This document provides information about Liaquat National Hospital and South City Hospital in Karachi, Pakistan. It discusses the history and facilities of both hospitals. Liaquat National Hospital was established in 1958 and has 700 beds across 32 specialties. South City Hospital was established in 2006 in response to another hospital being demolished, and it houses 124 beds across various departments like operating theaters and intensive care units. The document also discusses recruitment, selection, training and performance management processes at the two hospitals.

1. At Liaquat
National
Hospital & South
City Hospital
Presented by:
Aisha faheem
Misbah Maqsood
Tahira Sultana

2. About South City Hospital…
• It is a privately owned facility in. Karachi, Pakistan.
• It covers a wide spectrum of specialties, with an aim to provide top grade medical care.
• In 2004, the owners of a private hospital in an upscale locality of Karachi, i.e. Clifton, announced
its demolition to make way for a shopping centre and hotel complex.
• The destruction of a functional hospital created a vacuum that motivated a group of Pakistan’s
top medical professionals to form a consortium and acquire an existing hospital in Clifton.
• In addition to the original consortium, SCH has since attracted some of Pakistan’s
top doctors and surgeons.
• It is a top grade facility that rivals the finest hospitals in Europe and USA.
• Construction for the new SCH facility started in March 2005 and phase 1 became operational in
December 2006 whereas phase 2 was recently completed in March 2008.
• The facility covers an area of 3,250 square yards and has a total capacity of 124 beds.
• It houses a pharmacy, laboratory, fully equipped radiology unit, 6 state of the art operating
theatres, labor and delivery suites and a cardiac unit.

3. About liaquat national hospital
• It is located at Stadium Road, Karachi, Sindh, Pakistan and was established on
October 16, 1958.
• At a meeting chaired by Begum Rana Liaquat Ali Khan, the committee decided to
establish a hospital in Karachi, Pakistan under the name "The National Hospital.
• In memory of Nawabzada Liaquat Ali Khan, the first Prime Minister of Pakistan who
was assassinated in 1951, the National Hospital was renamed as Liaquat National
Hospital.
• In 1978, the institute entered into the field of education.
• It has 700 beds with 32 specialty services, providing diagnostic and therapeutic
facilities.
• It has a residency training program, representing a majority of the existing
disciplines, recognized for fellowship by the CPSP.
• The hospital has MRI machines, pathology laboratory facilities, additional Executive
II and III Wards, CCU, MICU, dialysis machines and ventilators. An operation theatre,
intensive care unit. and transplant unit complex are under construction.

4. Recruitment
• The process of generating a pool of
candidates.
OR
The process of discovering potential
candidates.

5. Recruitment

6. Recruitment is a two way process..

7. Recruitment Process

8. As a whole…

9. Selection

10. Selection criteria

11. Selection Methods

12. CAREER AT LNH

13. RECRUITMENT & SELECTION AT LNH
• By qualification, merit and fitness.
• Progress depends on employee’s ability, dedication and loyalty towards hospital.
• Hospital's practice to promote its own staff to higher positions.
• Managers set clear, ambitious and inspiring goals.
• Leading on the basis of trust, we empower our people to make their own decisions.
• Demonstrates courage and conviction when introducing necessary changes.
• Expect out managers to serve as role models in everything they do.

14. • The hospital reserves the right to transfer the employee
within the organization.
• Employment is subject to obtaining a satisfactory
medical report from the hospital appointed doctor and
presentation of previous employer reference.
• The Sourcing and Recruitment policy aims to define a
uniform framework of standards that support the
presence of as a technology leader in the market.
• These policies structure our internal standards and
processes for excellence in selection and recruiting.

15. PROCEDURE OF RECRUITMENT AND
SELECTION
• Job Analysis
– : Job Specification
– : Job Description
• Orientation
• Selection

16. SWOT analysis of LNH
STRENGTHS
1.Strong brand helps in recruiting best available
candidates.
2.Vital knowledge sharing on regional bases
3.One of the few Hospitals whose H.R department
is I.S.O certified.
4. Due to service level agreements H.R department
is a profit center.
WEAKNESS
1.Internal brain drains, as most of the
employees of LNH are interested in
Middle East markets.
2.High Employee turnover rate
Opportunity:
1. Availability of more qualified workforce.
2. New job openings as new projects in
Pakistan are opening up.
Threats:
1. Uncertain economic stituation makes it
difficult for H.R to develop short and long
term strategies.
2. Law and order situation is resulting in
quicker brain drain from Pakistan.

17. Job description example -LNH
FOR THE POST OF MANAGER HR
• Job Description:
Will be responsible for manpower
planning, recruitment of employees,
processing separations, coordinating new
employees orientation, exit interviews and
other hr activities.

18. Our Reference letter

19. Questionnaire-LNH
• Q1.What is current strength of organization?
• Permanent
• Temporary
• Daily Wages
• Total:
• Q2. Does the organization do proper Job Analysis before Selection Process begins?
• a. Yes
b. No
• Q3.If yes what is the procedure of job Analysis?
• Position, Placement, Department
• Q4. Does the Job Responsibilities and Job Description are clearly defined to the candidates appearing for selection process?
a. Yes
b. No
• Kindly share JD and JS
• Q5. Do you think organization prefers referred candidates?
a. Yes
b. No
• Q6.What is the selection methods by organization in use currently?
• Written test , M.c.q.s ,Interviews.
• Q7.Kindly share different steps leading to recruitment and selection?
• Short listing, Interview, Reference Check
Q8. Does the selection methods used by the Organization are reliable?
a. Yes
b. No
• Q9. Is the organization doing timeliness recruitment and Selection process?
a. Yes
b. No
• Q10 .How do you come to know the recruitment needs?
• Resignations

20. Questionnaire-LNH
• Q11. Does HR have an adequate pool of quality applicants /screened applicants?
• Yes
b. No
• Q12. Rate the effectiveness of the interviewing process and other selection instruments, such as testing?
a. Application Forms
• b. Employment Interviews
• c. Tests of Abilities, Aptitudes, and Skills
• d. Personality Test
• Q13. Does the HR team act as a consultant to enhance the quality of the applicant pre-screening process?
a. Yes
b. No
• Q14. Rate how well HR finds good candidates from non-traditional sources when necessary?
a. Poor
b. Adequate
c. Excellent
• As per situation
• Q15. Do you think organization looks for experienced employees in selection Process?
a. Yes
b. No
• Q16. Which is the most important soft skill quality the organization looks for in a candidate?
a. Knowledge
b. Interpersonal skills
c. Optimistic Nature
d. Discipline
e. Team Work Ability
f. Others
• g. Change adaptability
• h. Team player
• i. Team Leader

21. Questionnaire-LNH
• Q17. Do you think organization is using satisfactory methods of interview?
a. Yes
b. No
• Q18. Is the Resume screening and Short listing method used by the organization is satisfactory?
a. Yes
b. No
• Q19. Do you think criteria for short listing of candidates used by the organization is satisfactory?
a. Yes
b. No
• Q20. Does the organization do employee verification before and after selection?
a. Yes
b. No
• Q21. How do you rate the Selection Policy of the organization?
a. Good
b. Average
c. Poor
• Q22. Can you share employee turnover ratio /year?
• 50+
• Q 23: Do you have a policy for internal promotion?
• yes
• Kindly share procedure and process for internal selection
• Observation, achievement, Time Frame, Evaluation
• Q24.How many employees have resigned on their own during 2013, 2014, and 2015?
• 20,40,30+
• Q25 Did you ever carry salary survey. If you where do you stand in terms of industry/market?
• no

22. CAREER-AT SOUTH CITY
HOSPITAL

23. South city-Want to work with us?
• Its H.R has a strategy to attract
and retain talented, highly
qualified individuals who are
focused on achievement and
productivity.
• It offers health insurance
policy, benefit schemes and
transport facilities.
• It emphasizes on training
and supporting quality
standards to maintain optimum
service for our clients

24. EMPLOYEE SELECTION
PROCESS:
• Vacancy
• Trainee test
• Test Qualify (HR Interview)
• Short list offered
• Letter issue
• Orientation

25. Questionnaire-South City
• Q1.What is current strength of organization?
• Permanent
• Temporary
• Daily Wages
• Total:
• Q2. Does the organization do proper Job Analysis before Selection Process begins?
• a. Yes
b. No
• Q3.If yes what is the procedure of job Analysis?
• Position, Place, Department
• Q4. Does the Job Responsibilities and Job Description are clearly defined to the candidates appearing for selection process?
a. Yes
b. No
• Kindly share JD and JS
• Q5. Do you think organization prefers referred candidates?
a. Yes
b. No
• Q6.What is the selection methods by organization in use currently?
• Written Test,Interview
• Q7.Kindly share different steps leading to recruitment and selection?
• Screening,Shortlisting,IOP,Profile Check,Refrence check,written test,Interview.
• Q8. Does the selection methods used by the Organization are reliable?
a. Yes
b. No
• Q9. Is the organization doing timeliness recruitment and Selection process?
a. Yes
b. No
• Q10 .How do you come to know the recruitment needs?
• Resignations,
•

26. Questionaire-South City
• Q11. Does HR have an adequate pool of quality applicants /screened applicants?
• Yes
b. No
• Q12. Rate the effectiveness of the interviewing process and other selection instruments, such as testing?
a. Application Forms
• b. Employment Interviews
• c. Tests of Abilities, Aptitudes, and Skills
• d. Personality Test
• Q13. Does the HR team act as a consultant to enhance the quality of the applicant pre-screening process?
a. Yes
b. No
• Q14. Rate how well HR finds good candidates from non-traditional sources when necessary?
a. Poor
b. Adequate
c. Excellent
• d. as per situation
• Q15. Do you think organization looks for experienced employees in selection Process?
a. Yes
b. No
• Q16. Which is the most important soft skill quality the organization looks for in a candidate?
a. Knowledge
b. Interpersonal skills
c. Optimistic Nature
d. Discipline
e. Team Work Ability
f. Others
• g. Change adaptability
• h. Team player
• i. Team Leader

27. Questionnaire-South City
• Q17. Do you think organization is using satisfactory methods of interview?
a. Yes
b. No
• Q18. Is the Resume screening and Short listing method used by the organization is satisfactory?
a. Yes
b. No
• Q19. Do you think criteria for short listing of candidates used by the organization is satisfactory?
a. Yes
b. No
• Q20. Does the organization do employee verification before and after selection?
a. Yes
b. No
• Q21. How do you rate the Selection Policy of the organization?
a. Good
b. Average
c. Poor
• Q22. Can you share employee turnover ratio /year?
• 100+
• Q 23: Do you have a policy for internal promotion?
• yes
• Kindly share procedure and process for internal selection
• Selection, Target, Time frame ,Evaluation
• Q24.How many employees have resigned on their own during 2013, 2014, and 2015?
• 42,93,70+
• Q25 Did you ever carry salary survey. If you where do you stand in terms of industry/market?
• No

29. Employee Requisition Form

30. Cont…

31. Cont..

32. Job training form

33. KEY TERMS:
• PERFORMANCE APPRAISAL
Process of evaluating employee’s performance.
• UNIONIZED EMPLOYEES
Employees who are covered under union
management agreement. In Pakistan ,workers and
staff from Grade 1 to Grade 16 are entitled for union
membership.
• NON-UNIONIZED EMPLOYEES
All employees of LNH Pakistan working in grade S0 or
above.

34. E-RECRUITMENT
• E-Recruitment is an application of internet used to recruit /
hire the right employee for each position.
• Its objective is to have a one stop information center’ for each
potential candidate as per hiring guidelines of Pakistan
Medical and Dental Council.
• With the approval of each ERF, a Job is opened on e-
Recruitment in order to receive applications against the
required Job Position, track CV’s short-list candidates, call for
tests and interviews.
• Test scores are also maintained in this application.
• The Interview status is also available for the Key Account.
• Officers to view and follow the status of each interview.
.

35. E-Recruitment
• How to access the application: Passwords and
demonstrations of the system have been offered
to business units.
• New Employee Integration - The purpose of this
method is to describe a set of activities to be
performed in order to integrate new employees in
as fast and efficient a manner as possible.
• Employee Joining Package – The purpose of
this package is to provide new employees with all
the required information and documents to
facilitate a safe and successful transition into new
working environment

36. INTERVIEW PROCESS
• Intelligent and effective interviews form the cornerstone of good
hiring techniques.
• Interviewing is also an art that few people possess but most can
master.
• Interview Evaluation Form is used for the evaluation of candidates. It
must be filled and returned to the Key Account Officers once the
interview has been conducted.
• Feedback from the interview is entered into the E-Recruitment
application in order to maintain track of the applicant while he/she
goes the various phases of selection.
• This is of benefit to both HR and the business units.
INTERVIEW EVALUATION FORM
• Interview Evaluations Guidelines provide a list of questions as per
the hospital Leadership Capabilities. Both condensed and details
user guidelines are available on how to evaluate candidates.

37. ORIENTATION PROGRAMS
• – Orientation Programs are conducted for all new
employees. HR holds a session to describe the
purpose and intent of the Joining Packet and the
correct utility of the enclosed forms.
Items covered:
• Organization overview
• HR Policies
• INTEGRATION OF EMPLOYEES
The Orientation Program is held every month by
HR on scheduled dates.

38. PERORMANCE MANAGEMENT
Confirmation of Service Upon completion of the probation period or the training period, HR
sends out an Adviser to the business units. This is basically a confirmation, by the business
unit and it is done:
• To extend probation
• To extend training
• To offer a contract position
• To separate
• In the event of non-receipt of return advice from the BU, the employment/training stands
terminated. There is, hence, no employment contract between the company and the
candidate upon expiration of services.
•
1. PURPOSE:
• To define the procedure for performance appraisals, increments and promotions of the
employees.
•
2. SCOPE:
• The procedure is applicable for unionized (staff only) and non-unionized
• Permanent Employees. Trainees, Contract employees, workers and those
• Compensated through MBO are not covers in this process.

39. Thought of the day..