A complete study on the HR Policies on various Health Care sector.

1. HR Policies and Practices in Healthcare & Hospitals, Ranchi
KrishnaPremJha - RollNo 36
AditiAngelPatro- RollNo 44
ShubhomitaSahu - RollNo 47
AmarGupta - RollNo 55
Team 3

2. Contents
Introduction…………………………. 3
CARE Hospital …………………….. 4
FORTIS Hospital ………………….. 12
APOLLO Hospital ………………. 22
ORCHID Hospital ………………. 27

3. Introduction
“Human resources are like natural resources; they're often buried deep. You
have to go looking for them; they're not just lying around on the surface. You
have to create the circumstances where they show themselves.”
- Ken
Robinson
HR is primarily concerned with the management of people within
organizations, focusing on policies and on systems.
The Assignment for Team 3 was to probe into the HR Policies and Practices
in the Health and Hospitals Sector.
The Team comprised of :
Krishna Prem Jha ( Roll No 36 ) - undertaking CARE
Hospitals
Aditi Angel Patro ( Roll No 44 ) - undertaking FORTIS
Hospital
Shubhomita Sahu ( Roll No 47 ) - undertaking APOLLO
Hospital
Amar Gupta ( Roll No 55) - undertaking ORCHID
Hospital

4. Krishna PremJha - Roll No 36

5. The CARE Hospitals Group is a multispecialty healthcare provider,
with
16 hospitals serving 9 cities across 7 states of India. The regional
leader
in tertiary care in South/Central India and among the top 4 pan-
Indian hospital chains, CARE Hospitals delivers comprehensive
care in more than 30 specialties in tertiary care settings.
Adopting a service-oriented delivery model, CARE Hospitals
provides cost-effective medical care, with an uncompromising
commitment to its core purpose, “To provide care that people
trust.” Founded in 1997 by Dr B Soma Raju and a team of India’s
leading cardiologists, the CARE Hospitals’ founders developed
Asia’s first indigenous coronary stent — the ‘Kalam-Raju stent,’
named after Dr APJ Abdul Kalam, former President of India, and Dr
B Soma Raju, Chairman and Managing Director, CARE Hospitals
Group. This is just one of the many innovations developed at
CARE Hospitals, which strives to make healthcare affordable for
all, while ensuring clinical outcomes at par with international
standards.
The HR Department at CARE Hospital gave us the following
information on HR Policies and Practices in their hospital ,
however not divulging the intricacies and the Quantitative aspects
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6. HR POLICIESAT CARE HOSPITAL
ManpowerPlanning
To identify and plan for human resources in accordance with the
requirement of services and business plan of the organization. The objective is to
have an optimally staffed organization to meet its goals.
Recruitment
To lay down policy in order to meet the manpower requirements at the units &
corporate centre with personnel who possess the necessary qualifications, skills and
aptitude and are suitable as per the organizational needs
Induction
To welcome and acquaint new inductees with the values, culture and broad
functioning of CARE Hospitals, the HR policy and related issues
Training& Development
To enunciate the types of HR training to be conducted for building the competency of
associates, the purpose and methodology of training intervention
HandlingGrievances
To assist all departmental/branch heads to address grievances projected by
associates and systematically find solutions for the same

7. EmployeeHealthNeeds
To lay down policy and procedure where in the health needs of associates are
being catered to by the company
CredentialingandPrivilegingof PhysiciansandNurses
To define hospital policy and procedure for credentialing and privileging of
physicians and nurses
ServiceRules
To guide associates so that the conduct of business is consistent with the
organization’s ethical standards
Leave
To lay down policy guidelines on availing leave
BestAssociateAward
To lay down policy for identification, nominating and awarding associates who
perform efficiently
HRPOLICIES ATCAREHOSPITAL CONTD. . .

8. Deputation
To lay down policy on deputation of associates for short duration to areas of
work other than their permanent areas
Transfer
To lay down policy to effectively transfer associates from one unit to the other
PerformanceManagementSystem
To lay down guidelines for implementation of the Performance Management
System
Handing/TakingOver/Transferof Charge& Responsibility
To lay down policy guidelines for handing/taking over/transfer of charge and
responsibilities
HRAudit
To periodically and systematically review all aspects of functioning of Human
Resource Department so as to strengthen core HR processes and ensure that
SOPs and Govt regulations are adhered to.
HR POLICIESATCAREHOSPITALCONTD. . .

9. Entitlementincaseof Deathofan Associate
To lay down entitlement and provide for benefit to dependents in case of death of an
associate
AssociatesRenderingProfessionalServicesoutsidethe Company
To lay down policy guidelines regarding rendering of professional services by
associates at places/organizations outside the CARE group/company
SodexoMealPass
To enable associates to utilize the facility of Sodexo passes
Reimbursementof Fuel/Maintenance& Drivers´Salary
To enable associates to claim for fuel/maintenance expenditure of their personal
vehicles and drivers’ salary, on a month-to-month basis
FunctioningHRCommittee
To lay down procedure for functioning of HR Committee
Tours& Travel
To lay down policy for eligibility and authorization of various allowances during official
tours/visits by associates
HRPOLICIES ATCAREHOSPITAL CONTD. . .

10. Compensation
To attract potential candidates and retain the right talent by compensating with
salary and remuneration
AttendanceManagement
To provide guidelines for managing the Time Office effectively and generating
the concerned reports
Implementationof Trainees& ApprenticesAct
To ensure that the process of engaging apprentices is implemented as per the
Apprentices Act 1961
Managementof OutsourcedContractServicesManpower
To ensure streamlined management of outsourced contract services manpower,
in particular adherence to government statutes
Resignation/Separation/Exit
To render fair and equitable treatment to an associate who is leaving the
organization
HRPOLICIES ATCAREHOSPITAL CONTD. . .

11. OccupationalHealthHazard
To provide and take preventive measures to avoid probable accidents and health
hazards to an associate who is engaged in providing health care services in the
hospital
Prevention, ProhibitionandRedressal of SexualHarassment
To create a healthy working environment that enables employees to work without
fear of prejudice, gender bias and sexual harassment
AntiCorruption
This policy strictly prohibits employees, agents, joint ventures, consortiums,
consultants, contractors over whom the company has control, from paying a bribe
to, or receiving a bribe from any person of the third party, whether public or private
WhistleblowerPolicy
To enable an associate who observes an unethical, actual or suspected fraud or
violation of the company’s policies, to approach a Whistleblower Committee
without necessarily informing their supervisors. The policy protects and keeps
secure associates wishing to raise a concern about serious irregularities within the
company.
HRPOLICIES ATCAREHOSPITAL CONTD. . .

12. AditiAngel Patro - Roll No 44

13. •Recruitment and selection policy.
•Training and development policy
•Performance management policy
•Rewards and recognition policy
•Harassment policies
• Remuneration and pay scale policy
•Exit policy
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14. FORTIS Alam Hospital And Research Centre, located in
Bariatu Ranchi, it is a reputed Centre For Surgery, and
was founded by Dr.Majeed Alam in 1985. He started as
a small nursing home, AHRC has emerged as a
multispecialty, state of art hospital. AHRC is
successfully running Diplomate of National Board DNB
(General Surgery) course for last two years.
The team of doctors, nurses, technicians and
administrator aided by the state of art equipment
provides best health care at an affordable cost.
It has wide range of investigative, preventive and
therapeutic facilities aiming to provide comprehensive
health care services under one roof.
The hospital aims at providing highest quality
treatment to each and every patient, thereby
maintaining a high level of patient satisfaction which is
its core policy
"CARE & CURE"
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15. There are various types of training given after the selection of the
nurses.
• There are team of nurses and doctors who train the nurses.
• Once the training is over their work starts.
• Evaluation after every 3-4 months is done on their performance giving
them scope to improve and correct themselves.
Traininganddevelopmentpolicy

16.  The recruitment takes place according to the
requirement of the hospital.
 There are many nursing colleges and the hospital
appoints nurses who have completed certified course
of GNM (General Nursing Midwifery) which is a three
year course.
 The hospital also takes nurses who have completed a
certified course in ANM (Auxiliary Nurse Midwifery)
which is a two years course along with a work exp. of
three – four years.
 Appointments of the doctors are headed by the senior
authority of the hospital.

19. Harassment policies
For harassment issues there is a
disciplinary committee in the hospital,
a set of guidelines which are to be
followed by everyone working in the
hospital.
 First of a complaint is registered to the
committee, the HR dept and the
psychologist.
 Verification of the complaint is done,
whether the complaint is a fake one or
a real one.
 There are three steps at which the
decisions are taken,
~Verbal warning is given
~Witten warning is given
~Termination
 The punishment also depends on the
crime as well as and then actions are
taken accordingly.
Exit policy
The exits policy of the hospital is
very confidential. The rules
before leaving the hospitals are:-
 Before leaving the workplace a
notice should be given a month
before.
 If the employee is really good
then organization tries to retain
them from leaving.
 There is an exit interview form
provided by the hospital which is
very confidential in nature, in that
the employee writes about his
grievances, which the
organization tries to improve
upon.

20. The
hospital
follows

21. Shubhomita Sahu - Roll No 47

22. Apollo Hospitals is an Indian hospital chain based in Chennai,
India. It was founded by Dr Prathap C. Reddy in 1983 and has
hospitals in India, Sri Lanka, Bangladesh, Ghana, Nigeria,
Mauritius, Qatar Oman and Kuwait.
Key people: - Prathap C. Reddy, Founder and Chairman
Preetha Reddy, Managing Director
K. Hari Prasad, President (Hospitals Division)
Website : - www.apollohospitals.com
Awards:-
Apollo has won the prestigious Insurer of the year award in the
year 2013, Innovation of the year award from Asia Insurance
Review in 2012 among other.
Vision :- ‘ Touch a billion lives’.
Mission :- “ Is to bring healthcare of International standards
within the reach of every individual and maintenance of
excellence in education ,research and healthcare for the benefit
of humanity.
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23. In APOLLO, the organization structure is vertical having many layers of
management.
Directors are comes in top level management, Department administrators comes in
middle level management and patient care managers , service providers comes in
middle level management.
RECRUITMENTANDSELECTION
Recruitment and selection process is required for fulfill the vacant place.
In APOLLO hospital, recruitment and selection process is done by management .
They are planning a recruitment process as per the positions, if they are required a
doctor then they look upon the skills and capabilities and also education or if
they required a help desk employee then they look upon their educational
background and communication skill .
TRAININGANDDEVELOPMENT
APOLLO offers custom built training programs for medical and administrative staff.
These physician training / nurse training /technician training programme focus on
building capabilities and skills in specific areas. The trainees are attached to a mentor
in a clinical and /or administrative department at one of this hospital. Training
programs generally range from 45 to 90 days and have a class room based, hands on
training and self study components integrated into the curriculum. It helps to provide
good customer service.
STRUCTUREANDHIRERACHY

24. PERFORMANCEAPPRAISAL ANDMANAGEMENT
SYSTEM
Performance appraisal is a formal employee evaluation system. It can evaluate and
measure the employee’s working behavior and achievement through the systematic
method and principal. It is beneficial for development of both organization and
individual. APOLLO hospital performance appraisal system can build the hospital’s
target responsibility system, index evaluation system, evaluation standard and
method, promoting the hospital profitability and comprehensive strength and making
the people play the full role. It aims at building a responsible performance evaluation
analysis and management flow and provide the hospital managers with all levels of
personalized services for performance appraisal through the data analysis ,system
maintenance making the analysis and evaluation work be automatic, streamline and
intelligent.
REWARDS ANDRECOGNISATIONPOLICY
APOLLO provides a different types of rewards for their employee like increase
salary, holiday package, excellence award, promotions, etc.
They also give the reward in rating basis like if who are getting 5 ratings that
means excellent 4 ratings means very good , 3 ratings means good , and so on..
.
The rating process is done by the customers, they fill the feedback form and after

25. HARASSMENTPOLICY
In present era, every organisation has made a harassment cell because each
employee needs a good and safe working environment. In APOLLO hospital
also harassment cell for making a good working environment.
If an employee believes he or she is being harassed, the employee has duty to
report the human resources director or any other member of hospital’s
executive management team.
REMUNERATIONANDPAYROLL POLICY
Remuneration means reward for employment in the form of pay, salary or
wages including allowances, bonuses, cash incentives etc.
In APOLLO, give the remuneration for their employee like annual leave, pay
rates, sick leave etc and payroll is depends on the level of the employee like
doctors pay scale is more than help desk employee, making the analysis and
evaluation work be automatic, streamline and intelligent.

26. AmarGupta - Roll No 55
WE CARE FOR YOU

27. Orchid Medical Centre is a state of the art, multi-specialty hospital located in H.B.
Road, Ranchi. Started on April 4, 2011.The hospital aims to provide quality patient
care with unrelenting attention to clinical excellence and patient comfort at an
affordable cost.
• Competing with some of the best medical facilities of India, Orchid Medical
Centre is a 104 bedded hospital, spread over 7 floors, and is equipped to cater to
all medical requirements.
• The hospital is centrally Air Conditioned with 100% power backup ensuring no
discomfort or break in service.
• For smooth and efficient movement of patients between different facilities, the
hospital has two stretcher lifts. Healthcare being an emergency service, Orchid
Medical Centre has a 24 hour Emergency/Casualty department, a well stocked
24 hour pharmacy as well as 24x7 emergency diagnostic services.
• The emergency department, critical care areas and wards are manned by doctors
around the clock, thus making OMC capable of handling medical emergencies at
all times. A fully automated pathology lab, which is amongst the best in the state
of Jharkhand provides accurate reports to facilitate quick and correct treatment
of patients.
• A host of diagnostic equipment, from the best manufacturers across the globe is
available to detect, diagnose and treat diseases. With the vision of providing the
best possible facilities at a reasonable cost, Orchid Medical Centre is priced at
par with most of the hospitals in Ranchi.
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28. RECRUTITMENTAND SELECTIONPOLICY:
Interviewing Policy
• Telephone Interviews-
Hiring supervisors can conduct telephone interviews only as an initial screening
device. Telephone interviews do not replace in person interviews
Interview Format-
• Introduce and provide an overview of the position, for Orchid hiring
department.
• Ask the candidate questions about his her work experience and qualifications.
• Allow the candidate to ask questions.
• Indicate when a decision will be made.
• Check References.

29. • APPOINTMENTS
• NEW EMPLOYE REGISTRATION
• ISSUE I.D CARD
• DRESS CODE POLICY
• JOB CLASSIFICATION
• HIERCHAY & REPORTING SYSTEM
• TIME & ATTENDENCE RECORDS
• MOVING EXPENSES FACILITY
• HOLIDAY POLICY
• REST PERIOD/MEAL PERIODS
• DRUGS & ALCHOL POLICY
Orchid Employee Policy

30. Trainingand Development
• Employer Orchid arrange Training & development program for their
Permanent, Casual, Temporary employees:
• New machine
• Security/Emergency
• Art of life
• Employer Orchid encourages all employees to continually pursue
excellence in their occupation by participating in various programs.
• Employer Orchid provides employees with many opportunities to
maintain expertise in their profession by providing programs in various
fields that relate to employment with Orchid.
• Employees are urged to complete academic degrees and professional
courses in order to better perform their duties and responsibilities, and
promote their own personal growth.
• Supervisors should support subordinates who choose to pursue
academic and nonacademic achievements by permitting flexible
schedules and/or providing financial support.

31. REWARDS ANDEVALUATION
 HOURS OF WORK
 REPORTING SYSTEM
 TIME AND ATTENDENCE RECORDS
 WARNING
 SALARY INCREASE/DECREASE
 PROMOTION/DEMOTION
 JOB RE-CLASSIFICATION
PAY ROLL POLICY
 Temporary/casual pay rates should be at the minimum of the pay band level assigned to the position,
unless the labor market dictates are higher pay rate.
 Pay rates should not exceed the maximum of the band level and must consider Orchid internal pay equity.
Employment Services must approve a pay rate in excess of the pay band maximum before the rate is
included in a formal offer.
 MANAGERIAL EMPLOYEES APPOINTED HIGHER SALARY RANGES.
 MANAGERIAL EMPLOYEES IN A TITLE REALLOCATED TO A NEW SALARY RANGE.
 PAY ADVANCES.

32. HARASSMENT POLICY
Department managers and supervisors shall provide a work
environment free from harassment. Managers and supervisors
will inform their employees of this policy and the complaint procedure,
and shall report instances of harassment to their
respective employees managers/supervisors or the Director of Human
Resources.
Disciplinary action up to and including termination may be imposed for
harassing behavior as defined below.
 complaint procedure
 right of appeal
Exit Procedure
The exit procedure must include a checklist of items that should be
collected and/or destroyed. This procedure applies to all employees. A
copy of the completed checklist must be retained in the personnel file. This
process ensures that terminations are processed correctly and efficiently.