Lifeline Super Specialty Hospital, Adoor

INTRODUCTION
Human resource are considered as the most valuable asset in an organization. It is the sum total of inherent abilities acquired knowledge and skills presented talents and aptitudes of the executives, supervisors and the rank file employees, It may not that human resource s should be utilized maximum possible extent to achieve individual and organization goals., Once the employee has been selected ,trained and motivated ,he is then appraised for his performance. Performance appraisal is the step where the management finds out how effective it has been at hiring and placing of employees. If any problems are identified ,steps are taken to communicate with the employee and solve it.Performance appraisal is a process of evaluating the performance and qualifications of employee in terms of requirements of the job for which he is employed/performance appraisal is important to help in deciding the training requirements for an organizations and it reinforces training activities of the group .In human resource planning performance appraisal is the most crucial area of activities .Through periodic performance improvement ,organizations can continue to sustain competitive advantage and identify nonperformers and rationalize the manpower requirements Performance means the degree of extend with which an employee applies his skills, knowledge and efforts to a job, assigned to him and the result of that application. Performance appraisal means analysis of an employee. It may be formal or

informal, oral or documented, open on confidential .It is a formal process to evaluate the performance of the employees in terms of achieving organizational objectives

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Lifeline Super Specialty Hospital, Adoor

Objectives
To assess, whether the current performance appraisal system motivates the employee. To study the effectiveness of the current performance appraisal system in lifeline hospital To study the necessity of future performance appraisal system. To propose suitable suggestion, if required, regarding the performance appraisal system

RESEARCH METHODOLOGY
The study is depended on both primary and secondary data. It is descriptive and analytical in nature. The study was undertaken by personally visiting the various departments of Lifeline Super Specialty Hospital, Adoor. Research design Research design is the conceptual structure within which research is conducted. It constitutes the blue print for the collection, measurement and analysis of data. A research design indicate plan of action to be carried out in connection with a proposed project work. The research design is simply a specific presentation of the various steps in the process of research. It is the basic frame work which provides guidelines for the rest of the research process. It specifies the method for data collection and data analysis.

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Lifeline Super Specialty Hospital, Adoor Research Approach Research is a survey method and is conducted by meeting each and every respondent and collect data from them. Research instrument

Data relevant for the project is collected through questionnaire. The questionnaire is structured one containing a list of questionnaire. Research period

Research period is the time taken for data collection. The research period of this study is from 20thApril-2012 to 4th May-2012

Data sources Primary data Primary data means data collected through interview with workers and managerial personals in the company. when the researcher himself trying to collect the data his

particular r from the sources available, it becomes primary data . Therefore Direct interview method and questionnaire method will also be adopted for data collection. Primary data are those collected by the investigator himself for the first time and thus they are original in character. Interview method Interview method is a direct method of collecting data and the most important of collection of data. It is based on interview. It is a verbal method of securing data in the field of surveys. Through this method we can know views and ideas of other persons. It is a method of social interaction. The interview is a systematic method by which a person enters more or less imaginatively into the life of a comparatively stranger. Thus in interview method the researcher tries to penetrate deeply in to the imagination of the respondent. He tries to enter into the feelings of the respondents. Questionnaire method This is an important and very popular method of data collection. This is adopted by

individuals, organization and government. In this method a questionnaire is prepared and sent to respondent by post. Questionnaire is a printed list of questions. The questionnaire when sent to the respondent, a request is made that the questions should be answered and returned. The

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Lifeline Super Specialty Hospital, Adoor success of this method largely depends on the proper drafting of questions Drafting

questionnaire required a great deal of skill and experience. Secondary data Secondary data means data that are already available. These data refers to those that have been collected and analyzed by someone else. Here secondary data collected from: published sources These are verity of published source from which one can get information for his research works. Company Brochures Magazines Annual reports Journals Websites Unpublished sources The proceedings of committee minutes of meeting etc are some of unpublished sources. The would be available only at the place of their origin a researcher can make use of these un published materials also to the extent to which they are open to others study. Usually people who have some stature and dedicated their lives for a particular cause may record their experience. Limitations: Research was to be conducted maintaining the decorum of the company. Employees were busy in their work and thus did not spare much time to respond openly to the questions asked. Information and responses given by the respondents may be a biased due to several reasons. Limited time span for carrying out study also restricted the research work. As company is large, as per their tactics and guiding principle employees were not ready to disclose confidential facets.

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Lifeline Super Specialty Hospital, Adoor

INDUSTRY PROFILE
Hospital is a service sector. The part of the economy that includes individuals and businesses that produce services rather than goods. The service sector includes education, finance, communications, health care, utilities, wholesale and retail trade, and transportation. A hospital, in the modern sense of word, is an institution for health care providing patient treatment by specialized staff and equipment, and often, but not always providing for longer-term patient stays. Today, hospitals are usually funded by the public sector, by health organizations, (profit or non-profit), health insurance companies or charities, including by direct charitable donations. Historically, however, hospitals were often founded and funded by religious orders or charitable individuals and leaders. Conversely, modern-day hospitals are largely staffed by professional physicians, surgeons, and nurses, whereas in history, this work was usually performed by the founding religious orders or by volunteers. Hospital industry is an important component of the value chain in Indian Health care industry rendering services and recognized as health care delivery segment of the health care industry, which is growing at an annual rate of 14%. Medical tourism is changing the face of traditional health care industry in India. Indias excellence in the field of modern medicine and its Ancient methods of physical and spiritual well being make it the most favourable. Medical tourism can be broadly defined as the provision of 'cost effective' private medical care in collaboration with the tourism industry for patients needing surgical and other forms of specialized treatment. The process of healthcare tourism is jointly facilitated by the corporate sector involved in medical and healthcare as well as the tourism industry - both private and public. Medical tourism has become a common form of vacationing, and covers a broad spectrum of medical services. Medical tourism mixes leisure, fun and relaxation together with wellness and healthcare. A combination of many factors has lead to the recent increase in popularity of medical tourism. Exorbitant cost of healthcare and medical facilities in advanced countries, ease and affordability of international travel, favorable currency exchange rates in the global economy, rapidly improving technology and high standards of medical care in the developing countries has

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Lifeline Super Specialty Hospital, Adoor all contributed their share to this rapid development of medical tourism. India has originated as one of the most important hubs for medical tourism As more and more patients from Europe, the USA and other affluent nations with high medical costs look for effective options, healthcare tourism in India is definitely on the cards for most of them and the fast growing Indian corporate health sector is fully geared to meet that need. Not just cost savings or the high standard of medical care facility, but also the waiting time is much lower for any treatment in India than in any other country. Medical help is often an emergency and situations can turn worse if the treatment is delayed. While you might have to wait for several months to get a surgical operation done in the US, in India things can be arranged within a week. The size of Indias health care industry is worth US $ 20 billion. In India 12% of the national annual expenditure is on health care, of this, 82% of the total health expenditure comes from the self-paid category, while employers account for 9% and insurance covers 5% of the total health care expenses. Indian expenditure on health is relatively high when compared to other developing countries. Health care (or healthcare) is the diagnosis, treatment, and prevention of disease, illness, injury, and other physical and mental impairments in humans. Health care is delivered by practitioners in medicine, chiropractic, dentistry, nursing, pharmacy, allied health, and other care providers. It refers to the work done in providing primary care, secondary care and tertiary care, as well as in public health. Access to services by health care practitioners varies across countries, groups and individuals, largely influenced by social and economic conditions as well as the health policies in place. Countries and jurisdictions have different policies and plans in relation to the personal and population-based health care goals within their societies. Health care systems are organizations established to meet the health needs of target populations. Their exact configuration varies from country to country. In some countries and jurisdictions, health care planning is distributed among market participants, whereas in others planning is made more centrally among governments or other coordinating bodies. In all cases, according to the World Health Organization (WHO), a well-functioning health care system requires a robust financing mechanism; a well-trained and adequately-paid workforce; reliable information on which to base decisions and policies; and well maintained facilities and logistics to deliver quality medicines and technologies.

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Lifeline Super Specialty Hospital, Adoor Health care can form an enormous part of a country's economy. In 2008, the health care industry consumed an average of 9.0 percent of the gross domestic product (GDP) across the most developed OECD countries .The United States (16.0%), France (11.2%), and Switzerland (10.7%) were the top three spenders. Health care is conventionally regarded as an important determinant in promoting the general health and wellbeing of peoples around the world. An example of this is the worldwide eradication of smallpox in 1980 - declared by the WHO as the first disease in human history to be completely eliminated by deliberate health care interventions. Health care delivery; 1) Primary care 2) Secondary care 3) Tertiary care 4) Quaternary care 5) Home and community care The delivery of modern health care depends on groups of trained professionals and paraprofessionals coming together as interdisciplinary teams This includes professionals in medicine, nursing, dentistry and allied health, plus many others such as public health practitioners, community health workers and assistive personnel, who systematically provide personal and population-based preventive, curative and rehabilitative care services. While the definitions of the various types of health care vary depending on the different cultural, political, organizational and disciplinary perspectives, there appears to be some consensus that primary care constitutes the first element of a continuing health care process, that may also include the provision of secondary and tertiary levels of care . Primary care Primary care is the term for the health care services which play a central role in the local community. It refers to the work of health care professionals who act as a first point of consultation for all patients within the health care system. Such a professional would usually be a primary care physician, such as a general practitioner or family physician. Depending on the locality, health system organization, and sometimes at the patient's discretion, they may see another health care professional first, such as a pharmacist, a nurse (such as in the United Kingdom), a clinical officer (such as in parts of Africa), or an Ayurvedic or other traditional

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Lifeline Super Specialty Hospital, Adoor medicine professional (such as in parts of Asia). Depending on the nature of the health condition, patients may then be referred for secondary or tertiary care. Primary care involves the widest scope of health care, including all ages of patients, patients of all socioeconomic and geographic origins, patients seeking to maintain optimal health, and patients with all manner of acute and chronic physical, mental and social health issues, including multiple chronic diseases. Consequently, a primary care practitioner must possess a wide breadth of knowledge in many areas. Continuity is a key characteristic of primary care, as patients usually prefer to consult the same practitioner for routine check-ups and preventive care, health education, and every time they require an initial consultation about a new health problem. The International Classification of Primary Care (ICPC) is a standardized tool for understanding and analyzing information on interventions in primary care by the reason for the patient visit.[8] Common chronic illnesses usually treated in primary care may include, for example: hypertension, diabetes, asthma, COPD, depression and anxiety, back pain, arthritis or thyroid dysfunction. Primary care also includes many basic maternal and child health care services, such as family planning services and vaccinations. In context of global population ageing, with increasing numbers of older adults at greater risk of chonic non-communicable diseases, rapidly increasing demand for primary care services is expected around the world, in both developed and developing countries. The World Health Organization attributes the provision of essential primary care as an integral component of an inclusive primary health care strategy. Secondary care Secondary care is the health care services provided by medical specialists and other health professionals who generally do not have first contact with patients, for example, cardiologists, urologists and dermatologists. It includes acute care: necessary treatment for a short period of time for a brief but serious illness, injury or other health condition, such as in a hospital emergency department. It also includes skilled attendance during childbirth, intensive care, and medical imaging services. The "secondary care" is sometimes used synonymously with "hospital care". However many secondary care providers do not necessarily work in hospitals, such as psychiatrists or physiotherapists, and some primary care services are delivered within hospitals. Depending on

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Lifeline Super Specialty Hospital, Adoor the organization and policies of the national health system, patients may be required to see a primary care provider for a referral before they can access secondary care. For example in the United States, which operates under a mixed market health care system, some physicians might voluntarily limit their practice to secondary care by requiring patients to see a primary care provider first, or this restriction may be imposed under the terms of the payment agreements in private/group health insurance plans. In other cases medical specialists may see patients without a referral, and patients may decide whether self-referral is preferred. In the United Kingdom and Canada, patient self-referral to a medical specialist for secondary care is rare as prior referral from another physician (either a primary care physician or another specialist) is considered necessary, regardless of whether the funding is from private insurance schemes or national health insurance. Allied health professionals, such as occupational therapists, speech therapists, and dietitians, also generally work in secondary care, accessed through either patient self-referral or through physician referral. Tertiary care Tertiary care is specialized consultative health care, usually for inpatients and on referral from a primary or secondary health professional, in a facility that has personnel and facilities for advanced medical investigation and treatment, such as a tertiary referral hospital. Examples of tertiary care services are cancer management, neurosurgery, cardiac surgery, plastic surgery, treatment for severe burns, advanced neonatology services, palliative, and other complex medical and surgical interventions. Quaternary care The term quaternary care is also used sometimes as an extension of tertiary care in reference to medicine of advanced levels which are highly specialized and not widely accessed. Experimental medicine and some types of uncommon diagnostic or surgical procedures are considered quaternary care. These services are usually only offered in a limited number of regional or national health care centres .

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Lifeline Super Specialty Hospital, Adoor Home and community care Many types of health care interventions are delivered outside of health facilities. They include many interventions of public health interest, such as food safety surveillance, distribution of condoms and needle-exchange programmes for the prevention of transmissible diseases. They also include the services of professionals in residential and community settings in support of self care, home care, long-term care, assisted living, treatment for substance use disorders, and other types The health care sector in India has witnessed an enormous growth in infrastructure in the private and voluntary sector. The private sector, which was very modest in the early stages , has now become a flourishing industry equipped with the most modern , state of the art technology as its disposal. One reason why India is a favorable destination is its infrastructure and technology in which is in par with those in USA, UK, Europe. India is promoting the high-tech heading of its private healthcare sector as a tourist attraction. Destination for good health and peaceful living. Indias cost advantage and explosive growth of private hospitals, equipped with latest technology and skilled health care professionals has made it a preferred destination for medical tourism.

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Lifeline Super Specialty Hospital, Adoor

COMPANY PROFILE
Life Line super speciality hospital and fertility clinic mainly for the mother and the new born, was started by Dr.Skariah.Pappachan and obstetrician, gynecologist and fertility specialist. The basic aim of the hospital is to provide the best possible care at par with the world standards. This is a 250 bedded super speciality hospital and infertility clinic mainly for the mother and the new born. The hospital was established on 24th April 2005 with a view to offer world class healthcare to the people at affordable costs .With in four years of its inception, Life line had proven that the highest quality and the latest form of treatment and management are possible even in peripheral settings. The key elements needed are vision and dedication. The hospital caters mainly to high-risk obstetrics and gynecology cases, Neonatology& paediatrics, urology while specially providing infertility treatment an issue of major concern in modern society irrespective of the age of the couple. Backed by state of the art equipments, highly qualified and experienced doctors, committed paramedical and supportive staff, Life line has ushered in a new era in the field of health care. At present it caters mainly to fertility related patients, obstretrics and gynecology cases and also has a state of the art level III National Intensive Care Unit.

VISION
Care:

We recognize that every patient is important, and hence deserves the very best care possible. We will not be mechanical in our approach to work we will be personal.
Courtesy:

We understand that people walking through our doors are often going through a stressful time. We will go the extra mile to help both patients and their loved ones, feel completely at ease through courteous interactions at every stage.
Capability:

Whatever be the health problem, we will be fully capable of diagnosing and treating it effectively. Through the use of advanced technology, techniques and processes
Character:

We will be true to the trust that is placed in us. We will be faithful in following every procedure and principle. With our primary focus on always doing what is best for the patient.

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Lifeline Super Specialty Hospital, Adoor

Commitment:

To continuous learning. To find better methods of prevention and cure. Through undertaking, support and commissioning research, in various medical and paramedical fields.
Contribution:

Ensuring that we give back significantly to the society we live in through education, through planned charity and the supporting of local initiatives for better health.

MISSION
All members of Lifeline Hospital, Adoor, are committed to provide their patients/customers with the best quality and cost effective health care services. It is our constant Endeavour to continually improve our performance, technology and human resources in line with the latest and emerging trend.

OBJECTIVES OF THE ORGANIZATION

To add a minimum of two new specialties of medical treatment at Lifeline Hospital, Adoor, before 31 Dec 2012. To maintain the number of free patients by minimum 10% in each calendar year, for Continual support to the charitable work in our society. To reduce non-conformances of patient-care monitored through a proper incident reporting system, by minimum 20% in each calendar year over the previous calendar year. To achieve results of Assisted Reproduction at least equal to acceptable National & International norms. To increase the number of staff training modules of key functional areas by minimum 25% in each calendar year over the previous calendar year, for the continual improvement of our service to our customers and patients. To increase bed capacity to 300 beds by 31st Dec: 2012. To effect changes in key areas NICU, ICU, CSSD, Medical Records to bring them in line with acceptable National & International Standards. To reduce Hospital acquired infections to internationally acceptable standard. To eliminate adverse events in the hospital particularly sentinel events.

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Lifeline Super Specialty Hospital, Adoor

Facilities Available IVF theatre, ICSI Lab with Laminar Flow. Three 4D scanning machines (Voluson E8[Expert],Voluson 730) Most advanced Multi-Chamber Culture Incubator (K- Systems) Incubators (Binder, Heracell) High Quality Micromanipulator Incubators (Binder, Heracell) High Quality Micromanipulator (Research Institute, U.K) A/C Labour room to conduct 4 deliveries at a time. O.T Equipped with 3 modern Boyles Machine with Ventilator and other Monitors. 30 bedded A/C Post operative ward with most modern monitors Selective Foetal Reduction Most Modern computerized automated machines endocrinology lab. Semen Banking Level III NICU with 8 ventilators. Fertility Clinic In this fast world of automation, fast food & sedentary life style, the incidence of Infertility is on the rise. The sole purpose of setting up this centre is to bring hope and fulfillment to the lives of many childless couples.IVF centre was started one year back. Facilities available include: IUI (Intrauterine Insemination), ICSI (Intracytoplasmic Sperm Injection), PESA (Per Cutaneous Sperm Aspiration) TESA (Trans Epidermal Sperm Aspiration). Hystero Laparoscopy for patients with PCOD (Polycystic Ovarian Disease), Endometriosis, Fibroid & Septate uterus and Tuba Block.25-30 cases of ICSI are done every month with a success rate of 40-45%.The first IVF Baby of central Travancore was born at our centre on 11/09/2006. Infertility Infertility disease of the reproductive system that impairs one of the bodys most basic function: the conception of children. Conception is a complicated process that depends upon many factors: on the production of healthy sperm by the man and healthy eggs by the

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Lifeline Super Specialty Hospital, Adoor women; unblocked fallopian tubes that allow the sperm to reach the egg; the sperms ability to fertilize the egg when they meet; the ability of the fertilized egg (embryo)to become implanted in the womens uterus; and sufficient embryo quality. Finally, for the pregnancy to continue to full term, the embryo must be healthy and the womans hormonal environment adequate for its development. Male Infertility Male infertility can possibly be linked to human pappiloma virus as it causes serious conditions such as ASCUS in women.Failure to produce enough sperm is tie-leading cause of being infertile. Low sperm count or complete absence of living sperm could contribute to the condition. Large numbers of abnormally or usually, shaped sperm could reduce the mans fertility. Sperm quality and concentration of sperm is analysed. Male infertility can possibly be linked to pappilloma virus as it causes serious conditions such as ASCUS in women. Female Infertility Female infertility can often be traced back through a pop smear test to HPV. There is increased chance of miscarriage and chromosomal abnormalities in a baby as women become older. The chance of becoming pregnant in the increasingly recognized that egg quality is of critical importance and women of advanced maternal age have eggs of reduced capacity for normal and successful fertilization. Gynecology O.P.D (out Patient Department) functions daily from 8 am to 5p.m.All Gynecological Surgeries, open and laparoscopic, are done at the centre. This includes: Abdominal Hysterectomy, Vaginal Hysterectomy Hymenotomy Cervical Encirclage Tubal Recanalisation, LAVH ( Laparoscopic Assisted Vaginal Hysterectomy) Operative Laparoscopy. Obstetrics It deals with all types of high risk pregnancies like: Multiple gestations Pregnancy induced Hypertension Diabetes Complicating Pregnancy Heart disease in pregnancy Recurrent pregnancy loss

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Lifeline Super Specialty Hospital, Adoor General population after the age of 40 is estimated to be only with 5% cycle compared to about 20% per cycle under the age of 40. Female infertility can often be traced back through a pap smear test to HPV. Combined Fertility In some cases, both the man and woman may be infertile or sub-fertile, and the f couples infertility arises from the combination of these conditions. In other cases, the cause is suspected to be immunological or genetic; it may be that each partner is independently fertile but the couple cannot conceive together without assistance. Unexplained Infertility In about 15% of cases the infertility investigation will show no abnormalities.In these cases abnormalities are likely to be present but not detected by current methods. Possible problems could be that the egg is not released at the optimum time for fertilization that it may not enter the fallopian tube, sperm may not be able to reach the egg, fertilization may fail to occur, transport of the zygote may be disturbed, or implantation fails. It is Ante partum haemorrhage IUGR Pre- term labour

Various Department in Life line Hospital Our department provides a comprehensive spectrum of services, tailored towards accurate diagnosis and management of all surgical conditions in out patient as well as inpatient setting. An increasing proportion of procedures are now performed in our ambulatory surgery centre where suitable patients are not required to be admitted to the hospital following their operation and can be discharged on the same day (Day care). A variety of surgical procedures are carried out at the Department of General Surgery. These include operations on breast, thyroid, hernia, salivary glands, gastrointestinal tract, liver, pancreas and spleen. The consultants are highly skilled and experienced and are supported by dedicated junior staff. The operation theatres are well equipped with most modern instruments like Harmonic Scalpel, Ligasure etc. Our department is also pioneered in laparoscopic surgery, commonly known as Keyhole surgery. Hundreds of procedures have been carried out with excellent results. It is endowed

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Lifeline Super Specialty Hospital, Adoor with modern equipment like High Definition image I Camera, High definition Monitor and laparoscopic Harmonic Scalpel and Ligasure which makes surgery simple and safe. Various Departments are: Department of Fertility Department of Obstetrics and Gynecology Department of Urology and Anthology Department of Gynaec Oncology Department of Radiology Department of General Medicine Department of Neonatology and pediatrics Department of Pediatric Surgery Department of Anastasia Department of Genetic and Research Centre Resident Medical Officer

The main departments of the Organization are as follows:1. 2. 3. 4. 5. 6. 7. 8. Human Resource or Personnel Department Finance and Accounts Department Marketing Department Production and Operation Department Planning and Development Department Nursing Department System Department Medical Officers Department

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Lifeline Super Specialty Hospital, Adoor

HUMAN RESOURCE OR PERSONNEL DEPARTMENT

H R MANAGER HR EXECUTIVE

FRONT OFFICE IN CHARGE

Source : Secondary Data

Human resource management is the process of acquiring training, appraising, compensating and employees and attending to their labour relations health and safety and fairness concern. In another words human resources management concerned the people dimension in management. Since every organization is made up of people, acquiring their skills motivating them to higher level performance and ensuring that they continue to the Mauritian their commitment to the organizations, are essential to achieving organizational objective. This is true regardless of the type of organization, government, business education, health, recreation or social action HRM refers to a set of programmes function and activities designed and carried out in order to maximize both employees as well as organizational effectiveness. The main functions are; Conducting job analysis(Determining the nature of each employees job) Planning labour needs and recruiting job candidate Selecting job candidates Conducting orientation and training programmes for new employees Managing wages and salaries(compensating employees) Providing incentives and benefits Appraising performance Communication with employees(interviewing, counselling, discipline) Training and developing managers Building employee commitment

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Lifeline Super Specialty Hospital, Adoor Roles and responsibilities of HR Manager The HR manager is responsible for man power planning recruitment, selection, training, compensation, package, performance appraisal, maintaining discipline and harmonious industrial relation in Lifeline Hospital. He is responsible for providing advices and guidance assistance to the officers and staff working in the unit under the control of General Manager in the matter connected with performance appraisal, discipline etc. HR manager is responsible for obtaining faction for creation of posts, pay sales and other required sanction from Managing Director/ Chairman for filling up manpower requirements from time to time. HR manage shall be responsible for the proper administration of the status be responsible for the proper administration of the statutory and non statutory welfare programmes in this organization. The HR manager is responsible for preparation of wages and salary bull and passing it to finance department for disbursement. The HR manager is responsible for identifying the training needs of the organization and its employees. He prepares Human Resource Development Policies and interpretation of different labour laws.

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Lifeline Super Specialty Hospital, Adoor Recruitment Life line Hospital follow a centralized system of recruitment with the recruitment policy and its implementation is done at corporate level. Recruitment is the process of searching for and obtaining applicant for job from among whom the right people can be selected. Selection of employees In this organization selection of employees are done at two level Workers level and Material level. The workers one divided into three level based upon their skill are: Skilled worker Semi skilled workers Unskilled workers Life line Hospital is conducting interview like structural interview is their selection process of the employees. Directive interview in selection process like the questions and acceptable responses are specified in advance and the responses are rated for appropriateness of content. Training and development methods Life line Hospitals Human resource authority is conducting training and development programmes for employees for the purpose of making an attempt to improve current or future employees performance by increasing an employees ability to perform through tearing , usually by changing the employees attitude or increasing his/her skill and knowledge. The organization is conducting training programmes like Off the Job Training Programme for the fresh appointed employees off the job methods are using away from work place fro the both category. Managerial staff and for common workers level are conducting off the job training programme. The company evaluating the training programme by distributing the questionnaires to the employees for collecting the information from employees whether the training has to be made out. Performance appraisal process The Performance appraisal is the systematic evaluation of the individual with respect to his or her performance on the job and his or her potential for the development. The following are the objectives of the Performance Appraisal programme. Improving performance of employees. Establishing job expectation.

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Lifeline Super Specialty Hospital, Adoor To use the training and development need of employees. The method of performance appraisal is for evaluating performance of employees is on rating scale methods, because this is the simplest and most popular technique for appraising employees performance. The typical rating scale system consist of several numerical scales, each representing a job related performance criterion such as dependability, initiative, out put, alternative, attitudes, co-operative and the like-Each scale range from excellent to poor.

Career planning and development Life line Hospital providing planned induction Programme for the freshest employees about their job, their co-worker and organization thus this programme conveys three type of information. 1. 2. General information about the work routine. Information about the organization as well as how the employees job contributes to organization needs. 3. Provide what are all needs for the development of the employees.

Compensation plan Life line Hospital maintain compensation plan like when a person dies during the period of his work life in the organization, then the company offer that vacancy to his relatives. In case of an accident occurs to an employee he is getting compensation according to the insurance policy taken by them. Grievance handling In Life line Hospital, there is a very good grievance redressal system is followed. An employee has full freedom to take up any grievance with his immediate supervisor, who tries to solve it to extend as possible. If the employee still feels aggrieved, them he can take up the matter with the next higher authority up to the level of APO. Welfare benefits The management of this Hospital has been well aware of the necessity for the welfare facilities and purses a policy of improving the facility of aimed at total well being of its work force. They are: All employees in the organization are covered under the Employee State Insurance (ESI) scheme. No other insurance scheme prevails in this organization.

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Lifeline Super Specialty Hospital, Adoor Festival allowances are given to the employees on the occasion of notified festival. Annual bonus / incentives are paid out to employees as per the company rules. Security A well equipped security force is provided for safeguarding anything inside the organization. It is also comes under the control of HR manager.

Dispatch The internal and external mail, letters and memo, registered items etc. comes under this section. Health and safety 1. Cleanness The organization and its premises are kept spick and span. The accumulations of dirt refuse are removed daily. 2. Drinking water Drinking water facility is provided for the workers in the organization at suitable points. 3. Latrines and urinals

The organization provides latrine and urinal facilities for the clerical, work staff in the organization as well as to the workers. 4. First aid

First aid facilities are provided for staffs

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Lifeline Super Specialty Hospital, Adoor

THEORETICAL FRAMEWORK
After an employee has been selected for a job ,has been trained to do it and has worked on it for a period of time ,his performance should be evaluated

DEFINITION Performance appraisal is a method of evaluating the behavior of an employees in the workspot, normally including both quantitative and qualitative aspects of job performance. It is systematic and objective way of evaluating both work related behavior and potential of employees. It is a process that involves determining and communicating to an employee he or she is performing the job and ideally , establishing a plan of improvement. Features It tries to find out how well the employee is performing the job and tries to establish a plan for further improvement. The appraisal is carried out periodically, according to a definite plan. It is certainly not a one shot deal. Performance appraisal is not a past oriented activity, with the intention of putting poor performers in a spot. Rather it is further oriented activity showing employees where things have gone wrong, how to set everything in order , and deliver results using their potential in a proper way. Performance appraisal is not job evaluation. Performance appraisal refers to how well someone is doing an assigned job. job evaluation , on the other hand ,determining how much a job is worth to the organization and therefore, what range of pay should be assigned to the job. Performance appraisal may be formal or informal .The informal evaluation is more likely to be subjective and influenced by personal factors. Some employees are liked better than others and have, for that reason only, better chance of receiving various kinds of rewards and others and formal system is likely to be more fair and objective, since it is carried out in systematic manner, using printed appraisal forms

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Lifeline Super Specialty Hospital, Adoor OBJECTIVES Performance appraisal could be taken either for evaluating the performance of employees or for developing them. The evaluation is two types :telling the employee where he stands and using the data for personnel decisions concerning pay, promotions etc.The developmental objectives focuses on finding individual and organizational strength and weaknesses; developing healthy superior subordinate relations; and offering appropriate counseling/coaching to the employee with a view to develop his potential in future. The objectives are as follows; a. Compensation decisions: It can serve as a basis for pay raises . managers need performance appraisal to identify employee who are performing at or above expected levels .This approach to compensation is at the heart of the idea that raises should be given for merit rather than for seniority. Under merit systems , employee receives raises based on performance b. Promotion decisisons:It can serve as a useful basis for job change or promotion. when merit is the basis for reward ,the person doing the best job receives the promotions c. Training and development programmes: It can serve as a guide for formulating a suitable training and development programme. Performance appraisal can inform employees about their progress and tell them what skills they need to develop to become eligible for pay raises or promotions or both. d. Personnel development: Performance appraisal can help reveal the causes of good and poor employee performance .Through discussions with individual employees , a line manager can find out why they perform as they do and what steps can be initiated to improve their performance. What is to be appraised? Every organizations has to decide upon the content to be appraised before the

programme is approved. Generally , the content to be appraised is determined on the basis of job analysis. The content to be appraised may be in the form contribution to organizational objectives (measures) like production ,savings in terms of cost ,return on capital ,etc .Other measures are based on : (1) Behaviors which measure observable physical actions , movements,(2) Objective which measure job related results like amount of deposits mobilized 23

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Lifeline Super Specialty Hospital, Adoor ,and (3) traits which are measured in terms of personal characteristics observable in employees job activities ,The content to be appraised may vary with the purpose of appraisal and type and level of employees. WHO, WILL APPRAISE? The appraiser may be any person who was through knowledge about the job content , content to be appraised , standards of contents and who observes the employee while performing a job . The appraiser should be capable of determining what is more important and what is relatively less important. He should prepare reports and make judgments without bias .Typical appraisers are : supervisors, peers, subordinates ,employee themselves and users of service and consultants Supervisors: supervisors include superiors of the employee , other superior having knowledge about the work of the employee and departmental head or manager . The practice is that immediate superiors appraise the performance ,which in turn, is reviewed by the departmental head/ manager .This is because supervisors are Responsible for managing their subordinates and they have the opportunity to observe and control the subordinates continuously. Moreover they are accountable for the successful performance their subordinates . Some times other supervisors who have close contact with an employees work also appraise with a view to provide additional information. Peers: Peer appraisal may be reliable if the work group is stable over a responsibly long period of time and performs tasks that require interaction. How ever little research has been conducted to determine hoe peers establish standards for evaluating others or the overall effect or peer appraisal on the groups attitude. Whatever research was done on this topic was mostly done on military personnel at the

management or pre management level rather than on employees in business organizations. Subordinates: The concept of having superiors rated by subordinates is being used in most organizations today, especially in developed counties . for instance ,in most universities ,students evaluate a professors performance in the classroom. such a novel method can be useful in other organizational settings too, provided the relationship between cordial. superiors and subordinates

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Lifeline Super Specialty Hospital, Adoor Self appraisal: If individual understand the objective they are expected to achieve and the standards by which they are to be evaluated , they are to great extent , in the hotel position to appraise
Process of performance appraisal (1)Setting performance standards (2)Communicating standards set to the employee (3)Measuring performance (4)Comparing performance with standard (5)Discussing result (6)Collective action (7)Implementation and review

1. Setting performance standards :In this very first step in performance appraisal the HR department decides the standards of performance i.e. they decide what exactly is expected from the employee for each and every job. Sometimes certain marking scheme may be adopted eg. A score 90/100 = excellent performance, a score os 80/100 = good. And so on.

2. Communication standard set to the employee :Standards of performance appraisal decided in 1st step are now conveyed to the employee so that the employee will know what is expected from him and will be able to improve his performance.

3. Measuring performance :The performance of the employee is now measure by the HR department, different methods can be used to measure performance i.e. traditional and modern method. The method used depends upon the companys convenience.

4. Comparing performance with standard :The performance of the employee is now judged against the standard. To understand the score achieved by him. Accordingly we come to know which category of performance the employee falls into i.e. excellent, very good, good, satisfactory etc.

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Lifeline Super Specialty Hospital, Adoor

5. Discussing result :The results obtained by the employee after performance appraisal are informed or conveyed to him by the HR department. A feedback is given to the employee asking him to change certain aspects of his performance and improve them.

6. Collective action :The employee is given a chance or opportunity to improve himself in the areas specified by the HR department. The HR department constantly receives or keeps a check on the employees performance and notes down improvements in performance.

7. Implementation and review :The performance appraisal policy is to be implemented on a regular basis. A review must be done from time to time to check whether any change in policy is required. Necessary changes are made from time to time.

Limitations of performance appraisal

Performance appraisal is defined by Wayne Cascio as the systematic description of employees job relevant, strength, weakness. The following are the limitations of performance appraisal

1. Halo effect :In this case the superior appraises the person on certain positive qualities only. The negative traits are not considered. Such an appraisal will no give a true picture about the employee. And in some cases employees who do not deserve promotions may get it.

2. Horn effect :In this case only the negative qualities of the employee are considered and based on this appraisal is done. This again will not help the organization because such appraisal may not present a true picture about the employee.

3. Central tendency :-

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Lifeline Super Specialty Hospital, Adoor In this case the superior gives an appraisal by giving central values. This prevents a really talented employee from getting promotions he deserves and some employees who do not deserve any thing may get promotion.

4. Leniency and strictness :Some bosses are lenient in grading their employees while some are very strict. Employee who really deserves promotions may loose the opportunity due to strict bosses while those who may not deserve may get benefits due to lenient boss.

5. Spill over effect :In this case the employee is judged +vely or vely by the boss depending upon the past performance. Therefore although the employee may have improved performance, he may still not get the benefit.

6. Fear of loosing subordinates and spoiling relations :Many bosses do not wish to spoil their relations with their subordinates. Therefore when they appraise the employee they may end up giving higher grades which are not required. This is a n injustice to really deserving employees.

7. Goodwill and techniques to be used :Sometimes a very strict appraisal may affect the goodwill between senior and junior. Similarly when different departments in the same company use different methods of appraisal it becomes very difficult to compare employees.

8. Paper work and personal biased :Appraisal involves a lot of paper work. Due to this the work load of HR department increases. Personal bias and prejudice result in bosses favoring certain people and not favoring appraisal reports. Similarly career planning can be done for the employee on the performance appraisal report.

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Lifeline Super Specialty Hospital, Adoor

Advantages/needs/importance/use/purpose of performance appraisal Performance appraisal is defined by Wayne Cascio as the systematic description of employees job relevant, strength, weakness.

1. Feedback to the employee :Performance appraisal is beneficial because it provides feedback to the employee about his performance. It identifies the areas for improvement so that employee can improve itself.

2. Training and development :Due to performance appraisal it is easy to understand what type of training is required for each employee to improve himself accordingly training programs can be arranged.

3. Helps to decide promotion :Performance appraisal provides a report about the employee. Based on this report future promotions are decided, incentives, salary increase is decided.

4. Validation of selection process :Through performance appraisal the HR department can identify whether any changes are required in the selection process of the company normally a sound selection process results in better performance and positive appraisal.

5. Deciding transfers and lay off of the worker :Employee with specific talent can be transferred to places where their talents are utilized properly; similarly decisions regarding termination of employees depend upon performance appraisal reports.

6. Human resource planning and career development:Companies can plan for future vacancies at higher levels based on performance

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Lifeline Super Specialty Hospital, Adoor

FINDINGS

Regarding the need of performance appraisal system in the hospital,85 percentage of employees are said that there is a need in performance appraisal

An analysis on the aware about the performance appraisal system reveals that,60 percentage of employees are aware

0nly 13 percentage of employees agrees that the hospital follows a systematic appraisal system

Regarding the motivating factor the study reveals that ,60 percentage of employees are agree that the appraisal system helps to motivating the employee

Regarding the co-operation and team work the study reveals that 65 percentage of employees are strongly agree that the performance appraisal helps to win co-operation and team work

An analysis of whether the appraisal helps to identify the strength and weakness 70 percentage strongly agree to it

Regarding the performance of employee measurement the study reveals that 54 percentage of employees said that the measurement is done rarely

Regarding the time consumption of system the study reveals that 60 percentage of answer in a neutral way

Regarding the self evaluation study reveals that , 53 percentage of employees are strongly agree that the appraisal help them in self evaluation

An analysis on the employee opinion considered for appraisal reveals that 13 percentage strongly agree to it

Regarding the rater knowledge of employees job , the study reveals that 62 percentage agrees that the rater has clear knowledge

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Lifeline Super Specialty Hospital, Adoor An analysis on the objectives of performance appraisal are fair and clear to the subordinates reveals that 66 percentage are to it Regarding the feedback the study revels that 63 percentage agrees that feed back is given to them after the appraisal An analysis on the weakness of employee is communicated in a non-threatening manner reveals that 48 percentage agrees to it An analysis on whether the management provides counseling after the appraisal reveals that 24 percentage and 10 percentage disagree to it Regarding the appraisal helps to improve employees performance the study reveals that52 percentage of employee agree to it Regarding the rewards the study reveals that only 44 percentage of employee are agree that the rewards are given according to their performance An analysis on the achieving the overall objectives 63 percentage agrees appraise helps to achieve overall objectives of the firm An analysis on whether they are satisfied with the appraisal system shows that 58 percentage are satisfied

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Lifeline Super Specialty Hospital, Adoor

CONCLUSION

The study reveals that Apprisal system in lifeline multi speciality hospital

is somewhat

satisfactory. Most of the employees are familiar with the present apprasial system in the hospital. They have the opinion that appraisal help to improve their performance. Main problem revealed through the study was that, employees are not confident that their performance is been measured correctly. And other one, employee participation is minimum in the performance mangement and the performance appraisal system in the company.Management should take proper steps to overcome these issues.

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Lifeline Super Specialty Hospital, Adoor

SUGGESTIONS

The employees are not that much confident about the fact that their performance is been measured correctly, that is because of the lack of transperancy from the part of the top management. Hence they should take enough action so that the subordinates does not have feeling that the wrong person is given merit, which will let down their morale and performance.

Employee participation is minimum in the performance mangement and the performance appraisal system in the company. Hence I suggest them to make sure enough participation of employees in such decision making through meetings or opinion polls etc.

Many employees feels that proper feedback is not given after the appraisal. To improve performance, feedback is necessary so management should take necessary steps for tha

The management should provide proper councelling to the employees if the employee is need it it will give confident to the employee

The hospital should follow a systamatic performance appraisal system it wiil help to increse the performance of employees

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