The document summarizes HR policies and practices at four major hospitals in India - CARE Hospital, FORTIS Hospital, APOLLO Hospital, and ORCHID Hospital. For each hospital, the document outlines their recruitment processes, training programs, performance management systems, compensation and benefits policies, and policies addressing issues like harassment, leave, and exits. It provides an overview of the HR approaches and guidelines implemented across different functions at these leading healthcare organizations.
Organizational Structure and Design - A case for a mid-sized HospitalSarang Bhutada
As part of a course on Org. Structure, we worked with a mid-sized hospital - Malar Hospital (which is now owned by Fortis Healthcare) and modelled an organizational structure for them. It is quite a comprehensive analysis and it took us a month and series of consultations with the hospital to deliver this. Thanks again to everyone at Malar for co-operating with our project.
Dear Students
We can help you to write total dissertation/project report.
Our 9 step method of project writing:-
Step 1) Helping you in Selection of topic.
Step 2) Group discussion / conference call with in team of professors.
Step 3) Helping you in Preparation of Synopsis/ proposal & sent to project guide
Project report on Time and motion study and OPD questionnaire survey.DR RITA SINGH
Association between waiting time and consultation time in Outpatient department and OPD pharmacy and OPD patient satisfaction: A time and motion study and OPD questionnaire Survey
Organizational Structure and Design - A case for a mid-sized HospitalSarang Bhutada
As part of a course on Org. Structure, we worked with a mid-sized hospital - Malar Hospital (which is now owned by Fortis Healthcare) and modelled an organizational structure for them. It is quite a comprehensive analysis and it took us a month and series of consultations with the hospital to deliver this. Thanks again to everyone at Malar for co-operating with our project.
Dear Students
We can help you to write total dissertation/project report.
Our 9 step method of project writing:-
Step 1) Helping you in Selection of topic.
Step 2) Group discussion / conference call with in team of professors.
Step 3) Helping you in Preparation of Synopsis/ proposal & sent to project guide
Project report on Time and motion study and OPD questionnaire survey.DR RITA SINGH
Association between waiting time and consultation time in Outpatient department and OPD pharmacy and OPD patient satisfaction: A time and motion study and OPD questionnaire Survey
Hospital Engineering Services is backbone of hospital. The engineering services in a hospital include the Civil assets, Electricity supply, water supply including plumbing and fittings, steam supply, piped medical gases, air and clinical vacuum delivery system, air conditioning and refrigeration, lifts and dumb waiters, public health services, lightening protection, communication system (public address system, telephones, paging system), TV and piped music system, non conventional energy devices, horticulture, arboriculture and landscaping and last but not the least workshop facilities for repairs and maintenance.
A Hospital is a highly challenging work place. There are numerous bottlenecks that deteriorates the productivity & efficiency of the Healthcare services delivered.
Brand reputation of a Hospital depends on how quick they resolve the issues raised without compensating the quality and patient satisfaction. Spontaneity to untangle any situation is possible only with a strong “Hospital Operations team”. Operations management team is responsible for managing all operational process of the Hospital which includes all clinical & non-clinical departments to have a smooth working environment.
Performance Appraisal of Apollo Gleneagles HospitalIshita Bose
Company Profile
Employee Classification in HR department
Performance Appraisal process
Performance Appraisal Methods
Staff Appraisal forms
Data Collection & Analysis
Conclusion
Recommendations
Why is this essential? It springs from the eternal truth that the more you know your patients, the better you can respond to their current needs and predict what their future needs may be as well. The Health Care sector is now opting for Customer Relationship Management (CRM) in its daily application. CRM Health Care consists of a wide array of software products that help healthcare organizations to maintain excellent relationships with their clients. CRM enables the health care industry to get essential customer information and use it as efficiently as possible. CRM thus enables the health care sector to improve patient health, increase patient loyalty and patient retention and add new services as well. The CRM Health Care Services include strategic planning, communication services, consulting services, CRM for physicians, Campaign management, Database construction, predictive segmentation, and communications strategies.
Hr Policy / Employee Catalogue - A template for your companyManeesh Garg
I have designed this HR policy in a way that it can be used as a template or model for designing employee rule book for any company. Data is taken from various sources. The company name used in this policy document is a dummy name and has no relation directly or indirectly with any company or individual.
To get a copy of this HR Policy, share your views about the document with your email id in Comments section... I keep on updating my presentations and documents. To ensure that you don't miss any update or new uploads don't forget to press the "FOLLOW" and "LIKE" button. You can also mail me at manigarg21@gmail.com
Hospital Engineering Services is backbone of hospital. The engineering services in a hospital include the Civil assets, Electricity supply, water supply including plumbing and fittings, steam supply, piped medical gases, air and clinical vacuum delivery system, air conditioning and refrigeration, lifts and dumb waiters, public health services, lightening protection, communication system (public address system, telephones, paging system), TV and piped music system, non conventional energy devices, horticulture, arboriculture and landscaping and last but not the least workshop facilities for repairs and maintenance.
A Hospital is a highly challenging work place. There are numerous bottlenecks that deteriorates the productivity & efficiency of the Healthcare services delivered.
Brand reputation of a Hospital depends on how quick they resolve the issues raised without compensating the quality and patient satisfaction. Spontaneity to untangle any situation is possible only with a strong “Hospital Operations team”. Operations management team is responsible for managing all operational process of the Hospital which includes all clinical & non-clinical departments to have a smooth working environment.
Performance Appraisal of Apollo Gleneagles HospitalIshita Bose
Company Profile
Employee Classification in HR department
Performance Appraisal process
Performance Appraisal Methods
Staff Appraisal forms
Data Collection & Analysis
Conclusion
Recommendations
Why is this essential? It springs from the eternal truth that the more you know your patients, the better you can respond to their current needs and predict what their future needs may be as well. The Health Care sector is now opting for Customer Relationship Management (CRM) in its daily application. CRM Health Care consists of a wide array of software products that help healthcare organizations to maintain excellent relationships with their clients. CRM enables the health care industry to get essential customer information and use it as efficiently as possible. CRM thus enables the health care sector to improve patient health, increase patient loyalty and patient retention and add new services as well. The CRM Health Care Services include strategic planning, communication services, consulting services, CRM for physicians, Campaign management, Database construction, predictive segmentation, and communications strategies.
Hr Policy / Employee Catalogue - A template for your companyManeesh Garg
I have designed this HR policy in a way that it can be used as a template or model for designing employee rule book for any company. Data is taken from various sources. The company name used in this policy document is a dummy name and has no relation directly or indirectly with any company or individual.
To get a copy of this HR Policy, share your views about the document with your email id in Comments section... I keep on updating my presentations and documents. To ensure that you don't miss any update or new uploads don't forget to press the "FOLLOW" and "LIKE" button. You can also mail me at manigarg21@gmail.com
Role of HR in Health Care Services in context to Gujarat
1. Overview of Health Care in Gujarat
2. What is HRM?
3. Major HRM Challenges & Opportunities
4. Quality Certifications & Authority
The rate at which employees leave a company and are replaced by new Employees. One of the critically challenging issues in business world. Estimated probability that employees will stay or leave the organization. May triggered by - quits, attrition, exits, mobility, migration, succession. Obstacles toward achieving organizational objectives. Delay in innovation process & weak service consistency. Increasing pressure for the current employees in organization & Reflects poor organizational image. Overall bad impact on organizational performance & effectiveness.
Influence of compensation introductory pptLavenyaDas
Influence of compensation practices on Retention of healthcare Professionals in multispeciality Hospitals in Tamilnadu, gives an idea about the entire gamuts of healthcare professionals
Project you will be required to submit a report on any subject in .docxbriancrawford30935
Project you will be required to submit a report on any subject in our textbook related to HR in healthcare. An example: Organized labor. No particular writing style is required. The only requirements are: minimum of five pages not including the reference and cover pages, double spaced, 12 point font, times new roman style and two scholarly references (i.e. books or journals). See the course outline for the due date.
Chapter 1: Strategic human Resources management
Strategic HR management
HR best practices
The SHRM model
Organizational mission and corporate strategy
Measuring the HR function
The HR brand
A strategic perspective on HR
Introduction:
healthcare industry is labor intensive
Service is produced and consumed simultaneously- can’t store service on shelf
Consumer and provider interaction very integral in delivery of health services
Quality variations among employees and employers
Leaders must manage factors of influencers of performance
Factors of HRM activities- recruitment and selection, training and development, appraisal, compensation, emp. Relations
Environment and organizational aspects that affect HR
Strategic Human resources management (SHRM)
· SHRM the comprehensive set of managerial activities and tasks related to developing and maintaining a qualified workforce needed to achieve organizational effectiveness as defined by the org strategic goals
· Business (org.) strategies are linked to human resources strategies
· Managing people strategically is crucial in enhancing org performance
· Probability of hiring competent people and then performing task: determine requirement for positon, recruit and select qualified people, train and develop for future needs, adequate rewards to attract and retain
· All healthcare executives are human resources managers
Significance of SHRM
· Having human resources with the right skills at the right time does not happen by accident
· Some may not always be available on the market (quantity)
· Those available may be lacking in the requisite skills, training, or service orientation (quality)
· To maintain or enhance org performance, healthcare org should always consider
· Employee recruitment
· Selection
· Retention
· Training
· Performance appraisal (hardest part: being on time)
· Compensation (enhance performance, wage analysis)
· Organizational should also consider legal issues and environmental factors that affect the management of human resources
Significance of SHRM cont..
· Executives need to understand human behavior, work employees effectively, knowledge of many systems
· Aware of economical, technological, social and legal issues that affect HR and strategic goals
· Research shows how you handle HR- recruiting, selecting, training, evaluating, and rewarding- key to effectiveness as HC manager
· Studies show that high HRM rankings of incentives, grievance systems, appraisal system, participation in decisions= Increased productivity= competitive advantage
Benefits of.
Recruitment refers to the process of identifying, attracting, interviewing, selecting, hiring and onboarding employees. Its. only for study purposes. Kindly share to others.
Leading the Way in Nephrology: Dr. David Greene's Work with Stem Cells for Ki...Dr. David Greene Arizona
As we watch Dr. Greene's continued efforts and research in Arizona, it's clear that stem cell therapy holds a promising key to unlocking new doors in the treatment of kidney disease. With each study and trial, we step closer to a world where kidney disease is no longer a life sentence but a treatable condition, thanks to pioneers like Dr. David Greene.
Medical Technology Tackles New Health Care Demand - Research Report - March 2...pchutichetpong
M Capital Group (“MCG”) predicts that with, against, despite, and even without the global pandemic, the medical technology (MedTech) industry shows signs of continuous healthy growth, driven by smaller, faster, and cheaper devices, growing demand for home-based applications, technological innovation, strategic acquisitions, investments, and SPAC listings. MCG predicts that this should reflects itself in annual growth of over 6%, well beyond 2028.
According to Chris Mouchabhani, Managing Partner at M Capital Group, “Despite all economic scenarios that one may consider, beyond overall economic shocks, medical technology should remain one of the most promising and robust sectors over the short to medium term and well beyond 2028.”
There is a movement towards home-based care for the elderly, next generation scanning and MRI devices, wearable technology, artificial intelligence incorporation, and online connectivity. Experts also see a focus on predictive, preventive, personalized, participatory, and precision medicine, with rising levels of integration of home care and technological innovation.
The average cost of treatment has been rising across the board, creating additional financial burdens to governments, healthcare providers and insurance companies. According to MCG, cost-per-inpatient-stay in the United States alone rose on average annually by over 13% between 2014 to 2021, leading MedTech to focus research efforts on optimized medical equipment at lower price points, whilst emphasizing portability and ease of use. Namely, 46% of the 1,008 medical technology companies in the 2021 MedTech Innovator (“MTI”) database are focusing on prevention, wellness, detection, or diagnosis, signaling a clear push for preventive care to also tackle costs.
In addition, there has also been a lasting impact on consumer and medical demand for home care, supported by the pandemic. Lockdowns, closure of care facilities, and healthcare systems subjected to capacity pressure, accelerated demand away from traditional inpatient care. Now, outpatient care solutions are driving industry production, with nearly 70% of recent diagnostics start-up companies producing products in areas such as ambulatory clinics, at-home care, and self-administered diagnostics.
CHAPTER 1 SEMESTER V - ROLE OF PEADIATRIC NURSE.pdfSachin Sharma
Pediatric nurses play a vital role in the health and well-being of children. Their responsibilities are wide-ranging, and their objectives can be categorized into several key areas:
1. Direct Patient Care:
Objective: Provide comprehensive and compassionate care to infants, children, and adolescents in various healthcare settings (hospitals, clinics, etc.).
This includes tasks like:
Monitoring vital signs and physical condition.
Administering medications and treatments.
Performing procedures as directed by doctors.
Assisting with daily living activities (bathing, feeding).
Providing emotional support and pain management.
2. Health Promotion and Education:
Objective: Promote healthy behaviors and educate children, families, and communities about preventive healthcare.
This includes tasks like:
Administering vaccinations.
Providing education on nutrition, hygiene, and development.
Offering breastfeeding and childbirth support.
Counseling families on safety and injury prevention.
3. Collaboration and Advocacy:
Objective: Collaborate effectively with doctors, social workers, therapists, and other healthcare professionals to ensure coordinated care for children.
Objective: Advocate for the rights and best interests of their patients, especially when children cannot speak for themselves.
This includes tasks like:
Communicating effectively with healthcare teams.
Identifying and addressing potential risks to child welfare.
Educating families about their child's condition and treatment options.
4. Professional Development and Research:
Objective: Stay up-to-date on the latest advancements in pediatric healthcare through continuing education and research.
Objective: Contribute to improving the quality of care for children by participating in research initiatives.
This includes tasks like:
Attending workshops and conferences on pediatric nursing.
Participating in clinical trials related to child health.
Implementing evidence-based practices into their daily routines.
By fulfilling these objectives, pediatric nurses play a crucial role in ensuring the optimal health and well-being of children throughout all stages of their development.
Antibiotic Stewardship by Anushri Srivastava.pptxAnushriSrivastav
Stewardship is the act of taking good care of something.
Antimicrobial stewardship is a coordinated program that promotes the appropriate use of antimicrobials (including antibiotics), improves patient outcomes, reduces microbial resistance, and decreases the spread of infections caused by multidrug-resistant organisms.
WHO launched the Global Antimicrobial Resistance and Use Surveillance System (GLASS) in 2015 to fill knowledge gaps and inform strategies at all levels.
ACCORDING TO apic.org,
Antimicrobial stewardship is a coordinated program that promotes the appropriate use of antimicrobials (including antibiotics), improves patient outcomes, reduces microbial resistance, and decreases the spread of infections caused by multidrug-resistant organisms.
ACCORDING TO pewtrusts.org,
Antibiotic stewardship refers to efforts in doctors’ offices, hospitals, long term care facilities, and other health care settings to ensure that antibiotics are used only when necessary and appropriate
According to WHO,
Antimicrobial stewardship is a systematic approach to educate and support health care professionals to follow evidence-based guidelines for prescribing and administering antimicrobials
In 1996, John McGowan and Dale Gerding first applied the term antimicrobial stewardship, where they suggested a causal association between antimicrobial agent use and resistance. They also focused on the urgency of large-scale controlled trials of antimicrobial-use regulation employing sophisticated epidemiologic methods, molecular typing, and precise resistance mechanism analysis.
Antimicrobial Stewardship(AMS) refers to the optimal selection, dosing, and duration of antimicrobial treatment resulting in the best clinical outcome with minimal side effects to the patients and minimal impact on subsequent resistance.
According to the 2019 report, in the US, more than 2.8 million antibiotic-resistant infections occur each year, and more than 35000 people die. In addition to this, it also mentioned that 223,900 cases of Clostridoides difficile occurred in 2017, of which 12800 people died. The report did not include viruses or parasites
VISION
Being proactive
Supporting optimal animal and human health
Exploring ways to reduce overall use of antimicrobials
Using the drugs that prevent and treat disease by killing microscopic organisms in a responsible way
GOAL
to prevent the generation and spread of antimicrobial resistance (AMR). Doing so will preserve the effectiveness of these drugs in animals and humans for years to come.
being to preserve human and animal health and the effectiveness of antimicrobial medications.
to implement a multidisciplinary approach in assembling a stewardship team to include an infectious disease physician, a clinical pharmacist with infectious diseases training, infection preventionist, and a close collaboration with the staff in the clinical microbiology laboratory
to prevent antimicrobial overuse, misuse and abuse.
to minimize the developme
One of the most developed cities of India, the city of Chennai is the capital of Tamilnadu and many people from different parts of India come here to earn their bread and butter. Being a metropolitan, the city is filled with towering building and beaches but the sad part as with almost every Indian city
Telehealth Psychology Building Trust with Clients.pptxThe Harvest Clinic
Telehealth psychology is a digital approach that offers psychological services and mental health care to clients remotely, using technologies like video conferencing, phone calls, text messaging, and mobile apps for communication.
Global launch of the Healthy Ageing and Prevention Index 2nd wave – alongside...ILC- UK
The Healthy Ageing and Prevention Index is an online tool created by ILC that ranks countries on six metrics including, life span, health span, work span, income, environmental performance, and happiness. The Index helps us understand how well countries have adapted to longevity and inform decision makers on what must be done to maximise the economic benefits that comes with living well for longer.
Alongside the 77th World Health Assembly in Geneva on 28 May 2024, we launched the second version of our Index, allowing us to track progress and give new insights into what needs to be done to keep populations healthier for longer.
The speakers included:
Professor Orazio Schillaci, Minister of Health, Italy
Dr Hans Groth, Chairman of the Board, World Demographic & Ageing Forum
Professor Ilona Kickbusch, Founder and Chair, Global Health Centre, Geneva Graduate Institute and co-chair, World Health Summit Council
Dr Natasha Azzopardi Muscat, Director, Country Health Policies and Systems Division, World Health Organisation EURO
Dr Marta Lomazzi, Executive Manager, World Federation of Public Health Associations
Dr Shyam Bishen, Head, Centre for Health and Healthcare and Member of the Executive Committee, World Economic Forum
Dr Karin Tegmark Wisell, Director General, Public Health Agency of Sweden
Navigating Challenges: Mental Health, Legislation, and the Prison System in B...Guillermo Rivera
This conference will delve into the intricate intersections between mental health, legal frameworks, and the prison system in Bolivia. It aims to provide a comprehensive overview of the current challenges faced by mental health professionals working within the legislative and correctional landscapes. Topics of discussion will include the prevalence and impact of mental health issues among the incarcerated population, the effectiveness of existing mental health policies and legislation, and potential reforms to enhance the mental health support system within prisons.
3. Introduction
“Human resources are like natural resources; they're often buried deep. You
have to go looking for them; they're not just lying around on the surface. You
have to create the circumstances where they show themselves.”
- Ken
Robinson
HR is primarily concerned with the management of people within
organizations, focusing on policies and on systems.
The Assignment for Team 3 was to probe into the HR Policies and Practices
in the Health and Hospitals Sector.
The Team comprised of :
Krishna Prem Jha ( Roll No 36 ) - undertaking CARE
Hospitals
Aditi Angel Patro ( Roll No 44 ) - undertaking FORTIS
Hospital
Shubhomita Sahu ( Roll No 47 ) - undertaking APOLLO
Hospital
Amar Gupta ( Roll No 55) - undertaking ORCHID
Hospital
5. The CARE Hospitals Group is a multispecialty healthcare provider,
with
16 hospitals serving 9 cities across 7 states of India. The regional
leader
in tertiary care in South/Central India and among the top 4 pan-
Indian hospital chains, CARE Hospitals delivers comprehensive
care in more than 30 specialties in tertiary care settings.
Adopting a service-oriented delivery model, CARE Hospitals
provides cost-effective medical care, with an uncompromising
commitment to its core purpose, “To provide care that people
trust.” Founded in 1997 by Dr B Soma Raju and a team of India’s
leading cardiologists, the CARE Hospitals’ founders developed
Asia’s first indigenous coronary stent — the ‘Kalam-Raju stent,’
named after Dr APJ Abdul Kalam, former President of India, and Dr
B Soma Raju, Chairman and Managing Director, CARE Hospitals
Group. This is just one of the many innovations developed at
CARE Hospitals, which strives to make healthcare affordable for
all, while ensuring clinical outcomes at par with international
standards.
The HR Department at CARE Hospital gave us the following
information on HR Policies and Practices in their hospital ,
however not divulging the intricacies and the Quantitative aspects
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6. HR POLICIESAT CARE HOSPITAL
ManpowerPlanning
To identify and plan for human resources in accordance with the
requirement of services and business plan of the organization. The objective is to
have an optimally staffed organization to meet its goals.
Recruitment
To lay down policy in order to meet the manpower requirements at the units &
corporate centre with personnel who possess the necessary qualifications, skills and
aptitude and are suitable as per the organizational needs
Induction
To welcome and acquaint new inductees with the values, culture and broad
functioning of CARE Hospitals, the HR policy and related issues
Training& Development
To enunciate the types of HR training to be conducted for building the competency of
associates, the purpose and methodology of training intervention
HandlingGrievances
To assist all departmental/branch heads to address grievances projected by
associates and systematically find solutions for the same
7. EmployeeHealthNeeds
To lay down policy and procedure where in the health needs of associates are
being catered to by the company
CredentialingandPrivilegingof PhysiciansandNurses
To define hospital policy and procedure for credentialing and privileging of
physicians and nurses
ServiceRules
To guide associates so that the conduct of business is consistent with the
organization’s ethical standards
Leave
To lay down policy guidelines on availing leave
BestAssociateAward
To lay down policy for identification, nominating and awarding associates who
perform efficiently
HRPOLICIES ATCAREHOSPITAL CONTD. . .
8. Deputation
To lay down policy on deputation of associates for short duration to areas of
work other than their permanent areas
Transfer
To lay down policy to effectively transfer associates from one unit to the other
PerformanceManagementSystem
To lay down guidelines for implementation of the Performance Management
System
Handing/TakingOver/Transferof Charge& Responsibility
To lay down policy guidelines for handing/taking over/transfer of charge and
responsibilities
HRAudit
To periodically and systematically review all aspects of functioning of Human
Resource Department so as to strengthen core HR processes and ensure that
SOPs and Govt regulations are adhered to.
HR POLICIESATCAREHOSPITALCONTD. . .
9. Entitlementincaseof Deathofan Associate
To lay down entitlement and provide for benefit to dependents in case of death of an
associate
AssociatesRenderingProfessionalServicesoutsidethe Company
To lay down policy guidelines regarding rendering of professional services by
associates at places/organizations outside the CARE group/company
SodexoMealPass
To enable associates to utilize the facility of Sodexo passes
Reimbursementof Fuel/Maintenance& Drivers´Salary
To enable associates to claim for fuel/maintenance expenditure of their personal
vehicles and drivers’ salary, on a month-to-month basis
FunctioningHRCommittee
To lay down procedure for functioning of HR Committee
Tours& Travel
To lay down policy for eligibility and authorization of various allowances during official
tours/visits by associates
HRPOLICIES ATCAREHOSPITAL CONTD. . .
10. Compensation
To attract potential candidates and retain the right talent by compensating with
salary and remuneration
AttendanceManagement
To provide guidelines for managing the Time Office effectively and generating
the concerned reports
Implementationof Trainees& ApprenticesAct
To ensure that the process of engaging apprentices is implemented as per the
Apprentices Act 1961
Managementof OutsourcedContractServicesManpower
To ensure streamlined management of outsourced contract services manpower,
in particular adherence to government statutes
Resignation/Separation/Exit
To render fair and equitable treatment to an associate who is leaving the
organization
HRPOLICIES ATCAREHOSPITAL CONTD. . .
11. OccupationalHealthHazard
To provide and take preventive measures to avoid probable accidents and health
hazards to an associate who is engaged in providing health care services in the
hospital
Prevention, ProhibitionandRedressal of SexualHarassment
To create a healthy working environment that enables employees to work without
fear of prejudice, gender bias and sexual harassment
AntiCorruption
This policy strictly prohibits employees, agents, joint ventures, consortiums,
consultants, contractors over whom the company has control, from paying a bribe
to, or receiving a bribe from any person of the third party, whether public or private
WhistleblowerPolicy
To enable an associate who observes an unethical, actual or suspected fraud or
violation of the company’s policies, to approach a Whistleblower Committee
without necessarily informing their supervisors. The policy protects and keeps
secure associates wishing to raise a concern about serious irregularities within the
company.
HRPOLICIES ATCAREHOSPITAL CONTD. . .
13. •Recruitment and selection policy.
•Training and development policy
•Performance management policy
•Rewards and recognition policy
•Harassment policies
• Remuneration and pay scale policy
•Exit policy
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14. FORTIS Alam Hospital And Research Centre, located in
Bariatu Ranchi, it is a reputed Centre For Surgery, and
was founded by Dr.Majeed Alam in 1985. He started as
a small nursing home, AHRC has emerged as a
multispecialty, state of art hospital. AHRC is
successfully running Diplomate of National Board DNB
(General Surgery) course for last two years.
The team of doctors, nurses, technicians and
administrator aided by the state of art equipment
provides best health care at an affordable cost.
It has wide range of investigative, preventive and
therapeutic facilities aiming to provide comprehensive
health care services under one roof.
The hospital aims at providing highest quality
treatment to each and every patient, thereby
maintaining a high level of patient satisfaction which is
its core policy
"CARE & CURE"
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15. There are various types of training given after the selection of the
nurses.
• There are team of nurses and doctors who train the nurses.
• Once the training is over their work starts.
• Evaluation after every 3-4 months is done on their performance giving
them scope to improve and correct themselves.
Traininganddevelopmentpolicy
16. The recruitment takes place according to the
requirement of the hospital.
There are many nursing colleges and the hospital
appoints nurses who have completed certified course
of GNM (General Nursing Midwifery) which is a three
year course.
The hospital also takes nurses who have completed a
certified course in ANM (Auxiliary Nurse Midwifery)
which is a two years course along with a work exp. of
three – four years.
Appointments of the doctors are headed by the senior
authority of the hospital.
17.
18.
19. Harassment policies
For harassment issues there is a
disciplinary committee in the hospital,
a set of guidelines which are to be
followed by everyone working in the
hospital.
First of a complaint is registered to the
committee, the HR dept and the
psychologist.
Verification of the complaint is done,
whether the complaint is a fake one or
a real one.
There are three steps at which the
decisions are taken,
~Verbal warning is given
~Witten warning is given
~Termination
The punishment also depends on the
crime as well as and then actions are
taken accordingly.
Exit policy
The exits policy of the hospital is
very confidential. The rules
before leaving the hospitals are:-
Before leaving the workplace a
notice should be given a month
before.
If the employee is really good
then organization tries to retain
them from leaving.
There is an exit interview form
provided by the hospital which is
very confidential in nature, in that
the employee writes about his
grievances, which the
organization tries to improve
upon.
22. Apollo Hospitals is an Indian hospital chain based in Chennai,
India. It was founded by Dr Prathap C. Reddy in 1983 and has
hospitals in India, Sri Lanka, Bangladesh, Ghana, Nigeria,
Mauritius, Qatar Oman and Kuwait.
Key people: - Prathap C. Reddy, Founder and Chairman
Preetha Reddy, Managing Director
K. Hari Prasad, President (Hospitals Division)
Website : - www.apollohospitals.com
Awards:-
Apollo has won the prestigious Insurer of the year award in the
year 2013, Innovation of the year award from Asia Insurance
Review in 2012 among other.
Vision :- ‘ Touch a billion lives’.
Mission :- “ Is to bring healthcare of International standards
within the reach of every individual and maintenance of
excellence in education ,research and healthcare for the benefit
of humanity.
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23. In APOLLO, the organization structure is vertical having many layers of
management.
Directors are comes in top level management, Department administrators comes in
middle level management and patient care managers , service providers comes in
middle level management.
RECRUITMENTANDSELECTION
Recruitment and selection process is required for fulfill the vacant place.
In APOLLO hospital, recruitment and selection process is done by management .
They are planning a recruitment process as per the positions, if they are required a
doctor then they look upon the skills and capabilities and also education or if
they required a help desk employee then they look upon their educational
background and communication skill .
TRAININGANDDEVELOPMENT
APOLLO offers custom built training programs for medical and administrative staff.
These physician training / nurse training /technician training programme focus on
building capabilities and skills in specific areas. The trainees are attached to a mentor
in a clinical and /or administrative department at one of this hospital. Training
programs generally range from 45 to 90 days and have a class room based, hands on
training and self study components integrated into the curriculum. It helps to provide
good customer service.
STRUCTUREANDHIRERACHY
24. PERFORMANCEAPPRAISAL ANDMANAGEMENT
SYSTEM
Performance appraisal is a formal employee evaluation system. It can evaluate and
measure the employee’s working behavior and achievement through the systematic
method and principal. It is beneficial for development of both organization and
individual. APOLLO hospital performance appraisal system can build the hospital’s
target responsibility system, index evaluation system, evaluation standard and
method, promoting the hospital profitability and comprehensive strength and making
the people play the full role. It aims at building a responsible performance evaluation
analysis and management flow and provide the hospital managers with all levels of
personalized services for performance appraisal through the data analysis ,system
maintenance making the analysis and evaluation work be automatic, streamline and
intelligent.
REWARDS ANDRECOGNISATIONPOLICY
APOLLO provides a different types of rewards for their employee like increase
salary, holiday package, excellence award, promotions, etc.
They also give the reward in rating basis like if who are getting 5 ratings that
means excellent 4 ratings means very good , 3 ratings means good , and so on..
.
The rating process is done by the customers, they fill the feedback form and after
25. HARASSMENTPOLICY
In present era, every organisation has made a harassment cell because each
employee needs a good and safe working environment. In APOLLO hospital
also harassment cell for making a good working environment.
If an employee believes he or she is being harassed, the employee has duty to
report the human resources director or any other member of hospital’s
executive management team.
REMUNERATIONANDPAYROLL POLICY
Remuneration means reward for employment in the form of pay, salary or
wages including allowances, bonuses, cash incentives etc.
In APOLLO, give the remuneration for their employee like annual leave, pay
rates, sick leave etc and payroll is depends on the level of the employee like
doctors pay scale is more than help desk employee, making the analysis and
evaluation work be automatic, streamline and intelligent.
27. Orchid Medical Centre is a state of the art, multi-specialty hospital located in H.B.
Road, Ranchi. Started on April 4, 2011.The hospital aims to provide quality patient
care with unrelenting attention to clinical excellence and patient comfort at an
affordable cost.
• Competing with some of the best medical facilities of India, Orchid Medical
Centre is a 104 bedded hospital, spread over 7 floors, and is equipped to cater to
all medical requirements.
• The hospital is centrally Air Conditioned with 100% power backup ensuring no
discomfort or break in service.
• For smooth and efficient movement of patients between different facilities, the
hospital has two stretcher lifts. Healthcare being an emergency service, Orchid
Medical Centre has a 24 hour Emergency/Casualty department, a well stocked
24 hour pharmacy as well as 24x7 emergency diagnostic services.
• The emergency department, critical care areas and wards are manned by doctors
around the clock, thus making OMC capable of handling medical emergencies at
all times. A fully automated pathology lab, which is amongst the best in the state
of Jharkhand provides accurate reports to facilitate quick and correct treatment
of patients.
• A host of diagnostic equipment, from the best manufacturers across the globe is
available to detect, diagnose and treat diseases. With the vision of providing the
best possible facilities at a reasonable cost, Orchid Medical Centre is priced at
par with most of the hospitals in Ranchi.
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28. RECRUTITMENTAND SELECTIONPOLICY:
Interviewing Policy
• Telephone Interviews-
Hiring supervisors can conduct telephone interviews only as an initial screening
device. Telephone interviews do not replace in person interviews
Interview Format-
• Introduce and provide an overview of the position, for Orchid hiring
department.
• Ask the candidate questions about his her work experience and qualifications.
• Allow the candidate to ask questions.
• Indicate when a decision will be made.
• Check References.
29. • APPOINTMENTS
• NEW EMPLOYE REGISTRATION
• ISSUE I.D CARD
• DRESS CODE POLICY
• JOB CLASSIFICATION
• HIERCHAY & REPORTING SYSTEM
• TIME & ATTENDENCE RECORDS
• MOVING EXPENSES FACILITY
• HOLIDAY POLICY
• REST PERIOD/MEAL PERIODS
• DRUGS & ALCHOL POLICY
Orchid Employee Policy
30. Trainingand Development
• Employer Orchid arrange Training & development program for their
Permanent, Casual, Temporary employees:
• New machine
• Security/Emergency
• Art of life
• Employer Orchid encourages all employees to continually pursue
excellence in their occupation by participating in various programs.
• Employer Orchid provides employees with many opportunities to
maintain expertise in their profession by providing programs in various
fields that relate to employment with Orchid.
• Employees are urged to complete academic degrees and professional
courses in order to better perform their duties and responsibilities, and
promote their own personal growth.
• Supervisors should support subordinates who choose to pursue
academic and nonacademic achievements by permitting flexible
schedules and/or providing financial support.
31. REWARDS ANDEVALUATION
HOURS OF WORK
REPORTING SYSTEM
TIME AND ATTENDENCE RECORDS
WARNING
SALARY INCREASE/DECREASE
PROMOTION/DEMOTION
JOB RE-CLASSIFICATION
PAY ROLL POLICY
Temporary/casual pay rates should be at the minimum of the pay band level assigned to the position,
unless the labor market dictates are higher pay rate.
Pay rates should not exceed the maximum of the band level and must consider Orchid internal pay equity.
Employment Services must approve a pay rate in excess of the pay band maximum before the rate is
included in a formal offer.
MANAGERIAL EMPLOYEES APPOINTED HIGHER SALARY RANGES.
MANAGERIAL EMPLOYEES IN A TITLE REALLOCATED TO A NEW SALARY RANGE.
PAY ADVANCES.
32. HARASSMENT POLICY
Department managers and supervisors shall provide a work
environment free from harassment. Managers and supervisors
will inform their employees of this policy and the complaint procedure,
and shall report instances of harassment to their
respective employees managers/supervisors or the Director of Human
Resources.
Disciplinary action up to and including termination may be imposed for
harassing behavior as defined below.
complaint procedure
right of appeal
Exit Procedure
The exit procedure must include a checklist of items that should be
collected and/or destroyed. This procedure applies to all employees. A
copy of the completed checklist must be retained in the personnel file. This
process ensures that terminations are processed correctly and efficiently.