Saket City Hospital is a new multi-specialty hospital in New Delhi that focuses on acquiring top talent through strategic approaches. The document discusses Saket City Hospital's talent acquisition process which includes workforce planning, recruitment, selection, and onboarding. It finds that employee referrals are the best source of talent. Most talent is hired on a permanent basis, though some contract talent is used for flexibility and specialized skills. The majority of candidates view Saket City Hospital as providing good career opportunities.

1. TALENT ACQUISITION
AT
WITH SPECIAL REFERENCE TO THE STRATEGIES USED IN
NEW DECADE
AYUSHI AGRAWAL
MPMIR (2012-14)
ROLL NO. - 47

2. SAKET CITY HOSPITAL
COMPANY PROFILE

3. Saket City Hospital is a new multi-super specialty hospital located in the
heart of city inaugurated on 21january 2013 in the heart of New Delhi, as
a healthcare centre, it is driven by the credo of ‘YOU FIRST’.
Saket City Hospital, a wholly-owned subsidiary of Spice Global , is a
super-specialty healthcare institute located in the heart of South Delhi.
It offers five super specialties –
Neurosciences
Gastroenterology & Gastrointestinal Surgery
Orthopedics' & Joint Replacement
Obstetrics & Gynecology.
Cardiac Sciences

4. THE LEADERS OF SCH
Commenting on the
financial budget
passed…..acting as vigilant
leaders in field of HEALTH
CARE
Dr. Mani
Dr. Bhupendra
Kumar Modi -
Chairman

6. Y) Yearn for excellence
O) Ownership
U) Understanding
F) Facilitate
I) Integrity
R) Respect
S) Service Excellence
T) Trust
VALUES

7. HumanResource Management at SCH
“If you’re not thinking all the time about making every
person valuable, you don’t have a chance”
FUNCTIONAL STRUCTURE OF HR AT SCH
HR MANAGER
TALENT AQUISITION
(Assistant manager)
EMPLOYEE SERVICING
(Senior executive) PAY-ROLL MANAGEMENT
(Senior executive)

8. WHAT IS TALENT ACQUISITION ?
“A strategic approach to identifying, attracting and on boarding top
talent to efficiently and effectively meet dynamic business needs.”
Talent Acquisition takes a long-term view of not only filling positions
today, but also using the candidates that come out of a recruiting campaign
as a means to fill similar positions in the future.
Talent acquisition professionals many times also handle post-hire talent
issues, such as employee retention and career progression, the talent
acquisition role is quickly becoming a distinct craft.
An umbrella which includes Workforce Planning, Recruitment, and
Selection, On-boarding .

9. (Workforce planning)
“If you pick the right people and give them the opportunity to spread
their wings-and put compensation as a carrier behind it- you almost
don’t have to manage them”
MANPOWERPLANNING
AT SCH
GENERATION OF MANPOWER NEED AT
DEPARTMENTAL LEVEL
PREPRATION OF MANPOWER REQUISITION
FORM ALONG WITH JOB DESCRIPTION
CEO APPROVES AND VALIDATES THE
REQUIRED MANPOWER
MANPOWER NEED SEND TO THE HR
DEPARTMENT
HR DEPT MANIPULATES THE REQUIRED NEED
AS PER THE BUDGET AND SENDS TO CEO FOR
FURTHER APPROVAL

10. Receipt of staffing requisition
form along with JD after being
approved by CEO
Sourcing and screening of profiles
as per JD
Profiles are sourced using the most
effective channel via internal
references,advertisement,staffing
partner
Profiles are screened in
consultation with FUNCTIONAL
HEAD
Candidate is interviewed by
reporting head/HOD (whichever
applicable)
RECRUITMENT& SELECTIONPROCESSAT SCH
If the candidate found suitable
HR interview round
Checking of DMC/DNC in case of
doctors and nurses
Preparation of compensation
sheet and schedule the
candidate for compensation
discussion
Issue offer letter to the
candidate (optional)
Note :-IF THE CANDIDATE NOT FOUND SUITABLE
VERBAL INFORMATION IS COMMUNICATED TO
THE CANDIDATE

11. DATE VENUE SHORTLISTED ATTENDED SELECTED REJECTED ACCEPT
14th
JUNE
ADMIN
BLOCK
SCH
51 51 24 27 21
WALK-IN AT SAKET CITY HOSPITAL
AT SAKET, NEW DELHI
ON
14th JUNE 2012
0
10
20
30
40
50
60
Shortlisted Attended Selected Rejected Accepted

12. WALK-IN AT SAKET CITY HOSPITAL
AT SAKET, NEW DELHI
ON
21st JUNE 2012
DATE VENUE SHORTLISTED ATTENDED SELECTED REJECTED ACCEPT
21st
JUNE
ADMIN
BLOCK
SCH
45 45 22 23 18
0
5
10
15
20
25
30
35
40
45
50
SHORTLISTED ATTENTED SELECTED REJECTED ACCEPTED

13. ONBOARDING PROCESS AT SCH
Candidate accepts the
offer letter
Pre-employment Health
check-up is done
Review of Medical
Report for fitness
Candidates report to HR
on joining day
HR gives all the
required forms to the
candidate to fill
HR collects the
forms and cross
check
HR cross-checks all the
photocopied documents
with original documents
of the candidate
HR generates an
Employee code and
makes a Master entry
Handover the
candidate to the
concerned department
Appointment letter
printed & signed by
concerned authority

14. Research Methodology used
Data Collection
Primary Data Secondary Data
Sample Size (50) objectives
Experience as
an HR person
Role of HR in
Health care
Talent
Acquisition
process at SCH
Get acquainted
with other
functions of HR

15. ANALYSIS
55%
40%
3% 2%
Sources
Referral
Walk-in
consultants
website
Analysis:- Employee referral is the best source of talent for SCH in both
quality & quantity parameters. As our hospital is yet to be an established
brand in healthcare so this is the most cost-effective & efficient source.
Sources intimating about the vacancy at
SCH
Respondents:- HR
personnel

16. Talent in SCH on different pay roll
40%
30%
20%
10%
TALENT
Pay-roll
Outsourcing
contract
trainee
Analysis :- It was found during survey that most of the talent of SCH are employed
there on permanent basis.
Why Does our Hospital Use Contract Talent? (analysis based on secondary data )
Provides flexibility – able to quickly expand or contract our workforce.
 Need specialized skill not available in our workforce.
 Need experience not present in our workforce.
Lower wage costs as our hospital is on a start-up stage so its not in a state to go for
huge human capital investment on regular basis. (main reason).
Respondents:- HR
personnel

17. 60%20%
8%
12%
CAREER OPPORTUNITY
GOOD PROFILE
REMUNERATION
BRAND IMAGE
Analysis :- Biggest part of Talent are connected or want to connect with
SCH because they seek it as good career opportunity to learning and
their career growth.
Talents’ reason for opting SCH
Respondents: 50 NURSES of
SCH between 21May2013-
14July’2013

18. Intimation of interview status didn’t take much time
86%
14%
Yes
No
Analysis :- HR department conducts a healthy interview , before initiating
interview HR person makes the candidate comfortable and then execute the
interview process.

19. Were your testimonials checked before the interview?
98%
2%
Yes
No
Analysis:- 98% candidate’s testimonials were checked before the
interview.

20. Receipt of APL since last Round of interview?
21%
47%
20%
12%
0-5 Days
5-10 Days
10-15 Days
15 and Above
Analysis:- In almost 47% cases the soft copy of appointment letter was
given to candidates within 5-10 days.

21. Proper assistance by the HR team in generation of various
Employee ID’s
83%
17%
Yes
No
Analysis:- The HR team gave proper assistance to employees in
generation of various Employee IDs in 83% cases.

22. Improvement in the recruitment and selection Process
19%
81%
Yes
No
Analysis:- Majority (81%) employees believe that no measures for
improvement In the recruitment process needs be taken. Employees were
mostly in favor to make joining formalities a bit easy by mailing them
the soft copies of the joining forms instead of filling them in campus.

23. LIMITATIONS
The limitations of my study are:
• I could not use the data, which was confidential to the
organization.
•To get the data from people because they are not able to provide
information because of being busy and not want to disclose the
things.
•I couldn’t interact with the people at work much because of
their hectic work schedule as the SCH is in its initial phase of
growth.

24. FINDINGS & CONCLUSIONS
Observation made during the study and analysis of the organization :-
•HR dept three parts .
• Telephonic interview which is conducted by the HR Department in the office .
•The candidate is filtered based on merit and experience.
• Kerala consultancy and screening is done through video-conferencing.
• Campus recruitment
•The candidates injected in SCH through EMPLOYEE referral stay longer and are
qualitative.

25. • communication presentation subject knowledge
•Rejected candidates profile is kept for any future reference.
• OPEN DESK POLICY
•HR strictly believes in paper work.
• CORPORATE RESPONSIBILITY
•HR also excel in employee engagement activities :- organized a formal party on 28th
JUNE, go for team lunch every Saturday noon. I was lucky enough to cherish those
moments.
• OBJECTIVES OF THE DAY under supervision of HEAD HR and work-out whole
day to achieve the deadline.
People are highly motivated to be part of SCH and those who are in SCH are
working in best manner to and giving their best to the hospital and a service to
mankind.

26. “ NOT THE TALENT ACQUISITION RATHER THE
STRATEGIC TALENTACQUISITION”
5 Key Talent Acquisition Strategies for New Decade:-
1.Social Media
2. Corporate Responsibility & Going Green
3. Search Engine Optimization
4. Workforce Planning
5. Holistic Talent Management