APPLE HOSPITAL

APPLE - PARTNERS IN HOPE,HEALTH and HAPPINESS Apple-a super specialty hospital and trauma centre have committed to provide a high quality medical services to all ages. The hospital is well equipped with experienced doctors and nurses, maintains a class infrastructure, provides patient care personnel who work round the clock to deliver high standard of medical care. The numbers and severity of diseases and accidents are increasing day by day. It is seen that the complexity of the procedures and nature of injuries are also such that they need super specialty involvement at some point of time. Patients too demand high quality of treatment for any kind of injuries. Worldwide the scenario is changing and it's the era of super specialty involvement from the initial stages of treatment. Apple hospital is a step towards this future era of modern treatments in SURAT 'The City of Future'. Vision Availability and Accessibility of Affordable Gold standard Ethical healthcare services for all. Mission

Committed to patient well-being through healthcare par excellence. Providing high quality and prescribed healthcare services with utmost precision at affordable cost. Serve the society by Continuous Medical Education and sharing enriched experience. Expertise with healthcare service providers. Doing Research activities in the available speciality to explore new horizons in the field.

HUMAN RESOURCE PLANNING:

Human resource planning is a process by which an organization should move from its current manpower position to its desired manpower position. Through planning, management strives to have the right number and right kind of people at the right places at the right time, doing things which result in both the organization and the individual receiving maximum long-run benefit

Objectives of Human Resources Planning

To recruit and retain the human resources of required quantity and quality. To improve the standards skill .knowledge,, ability, discipline etc. to make the best use of its human resources To assess the surplus or shortage of human resources and take measures accordingly.

PROCESS OF HUMAN RESOURCE PLANNING

1. Analysis organizational plans The HRD Manager first studies the objectives of the organization. Then he prepares a list of all the activities or job that are required to achieve the objectives. 2. Manpower forecasting The HRD manager then estimates the manpower requirement of the organization. That is, he finds out how many people will be required to do all the jobs in the organization. He finds out the number of nurses or doctors to be required in future. 3. Forecasting Supply The HRD manager then estimates the manpower supply. That is, he finds out how many doctors and nurses are available in the hospital. 4. Estimating manpower gaps The HRD manager then compares the manpower requirements and manpower supply. such comparison will reveal either surplus or deficit of human resource in future. 5.Action plan If there is no difference between the manpower requirements and the manpower supply, then the HRD manager does not take any action. This is because manpower requirements are equal to the manpower supply. If there is a difference between the manpower requirements and the manpower supply the HRD manager takes the actions. If the manpower requirements are less then the manpower supply then there is a surplus. During manpower surplus, the HRD manager takes

action such as voluntary retirement, retrenchment,etc.If the manpower requirements are greater than the manpower supply then there is manpower shortage. During manpower shortage, the HRD manager takes the actions such as promotion, hire staff, etc 6 Monitoring and control: The HRD manager must continuously monitor the manpower requirements. This is because many employees and managers leave the organization by resignation, retirement, etc. and new work force must take their place fill the manpower gap. This helps in uninterruptible functioning of the organisation.

Job description
The job description for the different jobs is framed differently containing the points to be included as the hours and environment for the specific job, skills required, annual salary, etc.

Job description for nurse is as follows:

Job Summary: under general direction manages and directs nursing care activities and coordinates care planning with other disciplines. CHARACTERISTIC JOB TASKS AND RESPONSIBILITIES May include any and/or all of the following: 1. Ensures efficient and coordinated clinic flow by coordinating and planning clinic activities; communicates patients needs; makes referrals; serves as a resource person of insurance information. 2. Delivers direct patient care; assesses patients physical, psychosocial and/or emotional needs; provides patient and family teaching; triages patients and informs physician of

patient status; responds to phone messages from patients and informs physicians as needed; orders supplies; stocks and maintains patients rooms; sterilizes instruments. 3. Administers medications as assigned; serves as a resource person for knowledge of medication uses, side effects, and dosage; checks for proper medication order; documents medications; obtains required consent forms to administer immunizations; notifies pharmacies of physician approved prescriptions; reviews drug samples to insure they have not exceeded the expiration date; labels sample drugs and educates patients of medication administration. 4. Performs other duties as assigned. KNOWLEDGE, SKILLS, ABILITIES AND PERSONAL CHARACTERISTICS

Knowledge of medical terminology Customer service skills Ability to maintain confidentiality Ability to instruct/teach/tutor Ability to receive telephone inquiries in a tactful, helpful manner Ability to respond to emergency situations and unpleasant elements

MINIMUM QUALIFICATIONS Education and experience equivalent to: Graduation from an approved program; supplemented with one (1) year related experience. A Missouri RN License is required.

Recruitment process
Recruitment process shall commence with an internal search, which shall be initiated by the HR department. In case no suitable person is

identified from within, search from the application data bank shall be resorted to like placement agencies or release of advertisements .Applications will be collected either by post or personal. Intimation for interviews shall normally be sent through mail/courier in the prescribed format. In other cases, it may be sent through other modes like telegram, telephone, etc Sources of recruitment

Internal sources PRESENT EMPLOYEES: Promotion and transfers from among the present employees is source of recruitment used by apple hospital. Promotion means placing an employee to a higher position with high pay scale and high responsibility. in Apple hospital ,it is mostly done on seniority basis

but in rare cases it is also done on the basis of merit and performance consideration. FORMER EMPLOYEES: Former employees are also internal source recruitment. Some retired employees may be willing to come back to work on part time basis or may be recommend someone who would be interested in working of the company. PREVIOUS APPLICANTS: People who have previously applied for jobs are contacted by mail, a quick and inexpensive way to fill an unexpected opening. EXTERNAL SOURCE ADVERTISEMENT: These constitute a popular method of seeking recruits as many recruiters prefer advertisement because of their wide reach. Advertisement describes the job and the benefits, identify the employer, and tell those who are interested and how to apply. CONSULTANTS: Human resource consultants are some of the recruiting agencies. These and other agencies in the profession are retained by organization for recruiting and selecting Managerial and Executive Personnel.

SELECTION:

Selection is the process of choosing the right candidates from all the applicants.

Selection process
1. Screening Initial screening is done to weed out the unqualified candidates or unsuitable candidates from the application. The preliminary screening is done by the human resource manager and care is taken that suitable candidates are not turn down in hurry. 2. APPLICATION BLANKApplication form is a traditionally and widely used device for collecting information from candidates. An application form is given to sorted candidates which contains the required information relevant to selection. 3. Employment interviewInterview is the conversation between two persons. the candidate is interviewed by hospital administrator Dr. Neha N Shah and the information collected in application blank is crossed check in the interview. 4. Medical testAfter the candidate passes the interview he is send for medical test to see whether he is fit and not vulnerable to any disease as it could be dangerous for others and in sensitive cases. 5. Reference check-

The necessary details so provided is cross checked with institutions or person so mentioned and if it is true than the candidate is allowed to come on job. 6. Final approval After all this final approval is done that is person is appointed respective job and asked to come for job from the specified day. 7. PlacementAfter final approval he is given the specific job for which he is recruited by the director and the advisor. Here selection process is same for both doctor and the workers but the line of difference lies in the pre required qualities of both. For workers it depends on their respective post like if it is for nurse than he/she should have least medical knowledge. For doctors the pre required quality is that he should have internship else he cannot be appointed for it. Centralized recruitment The higher level executives are selected at head office located at Mumbai and other personnel are selected as per the branch requirement.

Compensation:

Compensation for an individual doctor can vary quite substantially based on the demand for such doctors services, as well as other factors. Their doctors comprise those who practice exclusively with us on a full-time basis and also visiting consultants who work with us on a part-time basis and who are permitted to maintain their own private practices and positions at other hospitals. The consultants who specialize on cardiac anesthetics and full-time non-clinical consultants (e.g., pathologists, radiologists etc) are compensated on a fixed salary basis. Their visiting consultants (who do not work full-time at their facilities) are compensated on a fee for service basis. PERFORMANCE APPRAISAL Performance appraisal can be defined as A process of evaluating an employee s performance on the job in terms of its requirement Appraisal Procedure Involves: 1. Setting work standards 2. Assessing the employees actual performance relative to these standards 3. Providing feedback to the employee with the aim of motivating that person to eliminate performance deficiencies or to continue to perform above par. The main 5 objectives of Performance appraisal are:

1. To assist management in promotion, demotion, and transfer problems. 2. To improve job performance. 3. To increase analytical abilities of supervisors. 4. To reveal areas where training is needed. 5. To prevent grievances. Need of performance appraisal system in hospitals: Hospital industry is a service industry, where patient (customer) is the most important person. So tremendous importance of people element has to be given. So all the employees of the hospital has to perform their duties in a better Way in order to get customer satisfaction. As it is important how advanced Technology & drugs you use to cure the patient, but it is also very important that How you deal with patient & their relatives (i.e. Customer). So it is very important that how the staff of hospital performs their duties in order to make the patient Satisfied. If the performance of employees is appraised, then it is very beneficial for both the employees and the management to understand the current Performance level and making improvements in it. Also performance appraisal helps to identify training needs so that employees can be trained to enhance their Performance. This ultimately leads to customer satisfaction & overall Organizational development.

PERFORMANCE APPRAISAL IN APPLE HOSPITAL

At the year ending the supervisors use to make a report about their subordinate & evaluate their performance, but not in a systematic way. The employees who are recruited are kept on training period & probation period. And then depending upon their performance, they are made permanent. So there is a compulsory evaluation of the employees who are on training & on the probation period. But still there is no systematic formal performance appraisal system in the hospital Performance appraisal system

TRANSFER and promotion: As and when required internal transfer takes place for few months. Promotion means placing an employee to a higher position with high pay scale and high responsibility. in Apple hospital ,it is mostly done on seniority basis but in rare cases it is also done on the basis of merit and performance consideration TRAINING In apple hospital, on the job training is provided. while performing their actual job on workplace, nurses are provided training and in case of doctors ,experienced doctors are generally selected so the need of training does not arise. FEEDBACK: On daily basis feedbacks from customers, visitors and patients are collected so as to know and take corrective steps if needed. These helps management to improve at large. Conclusion:

Human resource department is significant in managing and motivating the personnel in hospitals. It takes care that employees are satisfied with their jobs and helps in maintaining the required and qualified personnel in the organization.

ENCLOSURE :- Application blank format of apple hospital.