performance. It forms the core of
apprenticeships and provides the backbone of
content at institutes of technology.In addition to the
basic training required for a trade, occupation or
profession, observers of the labour-market
recognize as of 2008 the need to continue training
beyond initial qualifications: to maintain, upgrade and
update skills throughout working life. People within
many professions and occupations may refer to this
sort of training as professional development.
Training can help employees better understand the
information they are given and can encourage them to
play a fuller part in the way the organisation
conducts its affairs. Training courses in particular
can be a useful way of giving employees factual
information about their employment because they
necessarily include a substantial element of
17. explanation and provide opportunities for
questions to be answered.
Managers have an important role to play in
communicating and consulting and good training can
enable them to:
become more aware of the importance of good
communication and consultation practice
understand their roles and responsibilities as
communicators
support those who are less outspoken and improve
their ability to communicate.
Training is particularly important for supervisors who
have important communications responsibilities but
often limited experience. Communication and
consultation skills should have a place in any
development programme for them as well as for
other managers.
18. Trade unions should also ensure that they
provide adequate training for their representatives
to enable them to take a full part in employee
communications and consultation.
Wherever possible training should be participative
and trainees should be encouraged to exchange views,
take part in discussions and share ideas and
experiences. Such participation not only makes for
more effective training but also helps to foster the
idea of employee involvement which is an underlying
principle of consultation and communication.
It is good practice to evaluate periodically the
effectiveness of any training undertaken.
19. OBJECTIVES OF HUMAN RESOURSE
MANAGEMENT
Objectives of Human Resource Management can be
classified under four major categories.
Societal
Organizational
Functional
Personal
Societal
HRM may contribute ethically and socially regarding
the needs and challenges emerging in the society. If
an organization fails to use its resources for society
benefits in ethical ways it may lead to restriction by
society. For example, society may limit the HR
decisions through laws in hiring, it may limit laws that
address discrimination, laws regarding safety or
other areas of concern.
Organizational
20. The main objective of HRM is to achieve
organizational goals by bringing organizations
effectiveness. HRM is not an end but it is a means to
assist the organization in order to attain its
objectives
Functional
Functional objective of HRM deals with contributions
of each department regarding their need and
effectiveness in order to attain organization goal. All
the resource or skill set get wasted if HRM is not
able to fulfil up with the organizational demand.
Personal
HRM also deals with personal objectives of the
individuals so that personal and organizational
objectives can be met or order to achieve maximum
production and attain competitive advantage. These
personal objectives are important in order to
maintain, retain and to motivate employees. If this
not done employees dissatisfaction and poor
performance will result in attrition or low
productivity
21. GENERAL DEPARTMENTS OF
AMRI
I. FINANCE: This department basically maintains
the financial records of the entire organization.
II. PURCHASE: The purchase department is
concerned about managing the inventory of the
whole organization.
III. HUMAN RESOURSE DEPARTMENT: This
department is concerned with the maintenance
of proper work force. The emphasis on the
recruitment, selection process that is used by
the organization. It also maintains the leave
records and prepare the salary for majority of
the work force.
IV. PHARMACY: This department supplies the
optimum amount of medicines that are required
to the customers whenever required.
V. MARKETING: basically deals with creating and
maintaining good relationship with different
institutions which has a collaboration with AMRI.
VI. MEDICAL RECORDS DEPARTMENT: This
department maintains proper records for the
22. VII. different patient that has been admitted
in the hospital at any time.
VIII. CENTRAL STORES: This department maintain
the necessary amount of several non-medical
goods that are required for the proper
functioning of the organization.
IX. SYSTEM: This department deals with repair and
maintenance of the computers.
X. PATIENT SERVICE: This department interacts
with the customers and handles all the cases
directly. It is also concerned about the
management of different wards in hospital.
XI. SECURITY: They are basically concerned about
the security of the organization.
XII. LAUNDRY: This department is responsible for
washing and cleaning clothes which are used by
the patient and different staffs of the
organization.
XIII. HOUSEKEEPING: This department is responsible
for maintaining cleanliness throughout the
organization.
XIV. KITCHEN AND DIETETICS: This department is
concerned about maintaining proper diet for the
patients In the hospital.
23. XV. TRAINING AND DEVELOPMENT: This
department is concerned about the training and
grooming of the entire organization. They
arrange different kinds of training like fire
safety, fire protocol, grooming, language skills,
etiquettes and evaluation.
XVI. QUALITY ASSURANCE: To carry on the
educational and research activities related to
the provision of care, to the sick and injured or
related to the promotion of health and
continually modify and redefine solution to the
healthcare challenges.
OBJECTIVES OF HRD
Provide training to each and every employee
Identify employee’s needs and develop training
module
24. Helps in improving the efficiency of the
employees
OBJECTIVES OF THE PERSONNEL
AND HRD
To maintain data for all categories of
prospective employees
To allocate right candidate in the right position
to meet the objectives of the organization.
25. FINDINGS
Training sessions are very effective in AMRI
Training is conducted routine wise and
department wise, so that every department gets
the equal opportunity to get themselves trained.
The entire training and development process of
AMRI is well structured.
All the employees are very co-operative in AMRI.
The trainers has got the proper knowledge in
their respective fields and they are quite co-
operative.
26. OWNERSHIP
This organization is owned by Emami and Shrachi
group and is declared as public limited company.
VISION
To be known as the best place to come for care
and the best place to work.
MISSION
To indulge ourselves in the creating healthier
environment within the community confirming
to the requirements of patients and
continuously evaluating to improve the
services.
27. To maintain the better quality of work and
continuously improving the same.
To look after and value entirely on the
satisfaction of the patient, staff and
customer.
28. Competitors of AMRI
Columbia Asia
Apollo
Fortis
What are the competitive advantages of
AMRI?
Critical care unit (ccu) consists of 30 beds
Laser surgery for prostrate and kidney stone
Over 2,40,000 surgical procedure
180 consultants of international and national
repute
24*7 emergency medical service
9 world class operation theatres
29. ADVANTAGES OF TRAINING IN AN
ORGANIZATION
Improves skills in the entire organization
Specifies organization’s goal
Increase positivity of the employees towards
their job
Improved profitability of the organization
Improves morale of the work force.
30. Advantages of training for individual
Employees become more flexible towards their
job
Increases job satisfaction
Increases or boost knowledge which further
helps an individual for their carrier
Increases efficiency
OBJECTIVES OF DOING THIS PROJECT:
Acquired the knowledge about the training
process
To know the methodologies/process of
training
To identify the needs of training
To get the idea and the key factor/reason
behind the needs of training
To get the knowledge about the
importance/effectiveness of different kinds
of training on AMRI like soft skill, fire
safety, nabh classes and many more
31. RESEARCH AND METHODOLOGIES
The process used to collect information and data
for the purpose of making business decisions.
The methodology may include publication
research, interviews, surveys and other research
techniques, and could include both present and
historical information.
METHODOLOGY
A project methodology explains what you have to
do, to complete your project and describes every
steps of the project, so ypu can understand
which task to complete first and why..
Methodology used in this project
The methodology if this project is the
identification of training needs after collection
of feedback forms then analysing for further
improvement.
32. TRAINING NEEDS IDENTIFICATION
TOPIC DEPARTMENT
TIME VENUE
QUESTIONNAIRE
How important to you are the topics of the training?
very much average not much
3 15 2
15 75 10
15*0.05 75*0.03 10*0.01
0.75 2.25 0.1
3 1.03
How useful it is in practical life?
useful very useful not much
16 4 0
80% 20%
80*0.05 20*0.03 0
4 1 0
3 1.67
33. Are you satisfied with the frequency of the classes?
should be more should be less adequate
2 3 15
10 15 85
0.1 0.45 4.25
3 1.6
Is the duration of classes ok?
yes should be less should be more
16 3 1
80 15 5
4 0.45 0.05
3 1.5
Have you find any improvement of your colleagues due
to training?
yes no Can’t say
18 0 2
90 0 10
4.5 0 0.3
3 1.6
6
How much are u satisfied with the topic of training
classes?
very much not much adequate
15 0 5
75 25 0
3.75 0.75 1.5
3
34. 1
Importance of
Training topics
3.1
2
Training in practical
life
3.4
3 Frequency of classes 3.1
4 Duration of classes 4.3
5
Improvements in
collegues noticed
4.6
6
Satisfaction with
training topics
4.5
GRAND MEAN 3.85
36. 3
size
%
value
samples
rounded
up
values
sample
%
sample
% X
rounded
value
total
mean
average
20
5 3 0.05 15 0.75
3.13 15 0.03 75 2.25
1 2 0.01 10 0.1
4
size
%
value
samples
rounded
up
values
sample
%
sample
% X
rounded
value
total
mean
average
20
5 16 0.05 80 4
4.33 1 0.03 5 0.15
1 3 0.01 15 0.15
5
size
%
value
samples
rounded
up
values
sample
%
sample
% X
rounded
value
total
mean
average
20
5 18 0.05 90 4.5
4.63 0 0.03 0 0
1 2 0.01 10 0.1
38. training in
your
practical
life?
3
Are you
satisfied
with the
frequency
of
training
classes?
20 15 75 10 3.1
4
Are the
duration
of the
classes
ok?
20 80 5 15 4.3
5
Have you
found any
improvem
ent in
your
colleagues
due to
training?
20 90 0 10 4.6
6
How much
satisfied
you are
20 75 25 0 4.5
57. Conclusion
“If you pick the right people and give them the opportunity to
spread their wings- and put compensation and rewards as a carrier
behind it – you almost don’t have to manage them”
- Jack Welch
The purpose of this learning material is to explain to
the reader issues and concepts that should be
understood in order to think constructively about the
application of the psychology of training to real work
issues. It is not presented as a literature review you
will need to read further for that information²
.
Instead, the material has been written in an informal
way to explain key principles and concepts and how
they relate to each other in dealing with applied
training issues. It does not deal in detail with the
research literature underpinning these ideas. This is
left for you to examine using the Readings provided
as a starting point to exploring wider literature. This
learning material offers one perspective with a view
to providing a coordinated story, but there are other
perspectives in occupational psychology that you will
encounter in a professional capacity and which you
must try to accommodate.
