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To be the most advanced super speciality recognized referral healthcare center for the world through the combination of excellent manpower,best medical technology and world class quality services.

Create exceptional standards of medical and services excellence. Care provider of first choice. Principal choice for physicians. Ethical practices. Create International centers of Excellence for select Super Specialities. Safety- Patient, Customer, Staff.

Attracting and Retaining the best. Changing and Developing the organization. Continuosly Improving Human Resources in Max Healthcare. Engaging and Communicating. Supporting Hospital Performance. Scanning and Planning.

The Human Resource department of Max Healthcare is committed to improving Max access to sustainable, publicly funded Healthcare services for all. The move toward a dynamic Health Human Resource Strategy (HHRS) builds upon the important work of NABH which reviewed Max current health-care system and made recommendations for its improvement. To achieve the Strategys vision,Max Healthcare is working with the provinces, territories and other key health-related organizations to improve health human resource planning and coordination. The HHRS is pursing four key strategic directions: 1. More health care providers to increase the number of qualified providers entering the health workforce; 2. Using human resource skills effectively to increase productivity of health care providers by making full use of their skills; and to improve access to health care services for all , particularly in underserved areas, by addressing the maldistribution of health human resources; 3. Creating healthy, supportive, learning workplaces to enhance working and learning conditions to maintain an experienced, dedicated workforce with the skills to provide high quality, safe, timely care; and


More effective planning and forecasting to develop the capacity for more effective health human resources planning and forecasting to support an affordable, sustainable health care system.

Max Healthcare is pursuing a range of targeted strategies over the short term, designed to increase supply, make more effective use of the workforces skills, and provide the ongoing support and education to promote high quality care and effective HHR planning, thus optimizing the Max Health workforce.


Office Of Nursing Policy. Health Human Resource. Balancing supply and demand. Insurance coverage. Health Care System Delievery



Ensure the Trust has a workforce of the right numbers and skills to deliver quality services to patients by:


Workforce numbers are monitored on a weekly basis by the Executive Committee to ensure that services are being delivered and in a cost effective way. Workforce requirements and cost efficiencies for all services have been identified for previous years. Education and training.

Greater involvement of employees in partnership working to develop services by:


Staff Employment Promise was developed interactively through open sessions with staff, focus groups, graffiti board, all staff emails, staff representatives,. It has been publicised to all staff and prospective employees. Development of an Employment Promise. The aim is to strengthen staffs commitment to the Trust and clarify their performance responsibilities to the Trust as well as the Trusts responsibilities to them as a good employer.

Modernise services

Funding has been secured from Skills for Health to deliver programmes developing coaching skills for first level managers in order to motivate staff and improve performance.

Be Employer of Choice by improving the quality of employees working lives as well as their work and life balance


Staff are paid on nationally agreed terms and conditions, based upon job evaluation. We continue to recruit locally where practical visits are also made to local schools and colleges to encourage links, as well as providing work experience for local children. All jobs are advertised as suitable for part time, or flexible working and information is regularly circulated to staff explaining how to access flexible working arrangements. Provide occupational health services and counselling services for all staff when needed; Providing a safe and healthy working environment for staff.

Increase workforce productivity


The Executive Committee monitors for action, on a weekly basis, the effective management of temporary staff, in particular the split between substantive, bank and agency staff, across directorates and pinch points such as theatres, ITU and the emergency department. Employees with excessively high sickness absences have all been allocated an HR case worker to work closely with them and their manager to proactively reduce their sickness absence.

A SWOT analysis is a strategic balance sheet of an organization; that is the strengths of the organization, the weaknesses of the organization, the opportunities facing the organization, and the threats facing the organization. It is one of the cornerstone analytical tools to help an organization develop a preferred future. It is one of the time-tested tools that have the capacity to enable an organization to understand itself, to respond effectively to changes in the environment. The purpose of the SWOT analysis is to provide information on strengths and weaknesses in relation to the opportunities and threats.

The benefits of a SWOT analysis are that it provides learning and knowledge vital to the organizations survival and prosperity. And other outcome of he SWOT analysis which is becoming extremely important, is an understanding of companys boundaries and the development of boundary spanning skills and insight to help navigate the changing environment.

The company offers a wide range of life insurance, health care, healthcare staffing, clinical research and specialty plastic products. It provides financial services through its subsidiaries namely, Max New York Life, Max Healthcare, Max Bupa Health Insurance, Max Speciality Products, and Max Neeman Medical International. Max India primarily operates in India and has operations in Hong Kong, the UK and the US. The company is headquartered at New Delhi, India.

They need to have information about the company and its operations to identify potential customers and suppliers.Need to understand and respond to your competitors business structure and strategies, and capitalize on their weaknesses, stay up to date on the major developments affecting the company.Insurance packages are very high as compared to other health insurance companies.Packages in hospitals are also very high for some surgeries.

Any hospital of the future has to be safe, effective, efficient, patient-centric and have measurable outcomes. The practice of medicine will have to be transparent and accountable as sicker patients with intense care needs and levels will come in. The "preservation of function" will be the need of the hour. Automation, and measurement of quality of care with the help of automation, will lead to removal of individual bias to reporting of adverse events like falls, medication errors etc. One major oppurtunities for future is international services, growing healthcare insurance.

Quality Concerns: The hospital environment is one of the most intricate environments in the world. It is very people dependent, equipment and technology dependent and there are several processes that come together or follow one after another, during the patients stay in the hospital. This inbuilt complexity, also poses problems of safety. Recognising that healthcare errors impact one in every 10 patients around the world, the World Health Organization calls patient safety an common concern. It is with this background that Max Healthcare gives the highest priority to the safety and quality of care for each of its patients. Patient Centred Care is at the core of everything we do.


1. Develop and implement national standards for examination by which doctors, nurses and pharmacists are able to practice and get employment. 2. Rapidly develop and implement national accreditation of hospitals; those that do not comply would not get paid by insurance companies. However, a performance incentive plan that targets specific treatment parameters would be a useful adjunct.

3. Obtain proposals from private insurance companies and the government on ways to provide medical insurance coverage to the population at large and execute the strategy. It is healthy to have competition in healthcare, and provide health insurance to the millions who cannot afford it. 4. Utilise and apply medical information systems that encourage the use of evidence-based medicine, guidelines and protocols as well as electronic prescribing in inpatient and outpatient settings. This is possible though the implementation of the EHR; this will, in time, encourage healthcare data collection, transparency, quality management, patient safety, efficiency, efficacy and appropriateness of care. 5. Perverse incentives between specialists, hospitals, imaging and diagnostic centres on the one hand and referring physicians on the other need be removed and a level of clarity needs to be introduced. 6. Develop multi-specialty group practices that have their incentives aligned with those of hospitals and payers. It is much easier to teach the techniques of sophisticated medical care to a group of employed physicians than it is to physicians as a whole. It is also important that doctors are paid adequately for what they do. 7. Encourage business schools to develop executive training programmes in healthcare, which will effectively reduce the talent gap for leadership in this area. 8. Revise the curriculum in medical, nursing, pharmacy and other schools that train healthcare professionals, so that they too are trained in the new paradigm. 9. Develop partnerships between the public and private sectors that design newer ways to deliver healthcare. An example of this would include outpatient radiology and diagnostic testing centres. 10. The government should appoint a commission which makes recommendations for the healthcare system and monitors its performance.