Tostudy the Effectiveness of Training Programme of the Hospital

“TOSTUDY THE EFFECTIVENESS OF TRAINING PROGRAMME OF THE HOSPITAL.”

DR.BHUVANESHWARI.K

Dissertationsubmittedtothe

RAJIVGANDHIUNIVERSITYOFHEALTHSCIENCES,KARNATAKA,BANGALORE.

Inpartialfulfillmentoftherequirementsforthedegreeof

MASTERINHOSPITALADMINISTRATION

Undertheguidanceof

Dr. (Col)S.CMohanty

PRINCIPAL

ACHARYAINSTITUTEOF HEALTHSCIENCESCOLLEGE OF HOSPITALADMINISTRATIONBANGALORE

2013

DECLARATION BY THE CANDIDATE

Iherebydeclarethatthisdissertationentitled “TO STUDYTHE EFFECTIVENESS OF TRAINING PROGRAMME OF THEHOSPITAL.”is abonafideandgenuineresearchworkcarriedout byme underthe guidanceof Dr(Col)S.CMohanty,Principal,College ofHospital Administration.

Date:Signatureofthe Candidate

Place:Bangalore DR.BHUVANESHWARI.K

CERTIFICATE BY THE PROJECT GUIDE

This is to certify that the Project entitled“TOSTUDY THE EFFECTIVENESS OF TRAINING PROGRAMME OF THE HOSPITAL.”Isabonafideandgenuineresearchworkcarriedout by Dr. Bhuvaneshwari. k which is being submitted to the Rajiv Gandhi University of Health Sciences, Bangalore, Karnataka in partial fulfillment of the regulations for the award of MASTERS IN HOSPITAL ADMINISTRATION (MHA) has been carried out under my direct supervision and the guidanceof Dr(Col)S.CMohanty,Principal AIHS, College ofHospitalAdministration.

Date:Signatureofthe Guide

Place:Bangalore Dr.(Col)S.CMohanty

CollegeofHospitalAdministration

AcharyaInstituteofHealthSciences

ENDORSEMENT BY THE PRINCIPAL

Thisis tocertify thatthe dissertationentitled“TO STUDY THE EFFECTIVENESS OF TRAINING PROGRAMME OF THE HOSPITAL.”is abonafideresearch workdoneby DR.BHUVANESHWARI.K underthe guidanceofDr.(Col)S.CMohanty,Principal,College ofHospitalAdministration.

Date:[Seal &Signatureofthe Principal]

Place:Bangalore Dr.(Col)S.CMohanty

CollegeofHospitalAdministration

AcharyaInstituteofHealthSciences

COPY RIGHT

DECLARATION BY THE CANDIDATE

IherebydeclarethattheRajivGandhiUniversityofHealthSciences,Karnatakashallhavetherightstopreserve,useanddisseminatethisDissertationinprintorelectronic formatforacademic/researchpurpose.

Date:Signatureofthe Candidate

Place: BangaloreDR.BHUVANESHWARI.K

©RAJIVGANDHI UNIVERSITY OF HEALTH SCIENCES, KARNATAKA

ACKNOWLEDGEMENT

AttheoutsetIthankthealmightyGodforhisabundantblessingandguidanceright throughthe study.IBowmy headinprofoundgratitudebeforehim.

Iexpress my warm and sincere thanks to my guide Dr.(Col)S.C Mohanty Principal,CollegeofHospital Administrationforhisimmenseco-operationandconstant encouragementthroughoutthe Endeavour.

IwouldliketoexpressmygratitudetotheClinical staff, Non clinical staff, Administrativestaff and all departmental HOD’sthathelpedmetocompletemystudyontimeintheiresteemedinstitution.

IwouldbefailinginmydutyifIdon’texpressmysinceregratitudetoentirestaff of the hospital fortheirconstantguidanceandmotivationinallaspectsandwithoutthesupportofwhom,Iwouldnothavecompletedthestudyeffectively

Lastbutnottheleast,Iwishmysincereloveandgratitudetomybelovedparentsforprovidingfaith,strengthandconfidencetosailthroughtheboatofsuccess.

TABLE OF CONTENTS

CHAPTER / TITLE / PAGE
NO.
1 / INTRODUCTIONANDREVIEWOF
LITERATURE / 1-15
2 / INDUSTRYPROFILE / 16-18
3 / COMPANYPROFILE / 19-22
4 / RESEARCHOBJECTIVESAND
METHODOLOGY / 23-29
5 / DATAANALYSIS / 30-53
6 / INTERPRETATIONOFDATA / 54-58
7 / FINDINGSANDSUGGESTIONS / 59-61
8 / CONCLUSION& SUMMARY / 62-63
9 / BIBLIOGRAPHY / 64-67
10 / ANNEXURE / 68-73

LIST OF TABLES

5.1 / Distributionaccording Designation. / 32
5.2 / Distributionaccordingtogender / 33
5.3 / Distributionaccordingtothedesignationvs.theresponseregardingthe
availabilityoftrainingfacility in the hospital for clinical staff. / 34
5.4 / Distributionof table based on designation vs. Long term plan for the development of clinical staff regarding their skill& knowledge. / 35
5.5 / Distributionof table based on designation vs.
Policy in the form of SOP for sponsoring clinical staff for higher education on long term basis. / 36
5.6 / Distributionoftablebasedondesignationvs.Training for clinical staff in a week. / 37
5.7 / Distributionoftablebasedondesignationvs.Responses for training program helps in improving quality of clinical staff for patient. / 38
5.8 / Distributionoftablebasedondesignationvs.availability of framed training schedule for non clinical staff. / 39
5.9 / Distributionof table based on designation vs. responses of training programme are for. / 40
5.10 / Distributionof table based on designation vs.hospital is benefited by training programme for non clinical staff / 41
5.11 / Distributionof table based on designation vs.Standard training hour approved by management for non clinical staff. / 42
5.12 / Distributionof table based on designation vs.Responses for the patient satisfaction by the work of non clinical staff. / 43
5.13 / Distributionofsamplesbasedonthegendervs.Administrative staff orientation programme. / 44
5.14 / Distributionofsamplesbasedonthegendervs.Introduction about the new system procedure technical advancement & other changes related to work. / 45
5.15 / Distributionofsamplesbasedonthegendervs.Chances to know about the new modern technique coming in the hospital. / 46
5.16 / Distributionofsamplesbasedonthegendervs.The responses by administrative staff benefited by the training programme giving by the hospital. / 47
5.17 / Distributionofsamplesbasedonthegendervs.Opportunitiestouseyour knowledge & skill in your work in the hospital. / 48
5.18 / Distributionofsamplesbasedonthegendervs Conduct of medical audit in the hospital. / 49
5.19 / Distributionofsamplesbasedonthegendervs Period of conduct of such period. / 50
5.20 / Distributionofsamplesbasedonthegendervs Staff efficiency in handling of patient complaint and medical negligence / 51
5.21 / Distributionofsamplesbasedonthegendervs Teaching of medical ethics to adopt and to ensured by medical staff / 52
5.22 / Distributionofsamplesbasedonthegendervs Following of strong SOP for training and orientation of all hospital staff / 53

LISTOF FIGURES

TABLE
NO. / TITLEOF THE FIGURE / PAGE
NO.
5.1 / Distributionaccording Designation. / 32
5.2 / Distributionaccordingtogender / 33
5.3 / Distributionaccordingtothedesignationvs.theresponseregardingthe
availabilityoftrainingfacility in the hospital for clinical staff. / 34
5.4 / Distributionof table based on designation vs. Long term plan for the development of clinical staff regarding their skill& knowledge. / 35
5.5 / Distributionof table based on designation vs.
Policy in the form of SOP for sponsoring clinical staff for higher education on long term basis. / 36
5.6 / Distributionoftablebasedondesignationvs.Training for clinical staff in a week. / 37
5.7 / Distributionoftablebasedondesignationvs.Responses for training programe helps in improving quality of clinical staff for patient. / 38
5.8 / Distributionoftablebasedondesignationvs.availability of framed training schedule for non clinical staff. / 39
5.9 / Distributionof table based on designation vs. responses of training programme are for. / 40
5.10 / Distributionof table based on designation vs.hospital is benefited by training programme for non clinical staff / 41
5.11 / Distributionof table based on designation vs.Standard training hour approved by management for non clinical staff. / 42
5.12 / Distributionof table based on designation vs.Responses for the patient satisfaction by the work of non clinical staff. / 43
5.13 / Distributionofsamplesbasedonthegendervs.Administrative staff orientation programme. / 44
5.14 / Distributionofsamplesbasedonthegendervs.Introduction about the new system procedure technical advancement & other changes related to work. / 45
5.15 / Distributionofsamplesbasedonthegendervs.Chances to know about the new modern technique coming in the hospital. / 46
5.16 / Distributionofsamplesbasedonthegendervs.The responses by administrative staff benefited by the training programme giving by the hospital. / 47
5.17 / Distributionofsamplesbasedonthegendervs.Opportunitiestouseyour knowledge & skill in your work in the hospital. / 48
5.18 / Distributionofsamplesbasedonthegendervs Conduct of medical audit in the hospital. / 49
5.19 / Distributionofsamplesbasedonthegendervs Period of conduct of such period. / 50
5.20 / Distributionofsamplesbasedonthegendervs Staff efficiency in handling of patient complaint and medical negligence / 51
5.21 / Distributionofsamplesbasedonthegendervs Teaching of medical ethics to adopt and to ensured by medical staff / 52
5.22 / Distributionofsamplesbasedonthegendervs Following of strong SOP for training and orientation of all hospital staff / 53

CHAPTER-1

INTRODUCTION

AND

REVIEWOF LITERATURE

INTRODUCTION

TRAINING:-

DEFINITIONOF TRAINING:-

Accordingto Flippo, “Training is the act ofincreasing the knowledge and skill ofan employee

for doing a particular job. Traininginvolvesthespecificjob.Its purpose is to achieve a change in

the behavior of those trained and to enable themto do their jobs better. Training makes newly

appointed staff fully productive in the minimum of time. Training is equally necessary for the old

staff. New technologies are introduced or there is change in thetechniques of doing the

things , under this kind of conditions thetraining is a continuous process. It doesn’t stop

anywhere.

Training refers toimporting ofspecific skills, abilities and knowledge toan

employee or itisany attempt to improve present or future, employee performance by

increasing an employeeability to perform, through learning, usually by changing the

attitude or increasing his/herskills and knowledge

PURPOSE OF TRAINING:-

Trainingisconcernedwithimpartinganddevelopingspecificskillsforaparticular purpose. Thus training is a process of learning a sequence of programmed behavior. This behavior, being programmed is relevant to a specific phenomenon that is job.

Staffneedstrainingbecausesocialchangeandscientificadvancementcauserapid obsolescence of staff’sknowledgeandskill.Thesechangesandadvancementinthefieldof

scienceincludingmedicalscienceandtechnologyhaveincreasedthedemandofhospitalservices andimprovedhospitalresponsescapabilities,sothereisneedforacareerlonglearningtokeep

abreastof changing demands and capabilities.

The main purpose of training program for hospital staff is to provide the continuous opportunity to acquire and implement the knowledge, skills, attitudes ideas andvaluedessentialforthe maintenanceofhighqualityofcare to the patients in the hospital.Trainingshouldbe designedtotransmitknowninformationinthefieldonlywhenthetimespanofmajorcultural changesislongerthantheindividuallifespan,thestafftrainingincludesallplannededucational activityrecognizedbyahealthcareagencyasdirectedtowardsmeetingthejobrelatedlearning needsofthe hospital staff andotherpersonnelandthereformanyincludecontinuingtraininginservice training extramural training and post basic training.

BENEFITSOFTRAININGTO HOSPITAL STAFF :‐

Traininghelps the hospital staff in the following ways:-

i)Confidence:-Trainingcreatesafeelingofconfidenceinthemindsof hospital staff.Itgives safety and security to themat the work place.

ii)Newskills:-Trainingdevelopsskills,whichserveasavaluablepersonalassetofthe worker. It remains permanently withthe employee himself.

iii)Promotion:- Training pares the way for promotion and self-development.

iv)HigherEarning:-Byimpartingskills,trainingfacilitateshigherremunerationand other monetary benefits to the hospital staff.

v)Adaptability:-Trainingdevelopsadaptabilityamong staff. Theydonotworry when work procedures and methods are changes.

vi)IncreasedSafety:-Trainedstaffhandletheequipmentsafely.Theyalsoknowthe useofvarious safetydevicesinthehospital.Sotheyarelesspronetohospital accidents.

vii)Increased Knowledge:- After training, the staff gainmore knowledge about their services, jobs, new advancement etc., they can now handle emergencies with easy.

viii)Increased Decision Making skills:- Training improves confidence, so the hospital staff can take quickandfastdecisionwhenanyemergencycasearrives.Sotrainingimprovesthe efficiency and speed of their services.

Hencethere is a need of training to thestaff in Hospital for quality patient care.

REVIEW OF LITERATURE

Meaning and Definition:-

TRAINING:-

AccordingtoBasavanthppaB.TTrainingmaybedefinedasanorganizedmethodofensuringthat peoplehave knowledgeandskillsforspecificpurposethat theyacquiredthenecessaryknowledgetoperformtheduties ofthejob. Itisexpectedtoacquiringnewskillswill increaseproductivityorcreate a betterproduct.1

Traininginvolvesthespecificjob.Itspurposeistoachieveachangeinthebehaviorofthose trainedandtoenablethemtodotheirjobsbetter.Trainingmakesnewlyappointedworkersfully productiveintheminimumoftime.Trainingisequallynecessaryfortheoldemployeeswhen evernewmachinesandequipmentare introduced andorthereischangeinthetechniquesof doingthethings.Infact,trainingisacontinuous process.Itdoesnotstopanywhere.The

managers are continuously engaged in training their subordinate.2

Moreclearly,traininganddevelopmentmaybeunderstoodasanyattempttoimprovecurrentor futureemployee’sperformancebyincreasinganemployee’sabilitytoperformthroughlearning. Usuallybychangingtheemployee’sattitudeorincreasinghisorherskillsandknowledge.The need for training and development is determined by the employee’s performance deficiency.3

Inahospital,thereisaneedforthecontinuoustrainingofthestaffintheareaof patient care services. How are needs identified? The training needs assessed through task analysis and performance analysis, which can beconducted through surveys, or form information furnishedbytheheadsofdepartment.Therearetwowaysofconductingatrainingprogramme throughanestablishedHRDdepartmentorthroughexternal trainersco-ordinatedbytheHR department.Thesedayhospitalshaverecognizedtheneedfortrainingandre-trainingtheirstaff

inorder to develop a competitive edge over others.4

Trainingcoursesaretypicallydesignedforashortterm,statedsetpurposesuchas theoperationofsomepiecesofmachinerywhiledevelopmentinvolvesabroadereducationfor long termpurpose.5

Anattempttoincreasingtheknowledgeofatraineewouldhelphimknowfacts, policies,proceduresandrulesandregulations.Pertainingtohisjob.Anattempttoincreasehis skillswouldhelphimlearntechnicalandmanualskillsnecessarytodohisjobefficiently.The training programme should also mould the attitude of a worker towards other co-workers, supervisorandtheorganization.Itshouldalsocreateinhimasenseofresponsibility,interestin

hisjob and appreciation of enterprise’sgoalsandpolicies.6

Training is a process of learning a sequence of programmed behavior. It is the application of knowledge & gives people an awareness of rules & procedures to guide their behavior. It helps in bringing about positive change in the knowledge, skills & attitudes of employees.7

•To provide medicalcare to the patients.

•To administer the medications and treatments prescribed by the physician.

•To observe patient’s responses and adaptation to illness.

•Toobservepatient’sresponseand adaptation to treatments.

•To teach self care and counsel on health matters.

•To supervise or guide the patient in rehabilitativeactivities related to daily living.

•To participate in research works related to healthcare.

•Toplanwiththepatientinsuchamannerastodevelopasenseoftrustself-worthand ultimately selfrealization.

•Toplanandteachthepatientandhisfamilyinrelationtotherestorationandpromotion of health and prevention of disease.

•Toco-ordinatetheservicesofallgroupscontributingtothecareofthepatient,hisfamily and the society.

•To maintain her own physical and mental health.8

Human Resource Management is concerned with the planning, acquisition, training & developing human beings for getting the desired objectives & goals set by the organization. The employees have to be transformed according to the organizations' & global needs. This is done through an organized activity called Training.9

PATIENT CARE

According toCMFrancisandMariodecsouzapatientcareisextremelyimportantforgood patientoutcome.Moresoinahospitalsetupwhilephysiciansplanthetreatmentandperform thediagnosticandtreatmentproceduresnurseswhospendtimecaringforthepatient andlookingafterallneedsthroughoutthe hospitalstay.Thesuccessofpatientcareandthe

reputationofhospitaldependtoalargerextentontheefficiencyandthetenderlovingcare extendedbythe clinical staff.Ensuringhighlevelofpatientcareis,thereforeabigchallengefor the Hospital Administrator.10

Further, it is believed and said that Organizations are not mere bricks, mortar, machineries

or inventories, they are people. It is the people who staff manage the organizations.11

The“ward”isagroupingofaccommodationforthepatientswith servicefacilities whichenableateamofnurses, duty doctors, otherstocareforin-patientsunderthebestpossible conditions,andincludesunderone roofpatientbeds,thenursingstation,theservicesarea, storagearea,workareaandsanitaryarea.shouldprovideforthebest possiblephysicalfacilitiesshouldresultinahighqualityofpatientcareshouldbeoperatedat thelowestpossiblecost,shouldprovidethemostdesirablepatientenvironmentandprovidea congenial work environment for the medical staff.12

MShankarRAOinhisbookon“HospitalorganizationandAdministration”saysthatthe personnel’sinthehospitalplayaimportantroleinkeepingitfundamentallyahumanrathera mechanical system and the quality of the hospital’s patient care depends squarely on its personneladministration.Ahospitalpersonnelsystem is ascomplexasitconsistsofawide range of specialists likedoctors, nurses, technicians and administration staff.13

Accordingtoprof.AKRoy,“Healthcareinstitutionsarelaborintensivehencehumanbeingsin distressare helpedprimarilybytheintensiveeffortsoffellowhumanbeing.Dehumanized mechanicaleffortisnotgoingtoproducethedesiredresult,buttherehastobeanelementof loveandcompassionintheeffortwhichmustbe expressedthroughservices.Thehealthcare staffisconstantlyrequiredtohandlemedicalemergencies,where theyhavetobeextremely cautionsatthesametimepromptandspeedyservicesisamust.Ithasbeenprovedbeyonddoubt thatthebestofhospitalbuilding,equipmentandfacilitiescannotensurehighqualityofmedical

care.14

Progressinscienceandmedicineduringpostthreecenturiesincreasedinterestforbettermedical service and training. Discoveries of penicillin, new instruments like stethoscope, thermometerandmicroscopecameintouse.Discoveryofsuchmen,Pasteur,Lister,Kochand Loffler brought new development in medicine, surgery and sanitary science.15

In-serviceEducation:

Anincreasingimportanceisbeinggiventothein-serviceseducationprograminthehospital.In

–serviceeducationconsistofbothorientationandcontinuingeducationalclasses.In-service educationaims atprovidingbettermedicalcaretothepatientsbyimprovingtheabilityand knowledgeofthestaff.Tohaveasuccessfulprogram,thehospitaladministrationpersonnelmust believeinthevalueofin-serviceeducationasameansofimprovingperformanceandattitudes.16

Accordingto Mary Lucite in-service education is defined as planned learning experience providedbytheemployingagencyforemployees.Theultimateaimofin-serviceeducationis improvementofpatientcare throughupgradingoftheservicesrendered.Alsotheindividual benefitsbytheacquisitionofnewknowledgeandimprovementofperformance.The professiongrowthanddevelopmentfosteredbytheeducationalprogramimprovesthemember’s

chancesfor promotion.17

AccordingtoV.B.Singhtheamountandneedoftrainingneededtopreparenewlyrecruited employeesfor trainingissomethingthatIIpersonsneedbeforeassignmenttoanyposition. Inductiontrainingis,therefore becominganimportantfeatureofmostpublicadministration systemsaroundtheworld.However,in-servicetraininghasalsocometobegreatlyvaluedrecent years.18

patient serviceisoneofthemostimportantcomponentofhospitalservices.Patientservices inawidercontextisthatpartofthetotalhealthorganizationwhichaimstosatisfythe needs of the community, the major objectives of which are to provide.

i)Nursingcare required for the prevention ofdisease and promotion of health, and

ii)Thenursing care of sick patients-

a)Inthe interest of his or hermental and physical comfort, and

b)Byreason of the disease fromwhich he or she is suffering.19

Onthe job training is the most widely used accepted and most necessary method of training. This islearningbydoingmethod.Traineesareinfacetofaceinteractionwiththeirjobsandwork environment. This will enable themto get a real fuel of their responsibilities,capabilities, deficienciesandsoon.Onthejobtrainingisaself-correctionandself-developmentprocess.The possibilityofforgettingwhatislearntislow.Thesemethods are notexpensive.Therelevant methods in on the job training are

i)Jobdescription

ii)Coaching

iii)Creationof ‘Assistant to positions

iv)Temporary promotion

v)Membership in committees

vi)Understudy

vii)Jobrotation

viii)Apprenticeship

Howeveronthejobtraininghassomedemeritsalso.Asthetraineesareexpectedto bytrialanderror,theymaynotbeabletoknowthebestonmostoptionaltechniques. Furtherthetraineeswillbethesupervisiononmanagerwhocannotusethefulltime for training.20

AccordingtoC.MMamoriaTraininghelpstheemployeestodevelopthemselves accordingto thechangingneeds.Itmakestheirjobsecureandpowerful.Training mouldstheemployee’sattitudeandhelpsthemtoachieveabetterco-operationwith theinstituteandagreaterloyalty.Moreoveritheightenthemoraleoftheemployees

trainedemployees make a better and economical use of materials and equipment there forewastagesandspoilageislessened.Themanagementisbenefitedinthesensethat higher standards of quality are achieved, a satisfactory organizational structure is built up and the authority can be delegatedwhich stimulated the employees.21

AccordingtoKAswathappaOnthejobtraininghasadvantage.Itisthemosteffectivemethod asthetraineelearnsbyexperience,makinghimorherhighlycompetent.Further,themethodis leastexpensivesincenoformaltrainingisorganized.Thetraineeishighlymotivatedtolearn since he or she is aware of the fact thathis or her success on the training received.

OJTsufferfromcertaindemeritsaswelltheexperiencedemployeemaylockexpertiseor inclinationtotrainthejuniors.Thetrainingprogramitselfisnotsystematicallyorganized.In addition a poorly conducted IST programis likely to create safety hazards and bring unnecessary stress to the trainees. 22

AccordingtoS.CScaltrainingofnursesisanessentialcomponentofnursingservicesin anycountry.InIndia,anumberoftrainingcenterswereestablishedbythebeginningof thiscenturymainlyinMadras, BombayandCalcutta.Theapprenticeshipsystemof training had become established and nursing was confined mainly to hospitals, but graduallyitextendeditself to private nursing.23

AccordingtoFlorenceandMcQuillanin-serviceeducationiswidelyregardedasnecessaryfor thedevelopment ofsatisfactoryworkstandardsandattitudesonthepartofnonprofessional workersinnursinghomesandhospital.Thisprogramtakestheformofonthejobtraining,with formal instruction, demonstration, practice and evaluation.

Inmanyinstitutions,anorientationprogramfornewworkersisconsideredpartofthein-service educationprogram.Itisrecognizedthateverynewworker,regardlessofpastexperience,need helpinadjustingtoanew worksituation.Thishelpcanbeofferedmoreeffectivelyifitis planned and if the responsibility for orientation a new worker is firmly established.

Anotheraspectofin-serviceeducationison-the-jobdevelopment.Theobjectiveinthistypeof programistoofferassistancetopeopleingrowingonthejobandinkeepingabreastofchanges in their own filed of practice.

In-serviceeducation,therefore,canconsistofthreeseparateanddistinctprogramsorientation, on the job training, and on the job development.24

AVSrinivasansays,“Inahospital,thereisaneedforthecontinuoustrainingofthestaffinthe areasofpatientcareservices.Thetrainingneedsareassessedthroughtaskanalysisandperform surveys,orfrominformationfurnishedbytheheadofthedepartments.Therearetwowaysof conductingatrainingprogramthrough establishedHRDdepartment,orthroughexternal trainersco-ordinatedbytheHRdepartment.Theseday’shospitalshaverecognizedtheneedfor trainingandretrainingtheirstaffinordertodevelopacompetitiveedgeovertheircompetitions in the market. 25

AccordingtoAnjanamalhotrain-serviceeducationprogramisanon-the-jobapproachto learning,directedtowardsproducinggreaterstaffcompetenceandtowardsexpandinginterestin and understanding of patients.

Anin-serviceeducationprogramhasfourcomponents–orientationandleadershipandskill training, continuing education and management training.

1.Orientation:-Tohelpthenewemployeetoadjusttoanewenvironmentandduties.Itis thephase designedtostimulatetheemployeetoidentifyhimselfwiththeorganization and its goals.

2.SkillTraining:-Providestheemployeewiththemanual,intellectualandinterpersonal

skillsandaptitudesrequiredforthejobandtokeeptheemployeeabreastofchanging methods and new techniques.

3.Continuingeducationorstaffdevelopmentprogramme: -Itismostdynamic,flexible,

fluctuating and challenging components of in-service education. It is designed to motivate personnel to gain greater knowledge and experience. trainingisplannedandorganizedlearningexperiencesdesignedtoaugment theknowledge,skillandattitudesof hospital stafffortheenhancementofeducation,administrationandresearchto improvehealthcareservicestothe public.

4.LeadershipandManagementtraining:-Toequipselectedgroupofemployeesfor

growingresponsibilitiesandnewposition.26

It is rightly put across that these human resources / man power is available at any given organization point of time and rendering the heart of any and their performances are directly linked to quality and the quantity services to the organization.27

Men, Materials, Machines, Methods and Money are regarded as the most important factors of Production. But Men (Man Power / Human Resources) are regarded as the only dynamic factor of production.28

Further, it is believed and said that Organizations are not mere bricks, mortar, machineries or inventories, they are people. It is the people who staff and manage the organizations29.

Human resources is the sum total of inherent abilities, acquired knowledge and skills representing the talents and attitudes of employed personnel in an organization.30

CHAPTER-2

INDUSTRYPROFILE

OpportunitiesinIndianHealthSectorprovideextensiveresearchandobjectiveanalysisinIndia. Withglobalrevenuesofanestimate$2.8trillion,thehealthcareistheworld’slargestindustry. India’shighpopulationmakes itanimportantplayerintheindustry.Basedontheinsurance regulatoryanddevelopmentauthority,theIndianhealthcareindustryhasthepotentialtoshow the same exponential growth that the softwareand healthcare have shown in the past decade.

ThePRIMARYACTIVITYofthehealthcareservicecentersareprovidingmedical,diagnostic andtreatmentservicesandalsospecializedaccommodationservicestoin-patientsi.e.,receiving individualsformedicalreasons, providingthemwithmedicalcareonanon-goingbasisand offeringdiagnosticandtreatment services.

TheSECONDARYACTIVITYofhealthcareservicecentersistoprovideawidevarietyof outpatient services. The various healthcare systems are:-

1) Traditional System: - Ayurveda, Siddha, Unani, Homeopathy and Yoga.

2) Modern System: - Allopathy.

ThehospitalisthealliedsubsectorofhealthcareinIndia.Theseestablishmentshavean organizedmedicalstaffofphysicians,nursesandotherhealthprofessionals,technologistsand technicians.Healthcareservice centersusespecializedfacilitiesandequipmentthatforma significantandintegralpartoftheproduction process.Variousservicesegmentshavebeen briefedalongwithgrowthdrivers,criticalsuccessfactors,issuesandchallenges,andregulatory

environment.Basedoncriticalanalysisoftheindustryandviewsoftheindustryexperts,the outlook is prepared.

GROWTHANDDEVELOPMENT OF THE INDUSTRY:

HealthcareindustryindevelopingworldisallsettogrowexponentiallyandIndiawithits inherentqualitiescanbecometheglobalhubforhealthcareservices.Itisbeingtoutedasthenext

‘bigboom’andthesectorisexpectedtogrowrapidlyoverthenextdecade,largelyspurredbyanincreasedcorporatepresenceinthesector.The healthcareindustryhastwo segmentspublichealthcareandprivatehealthcare.Government healthcareinfrastructureprimarilycare takerstoservingthesemi-urban.Withtheliberalizationofthe entry norms in the Indian healthcare market has paved the way for private players. The GovernmentofIndiaisofferingseveralincentivestoprivateorganizations,includingsubsidized land and tax benefits.

Economicreformshavealsosignificantlyraisedthestandardoflivingofalargepercentageof thepopulationandthemiddleclasssegmentiscreatingincreaseddemandformodernhealthcare treatments.Thecombinationofspecialtyhealthcareservicesandlowcostadvantagehasledtoa regularinflowofforeignpatients.Corporate hospitalsandincreaseforeigninvestmentshave completely changed the face of Indian healthcare.

Thenationalaccreditationboardforhospitalsandhealthcareproviders(NABH)setupthe ministryofhealthunderthequalitycouncilofIndiahasfinalizedtheguidelinesforaccreditation of hospitals and other healthcare service providers and 24 hospitals have already got

accreditated.

CHAPTER-3

COMPANYPROFILE

COMPANY PROFILE

Thehospitalis a multi specialty hospital offering services in more than 40 specialties with compassionate care by professionals in their respective field. They believe in delivering quality holistic care to all people and train other to do the same. The 300 bedded hospitals in Bangalore is accredited by NABH & NABL. Regular health check with patient education programs are held at the hospital.

Vision

Healing and Wholeness in the spirit of Jesus Christ.

Mission

To provide quality holistic care to all people and train others to do the same, sharing the love of jesus Christ , drawing people to him and growing togrther into a mature community.

Services of hospital

It consists of state- of-the-art diagnostic services – CT scan, Mammography, X-Ray, Ultrasonography, color Doppler Ultrasound scan, Endoscopies including Arthroscopy/ Laproscopy. Well equipped diagnostic and therapeutic centre such as radio therapy unit ,

Dialysis unit & Operation theatre, physiotherapy unit ,Birthing rooms & painless labor with ANC(Ante natal care) package. It consist ICU’s including adult ICU, CCU, HDU, NICU and PICU. Apart from the outpatient facilities there is available good inpatient bed facilities like Deluxe , Private and Semi private Rooms. Services like Laboratory Blood Bank Components. Round the clock services such as emergency care and Pharmacy. Hospital also offers Diet Counseling ,Pastoral care and Preventive Health Packages.

Department to provide services

24 HOURS MEDICAL FACILITIES

Pharmacy

Casuality and emergency services

Ambulance

SPECIALITY SERVICES

Internal Medicine

Psychiatry
Dental surgery
Pediatrics
Dermatology
Dietary advice
Surgery
Anesthesiology
Palliative care

Geriatrics Medicine
Psychological counseling
Obstetrics & gynecology
Orthopedics
Community health
Ophthalmology

Radiology

Physiotherapy and rehabilitation

SUPERSPECIALITY SERVICE