Healthcare is a service industry and hospitals are its forefront. HR department plays an important role in hospitals. Managing people working for hospital can directly reflect on quality of patient care and the treatment outcomes.
Aditya hospital has two main branches in Hyderabad. Both the branches provide super specialty services. Both put together about 700 employees are working for organization. We have HR departments separately for both the hospitals. There is constant need to innovate in our HR department to retain our employees. The challenges are increasing day by day as more number of hospitals are mushrooming in the city and hence there is scarcity in skilled working force.
The following are few of the challenges that we face and …show more content…
We try to match the salary that is usually given to nurses in a similar set up. Our initial system of enhancement based on years experience had a major flaw. The nurses who were early learners and doing well were paid less than nurses who had more experience and were not performing well. To negate this issue we started having a standard salary to any Fresher who joins our organization. However the enhancement/increment is done on basis of performance. We have a 360 degree feedback on the nurse’s performance and based on the score we do the enhancement. Due to this step were able to retain quality nursing staff.
e) Training and skilling nurses – We have a robust training program which is done to enhance the skills of the nurses. This is one of the incentives for any nurse who wants to join the organization to enhance her skills.
f) Having incentives to work for our branch. Whenever there is a shortage of nurses in one of the branch we transferred the nurses to other hospital and paid them on hourly basis as we calculate it as OT. This has helped in managing at times when one of our branches had sudden high …show more content…
The major challenge any new hospital face is that in the initial few months/years there will be low occupancy and less number of patients to see by the doctors. This will automatically make the doctors to practice outside the hospital. However this was not desirable by our organization as we wanted all the specialists to work full time for our hospital. This prompted us to design a method by which both the parties benefit. We made a contract with the doctors to work for full time on fixed salary. However we also calculated the revenue each doctor was generating for the hospital. Initially the revenues generated by the doctor was less than the salary that was drawn. We promised to the doctors that whenever the revenue generated is more than the salary we would be converting them to free for service. This step made the doctor more secure. Also they were motivated to increase the revenue of their
Aditya hospital has two main branches in Hyderabad. Both the branches provide super specialty services. Both put together about 700 employees are working for organization. We have HR departments separately for both the hospitals. There is constant need to innovate in our HR department to retain our employees. The challenges are increasing day by day as more number of hospitals are mushrooming in the city and hence there is scarcity in skilled working force.
The following are few of the challenges that we face and …show more content…
We try to match the salary that is usually given to nurses in a similar set up. Our initial system of enhancement based on years experience had a major flaw. The nurses who were early learners and doing well were paid less than nurses who had more experience and were not performing well. To negate this issue we started having a standard salary to any Fresher who joins our organization. However the enhancement/increment is done on basis of performance. We have a 360 degree feedback on the nurse’s performance and based on the score we do the enhancement. Due to this step were able to retain quality nursing staff.
e) Training and skilling nurses – We have a robust training program which is done to enhance the skills of the nurses. This is one of the incentives for any nurse who wants to join the organization to enhance her skills.
f) Having incentives to work for our branch. Whenever there is a shortage of nurses in one of the branch we transferred the nurses to other hospital and paid them on hourly basis as we calculate it as OT. This has helped in managing at times when one of our branches had sudden high …show more content…
The major challenge any new hospital face is that in the initial few months/years there will be low occupancy and less number of patients to see by the doctors. This will automatically make the doctors to practice outside the hospital. However this was not desirable by our organization as we wanted all the specialists to work full time for our hospital. This prompted us to design a method by which both the parties benefit. We made a contract with the doctors to work for full time on fixed salary. However we also calculated the revenue each doctor was generating for the hospital. Initially the revenues generated by the doctor was less than the salary that was drawn. We promised to the doctors that whenever the revenue generated is more than the salary we would be converting them to free for service. This step made the doctor more secure. Also they were motivated to increase the revenue of their