PROJECT REPORT

ON RECRUITMENT AND SELECTION AT LIAQUAT NATIONAL HOSPITAL AND SOUTH CITY

HOSPITAL

Submitted towards partial fulfillment of the course requirement of Human resource management

MBA-III

Institute of Health management, Dow university of Health Sciences

Submitted to: Submitted by:

Sir Ashraf Jaliwala Aisha Faheem Misbah Maqsood

Tahira Sultana

South City Hospital : • South City Hospital (Pvt.) Limited is a privately owned facility in.

Karachi, Pakistan

• It covers a wide spectrum of specialties, with an aim to provide top grade[medical care in a comfortable and luxurious environment.

• In 2004, the owners of a private hospital in an upscale locality of Karachi, i.e. Clifton, announced its demolition to make way for a shopping centre and hotel complex.

• The destruction of a functional hospital created a vacuum that motivated a group of Pakistan’s top medical professionals to form a consortium and acquire an existing hospital in Clifton.

• In addition to the original consortium, SCH has since attracted some of Pakistan’s top doctors and surgeons.

• It is a top grade facility that rivals the finest hospitals in Europe and USA.

• Construction for the new SCH facility started in March 2005 and phase 1 became operational in December 2006 whereas phase 2 was recently completed in March 2008.

• The facility covers an area of 3,250 square yards and has a total capacity of 124 beds.

It houses a pharmacy, laboratory, fully equipped radiology unit, 6 state of the art operating theatres, labor and delivery suites and a cardiac u nit

Liaquat National Hospital (LNH): • The Liaquat National Hospital (LNH), is located at Stadium

Road, Karachi, Sindh, Pakistan. The hospital was established on October 16, 1958.

• At a meeting chaired by Begum Rana Liaquat Ali Khan, the committee decided to establish a hospital in Karachi, Pakistan under the name "The National Hospital.

• In memory of Nawabzada Liaquat Ali Khan , the first Prime Minister of Pakistan who was assassinated in 1951, the National Hospital was renamed as Liaquat National Hospital.

• In 1978, the institute entered into the field of education. Today, it plays a role as a leading postgraduate medical centre having school of nursing, a school of physiotherapy and rehabilitation, College of Medical Laboratory Technology, and offers technical courses in a spectrum of services.

• Now, the hospital has 700 beds with 32 specialty services, providing diagnostic and therapeutic facilities.

• The hospital has a residency training program, representing a majority of the existing disciplines, recognized for fellowship by the CPSP, including disciplines which are also recognized by the Royal Colleges in the UK.

• The hospital has MRI machines, pathology laboratory facilities, additional Executive II and III Wards, CCU, MICU, dialysis machines and ventilators. An operation theatre, intensive care unit and transplant unit complex are under construction.

Recruitment:

• The process of generating a pool of candidates.

Recruitment is a two way process:

As a whole:

Selection:

Selection Criteria:

Selection Methods:

Three most common methods are:

1. Testing2. Gathering information3. Interviewing

CAREER AT LNH

RECRUITMENT & SELECTION AT LNH• The recruitment and selection of employees are driven by qualification,

merit and fitness.

• Progress within the hospital depends very much on employee’s ability, dedication and loyalty towards the hospital.

• Employees who engage themselves in continuous learning and consistently strive for improvement in their knowledge, skills and attributes excel with the Organization.

• It is the hospital's practice to promote its own staff to higher positions whenever possible.

• Our managers set clear, ambitious and inspiring goals.

• By leading on the basis of trust, we empower our people to make their own decisions.

• We demonstrate courage and conviction when introducing necessary changes.

• We expect out managers to serve as role models in everything they do.

• The hospital reserves the right to transfer the employee within the organization as and when the need arises.

• Employment is subject to obtaining a satisfactory medical report from the hospital appointed doctor and presentation of previous employer reference and/or resignation acceptance, wherever applicable.

• The Sourcing and Recruitment policy aims to define a uniform framework of standards that support the presence of as a technology leader in the market.

• These policies structure our internal standards and processes for excellence in selection and recruiting.

PROCEDURE OF RECRUITMENT AND SELECTION AT LNH

• Job Analysis

Job Specification

Job Description

• Orientation

• Selection

Job description example -LNH

FOR THE POST OF MANAGER HR

• Job Description:

Will be responsible for manpower planning, recruitment of employees, processing separations, coordinating new employees orientation, exit interviews and other hr activities.

Our Reference letter

CAREER AT SOUTH CITY HOSPITAL

South city-Want to work with us?• The Human Resources department at South City Hospital (Pvt) Ltd has a

strategy to attract and retain talented, highly qualified individuals who are focused on achievement and productivity.

• To support this goal, we offer health insurance policy and benefit schemes along with competitive compensation and transport facilities.

• We strongly emphasize training and supporting quality standards which are needed to maintain optimum service for our clientele.

• The management believes in continuous training of paramedical and support staff.

EMPLOYEE SELECTION PROCESS:

• Vacancy

• Trainee test

• Test Qualify (HR Interview)

• Short list offered

• Letter issue

• Orientation

Employee Requisition Form

Job training form

KEY TERMS:

• PERFORMANCE APPRAISAL

Process of evaluating employee’s performance.

• UNIONIZED EMPLOYEES

Employees who are covered under union management agreement. In Siemens Pakistan workers and staff from Grade 1 to Grade 16 are entitled for union membership.

• NON-UNIONIZED EMPLOYEES

All employees of LNH Pakistan working in grade S0 or above.

E-RECRUITMENT

• E-Recruitment is an application of internet used to recruit / hire the right employee for each position.

• The objective of this application to have a one stop information center’ for each potential candidate as per hiring guidelines of Pakistan Medical and Dental Council.With the approval of each ERF, a Job is opened on e-Recruitment in order to receive applications against the required Job Position, track CV’s short-list candidates, call for tests and interviews.

• Test scores are also maintained in this application.

• The Interview status is also available for the Key Account Officers to view and follow the status of each interview. How to access the application: Passwords and demonstrations of the system have been offered to business units.

• New Employee Integration - The purpose of this method is to describe a set of activities to be performed in order to integrate new employees in as fast and efficient a manner as possible.

• Employee Joining Package – The purpose of this package is to provide new employees with all the required information and documents to facilitate a safe and successful transition into new working environment.

INTERVIEW PROCESS• Intelligent and effective interviews form the cornerstone of good hiring

techniques. Interviewing is also an art that few people possess but most can master.

• Interview Evaluation Form is used for the evaluation of candidates. It must be filled and returned to the Key Account Officers once the interview has been conducted.

• Feedback from the interview is entered into the E-Recruitment application in order to maintain track of the applicant while he/she goes the various phases of selection.

• This is of benefit to both HR and the business units.

INTERVIEW EVALUATION FORM • Interview Evaluations Guidelines provide a list of questions as per the

hospital Leadership Capabilities. Both condensed and details user guidelines are available on how to evaluate candidates.

ORIENTATION PROGRAMS• – Orientation Programs are conducted for all new employees. HR holds a

session to describe the purpose and intent of the Joining Packet and the correct utility of the enclosed forms.

• Items covered:• Organization overview • HR Policies

INTEGRATION OF EMPLOYEESThe Orientation Program is held every month by HR on scheduled dates.

PERORMANCE MANAGEMENT• Confirmation of Service Upon completion of the probation period or the

training period, HR sends out an Adviser to the business units. This is basically a confirmation, by the business unit, that work thus far has been performed satisfactorily and the said employee or trainee may be considered. To be made permanent (Satisfactory medical report and PEC mandatory)

• To extend probation • To extend training • To offer a contract position • To separate • In the event of non-receipt of return advice from the BU, the

employment/training stands terminated. There is, hence, no employment contract between the company and the candidate upon expiration of services. 1. PURPOSE:

• To define the procedure for performance appraisals, increments and promotions of the employees. 2. SCOPE:

• The procedure is applicable for unionized (staff only) and non-unionized

• Permanent Employees. Trainees, Contract employees, workers and those

• Compensated through MBO are not covers in this process.