This document summarizes recruitment and selection processes at Liaquat National Hospital and South City Hospital in Karachi, Pakistan. It provides details on the background and facilities available at each hospital. The recruitment process involves job analysis, developing job specifications and descriptions, screening applications, conducting interviews and evaluations. Selection criteria include qualifications, merit, and fitness for the role. Orientation programs and performance evaluations are also discussed.

1. PROJECT REPORT
ON RECRUITMENT AND SELECTION
AT LIAQUAT NATIONAL HOSPITAL AND SOUTH
CITY HOSPITAL
Submitted towards partial fulfillment of the course
requirement of Human resource management
MBA-III
Institute of Health management, Dow university of
Health Sciences
Submitted to: Submitted by:
Sir Ashraf Jaliwala Aisha Faheem
Misbah Maqsood
Tahira Sultana

3. South City Hospital:
• South City Hospital (Pvt.) Limited is a privately owned facility in.
Karachi, Pakistan
• Itcovers a wide spectrumof specialties, with an aim to providetop
grade[
medical care in a comfortable and luxurious environment.
• In 2004, theowners 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 vacuumthat motivated a
group of Pakistan’s top medical professionals to forma 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.
• Itis a top gradefacility that rivals the finest hospitals in Europeand USA.
• Construction for the new SCH facility started in March 2005 and phase1
became operational in December 2006 whereas phase2 was recently
completed in March 2008.
• The facility covers an area of 3,250 squareyards and has a total capacity of
124 beds.
Ithouses a pharmacy, laboratory, fully equipped radiology unit, 6 state of the
art operating theatres, labor and delivery suites and a cardiac unit

4. Liaquat National Hospital (LNH):
• The Liaquat National Hospital (LNH), is located at Stadium
Road, Karachi, Sindh, Pakistan. The hospital 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 LiaquatAli Khan, the firstPrime Minister of
Pakistan who was assassinated in 1951, theNational Hospital was renamed
as Liaquat National Hospital.
• In 1978, theinstitute entered into the field of education. Today, it plays a
role as a leading postgraduatemedical centre having school of nursing, a
schoolof physiotherapy and rehabilitation, College of Medical Laboratory
Technology, and offers technical courses in a spectrumof services.
• Now, the hospitalhas 700 beds with 32 specialty services, providing
diagnostic and therapeutic facilities.
• The hospitalhas a residency training program, representing a majority of
the existing disciplines, recognized for fellowship by the CPSP, including
disciplines which are also recognized by the Royal Colleges in the UK.
• 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 transplantunit complex are
under construction.

5. Recruitment:
• The processof generating a poolof candidates.

6. Recruitment is a two way process:

7. As a whole:

8. Selection:

9. Selection Criteria:
Selection Methods:
Three most common methods are:
1. Testing
2. Gathering information
3. Interviewing

10. CAREER AT LNH

11. RECRUITMENT & SELECTION AT LNH
• The recruitment and selection of employees are driven by qualification,
merit and fitness.
• Progress within the hospital depends very much on employee’s ability,
dedication and loyalty towards the hospital.
• Employees who engage themselves in continuous learning and consistently
strivefor improvementin their knowledge, skills and attributes excel with
the Organization.
• Itis the hospital's practice to promote its own staff to higher positions
whenever possible.
• Our managers set clear, ambitious and inspiring goals.
• By leading on the basis of trust, we empower our people to make their own
decisions.
• We demonstrate courageand conviction when introducing necessary
changes.
• We expect out managers to serveas role models in everything they do.
• The hospital reserves the right to transfer the employee within the
organization as and when the need arises.
• Employment is subjectto obtaining a satisfactory medicalreport fromthe
hospital appointed doctor and presentation of previous employer reference
and/or resignation acceptance, wherever applicable.
• The Sourcing and Recruitment policy aims to define a uniformframework
of standards thatsupportthe presence of as a technology leader in the
market.
• These policies structureour internal standards and processes for excellence
in selection and recruiting.

12. PROCEDURE OF RECRUITMENT AND SELECTION
AT LNH
• Job Analysis
Job Specification
Job Description
• Orientation
• Selection

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

14. Our Reference letter

15. CAREER AT SOUTH CITY HOSPITAL

16. South city-Want to work with us?
• The Human Resources department at South City Hospital(Pvt) Ltd has a
strategy to attract and retain talented, highly qualified individuals who are
focused on achievement and productivity.
• To supportthis goal, we offer health insurancepolicy and benefit schemes
along with competitive compensation and transportfacilities.
• We strongly emphasizetraining and supporting quality standards which
are needed to maintain optimum service for our clientele.
• The management believes in continuous training of paramedical and
supportstaff.
EMPLOYEE SELECTION PROCESS:
• Vacancy
• Trainee test
• Test Qualify(HR Interview)
• Short list offered
• Letter issue
• Orientation

18. Employee Requisition Form

21. Job training form

22. KEY TERMS:
• PERFORMANCE APPRAISAL
Process of evaluating employee’s performance.
• UNIONIZED EMPLOYEES
Employees who are covered under union
management agreement. In Siemens 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.

23. E-RECRUITMENT
• E-Recruitment is an application of internet used to recruit / hire the right
employee for each position.
• The objective of this application to havea one stop information center’ for
each potential candidate as per hiring guidelines of Pakistan Medical and
Dental Council.
With the approvalof 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. How to access the application:
Passwordsand demonstrations of the systemhavebeen offered to
business units.
• NewEmployee Integration - The purposeof this method is to describea
set of activities to be performed in order to integrate new employees in as
fastand efficient a manner as possible.
• Employee Joining Package – The purposeof this package is to providenew
employees with all the required information and documents to facilitate a
safeand successfultransition into new working environment.

24. INTERVIEW PROCESS
• Intelligent and effective interviews formthe cornerstoneof good hiring
techniques.
Interviewing is also an art that few people possess butmostcan master.
• Interview Evaluation Formis used for the evaluation of candidates. Itmust
be filled and returned to the Key Account Officers oncethe interview has
been conducted.
• Feedback fromthe interview is entered into the E-Recruitment application
in order to maintain track of the applicant while he/shegoes the various
phases of selection.
• This is of benefit to both HR and the business units.
INTERVIEWEVALUATION FORM
• Interview Evaluations Guidelines providea list of questions as per the
hospital Leadership Capabilities. Both condensed and details user
guidelines are available on how to evaluate candidates.
ORIENTATION PROGRAMS
• – Orientation Programs areconducted for all new employees. HR holds a
session to describethe purposeand intent of the Joining Packet and the
correctutility of the enclosed forms.
• Items covered:
• Organizationoverview
• HR Policies
INTEGRATION OF EMPLOYEES
The Orientation Programis held every month by HR on scheduled dates.

25. 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, that work thus far has been
performed satisfactorily and the said employee or trainee may be
considered. To be made permanent (Satisfactory medical reportand PEC
mandatory)
• To extend probation
• To extend training
• To offer a contractposition
• To separate
• In the event of non-receipt of return advice fromthe 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 procedurefor performanceappraisals, increments and
promotions of the employees.
2. SCOPE:
• The procedureis 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.