HRD Presentation Final

8/17/2019 HRD Presentation Final

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Application of HRD in

HospitalsGroup Members: Govinda Nathani, Salman Anjum, Vipul Vaida,

Rajat !ain, "ejas #u$dani


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A Brief Introduction

• Hospitals are an integral part of society

• Hospital staff should perform their duties in a coordinateplanned manner

• Proper medical services do not reach people due to varireasons like lack of medical equipment, drugs and trainin

• One of the major issues is lack of manpower especially remergency situations.


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• There is no shortage in hospital training programs for doctare already skilled enough.

• t is the second level staff in hospitals i.e., nurses, compouparamedics, receptionists, cleaning staff and other people require proper training programs to !e carried out.

"efore moving on further we must take a look at the aim an

o!jective of Human #esource $evelopment.


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A short note on HRD

‘ Human #esource $evelopment is a frcomprising of a series of organising activities r

developing individual skills, knowledge and a!i

interest of the organisational goal achieveme

with the individual.’


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H#$ deals with the all%round development of an employe

organi&ation, his career development, training, c

updating him with the latest technology and develop his

would prove !eneficial to !oth the employee and the orgaachieving the organi&ation goals.

'n H#$ program is a sequence of well%defined steps (

). 'ssessing the H#$ needs

*. +electing lesson plans and preparing training methods. mplementing H#$ program

-. valuation of utility of the training programs


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Current Scenario There is only one doctor per ),/00 citi&ens in ndia1 the 2

Health Organi&ation stipulates a minimum ratio of )(),000 "here are 387 medical colle$es in the countr%&'& in

$overnment and ()* in private sector+ ndia produces -)

doctors, &',))) specialists, ./,))) nurses and -*,)))

pharmacists annuall+

ndia 0ould need about four la1h more b ()() to maint

re2uired ratio of one doctor per &,))) people+


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Situation in Rural India:

Hospitals and health centers in small to0ns are compara

small and cater to small population

n addition to the shorta$e of service providers, the sste

pla$ued b poor involvement and participation of those 0

emploed+

Nurses in rural areas are often less 2ualified than their u

counterparts and lac1 a proper reco$ni3ed de$ree such aMoreover the lac1 a proper protocol to handle emer$en

situations+

4ac1 of dedicated cleanin$ personnel+


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Situation in Rural India (continued) :

4ac1 of emploee orientation pro$rams+

3ack of employee monitoring system.

3ack of proper reward system.

Situation in Public Sector Hositals:

Pu!lic hospitals are the major providers of health care in +ome of the major pro!lems in the pu!lic sector hospitals

are inadequate training and inappropriate selection of gov

employees.


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Situation in Public Sector Hositals:

3ow hygiene standard

3ack general working ethics and co%ordination !etweenemployees at different levels.

ssues of salary scale, career path, continuing education4t

and pension system.

Situation in Pri!ate Sector Hositals:

The situation in private situation is generally much !etter t

of pu!lic sector hospitals.


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Situation in Pri!ate Sector Hositals (continued):

3arge hospitals such as 'pollo and 5ortis already have a

dedicated H#$ department.

6edical staffs are well trained and cleanliness is a top prio

7o! satisfaction is much !etter.

However the cost of treatment is significantly higher.


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"eed to De!elo HRD in Hosita n many countries the health sector workforce is dissatisfie

underpaid, poorly motivated and skeptical of decision maketo solve the pro!lems facing the health sector.

Thus, a comprehensive H#$ system is essential for ensur

efficient and motivated workforce capa!le of contri!uting to

ultimate success of the reforms in hospitals.

H#$ planning, personnel policy, performance managemenare some of the aspects of H#$ that are relevant in any ho

regardless of its si&e, purpose, and degree of comple9ity, a

whether it is pu!lic or private.


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#a$s to De!elo HRD Pro%ra&s in Hosita

'rainin% Pro%ra&s :

Training can !e largely divided into two segments.The continual medical training given to doctors, nurses

paramedics.

+ervice and !ehavioral training given to the front%office

telephone operators as well as nurses.

2hile the former ensures that services are as per the quality set, the latter is essential for the positive mindset of the empl

will deliver the service.


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'rainin% ro%ra& for "urses:

The Training Program for :urses should not only focus on m

aspects !ut also on hospitality.


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'rainin% or I&ro!in% Soft Sills:

+oft skills play a vital role in hospitals to assuage emotionadistraught people who come to the hospital and e9pect em

attention. f the staff is not well trained to handle the custom

tactfully, it can !ackfire on the image of the hospital.

+ome of the soft skills training programs may include self%awareness, confidence%!uilding, interpersonal skills, team

corporate communication, !ehavioral management and lea

*eneral 'rainin% Pro%ra&s:


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+eadershi ro%ra&&es

To hone the !ehavioral skills of its employees, hospitals shou

leadership programmes for its doctors and also the staff.

The environment in which health care professionals practic

which conflict and the need for negotiation a!ounds. The a

foster agreements and manage conflict within and !etween

workgroups can strengthen relationships, transform ideas

initiatives.

n order to develop as managers and senior leaders, indivi

know how their peers, su!ordinates, and supervisors perce


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+uch Training programmes help in identifying personal str

and weaknesses and create a developmental plan to guide

future in the organi&ation.

Internal 'ea&,buildin% :

Training programmes are also effective platforms for internal

!uilding. 2hen employees from different departments of a ho

come together !y dint of a training initiative, it gives them an

opportunity to understand each other !etter.


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'echnical 'rainin% :

The technical workfront of training and development in a hosp

includes aspects like evaluation of patients !y technicians fro

cho, T6T, =%#ay, and also anaesthesia technicians, physiciassistants, cath la! technicians and nursing care professiona

'rainin% to handle disaster situations:

Hospitals are amongst the most vulnera!le places in case

natural disaster !ecause it houses patients who may not !e

escape.

$isaster management techniques must !e imparted to eve

mem!er of hospital to mitigate the effects of disaster at var

+uch a training program is provided !y :$6'.


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'rainin% for cleanin% staff ' hospital generates medical wastes which may !e harmful

properly disposed. 's a result their training programmes inc How to handle !io%ha&ard, used syringes and other medic

+eparation of waste into recycla!le and non%recycla!le

components.

learning how to operate hospital oriented cleaning machin

6aintain a log of cleaning activities done.


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Role -f Re.ards And Bonus In Hrd

#ewards and !onuses play important role in H#$ as they

prove to !e a motivating factor The hospital staff can !e rewarded periodically for their e9c

work which would further encourage them to work harder

6onthly rewards such as >mployee of the month> in differe

departments and 6erit pay system can also !e introduced.


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eedbac fro& Staff /e&bers #egular feed!ack from hospital staff should !e taken to kn

their views and opinions a!out the working environment aH#$ programs !eing conducted in the hospital.

This data can !e used to analy&e the pro!lems faced !y t

employees and undertake appropriate actions to help stru

the programs in a !etter way.

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HRD Presentation Final

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