training and devlopment at wockhardt

7/28/2019 Training and Devlopment at Wockhardt

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Human Resource Management

Study on Training and Development at Wockhardt

Name Roll no.

Sachin Furia 68

Vishal Kothari 80

Rajkumar Jodagudri 77

Subodh Mishra 91


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Acknowledgment

We would like to take this opportunity to express our sincere

gratitude to Prof. Varsha Ganatra for giving us an opportunity for

working on an informative and educative project.

We would also thank Mr. S. Mallikaarjuna for sparing time for us

to help us to visit Wockhardt Hospital, Mulund & let us know

something about their service industry.

We would like to thank all of them for their kind co-operation,support & guidance to us, without which our project would have

been impossible.

We wish to express our thanks with regards and affection.


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Training and Development

Meaning and Definition

A business' most important asset is often its people. Training and developing them can be

one of the most important investments a business can make. The right training can ensure

that your business has the right skills to tackle the future. It can also help attract and

retain good quality staff, as well as increasing the job satisfaction of those presently with

you - increasing the chances that they will satisfy your customers.

Training and development refer to the imparting to specific skills ability and knowledge

to an employee. A formal definition of training and development is:

It is any attempt to improve current or future employee performance by increasing an

employees ability to perform through learning, usually by changing the employees

attitudes or increasing his or her skills and knowledge.

The need for training and development is determined by the employees performance

deficiency, computed as follows:

We can make a distinction among training, education and development. Such distinction

enables us to acquire a better perspective about the meaning of the terms. Training, as

was started earlier, refers to the process of imparting specific skills. Education, on the

other hand, is confined to theoretical learning in the classrooms.

Training and Development need = Standard performance Actual performance.


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Objectives of Training and Development

Staying ahead in today's business world is more challenging than ever. Building trust and

promoting teamwork are just two expectations of any business leader.

Training and development programs are designed to keep an organization at the front ofits industry maximize performance and energize every level of the organization. Training

and Development is also seen to strengthen the tie between employee development and

strategic operation objectives.

The objectives of Training and Development are as follows: -

Efficiency: Employees become efficient after undergoing training. Efficient

employees contribute to the growth of the organization.

Fewer accidents: Accidents, scrap and damage to machinery and equipment can be

avoided or minimized through training. Even dissatisfaction, complaints,

absenteeism, and turnover can be reduced if employees are trained well.

Meeting manpower needs: Future needs of employees will be met through training

and development programmes. Training serves as an effective source of recruitment.Training is an investment in human resource with promise of better returns in future.

Improves quality: Better-informed workers are likely to make less operational

mistakes. Quality of products or services will definitely increase. This can be well

measured through the reduction in rejections.

Personal growth: Training programmes also deal with personality development of theemployees (through goal setting, motivation, leadership skills, etc.) thus theypersonally gain through exposure to training programmes.

Obsolescence prevention: Training and development programs foster the initiative

and the creativity of the employees and help to prevent the manpower obsolescence,which may be due to age, temperament, or the inability of the person to adapt himself

to technological changes.

Versatility in operations: Training makes the employees versatile in operations. All

rounders can be transferred to any job. Flexibility is therefore ensured. Growth

indicates prosperity, which is reflected in profits every year.

Employee stability : Training contributes to employee stability in at least 2 ways.

Employees become efficient after undergoing training. Efficient employees contribute

to the growth of the organization. Growth renders stability to the work force. Further

trained employees tend to stay with the organization.


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TRAININGANDEDUCATIONDIFFERENTIATED:

Training Education

Application oriented

Job experience

Specific tasks

Narrow perspective

Theoretical oriented

Classroom learning

General concepts

Broad perspective

Development refers to those learning opportunities designed to help employees grow.

Development is not primarily skill-oriented. Instead, it provides general knowledge and

attitudes, which will be helpful to employees in higher positions. Efforts towards

development often depend on personal drive and ambition. Development activities, such

as those supplied by management development programmes, are generally voluntary.


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Introduction to Wockhardt

Established nearly four decades ago, Wockhardt Limited today is among India's top

research and technology oriented pharmaceutical companies, with global presence.

Wockhardt has emerged as a leading player in domestic as well as international markets,with widely accepted and efficacious drugs and formulations. The company has

developed leading brands in Anti-infectives, Pain & Inflammation, Cough, Medical

nutrition and Biotechnology segments.

Wockhardt has an active multi-disciplinary R&D programme involving over 300scientists, largely focused on developing innovative technologies and New Drug

Discovery. The company has a team of over 90 scientists engaged in new drug discovery

research and has several new chemical entities in the field of sepsis and anti-infectives.

Company Highlights

24th largest wealth creator

Ranked amongst the 50 most valuable companies in India

Rated among the Top 10 emerging Corporates in India (Economic Times, 1999)

Wockhardt employs 2700 people of which more than 1300 constitute the field force

covering 1,50,000 Doctors

35% of total sales come from International Business

Listed on Bombay Stock Exchange, National Stock Exchange and on Luxembourg

Stock Exchange

R&D programme rated among the top 3 in the country with R&D spend of 7% of sales

- one of the highest in the country.

Managed by the "Best" Board of Directors in the pharmaceutical industry (Source:

Business Today, May, 1997 survey.)

Wockhardt Corporate Mission

Pursuit of growth with excellence in the field of pharmaceuticals and healthcare"

Profitability through:

Quality of products and services

Increasing investment in R & D

Competent scientific and managerial manpower


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Wockhardt Business Philosophy

Creating value by understanding and communicating with our customers and business

partners

Wockhardt Vision is to be the most admired Pharmaceutical Company in India


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Wockhardt Health Care

In 1989, Wockhardt pioneered the concept of corporate healthcare facilities in India, with

the creation of the Wockhardt Medical & Research Centre, at Calcutta. This centre

initially provided hi-tech "Day Care" in urology, gastro-enterology and ophthalmology.

This centre has now expanded in a big way with the creation of the Wockhardt Hospital

& Kidney Institute, a 70 bedded dedicated urology super-specialty hospital the only one

of its kind in Eastern India. In 1990, Wockhardt also created a dedicated super-specialty

cardiac hospital at Bangalore - the Wockhardt Hospital and Heart Institute. Since then,both these have become centers of excellence in their respective fields, and draw patients

not only from their cities, but from surrounding states and even neighboring countries.

Wockhardt recently set up a world- class five-hospital complex in Mumbai.

Wockhardt Hospitals has entered into a strategic alliance in healthcare:

Wockhardt Hospitals Limited has a long-term exclusive agreement with Harvard Medical

International, Boston, USA; whereby Wockhardt has access to Harvards expertise and

experience in the field of surgical and medicare services, as well as in setting up anddeveloping hospitals of excellence throughout the world. Wockhardt surgeons and

paramedical staff will also benefit from Harvard Medical training and induction in critical

surgical and medicare services at Harvard's institutes at Boston, USA, as well as at

Wockhardt Hospitals.

Wockhardt has firm plans to set up additionally, at least five Super Speciality Hospitals

in the next coming years. All these will have modern and world-class facilities.

Wockhardt Hospitals at Mulund, Mumbai is a five-hospital complex comprising:-

Wockhardt Heart Hospital,Wockhardt Brain & Spine Hospital,

Wockhardt Bone & Joint Hospital,

Wockhardt Eye Hospital, andWockhardt Minimal Access Surgery Hospital.

The 222 - bedded hospital complex has state-of the-art medical infrastructure, coupled

with high quality of clinical practice. Each hospital has a team of dedicated consultants

and technical experts. Its quality control systems and protocols have been laid down by

Harvard Medical International in the areas of clinical practice, infection control, wastedisposal, hygiene, management of premises and equipment.

Within each super-speciality hospital, speciality clinics have been set up for focused

treatment of various medical disorders. Wockhardt Hospitals offer a host of specializedhealth check-up packages including general health management, comprehensive heart

check-up, senior citizens profile, women and childrens health check-up programmes.


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Career Options at Wockhardt HR

Wockhardt is in the process of revamping HR systems and processes so as to create

vibrancy in HR and to encourage talent and potential. A number of new initiatives havebeen launched which involves strategies for competency building, talent attraction and

retention, reward mechanisms, management development initiatives etc.

Wockhardt is looking for young dynamic HR professionals who have a passion to create

new paths, who have the knack of creating opportunities rather than waiting for it and forwhom creativity is a way of life.

Prospective employees of Wockhardt should have exposure in different facets of HR, viz

Competency based recruitment and selection

Competency based training and development Competencies and performance management system

Creating a culture of competence

Compensation

Industrial Relations

HR Processes

IT & HR integration

Organization Development


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Departments in Wockhardt Hospital

Front OfficeCustomer care

IT

MaintenanceNursing

Pathology

Main StoresPharmacy

CSSD (Central Sterile Supply Department)

Ophthalmology

Medical recordsMarketing

Blood bank

Biomedical

RadiologyCasualty

HousekeepingHR and Administrative

Some training and development programmes are carried out with the help ofdepartmentation and some are done employee wise. There are on job as well as off the

job training.

Various Training and development programmes carried out in Wockhardt are:

Induction BLS (Basic Life Support)

Fire safety

Leadership programme

Service excellence

PRM (Patient Relationship Management)

ATLS (Advanced Trauma Life Support)

ACLS (Advanced Cardiac Life Support)

CSSD dos and donts (Central Sterile Supply Department)

Infection Control

Code blue Tele Etiquettes

Quality Session

Disaster Management

Let us see few of these training programmes in detail what and why are these training

sessions taken.


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Induction ProgrammeThis programme is an introduction, instruction and orientation programme taken

compulsorily.For whom: For all the new joinies

Done How: Done Department wise

Done by: Different peopleDone where: In the auditorium and different laboratories

Department Topics Covered

Customer Care Overview of manpower planning and customer feedback

analysis. How to deal with customers at helpdesk,registration, billing processing, health checkup, speciality

clinics.

IT How does IT help the new joinies in making their work

easy. The way they should use it.

Maintenance Overview of past maintenance records and expected levelin future. Instruments use for it.

Nursing Overview manpower planning, services to be provided, roleof nursing in patients care, documentations required, study

of procedure in wards, deluxe rooms, ICU, OT, labs, and

casualty.

Dietetics Manpower planning, services provided by the department,

food and beverages unit, procedure and documentationrequired.

Pathology Instruments used and overview of manpower planning.

Main stores Details about the stores. Role played.

CSSD Instruments used in various departments, quality check of each instrument and the process followed in each

department.

Marketing Schemes and promotion strategies, customer segments ofdifferent departments, associate centers of the hospital

Like this there are various departments which can be seen in the example further with the

schedule of what time and whom to meet. This creates a convenience for the trainer and

trainee both.


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Service Excellence Programme

This programme is an introduction, instruction and orientation programme taken forproviding excellent service which delivered to head of departments and executives which

they further execute.

For whom: For all HODs and Management executives

Done How: Done employee wise

Done by: Different service industry experts

Done where: In the auditorium of the hospital

Time taken: 3hrs for 6days

The content of the programme:

Businesses that fail to meet customer service excellence will experience an average

turnover of 100 percent of their customer base every five years.

Ten times more expensive to acquire a new customer than to keep a current customer.

Why should we be concerned?

In the average business, for each customer who complains there are 26 who feel the sameway and dont speak up. The customers who feel poorly served will tell between 8

and 16 people about their negative experience.

Service vs. Services

An art

Costs little or nothing Pro-active business strategy

Needs constant customer-consciousness

Needs flexibility in delivery

Both short-term and long-term differentiator

Can be easily copied

Tangible items such as features, benefits, price

Add to costs

Are short-term differentiators

Do not protect against a poor service reputation

Service features

A Service cant be created in advance

A Service cannot be centrally produced, inspected, stockpiled or warehoused

A Service cannot be demonstrated, nor can a sample be sent for Customer Approval

Value of service depends on perception of the receiver


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More people in a service delivery chain.less likely that a customer will be satisfied

with service

Levels of customer service

Criminal level - Gross insensitivity to customer needs & failure in meeting minimumexpectations of customer

Basic level - Meets essential needs but demonstrates lack of concern for customer

Expected level - Generates customer satisfaction by meeting customer needs andwants

Desired level - Recognition & respect is accorded to customer with personalizedservice & priority resolution of needs and wants

Surprising level - Generates a Wow! From the customer.

Principles in services

Principle 1: finish strong

Principle 2: get the bad experience out of the way early (pain first)

Principle 3: segment the pleasure combine the pain

Principle 4: build commitment through choice

Principle 5: give people rituals, and stick to them

Service Dimensions

Clarity is power in customer service

Understand customers needs and wants Self talk your way to become service stars Team-based customer service Offer the total service experience from first contact to follow up Maximize problem solving competence Emotional connections to customers Recovery from service to re-gain trust, respect and loyalty Begin with the inner fundamentals of exceptional service Be clear about personal goals in customer service

Re-engineer inner desires and motivation for service with Heart

Decide to change

Win the three Victories in good customer communication (Verbal, Vocal and Visual)

Learn the art of asking questions and establishing facts

Self-talk create service attitudes which affect the quality of customer communication

Become aware of inner voices when you serve customers

Consciously eliminate negative self-talk and install a positive one


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Harness the power of self talk to support, not work against you in customer service

Art of synergy in attaining customer service goals

Leverage on the cross-functional teams

Install systems thinking in customer service

Be confident and competent

Problem solving requisites

Establish the facts

Resolve the problem immediately

Focus on customer, forget everything else

Commit to customers satisfaction

Manage customer expectations

Involve customers in problem solving

Avoid emotional-trigger words

F.M.E.A.

What is FMEA?

Failure Mode and Effects Analysis. First used in Aerospace industry to find problems

with an aircraft before it ever left the ground. In services industry, FMEA is criticalbecause there is no scope for quality control after a service encounter has occurred.

Identify potential failure modes in the process in anticipation of the service

encounterIn this way, potential for errors is reduced or eliminated, allowing for only the smallest

possibility of customer dissatisfaction

Ten steps to be taken to conduct a FMEA:

1) Select a service process to be analyzed2) Define responsibility (team, designers, etc)

3) Flow chart the process

4) List and describe all failure modes at each step in the process

5) Perform a criticality assessment by determining the risk level for each fault by failureprobability or severity of failure

6) Rank the faults in terms of priority

7) Design changes to reduce the risk of the highest priority failure modes8) Specify outcome measures and criteria to determine the success of the changes

9) Specify a time frame

10) Implement the changes and evaluate

What potential rewards can FMEA provide?Minimized customer defection / increased customer satisfaction

Increased consistency in service quality

Reduced transaction costs / increased profits


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Providing documentation of failures which can be tracked over time

Making accountability easier to pinpoint

Facilitating continuous improvement

The main aim of this service excellence training programme is to make promises

deliverable

Clearly setting out details & specifies are imperative in ensuring the through

understanding of a customer service programmeBusinessmen want to get to where theyre going, not wait


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Hospital Induction training for nursing staff

This programme is an instruction and orientation programme taken for nurses to provideexcellent services, which will be highlighted in the final recovery of the patient.

For whom: For all nursing staffDone How: Done department wise

Done by: Different service industry experts



The content of programme:

Objective of the Department

Activities of the Dept.

Organization Structure of Dept.

Who are our Customers?

How do we serve them?

How are we measured?

Highlights of Our Department

One piece of advice for you guys.

Objectives and activities of the Department

Objectives:

nursing philosophy

goals

Activities:

Assessment

Diagnosis

Planning

Implementation

Evaluation


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Organization Structure of Department


Patients OP & IP

Relatives

Consultants

RMO / registrars

Other departments

How do we serve our Customers?

Assessment

Diagnosis

Planning

Implementation

Evaluation

Assessment

Developing Data Base

Nursing History

Functional Assessment

Physical Examination

Lab & Diagnostic Test Review

Pain Management

Patient Safety

N u r s i n g T u t o r I n f e c t i o n C o n t r o l N u r s e E x e c u t i v e N u r s i n g

O T

E x e c u t i v e N u r s i n g

I C U

E x e c u t i v e N u r s i n g

C a t h L a b

T e a m l e a d e r /S r . S t a f f N u r s e /

S t a f f N u r s e / T r a i n e e s

D e p u t y N u r s i n g

S u p e r i t e n d e n t

C h i e f o f N u r s i n g

G M

H o s p i t a l - M u l u n d


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Patient Education


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Diagnosis

Analyzing & Interpreting the Nursing Data

Observation

Defining the Clients Problem / Need

Planning

Stating the expected outcomes

developing plan of care including outcomes and interventions

Implementation

Nursing Care Related To :

Hygiene Health Education

Nutrition Discharge PreparationMedication Cleanliness of the unitAssisting /Transporting Safety

Patients for diagnostic/ Rest & sleep

Therapeutic procedures Comfort

Evaluation

Reviewing the progress in relation to the expected outcomes

Recording the progress on the chart

Determining whether the outcomes are achieved


Out come measures

Sentinel Events recording

Incident Report

Tracking of Bedsores

Medication Error Reporting System

Log Books Clinical & IC

Performance Review

Competency Assessment Patient Feedback

One piece of advice for you guys

Arise, Awake & Stop not till the GOAL is Achieved!


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Disaster management training programme

This programme is an instruction based programme taken for providing best serviceswhen the disaster strikes in the city or area.

For whom: For all the new joiniesDone How: Done department wise

Done by: Different disaster management experts



Situations and Assumptions:

1. Internal Disasters: Fire, explosions, and hazardous material spills or

releases.

2. Minor external disasters: incidents involving a small number of

casualties.3. Major external disasters: incidents involving a large number of casualties.

4. Disaster threats affecting the hospital or community (large or nearby fires, impending

tornado, flooding, explosions, etc.

5. Disasters affecting the communities.

Flow of disaster management plan

Disaster/Impact

Preparedness Response

Mitigation Recovery

Prevention Development

Communications:

1. Command Center will be set up at the Security Desk

All department heads or their designee will report to this command centre called as manyof their employees as needed.


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2. Visitor Control Center will be set up in the front lobby.

Families of casualties will be instructed to wait there until notified of patients condition.

Normal visiting hours will be suspended during the disaster situation.

Supplies and Equipment:

Extra supplies will be obtained from the Purchasing personnel

Outside supplies will be ordered by the Materials Dept.Public Communication Center:

A communication center for receiving outside calls and giving information to the press,

relatives shall be set up near Reception.

Responsibilities of Individuals and Departments:

General Manager/ Administrator/ Executive HR:

1. Check with local authorities to verify the disaster

2. Announcement of disaster to the hospital personnel.

3. Ask for help from local police and volunteer organizations

Chief of Nursing

1. Responsible for notifying all department heads or alternates

Nursing Supervisor:

1. Determining whether it is a major or a minor disaster.

2. Will set up a Command Center

3. Will attempt to find adequate numbers of nursing personnel.

All other Department Heads

1. Report to Command Center and then remain in the department.

2. Department Head or designee will call in their own personnel as needed afterreporting to the Command Center.

3. Call personnel from nearby hospitals and clinics as necessary (if required)

Doctors/Nursing Personnel Assigned to Disaster Victims

DO NOT leave your patient unattended.Give aggressive first aid treatment

When Additional Bed Space is needed


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Empty beds in the hospital will be utilized first.

If necessary, the medical staff will discharge the following types ~

1. Diagnostic problems and observation cases2. That is not bedridden.

3. Patients about to be discharged


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If the Casualty is full, then immediately vacate the

Auditorium (Level 1),if it is full then CT/MRI waiting area / lobby at level 1.

Organize beds and start giving basic first aid.

After stabilizing the patients give discharge or shift them to ICU, Ward or to another

hospital.

As a temporary measure, patients can be placed on blankets or mattresses on the floor.

Internal disaster

Fire Emergencies:

Emergency due to HostageEmergency due to Bomb Threats

In case of other external Emergencies/In case of Epidemics :

The primary responsibility lies with the Government authority/BMC.

The hospital will give first aid and stabiles the patient and then transfer to a Government

hospital.

Dept Activity 1 Activity 2 Activity 3 Activity 4

GM Check with the

Authority

Declare The

Disaster

Ask for help for

local Govt. Official.

Ask help for

Volunteers

Nursing Chief Inform all HOD Guide the Nursing

Team

Nursing

Supervisor

Set Command

Center

Determine Extent of

Disaster

Arrange Adequate

Nursing Staff

HOD's Report to Command

Center

Arrange Tech. &

Staff

Call Other Hospital,

Clinics (if

necessary)

Admin.Manager Managing TheCommand Center Coordinate AllOther Services

Exe. HR Family Information All infrastructure

Arrangement for

Staff & Contract

Employee to stay

Nursing Staff First Aid Transfer of Patients Help in Evacuation

Doctors First Aid Treatment the

Patients

Transfer of Patients Help in

Evacuation

CCO Give dedicated line

to Command Center

Handle Phone call Help in Evacuation

Security Control Traffic Handle the disaster Help in Evacuation

Materials Check the stocks Place an order for

extraContractor

Services

Make sure of F&B

supply , Order for

more supply

Help in Evacuation


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The case on disaster management

On 26th July 2005 there was a big rainy disaster in Mumbai which dismantled the normal

life of the mumbaities as they used to stick to. At this time here in the city various places

were filled and life was floating on water for more that a week. People lost there lives

there were many casualties in the city. People came forward to help each other at such adifficult time. Wockhardt also played an important role here.

At hospitals near Wockhardt i.e. in the area of Mulund and Bhandup there were hospitalswhich were flooded totally, water had entered into the hospitals. There was power cutoff

in these hospitals and there was no sufficient manpower available.

Here Wockhardt played an important role. Wockhardt allowed to transfer patients from

other hospitals.

Wockhardt had:

Its own power backup with the help of generators Skilled manpower was available

Full stock of medicine , food, oxygen and good infrastructure

Proper transportation was available, through ambulances to transfer and bring patients

Here Wockhardt acted as a proper disaster management team and sorted out the problem

and played a role ofa true helper.


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Quality Session training programme

This programme is an overview and instruction programme taken for providinginformation about what to be done, and why quality is important for Wockhardt.

For whom: For all the employeesDone How: Done employee wise

Done by: Different quality service experts


Time taken: 8hrs for 1day

Contents


Activities of the Dept.

Organization Structure of Dept.


How do we serve them?


Highlights of Our Department

One piece of advice for you guys.


To provide facilitation and support to Wockhardt network hospitals in the field of

quality management and system implementation.

To integrate, standardize, and certify the quality management systems and processes

across the network hospitals

Activities of the Department

Facilitate Quality system implementation

Monitor and set benchmarks on Outcome Measures

Design, standardize, and audit Processes

Train people on concepts, tools, techniques, and standards of quality


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Organization Structure of the Department


Hospital Heads

Quality Champions at locations Head of Departments

Staff attending quality training

Operations Head

How do we serve our Customers?

Facilitate quality system implementation at location

Help develop processes, standardize them, set measurements and review system,

conduct audits

Develop/facilitate train-the-trainer workshops

Conduct training on specific topics on quality, standards, tools process improvements

etc

Quality improvement projects across location, network wide comparison on quality

system status, patient/physician satisfaction survey, clinical outcomes, accreditation

status etc.

Q u a l i t y C h a m p i o n

L o c a t i o n 1

Q u a l i t y C h a m p o i n

L o c a t i o n 2

Q u a l i t y C h a m p i o n

L o c a t i o n 3

Q u a l i t y S y s t e m

A u d i t o r


A u d i t o r


A u d i t o r

P r a s a d N a i r

S e n i o r M a n a g e r

Q u a l i t y

D r L l o y d N a z a r e t h

G M - M u l u n d H o s p i t a l s


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Number of quality improvement projects across locations

Impact of projects on organizational efficiencies

Successful accreditation of various hospitals to internationally recognized qualitysystem standards

Clinical quality improvement and service quality improvement, monitored through

various outcome measures

One piece of advice for you guys

The Service-Profits Chain

The Service-Profit Chain summarizes the benefits to be had as a result of taking customerservice seriously. ("Putting the Service-Profit Chain to work" - J. L. Heskett, T.O. Jones,

G.W. Loveman, W.E. Sasser Jr, L.A. Schlesinger, 1994.)


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Fire Safety training programme

This programme is a programme taken for providing information about what to be done,at the times if fire strikes in the hospital.

For whom: For all the employeesDone How: Done employee wise

Done by: Different quality service experts


Time taken: 8hrs for 1day

Fire

Fire is an exothermic chain reaction which takes place in the presence ofFuel , Heat

and Oxygen.

As we all know Oxygen, heat, and fuel are frequently referred to as the "fire triangle."

CLASS "A":

Class "A" type fires involve ordinary combustibles.Such as: wood, paper, cloth, rubber, and many plastics.


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CLASS "C":

Class "C" type fires involve electrical equipment.

Such as: wiring, fuse boxes, circuit breakers, machinery, and appliances.

CLASS D":

Class D type fires involve combustible metals such as magnesium, titanium, sodium,etc.

Types of fire extinguishers

The three most common types of fire extinguishers are:

Water extinguisher

Carbon Dioxide extinguisher Dry Chemical powder extinguisher


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Breaking the fire triangle

When any one of the three components of fire triangle is removed fire is extinguishedElimination of each element can be done by following methods:

Oxygen Element:Use of blanket cover to smother the fire

Use of Carbon dioxide extinguishers

Use of Dry Chemical Powder extinguishers

Heat Element:

Use of Water or Water Extinguishers

Moving Heat Producing Elements away

Fuel Element:

Move flammable materials away

Duties of the telephone operator

Telephone Operator to immediately call the Nursing Supervisor , General Manager,

Manager Administration, HR Executive, Department Heads , Housekeeping, F&B

Disconnect all the external call & keep phones free

Be available on Board

In case of evacuation of Tel. Operator , forward all calls to Security 4173

Operator should keep all the relevant emergency nos. handy (Police, Ambulance

Service Providers etc.)

In charge of the department where fire exits: Evaluate the severity of the situation

Start Fighting the fire along with Core Fire Fighting Team

Remove combustibles and flammables Materials

Provide direction when evacuation is deemed necessary during an emergency and

assisting staff to perform evacuation

In charge of the department ( not affected area)

Alert the staff about the fire and do not panic.

Keep departmental phone free

Stop the ongoing procedures if the fire is in near vicinity and depending on theseverity of fire.

Secure the inflammable items in the department.

Ensure that the pathways ( staircase ) are clear.

Wait for the instructions about evacuation.


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General manager : (over all controller)

Guide the fire fighting team & Makes decision for evacuationEvaluates the severity and makes necessary decision to call the fire brigade for help

Human resource department:HR Executive assigns a person to take roll calls at the assembly point

HR Executive will Rush to sight & start fighting the fire

Keeps a track of the number of people evacuated

Duties or Doctors on duty

Available for First Aid to Patients and employees,Critical Medical Equipment which would be required for First Aid. Should assist patients

f required.

Duties of Nursing StaffAssist patients and keep them calm.

Patients on support and in the recovery beds should be assisted first.Direct/Escort patients to fire escapes in case of evacuation.

Duties:Customer Care Officers

Keep Visitors calm

Assist in evacuation of patients/visitors when announced.

Arrange for ambulance/s in case evacuation is required.

Duties: Finance Staff

Seal all cash boxes and books.

Evacuate to secure areas when directed.Assess damage after fire has been controlled and initiate Insurance claims.

Duties :Engineering Department

Man the Engineering control rooms at all times

Ensure fire pumps are functioning. Check water levels of fire tank.

Shut down all AHUs, Fresh Air Units and Exhaust Fans of fire effected areas (if required)

Check the UPS supply, DG sets etc.Technicians to reach the site with fire fighting equipments and start fighting the fire

Do's

Stack material properly and away from power lines/inflammable materials. Always

extinguish Match Stick/Cigarette before disposal. Clear dustbins regularly.

Always switch off appliances after use. Always obey signs and instructions.

Always keep inflammable materials outside at a safe place.

Always keep emergency pathways clear.


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Don'ts

Do not smoke in bed/kitchen/fire risk areas

Do not wear loose/flowing/nylon clothes while cooking

Do not leave equipment unattended when "ON"

Do not keep linen near electric panels

Do not use electric equipment without proper plug tops

Do not allow any temporary electric connections

Do not touch electric equipment with wet hands

Do not enter machinery room areas with loose clothing on

do not ignore fire alarms

Evacuation

Employees involved in the evacuation procedure must talk to the patients, to give first

hand information, and take all necessary measures to suppress panic.

The Patient Evacuations will be as under : Ambulatory with no risk to life.

Patients requiring minimal amount of nursing care.

Patient on life support equipment or patient critically ill (HDU).

General instructions while evacuating:

Avoid noise and excitement, in other words suppress panic.

Remove all person(s) in immediate danger to a safe area away from the fire.

Keep the movement orderly and fast;but do not run.

Do not use lifts, as lights may go off and smoke might get accumulated in the lifts.

Preferably use the closest way out, the fire exit.

Never attempt to open the door which restricts spread of fire as it may provide

oxygen and ignite fire balls.

Check and recheck the area to be sure that everyone is moved but do not endanger

life.

If possible close all windows and door but do not lock them.

Do not break windows as they may be needed to closed when necessary,but if needed

hit it in the corner.

Smoke may get accumulated in the corridor so CRAWL as smoke is less dense at the

bottom. At assembly points as designated, make immediate check of missing patients, visitors

and staff, taking the roll call.

Assign a member of staff to prevent return of patients/visitors to the building

To open the door check the door handle with back of the palm to ensure fire has not

reached that area and also to avoid burns.


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To evacuate:

Various execution plans thought are

fire response plan for icu

fire response plan for operation theatreslarge fire in operation theatres

Implement.R.A.C.E :

R: rescue

In- charge nurse:

Informs the other occupied personnel.

If empty OT/room available will notify the involved team to move the patient to that

room.

If no empty room available, designate Recovery area . Anesthesiologist: Disconnects the breathing circuit from the patient and turn the oxidizers flow

Decides for shutting off the gas valves to the room and asks the circulating nurse to

do that.

OT technicians:

Middle

staircase

Front end

staircase

Rear

end

Front end

staircase

Rear endstaircase

Middle

Middle

staircase

Rear end

staircase

Front end

EXITSLOCATION

OF FIRE

/EMERGEN

CY


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Gets Ambu bag and helps the anesthesiologist to ventilate with air or/ oxygen the patient

during evacuation

Surgeon, circulating nurse:Disconnect the patient from all the surgical equipment i.e. Cautery, Scopes, etc

Scrub person and helpers:Cover the patients open wound by 3M-1050 drape or any sterile towel and moves the

A: Alarm

Responsibility: In -Charge Nurse

Plan of action: To raise alarm and alert others.

C: Contain Keep the involved doors closed.

E: ExtinguishThe core fire fighting team will use extinguishers to put out the fire and implement fire

containment strategies.

Fire and smoke spread out of the involved room to other area

Local Fire Department should be present besides the Core Fire Fighting Team by thistime to help and evaluate the circumstances for evacuation .


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Universal hygiene training programme

This programme is an instruction based programme taken for providing basic universalprecautions of total hygiene and cleanliness.

For whom: For the new joinies especially the Doctors, nursing and medical staff.Done How: Done people wise

Done by: Different hygiene experts



Universal precautions apply to all patients regardless of their diagnosis or presumedinfection status.

Aims

To reduce the risk of nosocomial transmission of infectious agents from: Patient to patient.

Patients to healthcare workers.

Healthcare workers to patients.

Universal precautions apply to

Blood.

All body fluids, secretions and excretions (except sweat) regardless of whether or not

they contain visible blood.

Non-intact skin.

Mucous membranes

Components

1. Hand washing2. Use of Barrier Precaution

3. Work practice controls

4. Proper waste disposal5. Post exposure prophylaxis

6. Immunization

Hand hygiene is the simplest, most effective

measure for preventing hospital acquired

infections.


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Hand washing

1. Before and after patient contact.

2. after contact with any source of

microorganism

3. Immediately after removing gloves.

Barrier precautions

Specialized clothing or equipment worn by an employee for protection againstinfectious materials

gloves

gowns

masks

goggles

caps

boots

Gloves Use when touching blood, body fluids, secretions, excretions, contaminateditems; for touching mucus membranes and no intact skin

Gowns Use during procedures and patient care activities when contact of clothing/

exposed skin with blood/body fluids, secretions, or excretions is anticipated

Mask and goggles or a face shield Use during patient care activities likely to

generate splashes or sprays of blood, body fluids, secretions, or excretions

Work practices controls

1. Hand washing2. Use of appropriate barrier protection

3. Proper handling and disposal of sharps

4. Use of safety devices5. Post exposure prophylaxis


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Sharps handling and disposal

Avoid rushing when handling needles & sharps.

When patient is uncooperative, obtain assistance.

Dispose all needles and sharps promptly

Do not recap needles. Use One-handed scoop technique if needed.

Dispose needles in a sharps disposal container

Management of a needle sticks injury, splash other body fluid exposure

Stop the procedure immediately

Squeeze out blood and wash with soap and water

Disinfect with Micro shield Handrub

Flush / irrigate with water / sterile water for mucous membrane / eyes Promptly notify your supervisor.

Fill out the Needle Stick Injury form

Report to the Casualty Medical Officer

7. PEP (Post exposure prophylaxis) recommendations for HIV


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Basic regimen

Zidovudine (100) 2 TDS + Lamivudine 150 SD X 4 weeks.

Expanded regimen

Basic + Indinavir (400) 2 TDS X 4 weeks

PEP for Hepatitis B virus exposure

Hepatitis B Immunoglobulin must be administered within 72 hrs of exposure to the virus.

Active immunization with Hepatitis B vaccine should always be commenced inconjunction with administration of Hepatitis immunoglobulin in patients exposed to

Hepatitis B virus.

EC HIV PEP

1 1 PEP may not be required

1 2 Consider basic regimen

2 1 Recommended basic regimen

2 2 Recommended expanded regimen

3 1or2 Recommended expanded regimen

2/3 Unknown Consider basic regimen


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BLS training programme

BLS is basic life support. This programme is an instruction based programme taken forproviding basic universal knowledge of life saving techniques for sudden cardiac or

respiratory arrest which involves mouth to mouth breathing ie, the artificial breathing

along with breathing and chest compression techniques.

For whom: For the new joinies especially the Doctors, nursing and medical staff.

Done How: Done people wise

Done by: Different health and body experts



This training programme teaches about ;

Chain of survival

Indication of BLS Respiratory arrest

Causes of respiratory arrest

Cardiac arrest

Early defibrillation

Early advanced cardiac care

How to call for help if somebody is in cardiac arrest or drowning

Artificial breathing

Circulation

Internal and external chest compression

Electronic shock techniques

Management at these times of arrest

Discontinuing BLS


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PRM and Leadership training programme

PRM is Patient Relationship Management. This programme is an instruction basedprogramme taken for providing basic knowledge of how people of Wockhardt should

behave with their customers.

Leadership programme is mainly done to enhance the quality of the working staff. Staffcan be from any section either medical or administrative.

For whom: For the all new joinies

Done How: Done people wise

Done by: Different hospitality PR experts and HODs



PRM training programme teaches:

When patient comes to Wockhardt he deals with various people like;1. Security

2. Reception and help desk3. Billing and registration desk

4. Doctors

5. Diagnosis department etc. which is very complex to understand.

If any of these people or touch points are wrong somewhere in dealing with people

then the direct sufferer would be Wockhardt

How to handle a patient

How the impression is created right from receiving a phone call to a discharge of

person.

Leadership training programme teaches:

How to be leaders

How to be innovators

How to work under stress

How to manage thing when not in favour

How to motivate staff

How to do things on own.


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Conclusion

It was a great for us for doing this project. Before starting of project we did

not have any idea what so ever about training process and its importance for

organization. Training is a need of an organization and every organization

should give due recognition to this department.

The role of training is not only to help the organization but also the

employees .due to training employee gets confidence in themselves and

their work.

We came to know that training improves the work performance of eachemployee whether they are supervisors, managers or workers. For each level

training plays a main role.

At last we would conclude the training is a part that improves employees

personal growth as well organization.

training and devlopment at wockhardt

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