INTRODUCTION

Today in every organization Human resource planning as an activity is necessary. It is

an important part of an organization. Human Resource Planning is a vital ingredient for
the success of the organization in the long run.

The objective of human resource department is Human resource planning , Recruitment

and Selection, training and development, Career planning , transfer and Promotion, risk
Management, Performance Appraisal and so on. Each objective needs special attention
and proper Planning and implementation.

With reference to this context, my project has been prepared to throw light on Human
resource planning at the Vijaya Diagnostic Centre to make effective and efficient use of
human resources available and meet the present and future human resources
requirements of the organization.

NEED FOR THE STUDY

Human resource planning is necessary for all the organizations for the following reasons:

 To carry on its work every organization needs human resources with the necessary
qualifications, skills, knowledge, work experience and aptitude for work. These
are provided through Human resource Planning.

 Human resource planning is essential because of frequent labor turnover which is

unavoidable

 The nature of present workforce in relation to its changing needs also necessitates
the recruitment of new human resources. To meet the challenge of a new and
changing technology and the new techniques of production, existing employees
need to be trained or new blood injected in an organization.

 Human resources are also needed in order to identify the areas of surplus
personnel or areas where there is a shortage of personnel

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HUMAN RESOURCE PLANNING:

Human Resource is the most precious resource for any nation. Deploying the resource
without proper training and inductions can lead with less productive results. The same is
obvious in Services sector and even needs more substantiation. In many countries, not
enough attention is paid to planning for manpower and this is due to lack of qualified
manpower planning specialists.

HR Planning is not mere having the “right people in the right place at the right time”. Its
about instituting the people –related practices and activities that will help the organization
achieve, and improve its business results.

HR Planning in its simplest form is about answering 4 questions:

 What are the business needs?

 How to meet those needs?

 What are the requirements to meet those needs?

 What could be the best strategy required to fulfill the needs?

HRP is a forward looking function and an organizational tool to identify skill and
competency gaps and subsequently develop plans for development of deficient skills and
competencies in human resources to remain competitive. HRP ensures benefits to the
organizations by creating a reservoir of talent, preparing people for future cost cutting
and succession planning besides creating a back –up in case of diversification and
expansion.

Manpower Planning includes four aspects – FDIC

 F-forecasting manpower needs,

 D-developing appropriate policies and programmes for meeting those needs,

 I-implementing policies and programmes, and

 C- Controlling these programmes.

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Definition:

“Manpower planning (HRP) is the process-including forecasting, developing

implementing, and controlling – by which a firm ensures that it has the right number of
people and right kind of people, at the right place, at the right time, doing this for which
they are economically most suitable.”

- E.Geisler

“Human resource planning includes the estimation of how many qualified people are
necessary to carry out the assigned activities, how many people will be available and
what if anything must be done to ensure that personnel supply equals personnel demand
at the appropriate point in the future.”

- Leap and Crino

OBJECTIVES AND LIMITATIONS

OBJECTIVES:

 To understand the present manpower arrangement in Vijaya Diagnostic Centre

using WORK-LOAD ANALYSIS

 To design a HRP system for Vijaya Diagnostics centre.

LIMITATIONS OF THIS STUDY:

 Time and resources constraint

 Since, the HRP is a wider subject to be dealt with , the present study is confined
only to analysis and application using Workload analysis and Markow analysis.

 Getting information about various aspects for study purpose was difficult.

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 RESEARCH METHODOLOGY

For the purpose of study on HRP at VIJAYA DIAGNOSTIC CENTRE data were
collected from both the primary and secondary sources.
The data source: Primary as well as Secondary.
The research approach: Observation Method.
The respondents: The technicians and employees of the Organization.
Primary data:
Primary data needed for the study is collected through interview with employees of
VIJAYA DIAGNOSTIC CENTRE and discussion with the staff and by observing their
operating procedures.
Secondary data: Secondary data is collected from internal records, manuals of the
Organization, various textbooks and the website of the organization.

Statistical Tools used:

 Workload analysis: Workload analysis techniques are series process to calculate

the workload of a position / sub position, and also needs the number of people to
fill the position / sub position. Workload analysis is very important to calculate
exactly how many employees needed to complete all of tasks in a section or
department.

 Markov analysis: Markov analysis provides a means of analysing the reliability

and availability of systems whose components exhibit strong dependencies.

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 REVIEW OF LITERATURE

“Take away my people, but leave my factories, & soon grass will grow on the factory
floors. Take away my factories, but leave my people, & soon we will have a new & better
factory”

-Andrew Carnegie

• Strategic planning: the systematic determination of goals and the plans to achieve
them

• Business strategy plans to build a competitive focus in one line of business

Human resource management can be viewed as an umbrella term that encompasses

the following:

 Specific HR practices, such as recruitment, selection, and appraisal

 Formal HR policies that direct and partially constrain the development of

specific practices

 Overarching HR philosophies, which specify the values that inform an

organization’s policies and practices

Linking HR Processes to Strategy

 Start with organizational strategy and then create HR strategy.

 Start with HR competencies and then craft corporate strategies based on these
competencies.

 Do a combination of both in a form of reciprocal relationship

 Corporate Strategies leads to HR Strategy – KPO, BPO, LPO etc.

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HR Strategy is HR Planning:

 All other functions like staffing, training, performance management,

compensation management, labor relation, & employee separations are
derived from it.

 HRP is a proactive function- it scans & anticipates various factors- internal &
external to develop a plan It is more important during organizational
turbulence – M&A, disinvestment

 HR Planning always starts with understanding the business needs of the

organization

Human resource planning is an integral part of business planning. It`s all about:

 Identifying and acquiring the right number of people with the proper skills

 Motivating them to achieve high performance

 Creating interactive links between business objective and resource planning

activities

 HR Planning is both “top down” and “Bottom up”. While HR plans should be
based on overall business needs and strategies, they should take into account
the needs and realities of organizational units. The HR planning process
should involve managers at all levels.

 An organization's HR plans are usually developed at the departmental or

business line level where business directions are set and decisions made. But
HR plans are implemented (and adapted) by individual managers in the
conduct of their ongoing operations. It is important that managers understand
the HR plans and priorities of their organizations so they can guide their
actions accordingly.

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  Strategic Manpower Planning is a dynamic, proactive, ongoing process of
systematically attracting, identifying, developing, mentoring, and retaining
employees to support current and future organizational goals. Strategic
Manpower Planning focuses specifically on proactive planning to meet
anticipated or unanticipated vacancies due to retirement and other factors for
classes that serve as essential elements in meeting your public service
mandate.

 Some of the long and short-term strategies that may support the strategic
Manpower Planning process, may be retention, induction Programme,
employee assistance Programme,

 HRP is a forward looking function and an Organizational tool to identify skill

and competency gaps and subsequently develop plans for development of
deficient skills and competencies in human resources to remain competitive.
HRP ensures benefits to the Organizations by creating a reservoir of talent,
preparing people for future cost cutting and succession planning besides
creating a back –up in case of diversification and expansion

Human resource planning, therefore, aims at:

 Balancing demand, supply, distribution and allocation of manpower,

 Controlling cost of human resources,

 Formulating policies on transfer, succession, relocation of manpower.

 HRP is a planning process by which an organization can move from its current
manpower position to its desired manpower position.

 Manpower planning may be defined as a strategy for acquisition, utilization,

improvement and retention of human resources.

HRP AT DIFFERENT LEVELS:

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Different institutions make HRP at different levels for their own purposes, of which
national level, sectoral level, industry level, unit level, departmental level and job level
are important.

 National Level: Adjust the supply through its population policy, family planning,
educational policy etc. HRP at national level helps to plan for educational
facilities, hospitals, employment plans, agricultural and industrial developments
etc.

 Sector Level: Manpower requirements for a particular sector like agricultural

sector, industrial sector or tertiary sectors are projects based on the government
policy, projected output/operations.

 Industry level: Manpower needs of a particular industry like cement, textiles,

chemical are predicted, taking into account the output/operational level of that
particular industry.

 Unit Level: This covers the estimation of human resource needs of an

Organization or company based on its corporate/business plans.

 Departmental Level: This covers the manpower needs of a particular department

in a company.

 Job Level: Manpower needs of a particular job within department are forecasted
at this level.

Characteristics of Manpower Planning:

 Ascertaining manpower needs in number and kind.

 It presents an inventory of existing manpower of the organization.

 Helps in determining the shortfall or surplus of manpower.

 Initiation of various organizational programmes.

 Acquisition, utilization, improvement and prevention of human resources.

Importance of human resource planning:

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Human resource planning is of primacy nature and, therefore, it precedes all other HRM
functions. Without HRP, no other function can be undertaken in any meaningful way.
HRP contributes in the following ways in managing human resources in an organization.

 It checks the corporate plan of the organization.

 It helps to face the shortage of certain categories of employees and/or variety of

skills despite the problem of unemployment.

 It offsets uncertainty and change and helps to have right men at right time and in
right place.

 It provides scope for advancement and development of employees through

training, development etc.

 It helps to anticipate the cost of salary enhancement, better benefits etc.

 To foresee the changes in values, aptitude and attitude of human resources and to
change the techniques of interpersonal, management etc.

 To foresee the need for redundancy and plan to check it or to provide alternative
employment in consultation with trade unions, other organizations and
government through remodeling organizational, industrial and economic plans.

 To plan for physical facilities, working conditions and volume of fringe benefits
like canteen, schools, hospitals, conveyance, child care centers, quarters, company
stores etc.

 It gives an idea of type of tests to be used and interview techniques in selection

based on the level of skills, qualifications, intelligence, values etc. of future
human resources.

 It causes the development of various sources of human resources to meet the

organizational needs.

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  It helps to take steps to improve human resource contributions in the form of
increased productivity, sales, turnover etc.

 It facilitates the control of all the functions, operations, contribution and cost of
human resources.

Benefits of Human resource planning:

 Create reservoir of talent

 Prepares people for future

 Expand or contract strength

 Cut Cost

 Succession planning

Responsibility for Human resource planning:

Formulation of human resource plans is a shared task between top management line
managers and HR department

 Top management is involved in HRP process because ultimately, it approves

various plans of the Organization as a whole.

 Functional managers under whom people work.

The responsibilities of HR department in regard to HRP process have been described by

Geisler as follows:

 To assists, counsel and pressurize the operating management to plan and establish
objectives;

 To collect and summaries data in total organizational terms and to ensure

consistency with long-term objectives and other elements of the total elements of
the total business plan;

 To monitor and measure performance against the plan and keep the top
management informed about it
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  To provide the research necessary for effective manpower and Organizational
planning

Human resource planning process

HRP is a process and it proceeds through various interrelated activities.

 Forecasting future manpower requirements, either in terms of mathematical

projection of trends in the economy and developments in the industry or of
judgmental estimates based upon specific future plans of the company.

 Inventorying present manpower resources and analyzing the degree to which

these resources are employed optimally;

Figure: Human Resource Planning System

 Anticipating manpower problems by projecting present resources into the future

and comparing them with the forecast of the requirements, to determine their
adequacy, both quantitatively and qualitatively and

 Planning the necessary programmes of recruitment, selection, training

deployment, utilization, transfer, promotion, development. Motivation and
compensation.
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Human Resource Plan Component:

The Human resource plan can be broken down into three components:

 Forecasting- estimating future needs and stocktaking of available resources in the

Organization

 Recruitment plan- to meet the gap between the internal resource and estimated
need by external recruitment

 Training and Development plan to utilize fully human resources of the

Organization and to develop potential resources

Human Resource Planning: A Win- Win Process

WINS FOR WINS FOR THE ENTERPRISE

EMPLOYEES

Competitive pay and benefits plants Appropriate organization structure and

people to face challenges and meet
corporate objectives, both short and long
term.

Career development and opportunities for Development of internal resources,

growth leading to stability and culture building.

Improved motivation and morale of

employees, leading to improved
Reduced fear of redundancy. performance

Training and development, leading to Productivity gains, leading to cost

continued marketability. reduction

Continuity of employment due to Improved customer satisfaction, leading to

organization's ability to retain workforce. improvement in business.

Fuller realization of potential, leading to job Reduction in hiring and training costs due
satisfaction. to the improved ability to retain
employees and development of internal
resources to fill future vacancies

Barriers to effective human resource planning:

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  Improper linkage between HRP and Corporate Strategy.

 Inadequate appreciation of HRP

 Rigidly in Attitudes

 Environment Uncertainty

 Conflict between Long-term and Short-term HRP.

 Inappropriate HR Information Systems

Measures for making HRP Effective:

 Commitment and involvement of top management in HRP.

 Proactive, rather than reactive, human resources management approach.

 Greater participation of line managers at all levels in HRP process.

 Effective design of HR information system integrated with the Organization’s

management information system.
 Linking HRP to corporate strategic management process.

 Enough flexibility in HR plans to take care of changing situations

SERVICES INDUSTRY

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 Figure 2.1

The Economy of India is the tenth largest in the world by nominal GDP and the
fourth largest by purchasing power parity (PPP). The country's per capita GDP (PPP)
is $3,339 (IMF, 129th) in 2010. Following strong economic reforms from the post-
independence socialist economy, the country's economic growth progressed at a rapid
pace, as free market principles were initiated in 1991 for international competition and
foreign investment.

India's large service industry accounts for 57.2% of the country's GDP while the
industrial and agricultural sectors contribute 28.6% and 14.6% respectively. [14]
Agriculture is the predominant occupation in India, accounting for about 52% of
employment. The service sector makes up a further 34%, and industrial sector around

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14%. However, statistics from a 2009-10 government survey, which used a smaller
sample size than earlier surveys, suggested that the share of agriculture in employment
had dropped to 45.5%.

INDUSTRY AND SERVICES:

Industry accounts for 28% of the GDP and employ 14% of the total workforce. In
absolute terms, India is 12th in the world in terms of nominal factory output.

Textile manufacturing is the second largest source of employment after agriculture and
accounts for 20% of manufacturing output, providing employment to over 20 million
people.

India is 13th in services output. The services sector provides employment to 23% of the
work force and is growing quickly, with a growth rate of 7.5% in 1991–2000, up from
4.5% in 1951–80. It has the largest share in the GDP, accounting for 55% in 2007, up
from 15% in 1950.

MINING forms an important segment of the Indian economy, with the country
producing 79 different minerals (excluding fuel and atomic resources) in 2009–10,
including iron ore, manganese, mica, bauxite, chromate, limestone, asbestos, fluorite,
gypsum, ochre, phosphorus and silica sand. Organized retail supermarkets accounts for
24% of the market as of 2008

INFORMATION TECHNOLOGY AND BUSINESS PROCESS OUTSOURCING:

These are among the fastest growing sectors, The IT/ITeS sector in India displayed
tenacity and resilience during the recessionary years of 2009 and 2010. The sector
clocked export revenues of $50.1 billion in the financial year ended March 31, 2010,
registering a growth of 5.4% over the previous fiscal. The fiscal year 2010-11 reflected a
strong rebound in growth for the Indian IT-BPO industry which is estimated to aggregate
revenues of USD 76 billion this year, a growth of over 19 percent from the previous year.

FINANCIAL SERVICES

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The financial sector in India includes services like broking firms, investment services,
financial consulting, national banks, private banks, mutual funds, car and home loans,
equity market and other banking services.

BANKING:

The Indian money market is classified into the Organized sector, comprising
private, public and foreign owned commercial banks and cooperative banks, together
known as scheduled banks, and the unorganized sector, which includes individual or
family owned indigenous bankers or money lenders and non-banking financial
companies.

ENERGY AND POWER

India's oil reserves meet 25% of the country's domestic oil demand. India is the
fourth largest consumer of oil in the world and imported $82.1 billion worth of oil in
the first three quarters of 2010, which had an adverse effect on its current account deficit.
The petroleum industry in India mostly consists of public sector companies such as Oil
and Natural Gas Corporation (ONGC), Hindustan Petroleum Corporation Limited
(HPCL) and Indian Oil Corporation Limited (IOCL). There are some major private
Indian companies in the oil sector such as Reliance Industries Limited (RIL) which
operates the world's largest oil refining complex.

TOURISM

Hospitality in India is based on the Sanskrit adage ‘Atithi Devo Bhava’ or ‘guest is god’. The
concept was adapted by the Ministry of Tourism, Government of India which aims at creating
awareness about rich variety of tourism in India.

MEDIA

Media and Entertainment (M&E) is one of the fastest growing sectors in India. The sector
consists of creation, aggregation and distribution of content, products and services, news
and information, advertising and entertainment through various channels and platforms.
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HEALTH

Sector Structure:

The art of healthcare in India can be traced back nearly 3500 years. From the early days
of Indian history the Ayurvedic tradition of medicine has been practiced. During the rule
of Emperor Ashoka Maurya (third century BCE), schools of learning in the healing arts
were created. Many valuable herbs and medicinal combinations were created. Even today
many of these continue to be used. During his reign there is evidence that Emperor
Ashoka was the first leader in world history to attempt to give health care to all of his
citizens, thus it was the India of antiquity which was the first state to give its citizens
national health care.

The Indian healthcare sector is expected reach US$ 280 billion by 2020, according to a
report by an industry body. "Healthcare has emerged as one of the most progressive and
largest service sectors in India with an expected GDP spend of 8 per cent by 2012 from
5.5 per cent in 2009. It is believed to be the next big thing after IT and predicted to
become a US$ 280 billion industry by 2020," the report said.

TRADITIONAL PRACTICES:

 Acupressure:
 Acupuncture:

 Ayurveda

 Homeopathy :

 Magnet therapy:

 Meditation:

 Naturopathy:

 Panchakarma:

 Reflexology:

 Reiki:

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  Siddha:

 Unani:

 Yoga :

MEDICAL FACILITIES

The total Indian healthcare sector is today 34 billion USD and it is projected to
grow to nearly 40billion by 2012. The diagnostic and pathology market is around two
percent of the total market. Indian diagnostic market has been growing fast, at 15-20
percent growth rate but there are lots of development needs. The growth rate is estimated
to remain the same for the following ten years. As in all India related issues, again the
scale is so amazing - as the Indian interviewees put it: it is all about numbers in India!
Also funding is always an issue. One of the major driving forces is the basic demographic
change: the migration to urban cities, with increasing number of people having access to
modern healthcare. Consequently, more and more investments are being made in
hospitals and clinical laboratories. However, the rural sector is not to be forgotten.-
Despite the quick economic growth and increasing number of middle class
representatives, India is still a developing country with a huge number of rural inhabitants
with massive sanitation problems. The basic market requirement is to come up with more
indigenous products with affordable prices, bearing in mind that the usability is also in
issue: the diagnostic kits should be easy to use, not requiring a doctor.

Medical facilities are classified into two:

Medical facilities:

 The medical treatment in India has depicted a massive growth in infrastructure in

the private and voluntary sector.

 The private sector, which was very unpretentious in the early stages, has now
become an affluent industry prepared with the most modern state-of-the-art
technology at its disposal.

 It is expected that 75-80 percent of healthcare services and investments in India

are now provided by the private sector.

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  In addition to that India has one of the largest pharmaceutical industries in the
world. It is self-sufficient and self- reliant in drug production and exports drugs to
more than 180 countries.

 Using the latest technical apparatus and the services of highly expert medical
personnel, these hospitals are in a position to provide a spectrum of general as
well as specialist's services.

 These services are offered at awfully cutthroat prices; cheering patients not only
from developing countries but even from a number of developed ones to come to
India for medical treatment packages.

Amidst varied general and specialty medical treatment packages the noteworthy packages
are as beneath:

 Bone Marrow Transplant

 Cardiac Care and surgery package

 Cosmetic Surgery package

 Dialysis and Kidney Transplant package

 Gynaecology & Obstetrics

 Healthcare facilities

 Joint Replacement Surgery package

 Neuro-surgery & Trauma Surgery treatment package

 Osteoporosis medical treatment package

 Refractive Surgery package

 Urology

 Vascular Surgery package

 Dental care medical package

As far as the cost of medical treatment packages are concerned, India offer the most
competitive treatment package price to the world with its up- to- the- minute medical

19
devices. The prices of different pathological tests range from Rs.50 to 3000. And that
depends upon the nature of the test.

Now, the specialty hospitals are using Nuclear medicines for treatment. Here radioactive
isotopes are injected or administered orally and that is again scanned by sophisticated
Gamma camera. So for high quality treatment at lowest possible cost one must select
India as his medical treatment destination.

Diagnostics facilities:

Market Overview:

The Indian diagnostic market comprising primarily of reagents and kits is to a large
extent import driven. India currently has over 11,500 hospitals and 14,000 diagnostic
laboratories. Diagnostics is poised to become a $700 million industry by 2010 with
significant improvements occurring in the area of early detection. Reagents and kits will
also be major contributors to growth. There is increasing need for indigenous products
with affordable prices.

Diagnostic Market:

Today the total Indian healthcare sector, is currently valued at $34 billion, is
projected to grow to nearly $40 billion by 2012. The diagnostic and pathology market is
around 2 percent of the overall healthcare market. The diagnostic market has been
growing at 15-20 percent and by all indications shall continue to grow for another
10years at this rate

The fast growing diagnostic sector opens several avenues for partnership between
the Indian and International diagnostic companies. There is huge potential in the clinical
research and trials market by combining the unique strengths of Indian and US
companies, US companies are the leader in pharmaceuticals and biologics research and
development. Indian companies can leverage their extensive expertise in life sciences, the
large number of CAP accredited labs in India and the huge patient base to collaborate
with US companies in organizing large scale and complex clinical trials at low costs.

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There is good potential to develop training and accreditation programmes for the Indian
market. There is a need to design cheap, high quality equipment for Indian markets and
device creative financing options and low cost, effective solutions for the Indian market.

Growth Drivers in India:

Increased purchasing power among the middle to upper-tier economic groups.

Along with the increasing wealth of Indians is the emergence of a more Westernized
attitude which brings along also increased health awareness. One important sub-sector are
the non-resident Indians (NRIs) who have spent much of their lifetime in the West but
often return to India in later stage of life. Medical services in particular have flourished
with the establishment of “NRI hospital"

The arrival of multinational corporations in large numbers to the Indian scene has
been accompanied by a similar growth in indigenous corporate entities (in particular IT-
sector and business process outsourcing (BPO). New corporate mentality brings along
employee health issues, especially those of managers and executives. A parallel
development has been the progressive expansion of health insurance programs that cover
curative, diagnostic, and health screening programs.The rapidly increasing non-
communicable disease burden on Indian population, without forgetting the rural masses
who still struggle with a vast number of communicable diseases.

Growth Restraints in India:

India is a very cost and price sensitive market, i.e. imported products are often too
expensive. The healthcare spending of the common people is 65% of disposable income,
as the healthcare insurance penetration is still in the initial stages, and according to recent
studies, lower income groups need to pay bribes to get access to public health structures
(in southern states in almost 65 per cent of cases)

Lack of awareness of newer methods and tests among public healthcare personnel
and lack of professionals

Current use of diagnostics in India:

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  Infectious Diseases Diagnosis
 Hormones diagnosis

 Blood Grouping reagents diagnosis

 Pregnancy diagnosis

 Cancer Markers

 Molecular Diagnostics

Unorganized Sector in India

Major branded players in the Indian diagnostics market are:

 Super Religare Laboratories,

 Dr Lal Pathlabs,

 Thyrocare and

 Pathcare labs

 Vimta labs

 Lucid Medical

 Elbit Diagnostics

Elbit:

 Elbit is established as the seamless link between doctors, the hospitals, in-house
consultants and the visiting patients as a trustworthy Quality Service Provider,
attending to all their Medical Diagnostic needs.

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  Elbit presently enjoys a noticeable existence in the Health Care Industry. Elbit
offers a winning combination of contemporary equipment, international
technology and effective personal care.

 Elbit provides the patients and their families with high-standard medical care and
the most qualitative and quantitative data regarding the etiology and pathogenesis
of a disease.

PathCare Labs (P) Limited:

 PathCare Labs is an emerging Diagnostic Service provider on the horizon with a

promise to ensure Quality, Reliability and Customer Care.
 PathCare has ventured into the foray of complete Diagnostic Services by setting
up a State of the Art Central Clinical Reference Lab at Hyderabad, Andhra
Pradesh and plans to grow and acquire bigger dimensions with an aim to become
a global network of highly automated and sophisticated diagnostic laboratories
synonymous with cutting-edge technology, accuracy, efficiency, dedicated
customer service and above all the stringent ethical practices.

 Pathcare has spread across the country with a promise to ensure Quality,
Reliability and Customer Care. The exquisite management ethics of Pathcare has
made it the first company to be Networked, Bar-coded, certified and accredited.

Vimta Labs:

 Vimta Labs is India’s leading contract research and testing organization.

Established in 1984 VIMTA has an envious track record of serving several market
leaders across the globe.
 VIMTA is a team of 692 professionals comprising 460 scientists in various
disciplines such as Chemistry, Pharma, Medicine, Microbiology, Molecular
biology and Informatics. The team is slated to double in next three years.

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  VIMTA is a multi-site organization with more than 300,000 sqft world class
laboratory facilities.The technologies deployed at VIMTA are current and leading
edge, duly validated.

Super Religare Laboratories:

SRL is servicing nearly 1550 hospitals/path labs along with its subsidiary Piramal
Diagnostic Services Private Limited, offering a comprehensive range of over 3,300
diagnostic tests, from the routine to the highly specialized tests.

Dr. Lal PathLabs:

Dr. Lal PathLabs has 65 laboratories at present in India and it is looking to add another 35
this year. The company has decided to invest 150crore this year on acquisitions in India
and abroad. The company is also looking to acquire in Middle East, Bangladesh, Sri
Lanka and other South Asian nations.

Thyrocare:
Thyrocare is one among the top laboratory brands in India. It is moving at 40 percent
annually. Another major player Metropolis has created an Indian Association of
Pathology Labs in view to represent the industry to the government under the umbrella
structure of CII (Confederation of Indian Industry).

Lucid:

Medical Diagnostics is a comprehensive health care facility with dedicated resources for
enhancement of health. Designed to be one of the most advanced imaging centers in
India, it has brought the finest Medical Technology to south India. Combined with a
comprehensive team of Health Care Professionals, LUCID is here to deliver superior
service for individuals from all walks of life.

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Opportunities and Challenges:

 Indian healthcare market is large but still fragmented and underserved. India is
one of fastest growing and strongest global economies with about 8 percent
growth rate.
 Our nation has 17 percent Facts that count In India, out of the 60,000 laboratories
where testing is done, only 200 are accredited and only 1000 are worth being
called as laboratories.
 By the year 2020, at least 60 percent of in-vitro business will become organized
since, though slow, things are moving in right direction. Unorganized laboratories
are growing at the rate of 10 – 15 percent, while the organized corporate chains
having less than 10% share of the total market are growing in a much faster rate at
25 – 30 percent, annually. As on date only 10 percent is organized and though it
has taken 40 years to move to 10 percent, this is likely to grow to 50 percent in
just next 10 years.
 The growing middle-class also recognizes the value of pathology testing and is
willing to pay for these tests. This is reflected in the over 20 percent CAGR in the
last five years in India’s diagnostics industry. The diagnostics industry is highly
fragmented with the largest players account for less than 15 percent of the total
diagnostics market
 Facts that count
 In India out of the 60,000 laboratories where testing is done, only 200 are
accredited and only 1000 worth are being called as laboratories.
 Unorganized laboratories are growing at the rate of10-15 percent, while the
organized corporate chains having less than 10% share of the total market are
growing at a faster rate at 25-30 percent, annually.
 As on date only 10% percent is organized and though it has taken 40 years to
move to 10 percent, this is likely to grow 50 % in just next 10 years.
 The growing middle class also recognizes the value of pathology testing and is
willing to pay for these test. This is reflected in the over 20percent CAGR in the
last five years in India`s diagnostic industry
 The whole diagnostic industry is fragmented with the largest players account for
less than 15 percent of the total diagnostics market.

25
RETAILING

Retailing is one of the pillars of the economy in India and accounts for 13% of
GDP.The retail industry is divided into organized and unorganized sectors. Unorganized
retailing, on the other hand, refers to the traditional formats of low-cost retailing, for
example, the local kirana shops, owner manned general stores, paan/beedi shops,
convenience stores, hand cart and pavement vendors, etc. In India, a shopkeeper of such
kind of shops is usually known as a dukandar.

EDUCATION

Education is the most crucial investment and an essential element in human resource
development. It has always been accorded an honored place in every economy. It implies
ability of the people to read, write and understand. It has the fundamental aspects of
imparting knowledge, wisdom and culture. It helps in drawing out the latent potentials
and talents of an individual.
The Indian educational structure mainly consists of the three stages, namely:-
 Elementary education
 Secondary education

 Higher education

 Adult education

 Technical education

REAL ESTATE:

India is the most viable investment destination in real estate The real estate sector
in India is of great importance. According to the report of the Technical Group on
Estimation of Housing Shortage, an estimated shortage of 26.53 million houses during
the Eleventh Five Year Plan (2007-12) provides a big investment opportunity.

26
 COMPANY PROFILE

ABOUT VDC:

Founded in 1981 by Dr Surender Reddy, as the first centre of its kind to offer a comprehensive
range of all diagnostic modalities, under one roof, Vijaya has emerged as the pioneers in
diagnostic medicare, in Andhra Pradesh. Vijaya`s commitment to quality and philosophy of
always putting the patient first, has ensured that over the past 28 years, it has established a
reputation for excellence and reliability and has become a household name for quality
diagnostic services.

VISION & MISSION:

Vijaya is guided by vision and philosophy of:

 Offering reliable and accurate diagnostic services to our customers, at affordable prices,
in a customer centric manner
 Keeping pace with the technological advances in diagnostics and offering our customers
access to the latest developments in diagnostic medicare
 Complying with the most stringent quality and ethical norms and ensuring a human
touch to our services

Today, Vijaya has 14 centres spread across the city of Hyderabad to ensure easy access and
convenience to our patients. Centres in Kolkata, Chennai, Warangal and Nizamabad also.

Delivered quality diagnostic services to over 2,000,000 patients since inception.

27
Team Vijaya has over 35 qualified Radiologists, Pathologists, Microbiologists and other doctors
in addition to over 400 qualified and competentA technologists, working full time.

Most comprehensive range of diagnostic services spanning Radiology & Imaging, Nuclear
Medicine, Conventional & Specialty Lab Services and Diagnostic Cardiology.

MILESTONES:

Over the past 28 years, Vijaya always had passion for quality and is committed to delivering
the latest in technology to its customers, having translated into a number of Firsts including

 First centre to introduce Ultrasound and Echocardiography, in 1981

 First centre to introduce Thyroid hormone testing , in 1985
 First centre to offer Nuclear Medicine, in 1986
 First centre to offer 4th generation CT Scan, in 1993
 First centre to offer Mammography, in 1994
 First centre to offer Bone Densitometry, in 1999
 First centre to offer rt PCR based DNA testing and Flow Cytometry, in 2000
 First centre to offer Digital X-Ray, in 2001
 First centre to offer automated microbiology culture (BACTEC), in 2003
 Hawk eye Gamma Camera with SPECT CT in 2006
 Independent Cardiac CT in 2007
 Independent 3.0 Tesla MRI in 2007
 Independent PET CT in 2008

SERVICES OFFERED

 CORPORATE HEALTH PACKAGES

 NUCLEAR MEDICINE
 RADIOLOGY
 SPECIALITY LAB
 LAB SERVICES

Over the last two decades, there have been tremendous technological advances, in the field of
diagnostic healthcare which have resulted in new and innovative modalities that are focused on
prevention and early detection of disease. Vijaya believes that prevention is the best cure and
periodic health checkups are essential for individuals to monitor their health status and take
28
appropriate health and lifestyle precautions.
VDC offers a wide range of preventive health check packages, based on the age, gender and
medical history of the patient including.

 Vijaya master health checkup

 Vijaya cardiac profile
 Vijaya advance cardiac profile
 Vijaya whole body checkup
 Vijaya well women checkup
 Vijaya general health checkup
 Vijaya diabetic health checkup
 Vijaya executive health checkup

NUCLEAR MEDICINE:

Nuclear Medicine is an advanced and specialized imaging modality that allows analysis of the
functionality and structure of organs like brain, heart, liver, kidneys, and bone etc, bones or
tissues by using radiopharmaceuticals and imaging by a Gamma Camera. Today, it has vital
applications in various fields including the diagnosis & treatment of Cancer, Heart disease,
Thyroid disorders, Renal & Liver disease and many other areas.

The Nuclear Medicine department at Vijaya, is approved by the AERB (under the Department
of Atomic Energy) and is equipped with the most advanced and state of the art GE Infinia
Hawkeye Dual Head SPECT Gamma Camera with a built in multi slice helical CT scanner.

The GE Infinia "Hawkeye" system offers:

 Fastest scan cycle times and unparalleled clinical flexibility with an open design, for
patient comfort

 Optimized imaging performance, at lower patient doses provides diagnostic confidence

 SPECT/CT enables fusion of the anatomical and functional information for clinical
diagnosis broad coverage and 1’ etched detectors to enable high, medium and low
energy imaging of the highest quality

29
PET-CT

Diagnosing and planning treatment for cancer, heart or brain disease requires technology that
lives up to the challenge. With the highest sensitivity in the industry the Discovery STS 100 has
set new standards in image quality. This helps in accurate diagnosis and treatment plan for
patients.

RADIOLOGY:

“Radiology is the science which deals with the use of radiant energy for the
diagnosis and treatment of a disease. A minimally invasive form of medicare, it allows
the doctor to study a patient’s internal system, without making any cuts on the body”

All imaging procedures are performed, keeping the patient safety in mind, and care is
taken to ensure that results of the highest quality are obtained while minimizing the
patient exposure to radiation. Every procedure is undertaken under the supervision of our
team of highly qualified and experienced Radiologists, to ensure that the results are
clinically relevant and enable better diagnosis.

MRI

Philips Achieva 3 Tesla MRI incorporates the latest in magnetic resonance

imaging technology that combines outstanding image quality with a patient friendly short
bore gantry, to eliminate claustrophobia and a dual gradient system, to enable ultra high
resolution imaging. The Achieva 3.0T is a truly complete MR system, for the routine
exams of brain, spine and musculoskeletal to the most advanced ones. Some of the
advanced applications offered by the Achieva 3.0T include Multi Voxel Spectroscopy,
DWIBS for Oncology application, 4D THRIVE, Fiber Trak, High Resolution MR
Angiography, MR Diffusion and MR Perfusion imaging. The result is clinical excellence
combined with patient comfort and clinical relevance.

CT:

30
 Philips Brilliance 64 slice CT is one of the most advanced CT systems in the
market and can expand clinical boundaries in cardiac, pulmonary, trauma, and pediatric
imaging. This system is built on innovative Essence technology that delivers image
quality, dose efficiency and rapid reconstruction times. The system enables faster scan
times and lower patient exposure to radiation, while delivering unmatched image quality.
The Brilliance CT offers a comprehensive range of clinical applications, not found on
many other systems including high resolution Cardiac & Coronary imaging, CT
Angiography, 3D Reconstruction and MPR, Virtual Endoscopy, Oncology and Pediatic
Imaging, which span from early detection and diagnosis to treatment of disease.

Digital X-Ray
Digital X-Ray (CR) is truly a breakthrough technological development in the field
of X-Ray imaging. At Vijaya, we were the pioneers in introducing Digital X-Ray, in AP,
in 2000 and today we have over seven digital CR X-Ray systems installed, across our
various centres. The system allows for accurate high resolution x-ray imaging, while
reducing patient exposure to radiation, eliminating the need for retakes and also allows
for electronic transfer of images from one location to another.

Mammography:
Vijaya offers Mammography screening for Breast Cancer detection, on our
Siemens Mammomat system, which is one of the most advanced systems available.
Breast cancer is one of the 3 major risks for women over the age of 40 and a yearly
mammogram is the most reliable method of ensuring early diagnosis of this disease,
which can be treated effectively, if detected early

Ultrasound/Color Doppler:

Our Philips IU 22 color Doppler system is one of the most advanced ultrasound
platforms in the world and pushes the boundaries for imaging in conventional radiology,
vascular and ob/gyn imaging. The IU 22 also offers real time 3D imaging to offering a
wide variety of applications in pediatric and vascular imaging.
31
Speciality lab:

Vijaya, has a dedicated specialty lab services division that caters to the outsourced
needs of such hospitals and laboratories, allowing them to expand their diagnosis and
treatment options, while ensuring that patients have access to the very diagnostic
expertise and technology.

Some of the highly specialized and state of the art modalities offered at Vijaya, include

 Flow Cytometry (CD4/CD8, Oncology markers, HLA typing etc)

 Rt PCR based DNA detection ( infectious diseases)

 Chemiluminescence (cancer markers, hormonal assays, endocrinology etc)

 Immunofluoroscence (auto immune disorders)

 Nephelometry (high resolution analysis of proteins etc)

 Immunohistochemistry (IHC)

Lab services:

Today Vijaya`s lab services offerings encompass a wide range of investigations

from routine tests to highly specialized ones, not offered by other hospitals or
laboratories. Typically, most specialized investigations require huge capital investments
in equipment, in addition to requiring highly skilled and trained technical staff to
undertake these investigations. On the other hand, these tests may not be required in large
volumes leading to cost inefficiencies and making it unviable for most hospitals or
laboratories to offer these investigations.

Vijaya offers a comprehensive test menu covering the key disciplines of conventional lab
services:

 Clinical Biochemistry
 Haematology
 Clinical Pathology
 Histopathology & Cytopathlogy
 Microbiology
 Serology

32
  Immunology

They offer a complete spectrum of services from routine tests such as CBP or Blood
Glucose to highly specialized investigations for infectious diseases, cancer markers,
hormonal assays, therapeutic drug assays etc.

Each individual discipline is headed by experienced, professionally qualified medical

doctors supported by a team of qualified and trained technologists.

All quantitative investigations are undertaken on fully automated state of art the
analyzers, which eliminate the chance of any human error.

It also offers a complete spectrum of services from routine tests such as CBP or Blood
Glucose to highly specialized investigations for infectious diseases, cancer markers,
hormonal assays, therapeutic drug assays etc.

Each individual discipline is headed by experienced, professionally qualified medical

doctors supported by a team of qualified and trained technologists.

All quantitative investigations are undertaken on fully automated state of art the
analyzers, which eliminate the chance of any human error.

QUALITY:

Vijaya is always commited to quality and uncompromising. It is implemented

through design and compliance to a quality system that is focused on ensuring reliable
and accurate results, every time.

Our procedures ensure

 Use of vacationers instead of syringes for sample collection, to eliminate sample

contamination or preanalytical errors
 Use of fully automated analyzers that eliminate the chance of human error

33
  Periodic calibration of all instruments and measuring devices
 Implementation of an online Quality Control (QC) program including
participation in international EQA programs from reputed vendors
 Involvement of highly qualified, competent and dedicated professionals, in every
step of the testing procedures
 Our unwavering commitment to quality has also resulted in us having achieved
ISO 9001:2000 Certification and NABL-ISO 15189:2007 Accreditation ( under
Dept of Science & Technology, Govt of India) for our laboratory services

NABL - ISO 15189:2007 ISO 9001:2000

The process of Human Resource Planning:

The process of Human Resource Planning at Vijaya diagnostic centre is mainly based on
Workload analysis which is one of the traditional methods of estimating the manpower
requirement.

 Workload analysis: The need for manpower is also determined is also

determined on the basis of work-load analysis, wherein the company tries to
calculate the number of persons required for various jobs with reference to
planned output-after giving weightage to factors such as absenteeism ,idle time,
etc. the following example would throw light on this:

34
 DATA ANALYSIS AND INTERPRITATION

WORK LOAD ANALYSIS OF VARIOUS DEPARTMENTS

ULTRASOUND:

NO. OF PERSONNEL MINIMUM SHIFTS HUMAN

EXISTING PRESENT IN A QUALIFICATION RESOURCES
PERSONNEL SHIFT RECOMMENDED

TECHNICIAN 1 INTER/DEGREE 9.00-18.00

ANY

TECHNICIANS-5 TECHNICIAN 2 “ 8.30-17.30

TECHNICIAN 3 “ 7.30-12.30,
17.00-21.00 SUFFICIENT

TECHNICIAN 4 “ 8.00-17.00

TECHNICIAN 5 “ 11.00-20.00

 Patients who have to undergo the Ultrasound test must have their bladder full
 The device used is Ultrasound/Color Doppler(Philips IU 22 Color Doppler
System)
35
  Mostly, pregnant women undergo this test
 This department consists of 3 Doctors and 5 Technicians
 There are 3 rooms and 3 devices.
 Technicians operate in shifts
 Around 120 patients undergo tests a day
 The technicians help the Doctors in recording the data related to patient i.e.,
 patient name
 contact number
 reference Doctor
 part to be scanned
 patient in-time, out-time
 case done by Doctor name
 Technicians also help in positioning the patient and would be accompanying the
Doctors.
Interpretation:
Human resources available in this department are sufficient.

CT:

NO. OF PERSONNEL MINIMUM SHIFTS HUMAN

EXISTING PRESENT IN A QUALIFICATION RESOURCES
PERSONNEL SHIFT RECOMMEND
ED

TECHNICIAN 1 Inter/Degree(Bio-Medical) 7.00-16.00

TECHNICIANS-3
TECHNICIAN 2 “ 9.00-18.00
SUFFICIENT
TECHNICIAN 3 “ 13.00-22.00

 CT is used to detect tumors in the body

 The device used is Philips Brilliance 64 slice CT
 No. of technicians are 3
 The minimum qualification for the technician are inter and degree(bio-medical)
 The number of patients visiting per day are:35
 The various activities done by the technicians are:
 They gather patient health information
 Anesthesia
 Positioning the patient
Interpretation:
Human resources available in this department are sufficient.

36
 MRI:

NO. OF PERSONNEL MINIMUM SHIFTS HUMAN

EXISTING PRESENT IN A QUALIFICATION RESOURCES
PERSONNEL SHIFT RECOMMENDED

TECHNICIAN 1 Inter /deg(Bio-Medical) 8.00-17.00(2

members)

TECHNICIANS-6 TECHNICIAN 2 Inter /deg(Bio-Medical) 7.00-16.00 SUFFICIENT

TECHNICIAN 3 Inter /deg(Bio-Medical) 13.30-10.30

TECHNICIAN 4 Inter /deg(Bio-Medical) 10.00-19.00

TECHNICIAN 5 Inter /deg(Bio-Medical) 6.30-15.30

TECHNICIAN 6 Inter /deg(Bio-Medical) 1.30-22.30

 Magnetic resonance imaging is used to detect cancer tumors and perform tests on
other parts of the body such as brain, spinal cord, etc.
 The device used is PHILIPS Achieva 3.0 Tesla.
 The no. of technicians working here are 6.
 They gather patient health information
 Anesthesia
 Positioning the patient
 The minimum qualification for technician is INTERMEDIATE, DEGREE (BIO
MEDICAL).
 The number of patients visiting per day is 25.
 The minimum time to undergo this test is 15minutes.
Interpretation:
Human resources available in this department are sufficient.

PET/CT & NUCLEAR MEDICINE:

NO. OF EXISTING PERSONNEL MINIMUM SHIFTS HUMAN

PERSONNEL PRESENT IN A QUALIFICATION RESOURCES
SHIFT RECOMMENDED

37
 ASSISTANT-1 Diploma In 8.30-
Radiation Medicine 17.30
ASSISTANTS-2
ASSISTANT-2 Diploma In 8.00-
Radiation Medicine 17.00
SUFFICIENT
SENIOR-1 Diploma In
SENIORS-2 Radiation Medicine

SENIOR-2 Diploma In
Radiation Medicine

CONSULTANT-1 Diploma In
Radiation Medicine
CONSULTANTS
CONSULTANT-2 Diploma In
Radiation Medicine

OFFICE BOYS-2 OFFICE BOY-1 X standard

“
OFFICE BOY-2 X standard

 This is used to detect tumors in the body.

 The device used is GE Discovery STS 100 positron immigration system with built
–in 16 Slice CT and GE INFINIA 4 HAWKEYE(Gamma Camera and Multi Slice
CT)
 The no. of technicians working here are 6 and 2 office boys
 The minimum qualification required is Diploma in Radiation Medicine(DRM)
 The technicians perform the following duties:
 Radiation adjust
 Performing scanning
 Patient positioning
 Medicine preparation and Anesthesia
 There are 2 consultants who write the reports for the PET/CT scan
 On an average 4-5 patients undergo PET/CT scan and it is done only in the
morning
 It takes 15-20min to undergo the scanning process
 On an average 10-15 patients undergo GAMMA scan.
Interpretation:
Human resources available in this department are sufficient

X-RAY:

NO. OF PERSONNEL MINIMUM SHIFTS HUMAN

EXISTING PRESENT IN RESOURCES
38
 PERSONNEL A SHIFT QUALIFICATION RECOMMENDED

TECHNICIANS- Diploma in X-ray 7.00-

1 16.00
TECHNICIANS-
6 TECHNICIAN-2 Diploma in X-ray 11.00-
20.00 SUFFICIENT

TECHNICIAN-3 Diploma in X-ray 13.00-

22.00

TECHNICIAN-4 Diploma in X-ray 12.00-

21.00

TECHNICIAN-5 Diploma in X-ray 8.00-

17.00
(2TEC)

 This department consists of 6 technicians

 The minimum qualification required is Diploma in X-ray
 The devices they use is drypix7000 FCR CAPSULAX-II,Collimax-III
 They perform X-Ray, Digital Orthopantogram (OPG), mammography and bone
mineral density.
 On an average 120 patients will undergo this test.
 The technicians perform the following duties:
 Patient positioning
 Record the values told by the other technician
 Analyses the scanning process
 The time taken for doing the X-ray are as follows:
 X-ray : 2min
 OPG : 15min
 Mammography: 15min
 Chest X-ray : 2min
 Bone Mineral Density: 20min
Interpretation:
Human resources available in this department are sufficient

SAMPLE COLLECTION DEPARTMENT:

NO. OF PERSONNEL MINIMUM SHIFTS HUMAN

EXISTING PRESENT IN A QUALIFICATION RESOURCES
PERSONNEL SHIFT RECOMMENDE
D

TECHNICIAN-1 MLT,DMLT 9.00-18.00

39
 TECHNICIAN-2 MLT,DMLT 7.00-16.00
(2members)

TECHNICIANS - 8 TECHNICIAN-3 MLT,DMLT 13.30-22.30

TECHNICIAN-4 MLT,DMLT 6.30-15.30

(2members) SUFFICIENT

TECHNICIAN-5 MLT,DMLT 13.00-22.00

TECHNICIAN-6 MLT,DMLT 6.30-10.30 &

17.30-22.30

 The no of technicians are:7/8

 There are 5 counters to collect the samples
 The minimum qualification required is MLT, DMLT.
 The various devices used here are:

Rotator

Bar coding Machines
 The frequency of patients in a day :
 Morning -400
 Evening-200
 The work done by them is samples drawing and samples receiving.

Interpretation:
Human resources available in this department are sufficient

SAMPLE SEPARATION DEPARTMENT:

NO. OF PERSONNEL MINIMUM SHIFTS HUMAN

EXISTING PRESENT IN A QUALIFICATION RESOURCES
PERSONNEL SHIFT RECOMMENDED

TECHNICIAN-1 MLT,DMLT 6.30-10.30

&17.30-22.30
TECHNICIANS-4
TECHNICIAN-2 MLT,DMLT 11.00-20.00

TECHNICIAN-3 MLT,DMLT 7.00-16.00

SUFFICIENT
TECHNICIAN-4 MLT,DMLT 8.00-17.00

OFFICE BOY-1 X STD 12.00-21.00

OFFICE BOYS-3
OFFICE BOY-2 X STD --

OFFICE BOY-3 X STD --

40
  The no of employees are:6
 Technicians-3
 Office boys -3
 The technicians separate the samples using Centrifuge
 2 office boys collect the samples from other branches and 1 gives separated the
samples to the laboratory for further testing
 The minimum qualification for technicians is MLT, DMLT.
 The minimum qualification for Office boy is 10th Standard.
 The various devices used here are:
 Centrifuge5702 EPENDORF
 They receive samples of around 600 per day

Interpretation:
Human resources available in this department are sufficient

CASH BILLING CUM RECEPTION:

NO. OF PERSONNEL MINIMUM SHIFTS HUMAN

EXISTING PRESENT IN A QUALIFICATION RESOURCES
PERSONNEL SHIFT RECOMMENDED

RECEPTIONIST-1 DEGREE 6.30-17.30

RECEPTIONISTS-4/5 RECEPTIONIST- 2 DEGREE 6.30-17.30

RECEPTIONIST- 3 DEGREE 7.00-16.00 SUFFICIENT

RECEPTIONIST- 4 DEGREE 12.30-22.30

 The no of employees are:8

 They perform various activities such as :
 cash billing
 Credit billing
 Answering to queries of the patients
 The minimum qualification for them is any degree.
Interpretation:
Human resources available in this department are sufficient.

DISPATCH COUNTER:

NO. OF PERSONNEL MINIMUM SHIFTS HUMAN

41
EXISTING PRESENT IN A QUALIFICATION RESOURCES
PERSONNEL SHIFT RECOMMENDED

EMPLOYEE-1 INTER/DEGREE 8.00-17.00

EMPLOYEE-2 INTER/DEGREE 11.00-20.00

EMPLOYEES-6
EMPLOYEE-3 INTER/DEGREE 9.00-18.00

EMPLOYEE-4 INTER/DEGREE 6.30-10.30 SUFFICIENT

&17.30-22.30

EMPLOYEE-5 INTER/DEGREE 13.30-22.30

EMPLOYEE-6 INTER/DEGREE 12.00-21.00

 Here the customers collect their reports for the various tests undergone
 The no of employees in these department are: 6
 The shift duties are as follows:
 Morning-2
 Evening-4
 They work between 6.30am -22.30pm
 The employees store the records of all the reports from various departments.
 The minimum qualification required is intermediate, degree (any back ground)
MLT, DMLT& B.Sc
Interpretation:
Human resources available in this department are sufficient.

ECG/2D-ECHOCARDIOGRAPHY/TMT:

NO. OF PERSONNEL MINIMUM SHIFTS HUMAN

EXISTING PRESENT IN QUALIFICATION RESOURCES
PERSONNEL A SHIFT RECOMMENDED

TECHNICIAN-1 MLT,DMLT&B.Sc 8.30-17.30

TECHNICIANS-4 TECHNICIAN-2 MLT,DMLT&B.Sc 8.00-17.00

TECHNICIAN-3 MLT,DMLT&B.Sc 7.30-16.30 IN SUFFICIENT

TECHNICIAN-4 MLT,DMLT&B.Sc 7.00-16.00

42
 
The No. of technicians in these department are 4 and 2 Doctors and they work on a
rotation basis

ECG:

 The minimum qualification required for technicians is Intermediate, MLT,DMLT

 Frequency of patients is high during early hours
 On an average 50 patients undergo this test/day and 70 on weekends
 The device used in ECG is “SCHILLER AT-2PLUS”
 The technician will perform the test and submit the results in a graphical
format to the concerned Doctor.

2D-ECHOCARDIOGRAPHY:

 This device used for Heart Scan

 The device model is 2d-Echo GE VIVID 7.
 The minimum qualification that is required is MLT,DMLT and Degree
 2d-Echocardiography is performed under the supervision of a Doctor.
 No. of patients undergoing this test per day are: 20-25

TMT:

 This test has to be done in the presence of a Doctor

 This test is mainly done to examine the proper functioning of Heart
 The minimum qualification that is required is MLT,DMLT and Degree
 The device used here is GE T2100
 Another device Holter system is attached to the patient to monitor the Heart-Beat
rate for 24hrs.
 The number of patients visiting per day : 30
Intrepretation:
Presently, this department needs 1 more technician.

EEG/ENMG/PFT:

NO. OF PERSONNEL MINIMUM SHIFTS HUMAN

EXISTING PRESENT IN A QUALIFICATION RESOURCES
PERSONNEL SHIFT RECOMMENDED

Technicians-1 MLT,Neurology 9.00-18.00

Technicians-3 SUFFICIENT
Technicians-2 MLT,Neurology 8.00-17.00

Technicians-3 MLT, Neurology 12.00-16.00

43
  The no. of technicians available are 3 and Doctors-2
 The minimum qualification are MLT, Neurology
 The devices used are:
 Nicolet machine- EEG,ENMG
 RMS Machine -PFT
 The number of patients visiting per day :
 ENMG/EEG :100-150/DAY
 PFT : 3-4/DA
Interpretation:
Human resources available in this department are sufficient.

AUDITING:

NO. OF PERSONNEL MINIMUM SHIFTS HUMAN

EXISTING PRESENT IN A QUALIFICATION RESOURCES
PERSONNEL SHIFT RECOMMENDED

Employee-1 B.com 9.30-

18.30
Employees-7 /3-4
Employee-2 B.com 9.30-
18.30 SUFFICIENT

Employee-3 B.com 9.30-

18.30

Employee-4 B.com 9.30-

18.30

 The total no of employees are:7

 The number of accountants : 5; one manager and an Assistant Manager are also
present.
 The minimum qualification is B.Com.
 The various activities they perform are:
 Bills verification
 Check payments and credit bills will be verified.
 This department will oversee the billing of all the branches.

Interpretation:
Human resources available in this department are sufficient.
44
IMMUNOPATHOLOGY

NO. OF PERSONNEL MINIMUM SHIFTS HUMAN

EXISTING PRESENT IN QUALIFICATION RESOURCES
PERSONNEL A SHIFT RECOMMENDED

Technician-1 M.sc Biochemistry 11.00-20.00

Technician-2 M.sc Biochemistry 10.00-

19.00/
Technicians-3 9.00-12.00 SUFFICIENT
& 15.00-
21.00

Technician-3 M.sc Biochemistry 10.00-

19.00

 The number of technicians are :3

 The various instruments used in this lab and their throughputs are mentioned
below:
 Cyclomixer
 Rotary shaker.
 Centrifuge.
 Water bath.
 Flow cytometric
 Heater
 Twincubator
 All the technicians have good knowledge of all the instruments operating and the
minimum qualification is :M.sc Biochemistry
 The tests conducted are for various parameters
 This department receives samples of around 36-48/day and 3-5samples/weekend
 The various activities the technicians perform are:
 Receiving the samples
 Processing the samples
 Writing the reports

Interpretation:
45
 Human resources available in this department are sufficient.

BIOCHEMISTRY: ROUTINE

NO. OF PERSONNEL MINIMUM SHIFTS HUMAN

EXISTING PRESENT IN A QUALIFICATION RESOURCES
RECOMMENDED
PERSONNEL SHIFT
Technician-1 MLT 9.00-18.00

Technician-2 MLT 13.00-22.00

Technicians-7
Technician-3 MLT 11.00-20.00
(2 members)
IN SUFFICIENT
Technician-4 MLT

Technician-5 MLT

Technician-6 MLT

Technician-7 MLT

 The number of technicians are :7

 The various instruments used in this lab and their throughputs are mentioned
below:
 AU-OLYMPUS-2700 : 2000 TESTS/HR
 AU-480 BECKMEN COULTER : 480 TESTS/HR
 AVL ELECTROLYTEANALYSER : 180TESTS/HR
 ROCHE-P800 :1800 TESTS/HR
 VITROS : 25O TESTS/HR
 CAOAGULATIONS : 10 MIN/SAMPLE
 MANUAL TEST : 1-2 HR/TEST
 All the technicians have good knowledge of all the instruments operating and the
min qualification is : MLT
 The tests conducted are for various parameters
 This department receives samples of around 1800-2000/day
 The various activities the technicians perform are:
 Receiving the samples
 Processing the samples
 Writing the reports
Interpretation:
This department requires 2 technicians.

BIOCHEMISTRY-2: SPECIALITY LABS

46
NO. OF PERSONNEL MINIMUM SHIFTS HUMAN
EXISTING PRESENT IN A QUALIFICATION RESOURCES
PERSONNEL SHIFT RECOMMENDE
D

Technician-1 MLT 12.00-21.00

Technicians-4
Technician-2 MLT 9.00-18.00
SUFFICIENT
Technician-3 MLT 8.00-17.00

Technician-4 MLT 12.00-21.00

 The number of technicians are:4

 All the technicians have good knowledge of all the instruments operating and the
min qualification is : MLT
 The tests conducted are for various parameters
 The various instruments used in this lab and their throughput are mentioned
below:
 ADVIA CENTAUR XP : 260 TESTS/HR
 COBAS-6000 : 180 TESTS/HR
 BIO RAD D-10 : 20 SAMPLES/HR
 BIO RAD TURBO-II : 40 SAMPLES/HR
 KRYPTOR COMPACT : 6 SAMPLES/HR
 BN-PROSPECT : 6 SAMPLES/HR
 IMMULITE : DIFFERENT TIME DURATIONS FOR DIFERRENT
PARAMETERS
 BIO RAD D-10(HB-ELECTROPHORESIS): 8MIN/TEST
 ELECYS-2010 : 30 SAMPLES/HR
 OSMOMAT :6 SAMPLES/HR
 MANUAL TESTS :2DAYS

 The various activities the technicians perform are:

 Receiving the samples
 Processing the samples
 Writing the reports
Interpretation:
This department is deficit of 1 technician.

CYTOLOGY AND HISTOPATHALOGY:

NO. OF PERSONNEL MINIMUM SHIFTS HUMAN

EXISTING PRESENT IN A QUALIFICATION RESOURCES

47
PERSONNEL SHIFT RECOMMENDED

Technician1 MLT 8.30-17.30

Technician2& MLT 9.00-18.00

Technician3 (2members)
Technicians -7
Technician4 MLT 11.00-20.00

Technician5 MLT 8.00-17.00

(2members) SUFFICIENT

Technician6 MLT 12.00-21.00

Technician7 MLT 9.00-18.00

Typist -1 INTER

The number of technicians are: 7 and typist-1

The minimum qualification is MLT

In BIOPSY 40 samples/day are processed

The report generation time for different samples:
 Small sample- 3days
 Large sample- 5 to 7days
 The various activities performed by the technicians in Cytology and Histopathology
are:
 Book entry of the sample
 Labeling – checks patient history
 Sample separation
 Grossing
 Staining
 Reporting to Doctor
 Checking and dispatching the sample
 The various devices used in this department are:

CELLSPIN -I THERMACCENTRIFUGATION

REMI CENTRIFUGE

LEICA BLOCK CUTTING MACHINE

LEICA AUTOMATIC TISSUE PROCESSOR

LEICA EMBEDDING S/N LEICA EG1156

OVEN

BACTERIOLOGICAL INCUBATOR

R-8C LABORATORY CENTRIFUGE

SLIDE WARMING TABLE

SEROLOGICAL WATERBATH

ESR ANALYSER THERMA ME

48
 Interpretation:
Human resources available in this department are sufficient.

CLINICAL PATHOLOGY:

NO. OF PERSONNEL MINIMUM SHIFTS HUMAN

EXISTING PRESENT IN A QUALIFICATION RESOURCES
RECOMMENDED
PERSONNEL SHIFT
Technician1 B.sc MLT, DMLT 8.00-17.00

Technician2 B.sc MLT 12.00-21.00

Technicians- 7
Technician3 B.sc MLT 13.00-22.00

Technician4 B.sc MLT 9.00-18.00 SUFFICIENT

Technician5 B.sc MLT 10.00-19.00

Technician6 B.sc MLT 7.30-16.30

Technician7 B.sc MLT 9.00-18.00


The number of technicians are: 6 to 7

The minimum qualification is B.sc MLT, DMLT.

The samples are processed in a serial order and on an average 250 samples are
processed per day.

The various activities performed by them are:
 Check the sample barcode
 Separate the sample based on sample i.e., CUE A& FASTING
 They enter the details into system then into the log book
 Once samples results are generated they are reviewed Sr. technician and
concerned Doctor

The various devices used in this department are:

UROMETER 120SD

MICROSCOPE-1

HOT AIR OVEN

BACTERIOLOGICAL INCUBATOR

R-8C LABORATORY CENTRIFUGE

SLIDE WARMING TABLE

SEROLOGICAL WATERBATH

ESR ANALYSER THERMA ME
49
 Interpretation:
Human resources available in this department are sufficient.

HAEMATOLOGY:

NO. OF PERSONNEL MINIMUM SHIFTS HUMAN

EXISTING PRESENT IN A QUALIFICATION RESOURCES
PERSONNEL SHIFT RECOMMENDED

technician1 MLT,DMLT 9.00-18.00

Technician2 MLT, DMLT 12.00-21.00

Technician3 MLT, DMLT 13.00-22.00

Technicians-10
Technician4 MLT ,DMLT 9.00-18.00/
10.00-19.00

Technician5 MLT ,DMLT 8.00-17.00

OVER SUFFICENT
Technician6 MLT ,DMLT 18.00-22.00
(part time)

Technician7 MLT ,DMLT 10.00-19.00

Technician8 MLT ,DMLT 9.00-18.00

Technician9 MLT ,DMLT 11.00-20.00

Technician10 MLT ,DMLT 8.00-17.00


The number of technicians are- 10 and Doctors- 5

This department has more than required technicians and 3 can be transferred to
other branches or can be trained in new areas to meet the shortage in other
departments

The minimum qualification is MLT, DMLT.

On an average 350-400 samples are processed per day.

The various activities performed by them are:
 Check the sample
 Sample processing and grouping is done
 Different test are performed depending on various parameters.
 They enter the results into the worksheets
 Once samples results are generated they are reviewed Sr. technician and
concerned Doctor

The various devices used in this department are:

ADVIA2120

PENTRA 60CPLUS
50
 
MICROSE 60 AND 5 MICROSCOPES
Interpretation:
Human resources available in this department are over-sufficient and they can be utilized
for other functions

CYTOGENETICS:

NO. OF PERSONNEL MINIMUM SHIFTS HUMAN

EXISTING PRESENT IN A QUALIFICATION RESOURCES
RECOMMENDED
PERSONNEL SHIFT
Technician1 M.Sc Biotechnology 9.00-19.00
Technicians-2
9.00-19.00 INSUFFICIENT
Technician2 M.Sc Biotechnology

The number of technicians are- 2 and Doctor- 1

The minimum qualification is M.sc Biotechnology

On an average 30 to 40 samples are processed per weekend.

The various activities performed by them are:

Sample procession

Chromosomal Analysis

The various devices used in this department are:

CARBONDIOXIDE INCUBATOR GALAXY 170S NEW BRUNSWICK

LAMINAR AIRFLOW CHAMBER

BACTERIOLOGICAL INCUBATOR

REMI CENTRIFUGE

MICROCSCOPE

MICROSE 60 AND 5 MICROSCOPES
Interpretation:
This department needs one more technician.

MICROBIOLOGY:

NO. OF PERSONNEL MINIMUM SHIFTS HUMAN

QUALIFICATION RESOURCES
EXISTING PRESENT IN A RECOMMEND
PERSONNEL SHIFT ED

Technician1 M.Sc, B.Sc Microbiology 8.30-16.30,

16.00-19.00,
Serology 15.00-17.00
technicians-4
Technician2 M.Sc, B.Sc Microbiology 12.00-21.00

Technician3 M.Sc, B.Sc Microbiology 9.00-18.00

51
 Technician4 M.Sc, B.Sc Microbiology 8.30-17.30

Bacteriology1 M.Sc, B.Sc Microbiology 8.00-17.00

Bacteriology2 & M.Sc, B.Sc Microbiology 8.00-11.00&

Bacteriology-8 Bacteriology3 15.00-21.00
(2members)

Bacteriology4 M.Sc, B.Sc Microbiology 10.00-19.00

Bacteriology5 M.Sc, B.Sc Microbiology 12.00-21.00

Bacteriology6 M.Sc, B.Sc Microbiology 11.00-20.00 SUFFICIENT

Bacteriology7 M.Sc, B.Sc Microbiology 12.00-21.00

Bacteriology8 M.Sc, B.Sc Microbiology Part time


The number of technicians are- 14 and Doctor-2

The minimum qualification is B.Sc , M.Sc Microbiology

On an average 200 to 300 samples are processed per day.

The various activities performed by them are:

Sample procession depending upon the tests i.e., Serology and Bacteriology

Generated test values are entered into worksheets

Reports are sent to Dispatch counter through online

The various devices used in this department are:

ROCHE COBASE 411

BACTERIOLOGICAL INCUBATOR & BOD INCUBATOR

Interpretation:
This department needs one more technician.
The Workload Analysis carried out in the Vijaya diagnostics is for a duration of 1 month
and when continued for a year the number of personnel required would be 128.

The process of HRP usually followed in an Organisation, consists of the following

steps:

1. Forecasting the demand for Human resources

Most firms estimate how many employees they require in future. The demand for human
talent at various levels is primarily due to the following factors :

a. External challenges: These challenges arise from three important sources:

52
  Economic developments: Liberalisation, opening up of banking sector, capital
market reforms, the on-line trading systems have created huge demand for
finance professionals during 1990-1995 in India. Auto components,
Healthcare, and chemical industries in a steady manner. Consequently, the
demand of Engineering and Management graduates, Scientists and healthcare
professionals has picked up in recent times.
 Political, legal, social and technical changes: The demand for certain
categories of employees and skills is also influenced by changes in political
legal and social structure in an economy.
 Competition: Companies operating in fields where a large number of players
are bent upon cutting each other`s throat often reduce their workforce.
Competition is beneficial to customers but suicidal for companies operating
on thin margins.
b. Oganisational decisions: The Organisation`s strategic plan, sales and production
forecasts and new ventures must all be taken into account in employment
planning.
c. Workforce factors: Demand is modified by retirements, terminations,
negotiations, deaths and leaves of absence. Past experience, however, makes the
rate of occurrence of these actions by employees fairly predictable.
d. Forecasting techniques: The manpower forecasting techniques commonly
employed by modern Organisations are given below:
 Expert forecasts: in this method, managers estimate future human
resource requirements, using their experiences and judgments to good
effect.
 Trend Analysis: HR needs can be estimated by examining past trends. Past
rates of change can be projected into the future or employment growth can
be estimated by its relationship with a particular index

Other methods: Several mathematical models, with the aid of computers are also used to
forecast HR needs, e.g., regression optimization models, budget and planning analysis.

To proceed systematically, human resource professional generally follow three steps.

Let`s examine these steps as applied in respect of, say a commercial bank.

53
  Workforce analysis: The average loss of manpower due to leave, retirement,
death, transfers, discharge, etc., during the last 5 years may be taken into account.
The rate of absenteeism and labour turnover should also be taken into account.
The nature of competition say from foreign banks, other non-banking financial
institutions may also be considered here to find out actual requirements in a year.

 Job Analysis: job analysis helps in finding out the abilities or skills required to do
the jobs efficiently. A detailed study of jobs is usually made to identify the
qualifications and experience required for them. Job analysis includes two things
job description and Job specification.

2. Preparing Manpower Inventory (Supply Forecasting)

The basic purpose of preparing manpower inventory is to find out the size and quality of
personnel available within the Organization to man various positions. Every Organization
will have two major sources of supply of manpower; internal and external.

(a) Internal Labour supply: A profile of employees in terms of age, sex, education,
training, experience, job level, past performance and future potential should be
kept ready for use whenever required. Requirements in terms of
growth/diversification, internal movement of employees (transfer, promotions,
retirement , etc.) must also be assessed in advance. The possibilities of
absenteeism and turnover should be kept in mind while preparing the workforce
analysis. Frequent manpower audits must be carried out to find out the available
talent in terms of skills, performance, and potential.

54
Markov Analysis: This technique uses historical rates of promotions, transfer and
turnover to estimate future availabilities in the work force. Based on past probabilities,
one can estimate the number of employees who will be in various positions with the
Organization in the future.

Skills inventory: A skills inventory is an assessment of the knowledge, skills, abilities,

experience and career aspirations of each of the current employees. This record should be
updated at least every two years and should include changes such as new skills,
additional qualifications, changed job duties etc. Of course, confidentiality is an
important issue in setting up such an inventory. Once established, such a record helps an
Organisation to quickly match forthcoming job openings with employee backgrounds.

b. External labour supply: When the Organization grows rapidly, diversifies into newer
areas of operations or when it is not able to find the people internally to fill the vacancies,
it has to look into outside sources. To the extent an organization is able to anticipate its
outside requirement needs and looks into possible sources of supply keeping the market
trends in mind, its problem in finding the right personnel with appropriate skills at the
required time would become easier. Organizations, nowadays, do not generally track the
1. Net migration info and out of the area
qualifications of thousands
2. Education of employees manually. Details of employees in terms of
levels of workforce
3. Demographic changes in population
knowledge, skills, experience, abilities etc., are computerized, using various packaged
4. Technological developments and shifts
software systems. density
5. Population
6. Demand for specific skills
7. National, regional unemployment
IMPORTANT BAROMETERS rates OF LABOUR SUPPLY
8. Actions of competing employers
9. Government policies, regulations, pressure
10. Economic forecasts for the next few years
55
11. The attractiveness of an area
12. The attractiveness of an industry in a particular place
The

3. Determining Manpower Gaps

The existing number of personnel and their skills (from human resource inventory) are
compared with the forecasted manpower needs (demand forecasting) to determine the
quantitative and qualitative gaps in the workforce. A reconciliation of demand and supply
forecasts will give us the number of people to be recruited or made redundant as the case
may be. This forms the basis for preparing the HR plan.

4. Formulating HR plans:

Organizations operate in a changing environment. Consequently, human resource

requirements also change continually. Changes in product mix, union agreements,
competitive actions are some of the important things that need special attention. The
human resource requirements identified in an organization need to be translated into a
concrete HR plan, backed up by detailed policies, programmes and strategies

 Recruitment plan: Will indicate the number and type of people required and
when they are needed; special plans to recruit people and how they are to be dealt
with via the recruitment programme.
 Redeployment plan: Will indicate the programmes for transferring or retraining
existing employees for new jobs
 Redundancy plan: Will indicate who is redundant, when and where; the plans for
retraining, where this is possible; and plans for golden handshake, retrenchment,
layoff, etc.

56
 Training plan: Will indicate the number of trainees or apprentices required and
the programme for recruiting and training them; existing staff requiring training
or retraining; new courses to be developed or changes to be effected in existing
courses.
 Productivity plan: Will indicate reasons for employee productivity or reducing
employee costs through simplification studies, mechanization, productivity
bargaining; incentives and profit sharing schemes, job redesign, etc.
 Retention plan: Will indicate reasons for employee turnover and show strategies
to avoid wastage through compensation policies; changes in work requirements
and improvement in working conditions
 Control points: The entire manpower plan be subjected to close monitoring from
time to time. Control points be set up to find out deficiencies, periodic updating of
manpower inventory, in the light of changing circumstances, be undertaken to
remove deficiencies and develop future plans.

57
Human Resource Process at Vijaya Diagnostics on the basis of Human
resources Planning Model mentioned above:
1. Forecasting the demand for Human resources :

It is one of the forecasting techniques which is extensively used.HR needs can be

estimated by examining past trends. Past rates of change can be projected into the future
or employment growth can be estimated by its relationship with a particular index. Its
application at Vijaya Diagnostics is mentioned below.

Application of Trend Analysis at Vijaya Diagnostics

2009-2010: NO. OF WORKING HOURS : 4800

NO. OF WORKERS PRESENT : 590

RATIO : 590:4800

2009-2010 ESTIMATED WORKING HOURS : 5840

NO. OF WORKERS REQUIRED : 5840*(590 /4800)=128(APPROX)

INTREPRETATION:

IF THE DEPARTMENT HEADS HAVE A SPAN OF 16 TECHNICIANS, 8 DEPARTMENT

HEADS OR SUPERVISORS ARE ALSO REQUIRED.

Workforce analysis: The average loss of manpower due to leave, retirement, death,
transfers, discharge, etc., during the last 5 years may be taken into account. The
application of Workforce analysis at Vijaya Diagnostics helps in deternining the loss of
its manpower and the main reasons behind their exit.
The application of Workforce analysis at Vijaya Diagnostics is mentioned below

Promotions Out

>Job Hopping

Transfers In> >Transfers Out

Recruits in> >Retirement

58
Promotions in> > Discharge or Dismissal
2. Preparing Manpower Inventory (Supply Forecasting)

The basic purpose of preparing manpower inventory is to find out the size and quality of
personnel available within the Organization to man various positions. Markov Analysis in
any Organization uses historical rates of promotions, transfer and turnover to estimate
future availabilities in the work force. Based on past probabilities, one can estimate the
number of employees who will be in various positions with the Organization in the
future.

Skills inventory:

A skills inventory is an assessment of the knowledge, skills, abilities, experience and

career aspirations of each of the current employees. Skills inventory at Vijaya Diagnostics
is done in the following way to represent the KSA`s required in an employee.

Skills Inventory system in Vijaya Diagnostics:

59
Name: A.K.Sen Date printed:1-4-2010
Number:429 Department:41
Keywords Work experience
Word Description Activity
From To Company
Accounting Tax Supervision
2004 2006 Taxclerk Tradewell Company
and Analysis

Book Keeping Ledger Supervision

2006 2008 Accountant Elixir Organization
Auditing Computer Supervision

Records
2008 2009 Chief Accounts City Union Bank
Education Special Qualifications Memberships

Degree Major Year Course Date 1.AIMA

MBA Finance 2004 NCFM 1999 2.ISTD

B.Com Accounts 2001 Risk Management 2004 3.ICA

Computer Languages Position Location choice Hobbies

Literacy preference Kolkata Chess

Tally French Accounting Delhi Football

Hyderabad Swimming
Employee Signature_______________ HR Department___________________
Date ____________________________ Date_____________________________

3. Determining Manpower Gaps

The existing number of personnel and their skills (from human resource inventory) are
compared with the forecasted manpower needs (demand forecasting) to determine the
quantitative
1. Numberand required
qualitative gaps
at the in the workforce.
beginning of the year By: determining
128 manpower gaps Vijaya
Diagnostics
2. Totalcan estimate the
requirements required
at the manpower
end of the year : 718for the present and future needs. This
forms
3. the basis for
Number preparing
available at thethe HR plan.
beginning of the year : 590

4. Additions
Determining (transfers,
manpower promotions)at Vijaya diagnostics:
requirements : 20

5. Separations (retirement, wastage, promotions out and other losses) : 20 60

6. Total available at the end of the year : 590

7. Additional numbers needed in the year : 128.

FINDINGS:

61
 Vijaya Diagnostic centre is an Organization which was functioning based on traditional
values but it`s now coping with the changes and working towards modernization.

 The human resources available are self sufficient for handling present in patient flow

 The Organization has well qualified technicians

 The Organization lacks Employee-engagement activities

 The Organization has Centralized power of Authority

SUGGESTIONS:

62
 The Human Resources presently available are sufficient but in the future there may be a
dearth of qualified technicians due to increase in-patient flow. So, to tackle this job
enrichment must be encouraged so as to have bench strength of qualified personnel and
help in succession planning.

 Employee engagement activities must be initiated so that trust develops between the
employees and the management which creates harmony and better relations.

 Management has to change its view towards the manpower i.e., from cost centered to
profit centered.

CONCLUSION
1. Human resources available in this department are sufficient
63
 2. I found that services offered by most of the Private diagnostic centres differ from one
another but, Vijaya Diagnostic Centre has provided various diagnostic procedures to the
people.

3. Corporate Hospital Networks also offer Diagnostics services. When we compare the
services offered by them with Vijaya Diagnostics centre, Vijaya is ahead by providing
most of the services better than them

4.

BIBILOGRAPHY

TEXT BOOKS
64
  Aswathappa K. "Human Resource and Personal Management" – Text and Cases,
Tata McGraw Hill Publishing Company Ltd., New Delhi.

 Chhabra T.N. "Human Resources Management – Concepts and Issues, Fourth

Edition", Shampat Rai & Co., Delhi.

 Gupta, C. B. (2004), "Human Resource Management", Sixth Edition, Sultan

Chand & Sons, New Delhi.

 Kothari, C. R. (2005), "Research Methodology", Second Edition, New Age

International Publishers, New Delhi.

WEBSITES

 www.vijayadiagnostics.com

 http://www.whereincity.com

 http://health.allrefer.com
 http://www.medterms.com
 http://modernmedicare.co.in
 http://www.themedica.com
 http://www.indiaincorporated.com
 http://business.gov.in
 http://en.wikipedia.org
 http://www.ibef.org

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