apollo hospital nsu

7/23/2019 Apollo Hospital NSU

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Group # 7

Course: MGT351

Submitted to:

Shahanara Bhuiyan

Lecturer

Submitted by:

Syed Mahjad Nur

ID# 051 ! 030 "BB$

Ishtia%ue h&ed Syed

ID# 05! 10' 030 "BB$

S(M( )a*i+u, -assan

ID# 05! 0. 030 "BB$

M( Mo/a&&e, -ossain

ID# 05! !1 030 "BB$

Schoo, o Business

North South 2niersity

4ri, 1 !00

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_______________________________________________Letter of Transmittal

Shahanara Bhuiyan

Lecturer

Schoo, o Business

North South 2niersity

Dha*a

Dear Mada&

It is +een a 6reat 4,easure or us to su+&it this re4ort on Recruitment &

Selection, Training & Deelopment and !erformance "ppraisal This re4ort

has +een 4re4ared +y 6rou4 o our 4eo4,e as a 4art o the MGT351 Course( It is

4re4ared ater hain6 e7tensie sureyin6 and ana,ysis( 4o,,o -os4ita,s Dha*a

in Ban6,adesh has 4roided a,, inor&ation 4roided in this re4ort(

The re4ort 6ae us an o44ortunity to a44,y theoretica, *no8,ed6e in rea, 8or,d( It

a,so 6ae us a 6,i&4se o our indiidua, understandin6 and s*i,,s in arious

situations( 9e sincere,y ho4e that you 8i,, enjoy readin6 this re4ort and 8i,, 6et

so&e idea a+out Recruitment & Selection, Training & Deelopment and

!erformance "ppraisals o 4o,,o -os4ita,s Dha*a in Ban6,adesh(

Than* you

Syed Mahjad Nur Ishtia%ue h&ed Syed

ID# 051 ! 030 ID # 05! 10' 030

S(M( )a*i+u, -assan M( Moja&&e, -ossain

ID# 05! 0. 030 ID# 05! !1 030

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________________________________________________"c$no%ledgement

This 4roject has +een a ree,ation or us and 8e rea,,y hae nu&erous 4eo4,e to

than* re6ardin6 our 8or*(

9e hae +een ortunate to hae the su44ort assistance and encoura6e&ent o a

nu&+er o indiidua,s 8hi,e 4re4arin6 this re4ort 8ithout their su44ort it 8ou,d

+e hard to co&4,ete this study(

9e e74ress our sincere 6ratitude to our Institutiona, Su4erisor Shahanara

Bhuiyan Lecturer Schoo, o Business North South 2niersity Dha*a or 6uidin6

us in co&4,etin6 this study(

9e coney our 4roound 6ratitude to r 'urulla( amun )(o%d(ury

*General anager, +uman Resource Department or his un+e,iea+,e su44ort

or this 4roject( It see&ed a,&ost i&4ossi+,e on his 4art to 6ie us so&e ti&e out

o his +usy schedu,e +ut so&eho8 8e 8ere neer 6ien a co,d res4onse ro&

hi&(

d S(o(rab +ossain *anager-Training & "dministration, +uman

Resource Department is the other &an 8e 8ou,d ,i*e to than* sincere,y or

he,4in6 us( -e su44orted us 8ith a 8ho,e ,ot o inor&ation 8hich 8e re%uired or

the co&4rehensie u,i,,&ent o our 4roject( -e 8as so 6enerous to 4roide us

the inor&ation 8e as*ed or and ins4ired us a,, the 8ay(

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_______________________________________"!.LL. +.S!/T"LS D+"0"

4o,,o -os4ita,s Dha*a a joint 4roject o 4o,,o -os4ita,s nter4rise Li&ited and

STS -o,din6s Li&ited is a 50;+ed su4er s4ecia,ty aci,ity 4oised to de,ier

adanced tertiary care o internationa, standards to the 4eo4,e o Ban6,adesh

The -os4ita, is at the oreront o &edica, techno,o6y and e74ertise and 4roides

a co&4,ete ran6e o the ,atest dia6nostic &edica, and sur6ica, aci,ities or the

care o its 4atients( The hos4ita, is hain6 a,, the characteristics o a 8or,d;c,ass

hos4ita, 8ith 8ide ran6e o serices and s4ecia,ists e%ui4&ent < techno,o6y

a&+ience and serice %ua,ity(

4o,,o -os4ita,s Dha*a is a sho8case o syner6y o &edica, techno,o6y and

adances in IT throu6h 4a4er,ess &edica, records

The s*i,,ed nurses techno,o6ists and ad&inistrators at 4o,,o -os4ita, Dha*a

aided +y state;o;the;art e%ui4&ent 4roides a con6enia, inrastructure or the

&edica, 4roessiona, in 4roidin6 hea,thcare o internationa, standards(

ission statement

=>ur &ission is to +rin6 hea,thcare o internationa, standards 8ithin the reach o

eery indiidua,( 9e are co&&itted to the achiee&ent and &aintenance o

e7ce,,ence in education research and hea,thcare +eneit o hu&anity(=

!romoters

STS -o,din6s Li&ited a dyna&ic and re4uted +usiness Grou4 in Dha*a is

en6a6ed in education +an*in6 rea, estate &anuacturin6 and e74orts rei6ht

conso,idation and container serices etc(

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The 6rou4 o8ns Internationa, Schoo, Dha*a "ISD$? &ana6ed +y Counci, oInternationa, Schoo,s "CIS$ a 6,o+a, or6ani/ation aci,itatin6 education 8ith its

head%uarters in the 2@(

T(e board members of STS +oldings Ltd are:

Bha68an 9( @undan&a, Chair&an

@hondo*er Moniruddin Mana6in6 Director

Moha&&ad ( Moyeen Director

Ti4u Munshi Director

Rials

Aorto,io o Cate6ory Co&4etitors

2nited -os4ita,

La+;aid S4ecia,i/ed -os4ita,

Lad;aid Cardia* -os4ita,

S%uare -os4ita, Dha*a

I+ne;Sina -os4ita,

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_______________________________________________12ecutie Summery

The re4ort on co&&unication techno,o6y in 4o,,o -os4ita,s Dha*a is su+&itted

on 15th March !00 to Shahanara Bhuiyan acu,ty o BB De4art&ent at North

South 2niersity( The 4ur4ose o 4re4arin6 the 4roject is to u,i,,&ent o

re%uire&ents o the course -u&an )esource Mana6e&ent(

-u&an )esource Mana6e&ent is an i&4ortant tas* or any co&4any( ery

co&4any shou,d *ee4 a -u&an )esource De4art&ent( >r6ani/ationa, o+jecties

are re,ated 8ith the -u&an )esource unctions( I a co&4any recruits se,ect

+est e&4,oyees and 4roide trainin6 4ro6ra& or their dee,o4&ent( I co&4anies

a44raise e&4,oyees 4ositie,y or ne6atie,y then the 8or*in6 %ua,ity o e&4,oyee

8i,, dee,o4 hi6h,y(

The ter& 4a4er contains three &ain 4arts o -u&an )esource Mana6e&ent(These are 1$ )ecruit&ent and Se,ection !$ Trainin6 and Dee,o4&ent 3$

Aeror&ance 44raisa,(

irst 4art contains )ecruit&ent and Se,ection( )ecruit&ent is the 4rocess o

co,,ectin6 +est e&4,oyees that the co&4any 8i,, a+,e to achiee or6ani/ationa,

o+jecties( Se,ection is the 4rocess o assess&ent &a*in6 decision and

adjustin6(

Second 4art contains the Trainin6 and dee,o4&ent that is rea,,y i&4ortant to

dee,o4 the e&4,oyees 8or*in6 a+i,ity or 4resent and uture dee,o4&ent(

Last 4art contains the 4eror&ance a44raisa,s at the 8or*4,ace( I the 8or*ersE

%ua,ity o 4eror&ance 8i,, ea,uate then they 8i,, *no8 a+out their %ua,ity(

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Aeror&ance a44raisa, &otiates e&4,oyees to dee,o4 their indiidua,

4eror&ance(

_________________________________________________Table of )ontents

)ontents !age 'o

/ntroduction

3unction of +R ';.

Recruitment & Selection

)ecruit&ent Methodo,o6y 10

Sources o 44,icants 11;1!

7terna, )ecruit&ent 13

Se,ection < Too,s 1;15

)ecruit&ent < Se,ection Arocess 1F;1

Training and Deelopment 1.;!5

!erformance "ppraisal !F;3!

S4.T "nalysis 33;3

)onclusion 35

Refference 3F;3

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Chie 7ecutie >icer

-ead o -u&an )ecourse De4art&ent

Mana6er d&in Mana6er -) Mana6er Trainin6

De4utyMana6er

De4utyMana6er

7ecutie

7ecutie

7ecutie

7ecutie

De4utyMana6er

7ecutie

7ecutie

_______________________________________+uman Resource Department

-u&an )esource De4art&ent "-)D$ is the &ost i&4ortant de4art&ent o 4o,,o

-os4ita,( s 4o,,o -os4ita, is ,eadin6 &edica, serice ir& so they are so &uch

concern a+out the -u&an )esource that they can sere &ore %ua,itatie,y(

4o,,o +e,ie as the e&4,oyees are the centra, ,ie o or6ani/ation so their

&ana6e&ent is hi6h,y i&4ortant or the achiein6 oera,, 6oa,s( It 8or*s as asu44ort de4art&ent +y i&4,e&entin6 4o,,o -os4ita,Es &ission throu6h 4roidin6

&u,ti;di&ensiona, 8or*orce( -) De4art&ent is desi6ned in a 8ay to add a,ue

to an e&4,oyeeEs 4osition +y enrichin6 8ith duties and res4onsi+i,ities ai&ed to

add to the co&4anyEs i&a6e and +rin6 4roita+,e +usiness to the co&4any(

The de4art&ent 8or*s under the direction o the -ead o -u&an )ecourse

De4art&ent +y the Chie 7ecutie >icer "C>$ o 4o,,o -os4ita,s Dha*a( ,,

the &e&+ers o the de4art&ent hae an e7ce,,ent educationa, +ac*6round and

they are e74erienced 8ith -) actiities( There are three &ana6ers under the

-ead o -u&an )ecourse De4art&ent( They are Mana6er;-) Mana6er;d&in

and Mana6er;Trainin6( ,so there are three De4uty Mana6ers and another t8o

e7ecuties are accounta+,e to De4uty Mana6ers in the de4art&ent(

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________________________________________3unctions of +R Department

4o,,o -os4ita,sEs 4eo4,e are the &ost i&4ortant asset o their +usiness(

-)DEs"-u&an )esourse De4art&ent$ oera,, unction is to su44ort and to

dee,o4 those 4eo4,e ena+,in6 the& to de,ier outstandin6 +usiness

4eror&ance( Their &ain unction is to 4eror& 8ith the co&+ination o dierentactiities;

+uman Resource !lanning: t irst a or6ani/ation shou,d &a*e -u&an

)esource A,an to o4erate the hu&an resource( ccordin6 to that 4,an a co&4any

recruits the re%uired e&4,oyees at the ri6ht ti&e at the ri6ht 4,ace(

5ob "nalysis: or6ani/ation &a*e a ana,ysis a+out the jo+( o+ ana,ysis is the

4rocess o 6ettin6 detai,ed inor&ation a+out jo+s( ter reie8in6 the jo+Es

unctions or6ani/ation can deter&ine 8hat s*i,,s are re%uired to acco&4,ish the

jo+( o+ ana,ysis 4roides inor&ation 8hat the jo+ entai,s and 8hat hu&an

characteristics are re%uired to 4eror& these actiities(

5ob Design: o+ desi6n is a i&4ortant tas* o the -u&an )esource De4art&ent(

In jo+ desi6n a co&4any dea,s 8ith &a*in6 decisions a+out 8hat tas*s shou,d +e

6rou4ed into 4articu,ar jo+( The 8ay that jo+s are desi6ned shou,d hae an

i&4ortant tie to the strate6y o an or6ani/ation(

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"ssess t(e +uman Resource needs:s a or6ani/ations hae &any tas*s so

the -) De4art&ent 8i,, assess the hu&an resource needs that ho8 &uch

e&4,oyee 8i,, re%uire in a 4articu,ar de4art&ents(

Recruiting and selection: or recruitin6 and dee,o4&ent -) De4art&ent

recruits e&4,oyees accordin6 to need( Ta*e tests interie8 and se,ect the

e&4,oyees(

Training and Deelopment: Trainin6 is 4roided or the i&&ediate ti&e ra&e(

Throu6h trainin6 a co&4any can +e dee,o4ed or the ,on6;ter& ra&e(

)ompensation: Co&4ensation is one o the attractie unctions o -)

De4art&ent( Co&4ensation consists o 8a6e and sa,ary ad&inistration jo+

descri4tion e7ecutie co&4ensation incentie 4ay jo+ ea,uation(

6enefits:Co&4any 4roides arious +eneits to the e&4,oyees to &otiate the&

to their 8or*( Beneits consist o insurance acation acco&&odation &edica,

a,,o8ances(

Aeo4,e ino,ed in hu&an resources are strate6ic +usiness 4artners to a,,

unctions aci,itatin6 6uidin6 and he,4in6 in i&4,e&entin6 the 4eo4,eHs 4rocess

or 6ro8th(

They 4,ay +oth a tactica, and a strate6ic ro,e 8ithin eery as4ect o +usiness

4artners ta,ent &ana6e&ent recruitin6 &ana6e&ent dee,o4&ent trainin6

re&uneration co&&unications e&4,oyee re,ations and 8e,are( or instance

-) de4art&ent is res4onsi+,e or recruitin6 or ri6ht *ind o 4eo4,e or the ri6ht

*ind o jo+(

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Those are a,so res4onsi+,e or cu,tura, chan6e ,eadershi4 dee,o4&ent

strate6ic ta,ent &ana6e&ent coachin6 and s*i,,s dee,o4&ent or a,i6n&ent o

re8ard 8ith 4eror&ance(

______________________________________________________Recruitment

)ecruit&ent is the 4rocess throu6h 8hich the or6ani/ation see*s a44,icants or

4otentia, e&4,oy&ent( "Noe -o,,en+ac* Gerhart 9ri6ht? !000$

)ecruitin6 is a 4rocess +y 8hich or6ani/ations ,ocate and attract indiidua,s to i,,

jo+ acancies( It is an een &ore i&4ortant actiity 8hen e&4,oy&ent rates are

,o8 and econo&ic 6ro8th is stron6 as ir&s co&4ete to attract the %ua,iied

e&4,oyees they need to succeed( "isher et a,? !000$

Most or6ani/ations hae a continuin6 need to recruit ne8 e&4,oyees to re4,ace

those 8ho ,eae or are 4ro&oted to ac%uire ne8 s*i,,s and to 4er&it

or6ani/ationa, 6ro8th(

Recruitment et(odology

)ecruit&ent &ethodo,o6y is an i&4ortant techni%ue o co,,ectin6 the eicient

8or*orce( ery or6ani/ation o,,o8 a recruit&ent 4o,icy that he,4 the& to 6et

eicient 8or*orce( 4o,,o -os4ita,s a,8ays recruit a dierse 8or*orce that

a44ro4riate,y re,ects the de&o6ra4hics o their consu&er +ase and u,i,,s the

ta,ent needs that 8i,, *ee4 4o,,o -os4ita,s co&4etitie and successu,( They

a,8ays su44ort the indiidua, in rea,i/in6 their 4otentia, and they reco6ni/e the

a,ue o dierence( They use a &i7ture o interna, and e7terna, sources( Their

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entry ,ee, jo+s are i,,ed e7terna,,y +ut or other 4ositions the co&4anyEs 4o,icy

4reers interna, sources( I they do not ind e&4,oyees 8ho are %ua,iied enou6h

to i,, the acant 4osition they ,oo* or e7terna, candidates(

De4endin6 on the 4osition "pollo +ospitals uses +oth a$e and 6uy

a44roach or recruitin6 4eo4,e( In &a7i&u& ti&e they 4reer the Buyin6

a44roach( Thou6h they hae ast trainin6 4,an +ut they 8ant to recruit eicient

e&4,oyees( >n the other side they a,so o,,o8 &a*in6 a44roach that e&4,oyees

can +e hi6h ai&ed and ,oya, to the co&4any( ntry ,ee, e&4,oyees usua,,y

re%uire 6uide,ines and trainin6 4ro6ra&s( So they use Ma*e a44roach or entry

,ee, recruit&ent( But e7ecutie ,ee, jo+s re%uire s*i,,ed 4eo4,e and

4roessiona,s( Thereore they use the Buy a44roach or recruitin6 4eo4,e or

e7ecutie ,ee,( Most career areas are o4en to 6raduates o any disci4,ine

a,thou6h there are so&e e7ce4tions(

4o,,o -os4ita,s usua,,y 4reer to recruit 4eo4,e +y the&se,es rather thande4endin6 on 6encies( But in so&e cases they do ino,e a6encies or e7terna,

recruitin6(

Sources of applicants

Sources o candidates

/nternal Recruiting: Interna, )ecruitin6 is the a44roach o co,,ectin6

e&4,oyees ro& the e7istin6 e&4,oyees o the or6ani/ation( I 4osts 8i,, acant or

ne8 4ost create then -) De4art&ent recruit e&4,oyees ro& the or6ani/ation( It

is so attractie to the e7istin6 e&4,oyees( ter 6ettin6 the ne8 4ost in the sa&e

or6ani/ation e&4,oyees turn to +e &ore &otiated and conident to their 8or*( I

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the 6et eicient e&4,oyees ro& o8n cu,tureEs e&4,oyee then they do not hae to

e74ense &uch ti&e or socia,i/ation and orientation actiities( There are our ty4e

o interna, recruitin6 syste& in 4o,,o -os4ita,:

!romotion: Aro&otion is the &ost a,ua+,e and 4resti6ious syste& o 4o,,o

-os4ita,Es interna, recruitin6( Ma7i&u& ti&e 4ro&otion 4roide as a re8ard( By

4eror&in6 6ood tas*s e&4,oyees are 6ettin6 4ro&otion( -) De4art&ent a,, ti&e

reie8s the e&4,oyeesE 4eror&ance or 4ro+a+i,ity o interna, recruitin6(

Transfer: Transer is a,so an i&4ortant source o interna, recruitin6 that

e&4,oyees co&e ro& the de4art&ent or a ,on6 ti&e 4eriod( Transer &a*es the

e&4,oyees eicient in &any ie,ds(

anagerial Succession !lanning: Mana6eria, Succession 4,annin6 is an

i&4ortant interna, recruitin6 syste&( or the to4 4osts ater acant a 4ost

u,ti&ate su+ordinate 6et that 4ost at a interi& +asis( 9ithin that ti&e ne8 oicia,s

are searched and se,ect( In &ana6eria, succession 4,annin6 ri44,e eect can not

+e dan6erous +ecause ater acant a 4ost C +an* su44,y hu6e C or the

concerned jo+ standard(

5ob rotation: o+ rotation is another source o interna, recruitin6 that

e&4,oyees are 8or*in6 arious de4art&ents rotationa,,y( Throu6h rotation

e&4,oyees are ree ro& +oredo&( 4o,,o &a7i&u& e&4,oyees do not ,i*e the

o+ rotation syste& or chan6in6 o jo+ tas*(

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!otential 1mployees: Thou6h a junior e&4,oyee there is so&e e&4,oyees

hae &uch 4otentia,ity in any 4ractica, tas*( So&eti&es they 6et a ,it in any

res4onsi+,e 4ost( They 6et the i&4ortant 4ost on a te&4orary +asis( ter

12ternal Recruitment:

'e%spaper adertisements: &ain source "Arotho&;,o and Dai,y Star are

1st Areerences$

6oss Searc(ing J To recruit hi6her ,ee, e7ecuties 4o,,o hae a Boss

Searchin6 4ro6ra& tat they see* the hi6her %ua,iied 4ersons or the 4osts(

s4ecia,,y the do it secret,y( ,,;ti&e they ta*e the ne8s o other hos4ita,Es hi6her

oicia,s(

/nterns:Ti,, no8 they are 4rocessin6 to ta*e intern doctors in 4o,,o( ro&

&idd,e o this year they 8i,, recruit the intern doctors(

1mployee referrals: Mid;,ee, e7ecuties are recruited +y e&4,oyee reerra,s(

In 4o,,o -os4ita,s De4uty Mana6ers hae the a,id authority to ca,, a candidate

or 8ritten test 8ithout screenin6 the a44,ications( But that candidate shou,d +e

e,i6i+,e or the 4ost(

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4eb page "dertisements: BD jo+s(co& jo+s+d(co& jo+sa1(co&

cha*ri(co&(+d

)ampus recruiting: They are 4,annin6 to recruit e&4,oyees ro& &any

&edica, co,,e6es( ,ready they contact 8ith to4 &edica, co,,e6es to 6et the

resher doctors or the 4o,,o -os4ita,(

________________________________________________________Selection

9ith a 4oo, o candidates the ne7t ste4 is to se,ect the +est candidates or the

jo+( Aersonne, se,ection is a 4rocess o &easure&ent decision &a*in6 and

ea,uation(

The 6oa, o e&4,oyee se,ection is to +rin6 to an or6ani/ation indiidua,s 8ho 8i,,

4eror& 8e,, on the jo+ and at the sa&e ti&e +e are to a,, a44,icants( "isher et

a,? !000$$

Se,ection is a 4rocess +y 8hich an or6ani/ation atte&4ts to identiy a44,icants

8ith the necessary *no8,ed6e s*i,,s a+i,ities and other characteristics that 8i,,

he,4 it to achiee its 6oa,s( "Noe -o,,en+ac* Gerhart 9ri6ht? !000$ Se,ectin6

the eicient and e74erienced e&4,oyees are i&4ortant or three &ain reasons:;

&4,oyees are the &ain indicator or or6ani/ationa, 6oa,s(

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It is cost,y to recruit and hire e&4,oyees(

Le6a, i&4,ications o inco&4etent hirin6(

Tools for Selection:

4o,,o -os4ita,s uses the o,,o8in6 too,s or se,ection 4rocess:

4or$ sampling; It &easures ho8 a candidates actua,,y 4eror&s so&e

o the jo+Es +asic tas*s( In this &ethod seera, tas*s are chosen 8hich

are crucia, to 4eror& the jo+ and accordin6 to that a44,icants are tested(

n o+serer &onitors the 4eror&ance and indicates on a chec* ,ist ho8

8e,, the a44,icant 4eror&s( They &ain,y use this 4rocedure or entry ,ee,

jo+s(

/ntelligence test; It &easures a ran6e o a+i,ities inc,udin6 &e&ory

oca+u,ary er+a, ,uency and nu&erica, a+i,ity(

/nterie%- 2sua,,y in the interie8 +oard they hae &u,ti4,e interie8ers(

It is a structured interie8 4rocess 8here a +oard o interie8ers ,eads the

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4rocedure( This +oard inc,udes &ain,y the de4art&ent director -)

&ana6er and direct su4erisor(

!(ysical e2ams- ter an a44,icant is hired sKhe has to ace so&e

&edica, e7a&s( ItE is &ain,y to eriy 8hether the a44,icant &eets the

4hysica, re%uire&ent o the 4osition and to discoer any &edica, ,i&itation(

Drug screening- 4o,,o -os4ita, conduct dru6 screenin6 just +eore an

a44,icant is or&a,,y hired(

6ac$ground inestigations-they do +ac*6round inesti6ation to chec*

8hether the a44,icant has 4roided correct inor&ation(

Recruiting and Selection process:

o,,o8in6 is the 4rocess throu6h 8hich the co&4any recruits and se,ects

candidates;

Step : I the recruitin6 is +ein6 done or a ne8 4ost then it re%uires an a44roa,

o the C> and the de4art&enta, head ,oo*s into it( But or acant 4osts the

a44roa, is not re%uired(

Step 8: The su4erisor o the concerned de4art&ent reco6ni/es the need to

recruit e&4,oyees and then inor&s the de4art&enta, head or hirin6 ne8

4ersonne,(

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Step 9: Then this need is consu,ted 8ith the -u&an resource de4art&ent so that

they can carry out the recruit&ent(

Step : The -u&an )esource De4art&ent then adertises on the 8e+ ne8s

4a4ers and &a6a/ines aai,a+,e 4osts(

Step ;: Then -) De4art&ent then co,,ects a,, the a44,ications ro& C Ban*

and other sources are reie8ed and ana,y/ed accordin6 to jo+ descri4tion and

co&4etency re%uire&ents(

Step : Indiidua, re4orts are &ade or eery e,ected candidate indiidua, assess

and reie8 is su&&ari/ed(

Step ?:n oer is &ade to the se,ected candidate or a 4articu,ar jo+(

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19/38

!roblems and Recommendations of Recruitment and Selection:

!roblem : s they are India +ased &u,tinationa, so they are &ore interested to

oerseas recruit&ent(

Recommendations: They shou,d recruit e&4,oyees ro& the +usiness o4eratin6

country as they are&a*in6 4roit ro& here( By the 8ay i they recruit e&4,oyees

at a hi6h rate ro&+usiness o4eratin6 country then they e&4,oyees 8i,, +e so

&uch ,oya, andres4onsi+,e or 4o,,o -os4ita,(

!roblem 8: They are ,ess interested or resher(

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Recommendations: They shou,d recruit resher as a resu,t resher 8i,, +e &ore

&otiated and ins4ired to 6et jo+ in 4o,,o -os4ita,( I resher do not ,earn

4ro4er,y in 8or*4,acethey can not +e 6ood e&4,oyees(

!roblem 9: They i,, the i&&ediate acant 4osts on an interi& +asis(

Recommendations: They shou,d i,, the acant 4osts 4er&anent,y that they can

&a*e their 4,an 4ro4er,y and 6o or 4roit &a7i&i/ation(

____________________________________________Training & deelopment

Trainin6 reers to the ac%uisition o *no8,ed6e s*i,,s and co&4etencies as a

resu,t o the teachin6 o ocationa, or 4ractica, s*i,,s and *no8,ed6e that re,ates

to s4eciic useu, s*i,,s( It or&s the core o a44renticeshi4s and 4roides the

+ac*+one o content at technica, co,,e6es and 4o,ytechnics( Today it is oten

reerred to as 4roessiona, dee,o4&ent(

T(e Training !rocess

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21/38

Recogni@e t(e need for c(ange: The trainin6 4rocess +e6ins +y reco6ni/in6

co&&ercia, chan6es caused +y interna, or e7terna, eniron&ent( >ne o the

&ost 4ro&inent chan6es in 4o,,o -os4ita,s is the e74ansions o any 4articu,ar

de4art&ent 8here the co&4any &ay need to 4ro&ote or recruit so&e e&4,oyees

or those ne8 4ositions( These e&4,oyees &ay need trainin6( I the co&4any

introduces ne8 techno,o6y or e7a&4,e a ne8 &edica, e%ui4&ent 8ithin the

hos4ita, the e&4,oyees a,so need trainin6 o ho8 to &aintain and use it( There

are a,so so&e other +asic reasons or 8hich 4o,,o -os4ita,s has trainin6

4ro6ra&s( These are;

To i&4roe the 4eror&ance o the current e&4,oyees

To orient ne8 recruits

To 4re4are the e&4,oyees or uture 4ositions

To co4e 8ith co&4etitieness

To introduce techno,o6ica, innoations to the ir&

To *ee4 the& eectie and co&4etitie 8ith re6ards to the ne8 a6e

e&4,oyees

Determine Training 'eeds: 4o,,o -os4ita,s uses these three &ethods to

deter&ine the trainin6 needs(

.rgani@ation analysis: They ana,y/e their institutionEs strate6ic 6oa,s

uture 4,ans to deter&ine i their hu&an resource needs trainin6(

Tas$ analysis: The institution ana,y/e the jo+ descri4tion I&4ortance o

the tas* 8hich deter&ine 8hether an e&4,oyee needs trainin6 or not(

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!erformance "nalysis: There is an annua, 4eror&ance a44raisa, at

4o,,o -os4ita,s( I&&ediate su4erisor 8ith the su44ort o an -)

s4ecia,ist 6o throu6h this 4rocess( Based on it they decide 8hat ty4e o

trainin6 is needed(

1stablis( Specific .bAecties: In this ste4 the needs o trainin6 is trans,ated

into &easura+,e c,ear and concise o+jecties( The -) de4art&ent o 4o,,o

-os4ita,s esta+,ishes o+jecties re6ardin6 the needs identiied +y the ana,ysis(

Then +ased on this ana,ysis they ta*e a44ro4riate actions(

Select Training et(ods: 9ith the 4ro4er trainin6 o+jecties the trainer

chooses an a44ro4riate trainin6 &ethod( 4o,,o -os4ita,s &ain,y 4reer

interactie &ethods o trainin6( The s4eciic s*i,,s that 4o,,o -os4ita,s 8ants to

dee,o4 in their e&4,oyeesE are eiciency tea& +ui,din6 inter 4ersona,

co&&unication etc( ccordin6 to these +asics dierent &ethods are a44,ied(

)oac(ingJ 74erienced S4ecia,ists and doctors ro& a+road 6ie se&inars

,ectures and trainin6 to ,oca, doctors a+out &edica, adances(

entoringJ >er here an e74ert 4eror&s a sur6ery 8hi,e his ine74erienced

co,,ea6ue or su+ordinate he,4s hi& and 8atches ho8 it is 4eror&ed(

1-learning a$a .nline Learning, Distance LearningJ ,ie sur6eries are

trans&itted throu6h the 8e+ on +i6 screens( or e7a&4,e: neuro sur6ery o

se4aration o Sia&eses t8ins attached +y their heads in &erica can +e

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23/38

trans&itted ,ie throu6h the 8e+ and can +e ie8ed on a +i6 screen in

Ban6,adesh +y ,oca, sur6eons and doctors(

0no%ledge anagementJ Medica, journa,s and 6a/ettes research re4orts

and &edica, &a6a/ines are used to share *no8,ed6e a+out ,atest &edica,

techno,o6ies techni%ues and discoeries(

.rgani@ational LearningJ )ecruiters Concerned De4art&enta, heads etc(

,ecture the ne8 recruits a+out hos4ita, cu,ture a,ues ru,es and nor&s( The ne8

recruits a,so ,earn the or6ani/ationa, a,ues cu,tures and nor&s inor&a,,y 8hi,e

8or*in6(

.utbound anagement Deelopment !rogramsJ 6rou4 o s4ecia,ists

doctors and nurses are send to tri4s a+road at other reno8ned hos4ita,s or

trainin6( or e7a&4,e recent,y a 6rou4 o 1 anaestho,o6ists !cardio,o6ists

1neuro sur6eon and ! nurses 8ent to a co&4any 4aid tri4 ro& 4o,,o to

Ba&runn6rad -os4ita, inThai,and to 6et trainin6(

4eb based learningJ doctors hae on,ine co&&unities and chat sessions

8here they can discuss a+out &edica, re,ated 4ro+,e&s dou+ts discoeries etc(

"nimated trainingJ ni&ated ideo ta4es o &edica, docu&entaries aresho8n to train s4ecia,ists doctors and nurses

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24/38

Diersity TrainingSince 4o,,o -os4ita,s has doctors nurses and sta ro&

a ariety o countries diersity trainin6 diersity trainin6 is carried out +y the -)

de4art&ent +y 4rocesses ,i*e inc,udin6 to4ics o cu,tura, dierences in se&inars(

/mplementing Training !rograms: ter se,ectin6 a trainin6 &ethod they

schedu,e a trainin6 4ro6ra&( To i&4,e&ent a trainin6 4ro6ra& it is necessary to

hae %ua,iied trainers and coninced 4artici4ant( or &id ,ee, and hi6her ,ee,

jo+s they sent the e&4,oyees or internationa, trainin6( ThatEs 8hy in the trainin6

4eriod they sent e&4,oyees to India(

1aluate Training !rograms: 4o,,o -os4ita,s ea,uates the e&4,oyees( They

as* the e&4,oyees to su+&it a re4ort on their trainin6 4ro6ra& consistin6 8hat

they hae ,earnt and 8here to i&4,e&ent their *no8,ed6e( They a,so o+sere

4artici4antEs reaction durin6 the trainin6 4eriod and use o their ne8 s*i,,s and

*no8,ed6e +ac* on the jo+(

Sociali@ation

Socia,i/ation is the 4rocess o ada4tation that ta*es 4,aces as indiidua,Es

atte&4t to ,earn the a,ues and nor&s o 8or* ro,es( ery or6ani/ation has its

o8n uni%ue cu,ture( So it is ery i&4ortant or a ne8 recruit to 6o throu6h 4ro4er

socia,i/ation 4rocess to understand 8hat is acce4ta+,e and desira+,e( Li*e eery

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25/38

other or6ani/ation 4o,,o -os4ita,Es o8n uni%ue cu,ture inc,udes so&e

,on6standin6 and oten un8ritten ru,es and re6u,ations a s4ecia, ,an6ua6e that

aci,itates co&&unication a&on6 &e&+ers esta+,ished custo&s or ho8

&e&+ers shou,d re,ect to 4eers su+ordinates su4erisors and outsiders( It a,so

c,ariies &e&+ers 8hat is a44ro4riate and s&art +ehaior 8ithin the or6ani/ation

and 8hat is not( 4ro4er socia,i/ation 4rocess &a*es the ne8 e&4,oyee a8are

o these a,ues and nor&s(

.rientation !rocess

>rientation is the irst ste4 o socia,i/ation( 4o,,o -os4ita,s Ban6,adesh has

inor&a, and co,,ectie orientation 4ro6ra& or the ne8 recruits(

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In orientation 4ro6ra& e&4,oyees receie co&4any 4o,icies re6u,ations

8or*in6 hours 4eror&ance reie8 acations and +eneits(

The -) s4ecia,ists usua,,y 4eror& the orientation +y e74,ainin6 the +asic&atters ,i*e re6u,ations acations etc( That 4erson then introduces the ne8

e&4,oyee to his or her ne8 su4erisor( The su4erisor continues the orientation

+y 6iin6 inor&ation a+out the ty4es o +usiness they do e74,ainin6 the nature

o jo+ introducin6 the 4erson to his or her ne8 co,,ea6ues a&i,iari/in6 the ne8

e&4,oyee 8ith the 8or* 4,ace(

The ne8 e&4,oyees 6et the o44ortunity to o+sere the unctiona, actiities o

the co&4any( They ac%uire inor&ation a+out the unctions o the de4art&ents

and 4o,,o -os4ita,Es Mana6e&ent Dee,o4&ent Ahi,oso4hy Ao,icy and Aractice(

Ne8 e&4,oyees 8or* under c,ose su4erision durin6 4ro+ation 4eriod o F

&onths( De4art&ent head ea,uates the 4eror&ance o the ne8 e&4,oyees ater

the 4ro+ation 4eriod(

!roblems and Recommendations of Training and Deelopment:

!roblem : Thou6h 4o,,o -os4ita, has a year,y trainin6 schedu,e( +ut they do

not o,,o8 it4ro4er,y(

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Recommendations: They shou,d o,,o8 the trainin6 schedu,e as &uch as

4ossi+,e that the trainin6 actiities can not +e ,ate(

!roblem 8: The instructors o the trainin6 4ro6ra&s are hi6her oicia,s(

Recommendations: Genera,,y hi6her oicia,s hae the ,on6 distant ro& the

e&4,oyees( I trainin6c,asses 8i,, ta*e the hi6her oicia,s then it is 6enera, that

the acce4ta+i,ity o the trainin6 8i,, not +e c,ear( 4o,,o shou,d inite s4ecia,ists to

attend in trainin6 c,assthat e&4,oyees can 6et &ood to ,earn(

!roblem 9: Trainin6 and dee,o4&ent consu&es a ,ot o a,ua+,e ti&e and

&oney(

Recommendations: They can do trainin6 and dee,o4&ent at a &ass ,ee,( This

8i,, reduce the costas 8e,, as ti&e( ,thou6h there a e8 disadanta6es o this

the adanta6esout8ei6h it(

_____________________________________________!erformance appraisal

Aeror&ance a44raisa, is a or&a, syste& o 4eriodic reie8 and ea,uation o an

indiidua,Es jo+ 4eror&ance(

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or&a, 4eror&ance a44raisa,s are 6enera,,y conducted annua,,y or a,, sta in

the or6ani/ation or 8hen the ad&inistrator ee,s that the 6a4 +et8een actua,

standard and tar6et standard is(

ach sta &e&+er is a44raised +y their ,ine &ana6ers and their res4ectie

de4art&enta, heads(

Their 4eror&ance a44raisa, 4rocess ino,es:

1( Settin6 8or* standards

!( ssessin6 the e&4,oyeeEs actua, 4eror&ance re,atie to these standards(

3. Aroidin6 eed+ac* to the e&4,oyee 8ith the ai& o &otiatin6 that 4erson

to e,i&inate deiciencies or to continue to 4eror& a+oe 4ar(

The &ost co&&on and 8ide,y used 4eror&ance a44raisa, techni%ue used +y

4o,,o is the grap(ic rating scale syste&(

Generally, t(e sc(emes of t(e performance appraisal in "pollo +ospitals

are:

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Giin6 eed+ac* to e&4,oyees +y assessin6 their stren6ths and

8ea*nesses 4ast 4eror&ance and uture 4otentia, to i&4roe

su+se%uent 4eror&ance(

Identiyin6 e&4,oyee trainin6 needs(

or&in6 a +asis or 4ersonne, decisions ,i*e: sa,ary "&erit$ increases

disci4,inary actions a6ainst i,, 4eror&ers etc( or e7a&4,e: a sta 8ho

does not &aintain standard hy6ienic conditions and is a 4otentia, threat to

4atients(

Aroide the o44ortunity or the hos4ita,s dia6nosis and dee,o4&ent(

aci,itate co&&unication +et8een e&4,oyees and the su4erisor( s the

su4erisor and e&4,oyee +oth sit do8n to6ether ater 4eror&ance

a44raisa, and discuss a+out the e&4,oyees 8ea*nesses and stren6ths

and 8ays to i&4roe hi&Kher? the understandin6 +et8een +oth o the&

increases(

co&&on a44roach o,,o8ed +y 4o,,o o assessin6 4eror&ance is to us

nu&erica, or sca,ar ratin6 syste& 8here+y &ana6ers score an indiidua,

a6ainst a nu&+er o o+jectiesKattri+utes ,i*e 4ro+,e& so,in6 a+i,ity

decision &a*in6 a+i,ity and 4ersona, &ana6e&ent(

T(e +uman Resource Department of "pollo stries to $eep performance

appraisals:

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1( 9e,, desi6ned

!( 9ith c,ear 6uide,ines and 6oa,s

3( d&inistered +y trained su4erisors

( Su44orted +y u44er &ana6e&ent(

"pollo beliees t(at performance appraisals proide t(ese $ey benefits for

employees and managers:

The su4erisor and the concerned e&4,oyee sit to6ether and

discuss a+out hisKher ,ac*s in the jo+(

Mana6ers and e&4,oyees 8or* to6ether to set 4eror&ance 6oa,s

identiy trainin6 and dee,o4&ent needs and discuss career

o44ortunities that oten resu,t in sa,ary increases and other non;

inancia, +eneits(

Mana6ers 6ain insi6ht into dierent jo+s 8hich osters +etter

8or*in6 re,ationshi4s and stren6thens their &ana6e&ent s*i,,s and

har&ony(

Mana6ers and e&4,oyees co&&unicate re6u,ar,y and dee,o4

o4en 6ie and; ta*e re,ationshi4s(

!erformance "ppraisal Raters are:

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)olleague Reie%s: &4,oyees are *no8n a+out hisK her co8or*ersE

re6u,ar 4eror&ances( So co,,ea6ues asses hisKher co8or*erEs

4eror&ance(

Subordinates Reie%s: ccordin6 to or6ani/ationa, structure junior

e&4,oyees are 8or*in6 under hisKher i&&ediate +oss( So those

su+ordinates can rate hisKher +ossE 4eror&ance or esta+,ishin6 6oa,s(

Group Reie%s: or &any sur6eries 6rou4s are or&ed( 9here

sur6eons doctors and nurses 8or* joint,y as a 6rou4( &4,oyees can

reie8 eery &e&+er c,ose,y as they 8or* to6ether( So they can assess

the 6rou4 e&4,oyees to 4eror& +etter(

Self Reie%s: Se,;reie8s are +ased on the idea that e&4,oyees are

&ost a&i,iar 8ith their 8or* and that their ino,e&ent is essentia,(

&4,oyees rate the&se,es usua,,y 8ith a or&a, surey or&(

Bp%ard "ssessments: Most de4art&enta, &ana6ers do not rea,i/e that

8hat they say so&eti&es does not &atch u4 to 8hat they do( 248ard

assess&ents can he,4 these &ana6ers to *ee4 their 8ords and actions

consistent 8hi,e sho8in6 areas 8here &ana6ers can i&4roe their

4eror&ance( This can 6reat,y increase their credi+i,ity(

!erformance "ppraisalCs et(od:

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)(ec$list: It is used +y the a44raisers to rate nurses doctors and other sta

o their +ehaior to8ards 4atients and custo&ers( There are o4inion +o7es

situated at dierent ,ocations o the hos4ita, 8here the 4atients and custo&ers

can 6ie their eed+ac* a+out the %ua,ity o serices o the doctors nurses and

sta(

Grap(ic Rating Scale: It is used to assess e&4,oyeesE %ua,ity o 8or* jo+

*no8,ed6e ,oya,ty +y their su4erisors(

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3F0 de6ree eed+ac* is the &ost co&4rehensie and cost,y ty4e o a44raisa,( It

inc,udes se, ratin6s 4eer reie8 and u48ard assess&ents? eed+ac* is sou6ht

ro& eeryone( It 6ies 4eo4,e a chance to *no8 ho8 they are seen +y others? to

see their s*i,,s and sty,e? and &ay i&4roe co&&unications +et8een 4eo4,e(

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!roblems and Recommendations of !erformance "ppraisal:

!roblem : There can +e +iased ness or jea,ousy due to the usua, a44raisa,

4ro+,e&s ,i*e: -a,o error Centra, tendency Aersona, Bias Si&i,arity error and

LeniencyKSeerity error and ud6&enta, ro,e o the a,uator

Recommendation: ,, the e&4,oyees shou,d +e rated +y the actua,

4eror&ance( cu,ture ohonesty and inte6rity shou,d +e stried or(

!roblem 8: 44raisa, con,ict( 44raisa, ro& dierent a44raisers 8i,, hae

dierent o4inions so&e 6ood and so&e +ad( So it is then tou6h to se4arate

honesta44raisin6 ro& dishonest ones(

Recommendation: Lee, o a44raisa, shou,d +e &aintained +y a thirdK neutra,

4arty so thatthere can +e no +iased ness or dishonesty(

!roblems 9: Gender discri&ination(

Recommendation: 2sua,,y in Ban6,adesh 4eror&ances o the e&a,e

e&4,oyees are under&ined( It is de&odu,atin6 or the e&a,e e&4,oyees and

thus their 4eror&ances 6o do8n( Gender discri&ination shou,d +e aoided and

a8areness shou,d +e 4ro&oted

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S4.T "nalysis:

Strengths:

World class services

The -os4ita, is at the oreront o &edica, techno,o6y and e74ertise and 4roides

a co&4,ete ran6e o the ,atest dia6nostic &edica, and sur6ica, aci,ities or the

care o its 4atients( The hos4ita, is hain6 a,, the characteristics o a 8or,d;c,ass

hos4ita, 8ith 8ide ran6e o serices and s4ecia,ists e%ui4&ent < techno,o6y

a&+ience and serice %ua,ity(

Specialized doctors

The s*i,,ed doctors nurses techno,o6ists and ad&inistrators at 4o,,o -os4ita,

Dha*a aided +y state;o;the;art e%ui4&ent 4roides a con6enia, inrastructure

or the &edica, 4roessiona, in 4roidin6 hea,thcare o internationa, standards(

Weaknesses:

High cost

The cost o 4o,,o -os4ita,s is the hi6hest in Ban6,adesh and so not a,, the

4eo4,e in Ban6,adesh can aord its serices(

Location

nother actor 8hich &ay +e a disadanta6e is that it is situated in a sec,uded

area "inside Bashundhara residentia, area$ so trans4ortation o 4atients to the

hos4ita, 8i,, ta*e a ,on6 ti&e(

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Website not developed

The 8e+;site or 4o,,o -os4ita,s Bn6,adesh is not so &uch inor&atie

co&4ared to the other su+sidearies o 4o,,o -os4ita,s( So so&eti&es it

+eco&es diicu,t or 6enera, 4eo4,e to *no8 inor&ation a+out 4o,,o -os4ita,s(

Opportunities:

Information & Technolog sstem

,thou6h 4o,,o hos4ita,s uses an adanced techno,o6y and ,atest &edica,

e%ui4&ents there is a sco4e to i&4roe it urther +y &a*in6 the hu&an

de4art&ent resource &ore co&4uter +ased

!evelop an online diagnostic centre

So that it can adice a ,ot &ore 4atients and it is &uch &ore conenient(

Threats:

Strong competitors

4o,,o has &any stron6 co&4etitors ,i*e Bnited +ospitals, Labaid Specialist

and cardiac (ospital, SEuare (ospital

"nable to reduce cost

s there are &any orei6n doctors in 4o,,o their de&and o sa,ary is ery

hi6h so they canEt reduce costs ery 8e,,(

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)onclusion

150 &i,,ion ti&es a day so&eone so&e8here chooses a 4o,,o -os4ita,s

4roduct or eedin6 the a&i,y to *ee4in6 the ho&e c,ean and resh? their +rands

are 4art o our eeryday ,ie( 9e hae tried to arran6e a,, the inor&ation 8e

4ossi+,y cou,d coer a+out the -u&an resource Mana6e&ent o 4o,,o

-os4ita,s Ban6,adesh( Most o the ti&e 8e hae ound that the co&4any has

stron6 4ositie sides in eery &atter in this re6ard( -o8eer there are so&e

8ea*nesses too +ut those can +e re&oed ery easi,y( In either 8ay this

co&4any has 4roed their stren6th in -u&an )esource Mana6e&ent( The &ore

accurate,y their 8or*s are done the &ore 4erect,y their +usiness 8i,, acco&4,ish

its o+jectie(

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References

1. -u&an )esource Mana6e&entBy Monday )(( Noe S()( Are&eau7

5th dition

8 +uman Resource managementBy C(D( isher5th dition

9 +uman Resource anagementBy Gary Dess,er10th dition

"pollo +ospital 4ebsite

888(a4o,,odha*a(co& "ccessed 15th March 1.th March !nd 4ri,and .th 4ri,$

; Lecture S(eet

apollo hospital nsu

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