CARE HOSPITAL

JOB ANALYSIS

INDUSTRY PROFILE
INTRODUCTION A hospital, in the modern sense, is an institution for health care providing patient treatment by specialized staff and equipment, and often, but not always providing for longer-term patient stays. Its historical meaning, until relatively recent times, was "a place of hospitality", for example the Chelsea Royal Hospital, established in 1681 to house veteran soldiers. Today, hospitals are usually funded by the public sector, by health organizations (for profit or nonprofit), health insurance companies or charities, including by direct charitable donations. Historically, however, hospitals were often founded and funded by religious orders or charitable individuals and leaders. Conversely, modern-day hospitals are largely staffed by professional physicians, surgeons, and nurses, whereas in history, this work was usually performed by the founding religious orders or by volunteers. Today, there are various Catholic religious orders, such as the Alexians and the Bon Secours Sisters which still focus on hospital ministry The health care industry, or health profession, treats patients who are injured, sick, disabled, or otherwise physically or mentally infirm, and maintains general health in populations and communities through the promotion of healthy behaviours and prevention of disease. The delivery of modern health care depends on an expanding interdisciplinary team of trained professionals. For purposes of finance and management, the healthcare industry is typically divided into several groups and sectors. The Global Industry Classification Standard and the Industry Classification Benchmark divide the industry into two main groups: (1) health care equipment & services; and (2) pharmaceuticals, biotechnology & related life sciences. Health care equipment and services comprise companies and entities that provide medical equipment, medical supplies, and health care, such as hospitals, home health care providers, and nursing homes. The second industry group comprises sectors companies that produce biotechnology, pharmaceuticals, and miscellaneous scientific services.

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Other approaches to defining the scope of the health care industry tend to adopt a broader definition, also including other key actions related to health, such as regulation and management of health services delivery, and administration of health insurance Providers and professionals A health care provider is an institution (also known as a health facility) or person (also known as a health worker) that provides preventive, curative, promotional or rehabilitative health care services in a systematic way to individuals, families or communities. Today the health care industry is considered one of the largest industries throughout the world. It includes thousands of hospitals, clinics and other types of facilities which provide primary, secondary & tertiary levels of care. To deliver this care, these facilities require health care workers, including physicians, nurses, and other allied health professionals, as well as community-based health workers especially to provide services in medically-underserved areas. Delivery of services The delivery of health care services is the most visible part of any health care system, both to users and the general public. Improving access, coverage and quality of health services depends on the ways services are organized and managed, and on the incentives influencing providers and users. In market-based health care systems, for example such as that in the United States, such services are usually paid for by the patient or by the patient's insurance company. Other mechanisms include governmentfinanced systems (such as the National Health Service in the United Kingdom). In many poorer countries, development aid, as well as funding through charities or volunteers, help support the delivery and financing of health care services among large segments of the population. The structure of health care charges can also vary dramatically among countries. For instance, Chinese hospital charges tend toward 50% for drugs, another major percentage for equipment, and a small percentage for health care professional fees.

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There are many ways of providing health care in the modern world. The place of delivery may be in the home, the community, the workplace, or in health facilities. The most common way is face-to-face delivery, where care provider and patient see each other 'in the flesh'. This is what occurs in general medicine in most countries. However, with modern telecommunications technology, in absentia health care is becoming more common. This could be when practitioner and patient communicate over the phone, video conferencing, the internet, email, text messages, or any other form of non-face-to-face communication..

History
Growth The health care industry is one of the world's largest and fastest-growing industries. Consuming over 10 percent of gross domestic product of most developed nations, health care can form an enormous part of a country's economy. In 2003, health care costs paid to hospitals, physicians, nursing homes, diagnostic laboratories, pharmacies, medical device manufacturers and other components of the health care system, consumed 15.3 percent. of the GDP of the United States, the largest of any country in the world. For United States, the health share of gross domestic product (GDP) is expected to hold steady in 2006 before resuming its historical upward trend, reaching 19.6 percent of GDP by 2016. In 2001, for the OECD countries the average was 8.4 percent with the United States (13.9%), Switzerland (10.9%), and Germany (10.7%) being the top three. US health care expenditures totaled US$2.2 trillion in 2006. According to Health Affairs, USD$7,498 be spent on every woman, man and child in the United States in 2007, 20 percent of all spending. Costs are projected to increase to $12,782 by 2016. Transformation China has implemented a long-term transformation of its health care industry, beginning in the 1980s. Over the first twenty-five years of this transformation, government contributions to health care expenditures have dropped from 36% to 15%, with the burden of managing this decrease falling largely on patients. Also over this period, a small proportion of state-owned hospitals have been privatized. As an
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incentive to privatization, foreign investment in hospitals up to 70% ownership has been encouraged. HOSPITAL INDUSTRY IN INDIA The Indian healthcare sector has been growing at a frenetic pace in the past few years. The windfall began ever since the developed world discovered that it could get quality service for less than half the price. The sector is expected to post the highest year-on-year growth in earnings in the fiscal year to March 31, 2007, says Reuters. It is set to post a 42 per cent rise in earnings in the year to March 2007. These figures are driven by availability of quality healthcare and the huge rise in numbers visiting India for treatment. The number of patients visiting India for medical treatment has risen from 10,000 in 2000 to about 100,000 in 2005. With an annual growth rate of 30 per cent, India is already inching closer to Singapore, an established Medicare hub that attracts 150,000 medical tourists a year. The healthcare industry employs over four million people, making it one of the largest service sectors in the economy. A joint study by the Confederation of Indian Industry and McKinsey shows:
y

At the current pace of growth, medical tourism, currently pegged at US$ 350 million, has the potential to grow into a US$ 2 billion industry by 2012.

Healthcare spending in the country will double over the next 10 years. Private healthcare will form a large chunk of this spending, rising from Rs 690 billion (US$ 14.8 billion) to Rs 1,560 billion (US$ 33.6 billion) in 2012. This figure could rise by additional Rs 390 billion (US$ 8.4 billion) if health insurance cover is available to the rich and the middle class. The voluntary health insurance market, which is estimated at Rs 4 billion (US$ 86.3 million) currently, is growing fast. Industry estimates put the figure at Rs 130 billion (US$ 2.8 billion) by 2005.

With the expected increase in the pharmaceutical market, the total healthcare market could rise from Rs 1,030 billion (US$ 22.2 billion) currently (5.2 per cent of GDP) to Rs 2,320 billion (US$ 50 billion)-Rs 3,200 billion (US$ 69 billion) (6.2-8.5 per cent of GDP) by 2012.

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However, it is not only the cost advantage that keeps the sector ticking. It has a high success rate and a growing credibility.
y

Indian specialists have performed over 500,000 major surgeries and over a million other surgical procedures including cardio-thoracic, neurological and cancer surgeries, with success rates at par with international standards.

y y y

The success rate in the 43,000 cardiac surgeries till 2002 was 98.5 per cent. India's success in 110 bone marrow transplants is 80 per cent. The success rate in 6,000 renal transplants is 95 per cent.

RATINGS
y

India's independent credit rating agency CRISIL has assigned a grade A rating to super speciality hospitals like Escorts and multi speciality hospitals like Apollo.

y y

NHS of the UK has indicated that India is a favoured destination for surgeries. The British Standards Institute has now accredited the Delhi-based Escorts Hospital.

Apollo Group India's largest private hospital chain and Escorts Hospital are now seeking certification from the US-based Joint Commission on Accreditation of Healthcare Organisations.

GLOBAL FORAYS Indian healthcare is all set to go global with a host of domestic hospital chains busy scripting overseas expansion plans. On the radar are destinations as far as the US, the UK and Mauritius, with countries in west and south-east Asia in between.
y

The Apollo Hospitals group has drawn up plans to set up or manage hospital projects in Mauritius and Fiji. Besides, it is bidding for a diagnostic facility in the UK and plans to try for a hospital project in that country later. These would be in addition to the groups existing overseas facilities in Colombo and Middle East.

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y

JOB ANALYSIS

Max Healthcare, another leading hospital chain, is trying to enter the US, UK and far-east markets. This is besides the expansion of its operations in neighbourhood countries like Bangladesh and Afghanistan.

Wockhardt is also eyeing markets in Europe, particularly the UK, as part of its growth strategy. The company is already building its brand presence through tie-ups with leading healthcare insurance providers in the US, UK and Singapore.

GOVERNMENT SUPPORT Till now, only a few big private healthcare providers such as Apollo, Fortis, Wockhardt and Max were creating their individual brand awareness in overseas markets through tie-ups with insurance companies and patient facilitation centres. Now a number of smaller healthcare providers are working in collaboration with the government to launch a comprehensive programme to promote medical tourism. These include putting in place an accreditation system for domestic hospitals and healthcare providers, drawing up a price band for superspeciality services offered by Indian hospitals, adoption of country-specific marketing strategies, opening of overseas facilitation centres and tie-ups with overseas insurance companies. The National Accreditation Board for Hospitals and Healthcare Providers (NABH) set up by the Ministry of Health under the aegis of the Quality Council of India is currently finalising the guidelines for accreditation of hospitals and other healthcare service providers.

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COMPANY PROFILE
CARE INTRODUCTION CARE Foundation is a registered non profit society with the mandate of making quality health care affordable and accessible to all through appropriate use of Technology. The Foundation has been established by a group of medical scientists and technologists with the stated mission of making advanced comprehensive healthcare affordable and accessible to all. The Foundation is a non-profit organization and is registered as a society under Andhra Pradesh Society Act 1365F. The Patron of the Foundation is renowned cardiologist Padmashri Dr B. Soma Raju and the Chairman of the Foundation is Prof. P Krishnam Raju. The Foundation implements its Mission of making advanced technology based care affordable and accessible to common man under a three dimensional programme: (i) Conducting research & imparting specialized education,

(ii) Developing cost effective medical products, and (iii) Providing healthcare to people from the economically weaker sections of the Society and those living in rural areas. In 1997, When Dr.B.Soma Raju and Dr. D. Prasada Rao led a team of Medical Professionals to set up the first CARE Hospital, it signaled the dawn of a new era in medical care. At the heart of this movement was a burning desire to practice medicine with Compassion, Concern and Care, with a single minded objective - the recovery of the patient. Today, with Multi-Speciality HOSPITAL across the state, and a reputation for humanitarian and selfless service of the highest order, CARE Hospital enjoys an unbelievable amount of goodwill. A million smiles will bear testimony to that.. The 0rganisation was incorporated with the main objective of running all kinds of hospitals, dispensaries, nursing homes, clinical laboratories carrying out medical research, education and train medical students, nursing professions, hospital administrator, grant diplomas or recognitions as the company may deem fit and to
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render professional consultancy and advice to any individual firm, company, Govt etc. in the fields of research and development relating to medical, pharmaceutical and chemical industries. FUNDAMENTAL REASON FOR EXISTENCE
y

To make quality medical care affordable and accessible considering quality,cost,access

y y

Timeless unchanging core values Putting the patient first above ones own interest

MISSION: The mission is more than just a statement, its the cornerstone of all efforts. And, of course, a constant reminder of their movements founding values.
y

To provide quality medical care at an affordable price, delivered with compassion, concern and care, through team spirit, training and technology.

To develop a comprehensive healthcare delivery model that suits our population.

y y

To develop Centres of Excellence in various medical specialities. To evolve a holistic approach to healthcare by incorporating the best from various forms of medicine.

VISION
y

To promote development of indigenous products and systems, adapting appropriate technologies generating clinical skills and removing barriers before patients accessing it through institutional partnership.

CORE VALUES
y

To provide quality medical care at an affordable price delivered with compassion, concern and care, through team spirit training and technology.

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y

JOB ANALYSIS

To develop a comprehensive health care delivery model that suits our population

y y

To develop centers of excellence in various medical specialties To evolve a holistic approach to health care by incorporating the best from various forms of medicine

Respect for privacy, treatment with dignity, sensitivity to pain and suffering, treatment as an individual and clear explanation of care. "Information", "Involvement" & "Treatment as an Individual."

Optimize the organization to promote professional and personal fulfillment. Value all efforts and achievements - providing courage to face new challenges. Provide an environment conducive to growth, well being and all-round development for all, including all those with whom they work. Safe and aesthetically pleasing work environment for patients and staff.

PRIMARY FOCUS:
y y y

Reduction in treatment cost by indigenization of medical products Equivalence with the state-of the-art in terms of quality and performance. Achieve core-competence through interactive techno-medical development

CULTURE OF CARE The best interest of their patient is the only interest they consider. they at CARE, combine an emphasis on the pure science of medicine with a keen appreciation for each person's humanity. Their caring staff, advanced medical care, accessibility and efficiency is what make them different from others - the preferred choice of the international patient. Every employee devotes the necessary attention to ensure that every patient's visit to CARE is convenient and worthwhile. The culture at CARE bears testimony to the fact that: They are dedicated to the needs of their patients. They serve with a special attitude, special care so that all patients gain the maximum benefit from their visit to CARE.

It uses a collaborative approach where each physician can call on the expertise of
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medical specialists and sub specialists. This teamwork helps physicians arrive at an accurate diagnosis and the most effective course of treatment. Each patient benefits from the experience and skills of many physicians. CARE continues to offer superior value with an efficient, streamlined approach to medical care that emphasizes accurate diagnosis and effective treatments. It is a patient centered organization and focus on one thing - the needs of the patient. The needs of the patient come first. It provides the best care to every patient through integrated clinical practice, education and research. " Comprehensive evaluation with timely, efficient assessment and treatment. Availability of the most advanced, innovative diagnostic and therapeutic technology and techniques. The CARE organization recognizes the importance of good communication with the patient's personal doctor. Upon the patient's return home, CARE physicians send all pertinent medical information to the home doctor to assist in continued good care. It function cooperatively to bring skilled, compassionate care to the patients from around the world

CARE TEAM At CARE, they operate on a physician driven model. This means that all the main constituents of the CARE movement - the promoters, administrators and service providers are physicians. At the centre of the CARE, model is the patient and the over-riding motive of all of CARE's activities is to provide quality medical care at an affordable cost. Technology, Training and Teamwork form the very core of the CARE model. It emphasize on a comprehensive and continuous education and training of every individual involved in patient care. Every effort will be taken to ensure that its growth is one decided by the patient's needs, and not one decided by our corporate requirements. MEDICAL SPECIALITIES Surgical Cardio-Thoracic Dental
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CARE HOSPITAL ENT General, Gastrointestinal and Laparoscopic Gynecology Hand Surgery Neuro Surgery Surgical Oncology Opthalmology Orthopedic Surgery & Trauma Services Plastic & Cosmetic Urology Vascular Surgery Medical Anaesthesia Blood Bank Cardiology Chest Pain & Emergency Medicine Dermatology Endocrinology Gastroenterology Internal Medicine / Coronary & Critical Care Life Style Clinic Nephrology Neurology Oncology Physiotherapy Psychiatry Pulmonology Respiratory Medicine Diagnostics Cardiology Gastroenterology Neurology Nuclear Medicine
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CARE HOSPITAL Pulmonology Radiology ( Imageology ) Lab Medicine PRACTICIES FOLLWED

y y y y y y y

JOB ANALYSIS

Medical Practice as team work Education, training and research Mutual respect Commitment to quality Work culture Obligation to society Finances

ATTITUDES IT CHERISH
y y y

Patient Care Staff deals with superior quality people Financial

MILESTONES:
y

CARE Hospital, The Heart Institute established at Hyderabad - 200 beds July 1997

y y y

50 bed Cardiac Centre established in Secunderabad - June 1998 100 bed Heart Institute set up in Visakhapatnam - April 1999 CARE Foundation got Defense Technology Spin-off Award from the Prime Minister -August 1999

The Institute of Neuro - Sciences set up in Hyderabad - October 2000 The Institute of Medical Sciences with multi-specialty services with 350 beds at Banjara Hills (Hyderabad) - October 2000 Commissioned a 105-bedded multi-speciality hospital at Nagpur, Maharashtra.

Re-commissioned 150 bedded Multi specialty Hospital at Visakhapatnam AP.. Set up a 150-bedded multi-specialty hospital at Vijayawada. Setup a 100-bedded multi-specialty hospital at Musheerabad, Hyderabad in association with Gurunanak Trust named Gurunanak CARE Hospital.2007.

y y

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y y y

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100 bedded CARE hospital established at Surat. 75 bedded second unit established at Vizag. 50 bedded hospital added to CARE Nampally.2008 Commissioned a 105-bedded multi-speciality hospital at Nagpur, Maharashtra

y y y

50 bedded Galaxy CARE setup at Pune. 70 bedded Capacity added at Ramakrishna CARE.2009 CARE Clinic established at Tarnaka Hyderabad.

y y y

CTOT Added at CARE Musheerabad. Additional blocks added in CARE Nampally.2010 GMR Varalakshmi CARE Hospital setup at Rajam.2011

ACHIEVEMENTS
y

CARE Hospital, The Heart Institute established at Hyderabad - 200 beds July 1997.

y y y

50 bed Cardiac Centre established in Secunderabad - June 1998. 100 bed Heart Institute set up in Visakhapatnam - April 1999. CARE Foundation got Defence Technology Spin-off Award from the Prime Minister -August 1999.

y y

The Institute of Neuro - Sciences set up in Hyderabad - October 2000 The Institute of Medical Sciences with multi-speciality services with 350 beds at Banjara Hills (Hyderabad) - October 2000

Padmashri awarded to Dr. B. Soma Raju and Dr. D. Prasada Rao, the founders of CARE - January 2001

y y

Bharat Ratna, Dr. APJ Abdul Kalam, inducted onto the board - May 2001 India's first V-SAT based Public-Private Telemedicine system launched by Chief Minister of AP - October 2001

y y

Established a Community Model Hospital at Amalapuram - Jan 2002 Established a Primary Health Care Model Hospital at Lakkavaram - March 2002

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y

JOB ANALYSIS

Established a 50 Bedded Hospital at Vijayawada - December 2003

We believe that:
y y y y y

"A patient is the most important person in our hospital. He is not an interruption to our work, he is the purpose of it. He is not an outsider in our hospital. He is a part of it. We are not doing him a favor by serving him. He is doing us a favor by giving us an opportunity to do so."

The core principle: Putting the patient first; above our own interests.

The values Practice practice medicine as an integrated team of compassionate, physicians, scientists and allied health professionals. Education learn to serve through training and education of physicians, nurses and allied health professionals. Research conduct basic and clinical research programs to improve patient care and to benefit society. Mutual respect treat everyone with respect and dignity. Commitment to quality continuously improve all processes that support patient
care, education and research.

Work atmosphere foster teamwork, personal responsibility, integrity, innovation,

trust and communication and celebrate success.

Societal commitment support the society we live and as sist patients with
limited financial resources.

Finances allocate resources within the context of a system rather than its
individual entities.

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Departments 1) Hospitality services 2) Front office 3) Administration 4) Billing 5) Finance and Accounts 6) Purchase 7) Stores 9) Pharmacy 10) Corporate services 11) Emergency Room Services 12) Operation theatres 13) Company secretariat 14) Laboratory 15) Nursing 16) Critical care services 17) Orthopedic 18) Doctors 19) Non-invasive labs 20) Dietetics 21) Bio-medical 22) Hospital information department 23) General OT 24) Trainees 25) Cardio vascular technology 26) Consultant 27) Fellowship 28) Radiology 29) Cath lab 30) Neurology 31) Maintenance 32) Projects 33) Nephrology 34) Nuclear Medicine 35) Physician assistant 36) Materials 37) Internal audit 38) Secretarial services 39) Insurance 40) Nursing 41) Food and beverages 42) Clinical research 43) Quality 44) Human Resources 45) Home Care

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Facilities
Hostel: The hospital provides hostel facilities for the nursing staff. Cafeteria: The hospitals have well maintained cafeterias for the patients, their attendants and staff. The associates can avail the food at cafeterias at subsidized rates. Uniforms: All uniforms, aprons, footwear, etc provided by the hospital shall be worn on duty by the associates. Associates not wearing the uniforms shall be liable for disciplinary action. the uniform shall be used exclusively for the purpose and discharge of official duties. The same are required to be returned to the respective departments at the time of leaving the services of the hospital. Library: All the units have well furnished libraries with latest books and journals for the doctors and others. The organization has subscription in British and other reputed libraries for use by doctors and others. Dress code: (Applicable to non-uniformed staff)

All associates are expected to follow high standards of professionalism and should dress appropriately. Associates working at front office and PREs, besides nurses need to follow the dress code applicable to their work.

For men, the formal dress means collared shirts (full / half-sleeves) tucked in. Trousers. Necktie is optional.

Leather shoes - black / brown. Associates who got their heads tonsured should remove their caps / hats while on duty.

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Code of conduct: The associates are responsible to carry out their duties in an honest, fair, diligent and ethical manner, within the scope of the authority conferred upon and in accordance with laws, regulations, agreements, guidelines, standards, internal practices etc. They have a duty to make decisions and implement policies in the best interests of the organization. The associates are required to conduct their duties legally, honestly and ethically when acting on behalf of the organization or in connection with the organizations business or operations. Associates should not uses, carry, sell or distribute illegal drugs and / or alcohol.

CORPORATE SOCIAL RESPONSIBILITY: Care Foundation and Care Hospital have always been at the forefront of initiatives and activities aimed at furthering societal health and disease-free populace.

The Little Hearts Project of Care Foundation, established to save children who suffering from Congenital Defects of the Heart.

The Care Relief Fund provides financial assistance to people living below the poverty line to undergo treatment at Care Hospitals. A vast number of patients availed of this facility so far.

In addition, the Care Hospitals conduct a number of educational, preventive, diagnostic and curative health programmes both at its hospitals spread over Andhra Pradesh and also outreach programmes all over the state as a part of its commitment to the well-being of the society.

CARE Hospital provides free lunch to all the contract labor employed in the organization.

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LOCATIONS CARE HOSPITALS ROAD NO.1, BANJARA HILLS. HYDERABAD-500034 PH: 30418888 FAX: 040-66625003 HUMAN RESOURCE DEPARTMENT AT QUALITY CARE INTRODUCTION In any organization, HR Department plays a very important role. All the major activities relating to employees will be dealt in HR department.

Preparation of Full and Final Settlements, Maintaining Records of each employee of the organization, Maintaining Payroll of each employee, following up Appraisal of Potential, Rewarding the Best Associate from various department of the organization based upon their performance, skills, qualities, responsibilities.

At CARE Banjara, there are 7 members in the department and 7 members at corporate unit. The employees at corporate unit deals with Policies and Implementation of rules which has to be performed. Meetings will be held monthly on reviews on individual behavior departmental PROCEDURE:

1 Purpose To ensure that the Personnel & Human Resource functions are carried out to meet organizational objectives.

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CARE HOSPITAL 2. Scope This procedure is applicable to Human Resource Department

JOB ANALYSIS

3. Responsibility

Director (Human Resource) General Manager - Human Resources 4. Procedure

Activities Of Human resource Various activities and associated procedures of Human Resource Department are mentioned below. In addition to these activities, the Director- Human Resource! General Manager - HR may assign other associated activities as needed by the organization

Activities related to Job Analysis y To define job content for all positions once in three years after review of job content with the concerned department for all positions. y Use the same as source for all recruitment needs in the organization

Leave Rules Time office will look after the leaves and to apply for leave, leave application is taken into consideration. There are basically 8 types of leaves namely: 1. Casual Leave - According to Shop and Establishment Act 2. Sick Leave - According to Shop and establishment Act 3. Earned Leave - According to Shop and Establishment Act 4. Maternity Leave - According to maternity Benefit Act 5. Compensatory leave 6. Leave on Loss of Pay (or) Special Leave 7. C. Off According to policy Matter 8. W.Off According to Policy Matter

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CARE HOSPITAL Functions of HR Department l. Manpower Budgeting & Planning 2. Salaries Administration 3. Allowances 4. Leave Management 5. Policies & procedures 6. Performance Appraisal 7. Maintaining Provident Fund

JOB ANALYSIS

Al1 the employees will contribute 12% of their Basic salary which is 6O%of their Gross, 25% HILA., 15% Conveyance towards PF Al1 employees who are on the payroll are eligible for this and trainees, after completing their training get the eligibility on regularization. From the employees contribution of PF 8.33% will go to the Pension Fund and the remaining 3.67% will be added to PF

FORMATS AVAILABLE IN HR DEPARTMENT: 1. Recruitment Check List 2. Personal Requisition Form 3. Appraisal of Potential Farm 4. Joining Report 5. Posting Report 6. Personal Profile 7. Employee Staff Insurance Form 8. Application Form for Opening A Deposit Account 9. Nomination Form 10. Personal Data Form 11. Offer' Letters 12. Best Employee Of The Month ''Nomination ''Form l3.taeave Application 14. Performance Appraisal Form 15. interview Assessment Sheet

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CARE HOSPITAL Employee welfare: y

JOB ANALYSIS

All the employees are covered under group medi-claim policy for self and their family members. Family members are spouse and two children.

y y y

Each member is covered for rs.50,000/- insurance by the management. Insurance coverage will be done after 3 months of service. All the meritorious employees will be recognized with best employee awards which will carry a cash award and a certificate.

Training programs: y As part of the organizations policy of updating the associates with the latest happenings in their respective fields and other skills, regular training programs are conducted by both internal and external speakers. On every Saturday morning lectures/sessions by external speakers are conducted for all the associates irrespective of their departments. Besides these, there will be lectures to inculcate the leadership/managerial abilities in the associates whenever the mgmt feels it prudent to hold them. All the associates are encouraged for in house education programs. y They are encouraged to go for higher qualifications and strengthen their knowledge levels in pursuit of quality service. y All the employees have to attend the training programs conducted by the H.R. Department from time to time. Joining formalities: y Every associate shall be provided with an identity card containing information like name, employee code, department, etc. A temporary card shall be provided till a photo identity card is issued to the employee. All the trainees / internees shall be issued temporary cards. y It is mandatory for all the associates to wear the identity card at all times while on duty. y The identity card is the property of the organization and its loss should be immediately reported to the HR department. A new card will be issued with or without payment depending on the reason / justification for the loss.

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CARE HOSPITAL y

JOB ANALYSIS

All staff entering or leaving the hospital on duty will necessarily punch their attendance card (swiping card). The timings punched on the card will form the basis for calculation of attendance, etc.

All staff leaving the hospital premises during their office hours is required to enter the exit & entry timings in the staff movement register which is placed at the security, main gate.

y y y

All staff is expected to leave the hospital premises on conclusion of the shift, until otherwise required to perform extra hours, etc. Staff intending to enter the hospital during the period other than their normal duty of hours may do so on procuring the visitors pass and in such a situation they may be permitted to see only the person whose name has been entered by them on the visitors pass.

Leave rules: All associates are entitled to leaves as stipulated. This entitlement will however be subject to exigencies of work. Leaves shall be accounted for, on a calendar year basis i.e. January December.

Leave application: Associates have to submit leave application to the HOD and after sanction, the same will be forwarded to HRD for leave updating and maintenance of records.

Salary/compensation: Payment of wages will be regulated as per the provisions of the law. The wage period is from the 26th of the calendar month to 25th of next month. The wages will be paid on 1st of every month. All wages are paid after deducting any amount that may be legitimately deducted.

Staff shall check the salary slips immediately on receipt of the same and bring to notice of the H.R. Department if any discrepancy is found.

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Every associate is helped to open a salary account either with Andhra Bank or UTI bank for salary credit.

OTs / extra time and work on holidays: y The management will have the right to require all or any of the employees to work on the weekly off days or on declared holidays due to exigencies of work. The management will have the right to require any employee to work on a paid holiday by compensating as per the rules applicable. y Those of the employees who are required to work on any of these holidays shall be entitled to either a compensatory holiday or extra payment as per provision of the acts.

Late comings/permissions: y When an employee/staff comes late for thrice in a month, leave or pay deduction will not be done. In case the late coming is exceeds 30 minutes for 3 or more occasions and if, there is no approval is obtained from the HOD concerned then, necessary deduction of the pay will be done accordingly.

Employees will be allowed to avail permission for going out up to a maximum of two times in a month for duration of not more than 2 hours ? on each occasion on extremely important reasons and urgency. Appropriate deduction will be made for those who avail permission on more than 2 occasions.

Performance management system:

The management will appraise and maintain performance record of employees periodically and or as and when required.

The management will appraise the performance of employees in the format and manner solely decided by the management and the conclusion of such appraisal will MKITW,RAJAMPET Page 23

CARE HOSPITAL be final and will be binding upon all concerned.

JOB ANALYSIS

All promotions, demotions, up gradation, transfers, annual increments, will also be effected on the basis of performance appraisal ratings and other factors of suitability relevant for a particular position or jobs.

Normally the performance of employee will be appraised before confirmation and thereafter before granting annual increments.

Postings and transfers: All employees are subject to transfers as follows: 1. Intra department 2. Inter department 3. Inter hospitals (within and outside state)

Mode of disciplinary action: y y y y An employee guilty of misconduct may be warned, fined or censured. Punished by stopping increment with or without cumulative effect. Withholding of promotion. Recovery from pay or such other amount as may be due to him of the whole or part of any pecuniary loss caused to hospital by negligence or breach or orders

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INTRODUCTION
Job Analysis Process Where to place the employees in order to best utilize their skills and talent? How to determine the need of new employees in the organization? How to eliminate unneeded jobs? How to set realistic performance measurement standards? How to identify the jobs and prepare a plan to fill them? Well, all this can be effectively done by a proper and thorough job analysis. Managers deal such kinds of challenges in day-to-day company operations where they need to fulfill effectively and efficiently fulfill the organizations requirements related to human resource recruitment, selection, performance, satisfaction and cutting down and adding extra responsibilities and duties. And there is no scope where they can avert the risk of being wrong. An effective and right process of analyzing a particular job is a great relief for them. It helps them maintain the right quality of employees, measure their performance on realistic standards, assess their training and development needs and increase their productivity. Lets discuss the job analysis process and find out how it serves the purpose. Job Analysis Process

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Identification of Job Analysis Purpose: Well any process is futile until its purpose is not identified and defined. Therefore, the first step in the process is to determine its need and desired output. Spending human efforts, energy as well as money is useless until HR managers dont know why data is to be collected and what is to be done with it.

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JOB ANALYSIS

Who Will Conduct Job Analysis: The second most important step in the process of job analysis is to decide who will conduct it. Some companies prefer getting it done by their own HR department while some hire job analysis consultants. Job analysis consultants may prove to be extremely helpful as they offer unbiased advice, guidelines and methods. They dont have any personal likes and dislikes when it comes to analyze a job.

How to Conduct the Process: Deciding the way in which job analysis process needs to be conducted is surely the next step. A planned approach about how to carry the whole process is required in order to investigate a specific job.

Strategic Decision Making: Now is the time to make strategic decision. Its about deciding the extent of employee involvement in the process, the level of details to be collected and recorded, sources from where data is to be collected, data collection methods, the processing of information and segregation of collected data.

Training of Job Analyst: Next is to train the job analyst about how to conduct the process and use the selected methods for collection and recoding of job data.

Preparation of Job Analysis Process: Communicating it within the organization is the next step. HR managers need to communicate the whole thing properly so that employees offer their full support to the job analyst. The stage also involves preparation of documents, questionnaires, interviews and feedback forms.

Data Collection: Next is to collect job-related data including educational qualifications of employees, skills and abilities required to perform the job, working conditions, job activities, reporting hierarchy, required human traits, job activities, duties and responsibilities involved and employee behaviour.

Documentation, Verification and Review: Proper documentation is done to verify the authenticity of collected data and then review it. This is the final information that is used to describe a specific job.

Developing Job Description and Job Specification: Now is the time to segregate the collected data in to useful information. Job Description describes the roles, activities, duties and responsibilities of the job while job specification is a statement of educational qualification, experience, personal traits and skills required to perform the job.

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JOB ANALYSIS METHOD There is different method for job analysis. Tees can be broadly classified as given below Observation method This method is simple and can be used in conjugation with other method of job analysis. In this method, the in dividable performing the job is observed and relevant Points are noted. The notice might include what was done and how was it done. Motion and Time Studies are example of observation method. This method has some serious drawbacks. For job which is not repetitive and quite complicated, it becomes very cumbersome and difficult to make a note of the observations. This problem can how ever be tackled by work sampling. It is important that the observer knows what has to be noted and what has to be ignored. Otherwise the whole analysis might result in a lengthy but redundant document.

Individual Interview Method This method is employed when the job in question is complex and has varied tasks. It is very effective when the interview is structured and the analyst id clear about what information has to be obtained from the interview. An unstructured interview might help in culling out all the information about the job, but might be very cumbersome and time consuming.

Group Interview Method This method is similar to the individual interview method, except that the employees performing the same job are interviewed in groups. Information that might have been missed out in individual interviews, would come up in a group interview; the method is also lest time consuming. One drawback of this method is the effect that the group dynamics might have on the direction of the interview.

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Questionnaire Method In this method, the analyst usually gives a long and a structured questionnaire to be filed up by the job incumbents. This questionnaire has both objective and open-ended questions. It is a good method to get the information from the employee without disturbing him on the job. However, the analysis part of it become quite cumbersome, especially when there is lack of clarity. The analyst might fail to convey what he intended to and in the process fail to obtain the required information. A different type of questionnaire would be one that list all the likely that might be performed on the jo0b being analyzed, or a similar job; the employee has to select the tasks that are relevant to his job, and rank the according to their importance. The disadvantage of this method is that such a list can never be completely exhaustive. In the questionnaire method, a supervisor normally vest the information furnished by the employee to ensure that is accurate.

Technical Conference Method This is a method of gathering all the job related information from 'experts' usually supervisors - and not the job incumbents. Though more, and perhaps unbiased, information can be gathered, the view point of the job holder can not be obtained from this method.

Critical Incident Technique (CIT) According to John Flanagan who proposed the Critical Incident Technique in 1954, behavior in specifies situation contribute to success or failure of individuals or organization. A compilation of all chital act or behaviors provide a portrayal of the job, with focus on both the action of the worker and the context in which the behavior was noticed. Interviews and questionnaire can be use to collect and compile information on these critical incidence. Though job supervisors can be consulted, most of the information is provided by the job incumbents. CIT is more suitable for middle and top management level job as critical incidents can take place at these levels. Hence, this technique is

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limited to job performed by few people, and its application to routine jobs at the lower level of organization structured is restricted.

Job Analysis Information As well planned and well executed job analysis exercise result in many effective tools for the HR function. Some of them are: 1. Job identification - The title of the job and its code number. 2. Significant characteristics of a job - Information regarding the location of the job, its physical setting, the degree of supervision required for the job, union jurisdiction, the hazards and discomforts involved in the job. 3. What the typical worker does - Information regarding specific operations and tasks to be performed but a typical worker, including their relative timing importance, their simplicity, routines and complexity, accountability to others etc. 4. What material and equipment the worker uses Information about the materials and equipment used by the worker. 5. How a job is performed - information regarding the nature of operations like lifting, handling, cleaning, washing, feeding, moving, drilling, driving, setting up, etc. 6. Required personal attributes - Information relating to experience, prior training, apprenticeship, physical strength, co-ordination or dexterity, physical demands, mental capabilities, aptitudes and social work skill required to perform the job. 7. job relationship - Information regarding the opportunities for advancement, partners of promotions, degree of co-operation and co-ordination required with co-workers, etc

The information gathered thought job analysis is used to prepare separate documents. One document, the job description, describes the tasks and activities, the relationship, the responsibilities, the setting, etc. of the job. It does not say anything about the job incumbent. The job specification' documents the information about the incumbent. It list the qualification, knowledge, skill, experience, personal characteristics etc. required, for the incumbent to perform the job successfully.

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JOB ANALYSIS

The most common end product of a job analysis is a documented job description. It is a natural outcome of job analysis and can be described as documentation of the results of the job analysis. if the job description is based on the finding of the analyst, the feedback on the initial draft has to be taken from the incumbents and the supervisors and incorporated in the final draft.

The job description describes in dental the various aspects of a job like the tasks involved, the responsibilities of the job and the deliverables. It also describe the setting and work environment of the job. As explained earlier, job description are used in recruitment, training, performance appraisal and wage and salary administration. Exhibit 5.2 gives an example of a job description and job specification in a recruitment advertise

Functional Job analysis Functional job analysis was developed by the U.S department of labor. In this method, the job analyst conducts background researches, interview job incumbents and supervisors, makes site observation, and then prepares the detail document.

The work function of job can be categorized under the heading of the data. people and things. Basically, the employee's handling the data, his relationship with colleagues and the kind of work that he does are cover under this headings. This technique also helps manager to group the jobs into job families that require similar kind of worker behaviors.

Position Analysis Questionnaire (PAQ)

Ernest J. Mc McCormicks position analysis questionnaire (PAQ) ia another standard method of job analysis that describes job in term of worker activities. It generates job requirement information that is applicable to all type of jobs. The PAQ procedure contain 194 job elements that fall into six major job categories as shown in table 5.2 MKITW,RAJAMPET Page 31

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In contrast to the functional job Analysis approach where there were only three key behavioral aspects (data, people and things) on the basis of which job differed, the use of statistical analysis on the PAQ showed job differing from one another on the basis of five dimensions. By the analyzing the 194 elements in the PAQ more than five hundred different job, researches identified the following important dimensions on which the job differed from one another. 1. Having decision making/ communications/ social responsibilities: Activities that involve considerable amount of communication and interaction with people, as well as the responsibilities associated with decision making and planning functions are reflected by this dimension.

2. Performing the skilled Activities: Skilled activities performed by using technical devices or tool and in which the emphasis on person, recognizing subtle differences, and on manual control, are par of this dimension.

3. Being physically active/relied environmental condition: This dimension is categorized by the activities that involve considerable movement of the entire body or major part of it, by environments like those found in factories and shops.

4. Operation vehicles/ Equipments: Activities that use vehicles or equipment, and typically involve sensory and perceptual processes and physical functions are a part of this dimension.

5. Processing Information: This dimension is characterized by the activities involve a wide rang of information processing exercises, in some instances, accompanied by the use of machines such as office equipments.

The PAQ allows management to scientifically and quantitatively group interrelated job elements into job dimensions. It also allow job analyst to cluster similar jobs into job families. It demonstrates high degree of reliability even when the level of cooperation of MKITW,RAJAMPET Page 32

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employees are low or when the attempts are made to manipulate the information provided. It is the most widely used job analysis method. The information gathered by the PAQ is use to develop the job description and job specification and to conduct job evaluation. Drafting Maintaining Job Description The following guidelines help in writing a good job description

1. The scope and nature of the work, including all the important relationship, should be indicated. 2. The work and duties of the position should be clearly lair out. 3. To show the kind of work, the degree of complexity the degree of skill required, the extend to which the problem are standardized, the extend of workers responsibility of each phase of work, and the degree and type of accountability more specific word such as analyze, gather, plan confirm deliver, maintain supervise and recommend should be selected and used.

4. Supervisory responsibility should be explained to the incumbents. Brief and accurate statement should be used. A new employee should be able to ascertain the extend to which the job description can help in understanding the job and its basic requirements. The employee, who is new to the job and its tasks, responsibilities, etc. can use his own experience with the job description and his job to assess the validity and accuracy of the job description. As the operation in the organization keep changing in response to market the demand and technological changes, job and their description also changes. An old and outdated job description becomes redundant and irrelevant in an organizational context. It would be of no use for any of the HR activities it is usually used for. Hence job description has to be updated as and when major changes take place in responsibilities, relationships or tasks.

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JOB ANALYSIS

A job specification is a written statement of the minimum acceptable qualifications, knowledge, skill, and traits, physical and mental characteristics that an incumbent must posses to perform the job successfully. These specifications are captured under the following headings: 1. Physical Specification: These specifications vary from job to job and include physical features like height, weight, vision, hearing, ability to lift and carry weight, health condition, age and the capacity to use or operate machines, tool, equipments etc. Thought most of the jobs have some basic specifications, physically demanding task like operating heavy machinery required more detailed and stringent physical specification. 2. Mental Specification: Mental Specification includes analytical ability, data interpretation ability, decision making ability, which is essential to perform the job successfully. The required level of these abilities varies according to the level of the job and depends on the task responsibilities associate with the job.

3. Emotional and social specification: Emotional specification includes stability adaptability, and flexibility. Social specification includes ability to work in a team, lead a team, and maintain interpersonal relationship.

4. Behavior specification: Behavior specification include the ability to make, judgment ability to undertake the research, creativity teaching ability, maturity, self realize and the ability to be authoritative.

USES OF JOB ANALYSIS Job analysis facilitates various HRM functions. All executive job analysis well drafted job description and job specification can be used for various HRM activities in an organization. 1. Employment Manpower planning, recruitment, selection, placement, orientation and induction, all of which are of different areas of employment, make use of job analysis in some point or the MKITW,RAJAMPET Page 34

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other. The result of job analysis like the recruitments, tasks, responsibilities of the job form the input for this exercise. 2. Organization Audit

Job analysis helps in identifying the loopholes if any, in the organization in terms of jobs, processes, organizational structure, work flow etc. Hence it serves the purpose of an audit and identifies areas of improvement and development. 3. Training and Development Job analysis comes in a handy during training need identification and design of training programs for employee. Management development can also be undertaken if the employees is expected to handle a different role in the future, as the task end the responsibilities attached with all the position in the organization is already available.

4. Performance Appraisal Performance appraisal is normally based on goal-setting or the competencies associated with the job. The task and responsibility form the basis for goal setting.

5. Promotion And Transfer Once the job responsibility, task recruitments are know it is easier to make decision on the transfer and the promotion based on suitability. The best fit for the position can be identified by evaluating through the candidates for the transfer / promotion against the result or job analysis.

6. Preventing Dissatisfaction Job analysis help identify and rectify problem or short coming in job design. This helps remove some of the possible reason for employ dissatisfaction.

7. Compensation Management

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Job evolution, used with other technique like market survive, provide the impute for wage and salary administration in an organization. Job evaluation task into consideration the content of the job in terms of task, duties, responsibilities, risk, hazards etc.

8. Health and Safety Knowledge of hazard or harmful working condition and the risk of accident associated with the job, if any, is provide by job analysis. This help in taking necessary safety measures. 9. Induction Job description provide information regarding the job and health a new incumbent understand his tasks and responsibilities. This helps him adopt quickly to the workplace. Since roles and responsibilities are clearly delineated.

10. Career Planning Job analysis essential to plan the career for individual employees and prepare them to progress along their career path. Job specification indicates the competences that employees must develop to move up into higher level in the organization.

11. Succession Planning Succession Planning involves identifying grooming a successor for a vacancy that would arise in the future. The tasks and responsibilities of the job and the specifications of the job help in evaluation the available candidates and selecting the most suitable one.

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NEED OF THE STUDY ` A purpose of job analysis is to establish than document the job relatedness of employment procedures such as training,selection,compensation & performance appraisal.

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SCOPE OF THE STUDY  Job analysis plays a major role in every organization. The present study includes the job analysis procedure carried out at CARE HOSPITAL. The study includes the sources utilized by the service internally. The study was conducted in CARE HOSPITAL on job analysis..

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OBJECTIVES OF THE STUDY

1.work simplication: means dividing the job into small parts& which can improve the performance. 2.setting up of standards, means minimum acceptable qualities or result are performance or rewards according to a particular job. 3.support to personnal,activities recruitments, selection,T&D,wage,administration,PA.

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RESEARCH METHODOLOGY
RESEARCH Research is a process in which the researcher wishes to find out the end result for a given problem and thus the solution helps in future course of action. The research has been defined as A careful investigation or enquiry especially through search for new fact in any branch of knowledge.

RESEARCH METHODOLOGY The procedure using, which researchers go about their work of describing, explaining and predicting phenomena, is called Methodology. Methods compromise the procedures used for generating, collecting, and evaluating data. Methods are the ways of obtaining information useful for assessing explanation.

TYPES OF RESEARCH The type of research used in this project is descriptive in nature. Descriptive research is essentially a fact finding related largely to the present, abstracting generations by cross sectional study of the current situation .The descriptive methods are extensively used in the physical and natural science, for instance when physics measures, biology classifies, zoology dissects and geology studies the rock. But its use in social science is more common, as in socio economic surveys and job and activity analysis.

DESCRIPTIVE RESEARCH AIMS y To portray the characteristics of a particular individual situation or group (with or without specific initial hypothesis about the nature of this characteristics). y To determine the frequency with which something occurs or with which it is associated with something else (usually, but not always, with a specific initial hypothesis).

The descriptive method has certain limitation; one is that the research may make description itself an end itself. Research is essentially creative and demands the discovery MKITW,RAJAMPET Page 40

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of facts on order to lead a solution of the problem. A second limitation is associated whether the statistical techniques dominate. The desire to over emphasis central tendencies and to fact in terms of Average, Correlation, Means and dispersion may not always be either welcome. This limitation arises because statistics which is partly a descriptive tool of analysis can aid but not always explain causal relation.

DESIGN OF DESCRIPTIVE STUDIES: Descriptive studies aim at portraying accurately the characteristics of a particular group or solution. One may undertake a descriptive study about the work in the factory, health and welfare. A descriptive study may be concerned with the right to strike, capital punishment, prohibition etc: A descriptive study involves the following steps: 1. Formulating the objectives of the study. 2. Defining the population and selecting the sample. 3. Designing the method of data collection. 4. Analysis of the data. 5. Conclusion and recommendation for further improvement in the practices.

Description of statistical tools used y y Percentage method Bar diagram

Percentage method In this project percentage method test and used. The following are the formula Percentage of Respondent = No. of Respondent Total no. of Respondent x 100

Data collection method Data was collected using Questionnaire. This method is quite popular in case of big enquires. Private individuals, research workers, private and public organizations and even government are adopting it. A questionnaire consists of a number of question involves both specific and general question related to Grievance Handling. MKITW,RAJAMPET Page 41

CARE HOSPITAL Sources of data The two sources of data collection are namely primary & secondary. Primary Data sources:

JOB ANALYSIS

The primary data are that information which is collected a fresh for the first time, and thus happen to be original in character. These data are publish by researchers who themselves are responsible for data collection. Primary data can be collected in market by three basis methods:  Experimental method  Observation method  Survey method Experimentation method: Under this method the researcher carries out a small-scale experiment, tries to get valuable information, which can be of great help in designing large-scale marketing program. Observation method: Under this method observing some actions of the respondents collects the data. No questions are asked; the data is collected only through the actions or behavior of the customers. Survey method: A survey consists of gathering data by interviewing people.  Sample survey. Census survey: The total number of all the members in the universe has an equal chance to participate. Sample survey: It consists of gathering data by interviewing a limited no. of people (a sample) selected from large group. Secondary Data sources: The secondary data are those which have already been collected by some other agency and have already been processed, generally, speaking, secondary data in collected by MKITW,RAJAMPET Page 42

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some organizations satisfy its own need but it is being used by various department for different reasons. The process of secondary data collection and analysis is called Desk Research. Secondary sources for this survey are company profile and previous project reports. The secondary data was collected through manuals, journals and internet. Data about the company profile and other details collected from the company records, websites and through personal discussion with various executives and other employees of the company. Research design Research design is the specification of the method and procedure for acquiring the information needed to solve the problem. The research design followed for this research study is descriptive research design where we find a solution to an existing problem. The problem of this study is to find the effectiveness of job analysis in care hospital..

Sample Design Sample Element Sampling Area Sample Size Sample Test Sample Media Sampling Method : Employees at care hospital : Banjara hills,Hyderabad : 100 samples : Percentage Method : Questionnaire : Simple Random Sampling

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HID

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DATA ANALYSIS & INTERPRATATION

1. why does your job exists? TABLE:1 s.no particulars 1 2 3 4 completed authority in department of HIS. To monitor the requirements of new projects. Handling online customers Training on HIS modules total

No.of responders 10 20 40 30

%of responders 10% 20% 40% 30% 100%

CHART:1

%.of respondents
45 40 35 30 25 20 15 10 5 0

No.of respondents

INTERPRATATION: For above data it is observed that10% of respondents to Complete authority in department of HIS, 20% To monitor the requirements of new projects 40% creating internet uses ,30%Training on HIS modules.

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2.what are your major responsibilities? TABLE:2 s.no particulars 1 2 Monitoring the install of HIS &all software Reporting MIS reports on request through proper authorization Maintaining & managing security of the modules Critical support from competent on HIS issues total

No.of respondents 30 20

%of respondents 30% 20%

3 4

40 10

40% 10% 100%

CHART:2

%.of respondents
45 40 35 30 25 20 15 10 5 0 Monitoring Reporting Maintaining Critical the install of MIS reports & managing support from HIS &all on request security of competent software through the modules on HIS issues proper authorization

No.of respondents

INTERPRATATION: For above data it is observed that 30% of the respondents to Monitoring the install of HIS & all software,20% reporting MIS reports on request through proper authorization,40% maintaining & managing security of the modules,10% critical support from competent on DIS issues.

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3.what are the necessary equipments, instruments and/or materials you see to perform your job and how frequently do you use them? TABLE:3 s.no particulars 1 2 3 4 Printing & systems services reporting tools multimedia collaborative tools total

No.of respondents 40 20 30 10

%of respondents 40% 20% 30% 10% 100%

CHART:3

%.of respondents
45 40 35 30 25 20 15 10 5 0 Printing & systems services Reporting tools Pulse oxymeter caliborativr tools

No.of responders

INTERPRATATION: For above data it is observed that 40% of the respondents to printing & systems services, 20% reporting tools ,30%multimedia ,10%calibortive tools.

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4.who assigns your work? TABLE:4 s.no particulars 1 2 3 4 Supervisor Subordination HR manager Doctors total

No.of respondents 30 20 40 10

%of respondents 30% 20% 40% 10% 100%

CHART:4

%.of respondents
45 40 35 30 25 20 15 10 5 0

No.of respondents

INTERPRATATION: For above data it is observed that 30% of the respondents to superviser,20%subordinate,40%HRmanager,10%doctors.

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5. . How are assignments given? TABLE:5 s.no particulars 1 2 3 4 Written Oral Verbal Non-verbal total

No.of respondents 40 20 30 10

%of respondents 40% 20% 30% 10% 100%

CHART:5

%.of respondents
45 40 35 30 25 20 15 10 5 0 Written Oral Verbal Non-verbal No.of respondents

INTERPRATATION: For above data it is observed that 40% of the respondents to written, 20%oral, 30%verbal, 10%nonverbal.

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6.what is the main purpose of the job? TABLE:6 s.no particulars 1 2 3 4 To maintain the whole HID function HID equipments maintain To provide hardware support Clinical governance & hospital information total

No.of respondents 41 21 29 9

%of respondents 41% 21% 29% 9% 100%

CHART:6

%.of respondents
45 40 35 30 25 20 15 10 5 0 To maintain HID To provide Clinical the whole equipments hardware governance HID function maintain support & hospital information

No.of respondents

INTERPRATATION: For above data it is observed that 41% of the respondents to To maintain the whole HID function, 21% HID equipments maintain, 29%To provide hardware support,9%Clinical governance& hospital information.

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7. Any specific job related skills required? TABLE:7 s.no Particulars 1 2 3 4 Technical skills Inter relationship skills Computer skills Communication skills Total

No.of respondents 38 10 32 20

%of respondents 38% 10% 32% 20% 100%

CHART:7

%.of respondents
40 35 30 25 20 15 10 5 0

No.of respondents

INTERPRATATION: For above data it is observed that 38% of the respondents to Communication skills,10%technical skills,32%interrelationship skills,20%intertpersonal skills.

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8. How much time would be needed for the training? TABLE:8 s.no particulars 1 2 3 4 3months 5months 9months 12months total

No.of respondents 40 30 10 20

%of respondents 40% 30% 10% 20% 100%

CHART:8

%.of respondents
45 40 35 30 25 20 15 10 5 0 3months 5months 9months 12months No.of respondents

INTERPRATATION: For above data it is observed that 40% of the respondents to 3 months,30%5months ,10% 6months,20% 12months.

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9. How many years do you have experience? TABLE:9 s.no particulars 1 2 3 4 0-1 year 1-2 years 2-4 years 4-6 years total

No.of respondents 30 20 10 40

%of respondents 30% 20% 10% 40% 100%

CHART:9

%.of respondents
45 40 35 30 25 20 15 10 5 0 0-1 year 1-2 years 2-4 years 4-6 years No.of respondents

INTERPRATATION: For above data it is observed that 30% of the respondents to 0-1year,20% 1-2 years, 10% 2-4 years,10% 4-6 years.

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10.Does your work requires the use of computers or word processor? TABLE:10 s.no particulars 1 2 Yes no total

No.of respondents 80 20

%of respondents 80% 20% 100%

CHART:10

%.of responders
90 80 70 60 50 40 30 20 10 0 Yes no No.of responders

INTERPRATATION: For above data it is observed that 80% of the respondents to yes,20% no.

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1.. why does your job exists? TABLE:1 s.no particulars 1 2 3 4 Reporting to gm nursing Check night instruction book Follow the rounds of administrator & GM Visiting each floor total

No.of respondents 20 30 10 40

%of respondents 20% 30% 10% 40% 100%

CHART:1

%.of respondents
45 40 35 30 25 20 15 10 5 0

No.of respondents

INTERPRATATION: For above data it is observed that 20% of the respondents to Reporting to GM nursing, 30%check night instruction book, 10% follow the rounds of administrator & GM, 40%visiting each floors.

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2. what are your major responsibilities? TABLE:2 s.no particulars No.of respondents 1 Performs job related duties as 10 assigned 2 Patient care 40 3 Taking night duty 20 4 Visiting patients 30 total

%of respondents 10% 40% 20% 30% 100%

CHART:2

%.of respondents
45 40 35 30 25 20 15 10 5 0 Performs job Patient care Taking night related duty duties as assigned Visiting patients

No.of respondents

INTERPRATATION: For above data it is observed that 10% of the respondents to performs job related duties as assigned, 40%patient care, 20%taking night teport,30% visting patients.

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3.what are the necessary equipments, instruments and/or materials you see to perform your job and how frequently do you use them? TABLE:4 s.no particulars 1 2 3 4 Stethoscope Prepare duty schedule of nursing staff Injection Maintenance of inventory total

No.of respondents 10 20 40 30

%of respondents 10% 20% 40% 30% 100%

CHART:4

%.of respondents
45 40 35 30 25 20 15 10 5 0 Stethoscope Prepare duty schedule of nursing staff Injection Maintenance of inventory

No.of respondents

INTERPRATATION: For above data it is observed that10% of the respondents to stethoscope, 20%prepare duty schedule of nursing staff,40%injusion,30%maintanance of inventory.

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4.who assigns your work? TABLE:4 s.no particulars 1 2 3 4 Supervisor Subordination HRmanager Doctors total

No.of respondents 30 20 10 40

%of respondents 30% 20% 10% 40% 100%

CHART:4

No.of respondents
45 40 35 30 25 20 15 10 5 0

No.of respondents

INTERPRATATION: For above data it is observed that 30% of the respondents to superviser, 20%subordinate,10% HRmanager, 40%doctors.

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5.How are assignments given? TABLE:5 s.no particulars 1 2 3 4 Written Oral Verbal Non-verbal total

No.of respondents 40 20 30 10

%of respondents 40% 20% 30% 10% 100%

CHART:5

%.of respondents
45 40 35 30 25 20 15 10 5 0 Written Oral Verbal Non-verbal No.of respondents

INTERPRATATION: For above data it is observed that 40% of the respondents to written, 20%oral , 30%verbal,10%nonverbal.

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6.what is the main purpose of the job? TABLE:6 s.no 1 2 3 4 particulars Self satification Service to the socitey Quality care of patients Maintain whole nursing functions total No.of respondents 10 25 33 42 %of respondents 10% 25% 33% 42% 100%

CHART:6

%.of respondents
45 40 35 30 25 20 15 10 5 0 Self satification Service to Quality care the socitey of patients Maintain whole nursing functions

No.of respondents

INTERPRATATTION: For above data it is observed that 10% of the respondents to self satisfaction , 25% service to the society , 33%quality care of patients,42% maintain the whole nursingFunction.

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CARE HOSPITAL 7. Any specific job related skills required? TABLE:7 s.no 1 2 3 4

JOB ANALYSIS

particulars

No.of respondents 10 40 20 30

%of respondents 10% 40% 20% 30% 100%

Communication skills Patient skills Interrelation skills all total

CHART:7

%.of respondents
45 40 35 30 25 20 15 10 5 0

No.of respondents

INTERPRATATION: For above data it is observed that 10% of the respondents to Communication skills , 40% patients skills, 20% inter relation skills, 30%all.

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CARE HOSPITAL 8.How much time would be needed for the training? TABLE:8 s.no particulars 6months 8months 9months 12months total CHART:8 1 2 3 4 No.of respondents 10 20 30 40

JOB ANALYSIS

%of respondents 10% 20% 20% 40% 100%

%.of respondents
45 40 35 30 25 20 15 10 5 0 6months 8months 9months 12months No.of respondents

INTERPRATATION: For above data it is observed that 10% of the respondents to 3 months ,20%5months , 30%6months, 40%12months.

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9.How many years do you have experience? TABLE:9 s.no particulars 1 2 3 4 0-1 year 1-2 years 2-4 years 4-6 years total

No.of respondents 30 20 10 40

%of respondents 30% 20% 10% 40% 100%

CHART:9

%.of respondents
45 40 35 30 25 20 15 10 5 0 0-1 year 1-2 years 2-4 years 4-6 years No.of respondents

INTERPRATATION: For above data it is observed that 30% of the respondents to 0-1 year, 20% 1-2 years, 10% 2- 4years , 40% 4-6 years.

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10.Does your work requires the use of computers or word processor? TABLE:10 s.no 1 2

particulars Yes no total

No.of respondents 40 60

%of respondents 40% 60% 100%

CHART:10

%.of respondents
70 60 50 40 30 20 10 0 Yes no No.of respondents

INTERPRATATION: For above data it is observed that 40% of the respondents to yes,60% to no.

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The Tools used by Nursing Staff :         Computers Cardiac Monitors Pulse Oxy Meters Ventilators CT Scan and MRI Machine Nuclear medicines Magnetic Fields Hingh wave instruments like Ultra Sonograph, Echo machine CT & MRI Etc

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FINDINGS
1.HOSPITAL INFORMATION DEPARTMENT  Most of respondents said that they are required prininting & system service & other equipments are needed.  Most of respondents said that there are particularly work is assigned by the HR manager to the employees.  Techincal skills are mostly required in the HID .  40% of the employees said that the training should be required. 3.NURSING DEPARTMENT  70% of respondents said that their frequently performed job is to maintance of inventory & gibing injucsions to the patients.  40% of respondents said that their work is in done through the written communication & 30% of the done throught verbal communication & remaining are oral.  Training should be required in the nursing department

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SUGGESTIONS  Technical training progmes should be conducted frequently.  Working conditions & procedures of the employees are evaluated by superiver in the organization.  To reduce the hampering of workers may be reduced through meetings & personality development skills.
 Hardware tools are required .it must should be provide.  Authority should be given to supersivor to

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Conclusion:
 Job descriptions are the factual statement of the work entitled. It is descriptive in nature and defines the purpose and scope of the job. Technical training progmes should be conducted frequently.Hardware tools are required .it must should be provide.Authority should be given to supersivor to

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QUESTIONNAIRES 1.. why does your job exists?

a. Complete authority in department of HIS b. To monitor the requirements of new projects c. Handling online customers d. Training on HIS modules 2. what are your major responsibilities ? a. Monitoring the install of HIS & all software. b.reporting MIS reports on request through proper authorization c.maintaining & managing security of the modules d.critial support from competent on DIS issues 3.what are the necessary equipments, instruments and/or materials you see to perform your job and how frequently do you use them? a. printing & systems services b.reporting tools c.multimedia d.calibortive 4.who assigns your work? a.Supervisor c.HRmanage b.Subordination d.Doctor [ ] [ ] [ ] [ ] [ ]

5. . How are assignments given? a.written b.oral c.verbal. d.Non-verbal. 6.what is the main purpose of the job? a. To maintain the whole HIDfunction. b. HIDequipments maintain c. To provide hardware support b. Clinical governance& hospital information

[ ]

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CARE HOSPITAL 7. Any specific job related skills required? [ ]

JOB ANALYSIS

a. Communication skills c. interrelationship skills

b.technical skills d.computer skills

8. How much time would be needed for the training? a.3 months c.6months b.5months d. 12months

[ ]

9. How many years do you have experience? a.0-1 year c.2-4years b.1-2 years d.4-6 years

[ ]

10. Does your work requires the use of computers or word processor? [ ] a.Yes b.no

Nursing 1. why does your job exists? a. reporting to GM nursing b. check night instruction book c. follow the rounds of administrator & GM d. checking each floors [ ]

2 what are your major responsibilities? a. performs jobrelated duties as assigned b. patient care c. taking night teport d. visting patients

[ ]

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3.what are the necessary equipments, instruments and/or materials you see to perform your job and how frequently do you use them? a. stethoscope b. prepare duty schedule of nursing staff c. injucsion d. maintanance of inventory [ ]

4.who assigns your work? a.supervisor bSubordination

[ ]

c.HRmanager

d.Doctors

5. . How are assignments given? a. Written c.verbal. b.oral d..Non-verbal.

[ ]

6.what is the main purpose of the job? a.self satisfaction b. service to the socity c.quality care of patients d.maintain the whole nursing function

[ ]

7. Any specific job related skills required? a. Communication skills c.patients skills b.technical skills d.intertpersonal skills

[ ]

8. How much time would be needed for the training? a.3 months c.6months b.5months d. 12months

[ ]

9. How many years do you have experience? MKITW,RAJAMPET Page 73

CARE HOSPITAL a.0-1 year c.2-4years b.1-2 years d.4-6 years

JOB ANALYSIS

10. Does your work requires the use of computer (or)word process? a. Yes b.no

[ ]

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Bibliography
For the collection of information on job description I have referred many books like :

 Personal Management by K.ASWATHAPPA  Personal Management by P.SUBBA RAO  www.citehr.com  www.gurehr.com  Google

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