M N M Jain Engineering College, Chennai

OBM752- Hospital Management

UNIT III :RECRUITMENT AND TRAINING

Dr.N.Saravanan, Professor, Computer Science & Engg.

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 UNIT III
RECRUITMENT AND TRAINING
• Different Departments of Hospital, Recruitment,
Selection, Training Guidelines – Methods of Training –
Evaluation of Training – Leadership grooming and
Training, Promotion – Transfer.

• Text Books:
1. R.C.Goyal, Hospital Administration and Human Resource
Management, PHI – Fourth Edition, 2006.
2. G.D.Kunders, Hospitals – Facilities Planning and Management
– TMH, New Delhi – Fifth Reprint 2007.

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 Departments in Hospital
• Organization of each hospital varies according to
the ownership and administration.
• The governing body of the hospital which is
usually called board of trustees is responsible for
the policies of the institution.
• Under the governing body there is a head of the
hospital, who is administrator or director.
• The responsibility is delegated to the
departmental heads who are specialists in their
field.
• There are several departments are found in
hospitals namely

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• There are several departments are found in hospitals
namely
1. Outpatient department (OPD)
2. Inpatient Service (IP)
3. Medical Department
4. Nursing Department
5. Paramedical Department
6. Physical Medicine and Rehabilitation Department
7. Operation Theatre Complex (OT)
8. Pharmacy Department, Radiology Department (X-ray)
9. Dietary Department, Non-professional Services (Business
Management)
10. Medical Record Department (MRD) and
11. Personnel Department.

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 1. Outpatient Department (OPD)
• Most hospitals now have an OPD.
• The advantage of OPD is that much of the
investigative unit and curative work can be done
there without admitting the client, thus curtailing
medical expenses.
• The scope of OPD includes the following :
– Consultation, investigation, procedures, specialty
services.
– Preventive and promotive health care: Clinics, which
include: diabetic, antenatal, postnasal and under five.
– Rehabilitation services (physiotherapy, occupational
therapy etc)
– Health education
– Counseling
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 2. Inpatient Service (IP)
• the IP is the heart of the hospital. The IP
service provides lodging, diet and medical
care. Conveniently, it can be divided into:
– Wards and rooms
– Nurses station
– Dietary services
– Sanitary facilities and other requirements
– The Ward can be Intensive Care Wards (ICU),
Intermediate Care Wards and Isolation Wards.

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 3. Medical Department
• The medical departments may include, but
not limited to the following :
– Internal Diseases Department :
– Surgery Department :
– Anesthesia :
– Gynecology Department :Pediatrics Department :
– Dentistry Department :Emergency Department :

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• Internal Diseases Department :
This Department includes
– specialities of cardiology (related to heart),
– dermatology (related to skin),
– diabetics (related to pancreas),
– endocrine glands (related to hormone),
– digestive system,
– hematology diseases (related to blood),
– infectious diseases, internal diseases,
– kidney and urology unit,
– neurology (related to brain and nerves),
– psychiatry clinic, lung diseases,
– and rheumatic diseases (related to joints and connective
tissues).

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• Surgery Department :
– This department deals with
– general surgery unit,
– orthopedics unit,
– urinary tracts surgery,
– plastic surgery,
– brain and neurology surgery,
– children surgery,
– ophthalmic surgery, and
– Ear Nose Throat (ENT) surgery.

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• Anesthesia :
– Doctors in this department give anesthetics for
operations.
• Gynecology Department :
– These departments investigate and treat problems
of the female urinary tract and reproductive
organs.
• Pediatrics Department :
– It is deals with the medical care of infants,
children, and adolescents, and the age limit
usually ranges from birth up to the age of 18
years.
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• Dentistry Department :
– This department deals with the diagnosis, prevention,
and treatment of diseases, disorders and conditions of
the oral cavity, especially the teeth, and to an extent
related conditions in the jaws and face area.

• Emergency Department :
– An emergency department, also known as accident
and emergency department, emergency room, or
casualty department is a medical treatment facility
specializing in acute care of patients who are present
without prior appointment, either by their own means
or by ambulance.

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 4.Nursing Department
• Nursing department provides nursing to patients at all general and
specialized clinics in addition to specialized care services to inpatients at
all units.
• The nursing department consists of nursing service and nursing education.
• The primary purpose of the nursing service is to provide comprehensive,
safe, effective and well-organized nursing care through the personnel of
the department.
• The personnel consists of nursing superintendent, assistant nursing
superintendents, head nurses and staff nurses.
• The other personnel who function in the nursing service department may
include the auxiliary personnel nurse aids and domestics who handle the
non-nursing services.
• The nursing education section has the responsibility of preparing nursing
students to become professional nurses. Uplifting the standard of nursing
by inservice education and refresher courses etc., are included in the
functions of this department.
• The personnel consists of principal or director of nursing education, the
associate professors, assistant professors, tutors and clinical instructors.

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 5. Paramedical Department
• Paramedical personnel, also called
Paramedics, health-care workers who provide
clinical services to patients under the
supervision of a physician.
• Paramedical departments are doing in the
maintenance or restoration of health and
normal functioning. They include :
– Pathology Department

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 Pathology Department
• The following laboratories are usually found in the pathology
department :
– Bacteriology laboratory : This laboratory studies about the bacteria and
their toxins.
– Biochemistry : this is concerned with the chemistry of living organisms
and of vital process.
– Haematology laboratory : it is responsible for making haemoglobin
determinations, coagulation time studies, red and white cell counts and
special blood pathology studies for anaemia and leukaemia etc.
– Parasitology laboratory : it studies the presence of parasites, the cyst
and ovas of the parasites that are found in the faeces.
– Serology laboratory : it does blood agglutination tests, Wassermann
tests, V.D.R.L. etc.
– Blood bank : it has the responsibility for collecting and processing all
blood used in the hospital for transfusions. It makes studies on newborn
infants who may have haemolytic diseases and does antibody studies on
the prenatal client.
– Histopathology department : it prepares tissues for gross and
microscopic studies.

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 6. Physical Medicine and Rehabilitation
Department
• This department deals with clients who have functional
disabilities resulting from disease conditions/injuries.
• This department can have physiotherapy, occupational
therapy, speech therapy and vocational training.
• This department will be under the direction of a well –
qualified physician who has special training in the field
of physical medicine and rehabilitation.
• His staff should include therapists with qualification in
the various specialties.

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 7. Operation Theatre Complex (OT)
• This consists of one or more operation theatres and other
facilities.
• OT complex must be located in a place where there is easy
and quick access to the delivery suite.
• These should be four zone – outer zone, clean zone, sterile
zone, disposal zone.
• There should be a sterilization room with an autoclave.
• The number of OT depends on many factors. There should
be an arrangement for good lighting and ventilation.
• Delivery suite is the place where births take place.
• The delivery suite is divided into three zones are first stage
room, second stage room, delivery room.
• The room should have good lighting and ventilation. It
should have adequate number of staff.
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 8. Pharmacy Department,
Radiology Department (X-ray)
• Pharmacy Department :
– Pharmacy is a crucial factor in medical factor. It should
be planned and organized well. The pharmacy
department has the responsibility for selecting
purchasing, compounding, storing and dispensing all
drugs and medications.
– The pharmacy should be under the supervision of a
registered pharmacist.
– This department is responsible for providing patients
with medicines prescribed by specialist physicians and
provision of services corresponding to applicable drug
precautions and professional regulations.

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• Radiology Department (X-ray)
– The department must be located in a place where there is
easy accessibility for OP and IP clients. Of the total space, the
distribution for various rooms is as follows:
– X-ray rooms : 25 %
– Film processing : 10 %
– Administration : 30 %
– Waiting area : 5 %
– Circulation area : 30 %
– Sufficient number of staff should be available. Staff must be
protected against radiation hazards. This department has the
following services.
– Radiographic examinations and their interpretations
– X-ray, radium, radioactive cobalt and other radioactive
therapy
– Ultrasonography, Echocardiogram, C.T. Scan, MRI and ECG.

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 9. Dietary Department

• The dietary department has the responsibility

for the food service to the client according to
their needs and doctor’s prescription.
• This department is responsible for the health
teaching in regard to proper diet of the client
upon their discharge from the hospital.

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• Non-Professional Services (Business Management)
• Admitting Department
• Administration
• Purchasing Department
• Accounts (Business Office)
• Housekeeping
• Laundry
• Mechanical Department
• Maintenance Department
• Central Supply Department
• Social Service
• Pastoral Care
• Hospital Waste Management
• Central Sterile Supply Department (CSSD)

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 10.Medical Record Department (MRD)
• This is an integral part of every modern hospital. The guiding principle is
“people forget, records remember.” Functionally the MRD is divided into
(1) Reception
• Medical Records Library (3) Statistical Section.
– Weeding out of clients file, is done in successive years.
– OP Records : 5 years.
– IP Records : 10 years.
– Medico legal Records : 15 years.
• Now with computerization the files can be entered into the computer and
can be utilized when required.
• Every health care facility should have arrangement for handling
medicolegal cases.
• The hospital administration, as well as the doctors, nurses and other staff
members should be made aware of the legal implications involved in the
client’s care, so that lot of problems can be avoided.

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 11. Personnel Department
• This department in the hospital must be well versed with law of the land
especially the labour laws and is responsible for recruitment, selection,
promotion, transfer, termination etc.
• The personnel department functions under the personnel officer who is
qualified in the personnel administration.
• The personnel department has the following functions, directed to the
welfare of the personnel.
– Recruitment of personnel
– Interviewing prospective employees
– Promotion and transfer of employees
– Termination of employment
– In service training programme
– Remuneration and incentives
Safety
– Health programme
– Recreation

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 Recruitment and Selection
• Human resource management is a process of bringing an
organization and its employees together so that the goals
of the employees as well as those of the organisation are
met.
• It is part of the management process which is concerned
with the management of human resources in an
organisation.
• It tries to secure the best from employees by winning their
confidence and wholehearted cooperation.
• Human resource management, therefore, involves all
managerial decisions, philosophy, policies and practices
that directly influence human resource.
• It is a process consisting of acquisition, development,
motivation and maintenance of human resources.

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 Recruitment and Selection…
• Human resource management includes
– human resource planning, job analysis, job design,
acquisitions, training and development,
compensation, benefits and rewards, safety and
welfare, motivation, employee participation in
management, organisational development,
performance appraisal, job evaluation, human
relations, employee counselling and human
resource information system.

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 Recruitment and Selection…
• Personnel management is concerned with
– The manpower planning, recruitment, selection,
orientation, salary administration, performance
appraisal, training, working conditions, safety, welfare,
promotion, transfer, collective bargaining, disciplinary
action and resignation/ termination/ retirement.
• “Personnel Management or Human Resource
Management is the planning, organising,
directing and controlling the procurement,
development, compensation, integration and
maintenance of people for the purpose of
contributing to organisational, individual and
social goals.”

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• The recruitment and selection involves
1. Steps in Human Resource Planning
2. Role of Human Resources Manager in Health
Sector
3. Recruitment
4. Selection
5. Sources of Recruitment and Selection
6. The Process of Recruitment and Selection

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 1. Steps in Human Resource Planning
• Human resource planning is a process that is part of the strategic plan. It
involves addressing specific needs within the organization, based on the
company’s strategic direction.
– The first step in HR planning is determining current and future human
resource needs. In this step, current employees, available employees in
the market, and future needs are all analyzed and developed.
– In the second step of the process, once we know how many people we
will need to hire, we can begin to determine the best methods for
recruiting the people we need.
– After the recruiting process is finished, the HR manager will begin the
selection process.
• This involves setting up interviews and selecting the right person for
the job.
– HR managers also need to work through compensation plans, including
salary, bonus, and other benefits, such as health care.
• This aspect is important, since most organizations want to use
compensation to attract and retain the best employees.
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 2.Role of Human Resources Manager in Health Sector
• Human resources (HR) managers have a particularly important role in the
health sector.
• Fig. 3.1 shows the tasks under the HR management cycle

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• HR managers get involved in a wide range of activities, including:
– Organisational development – working with clinicians to design new
ways of working and to reorganise the workforce to meet new
priorities.
– Staff development – HR managers deliver the NHS commitment to
creating a learning culture in which staff can consolidate their existing
skills and build on their experience.
– Recruitment – arranging the whole recruitment process, from writing
job descriptions and advertising to interviews with candidates and
appointing and inducting of new staff
– Administration – ensuring all the day-to-day activities that affect
people’s working lives function smoothly: terms and conditions,
contracts of employment, disciplinary matters and work-life balance.
– People-management strategies – developing plans so that the
organisation’s priorities and workforce strategies work together.

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 3. Recruitment
• Recruitment is an important job of the HR manager.
• Knowing how many people to hire, what skills they should
possess, and hiring them when the time is right are major
challenges in the area of recruiting.
• It is important to keep in mind that the recruiting process
should be fair and equitable and diversity should be
considered.
• Recruitment may be defined as the process of searching for
prospective employees and stimulating them to apply for jobs
in the organisation.
• The information generated in the process of writing the job
description and the candidate profile may be used for
developing the ‘situations vacant’ advertisement.
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• The advertisement may be displayed on the factory office gate or
else it may be got published in print media or flashed in electronic
media.
• This step involves locating the potential candidate or determining
the sources of potential candidates.
• The essential objective is to create a pool of the prospective test
and the interviews are offered an employment contract, a written
document containing the offer of employment, the terms and
conditions and the date of joining.

• Benefits of Recruiting
– Engage patients, ward staff, hospital management and governors in
assessing the quality of care. Receive training in Person, Interaction
and Environment observations of care.

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 4. Selection
• The selection process serves two important purposes :
– it ensures that the organization gets the best among the available, and
– it enhances the self-esteem and prestige of those selected and
conveys to them the seriousness with which the things are done in the
organisation.
• The following task are carried out under the selection process.
1. Time to review resumes
2. Time to interview candidates
3. Interview expenses for candidates
4. Possible travel expenses for new hire or recruiter
5. Possible relocation expenses for new hire
6. Additional bookkeeping, payroll, 401(k), and so forth
7. Additional record keeping for government agencies
8. Increased unemployment insurance costs
9. Costs related to lack of productivity while new employee gets up to
speed

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• The HR manager will offer the selected person the
position.
• At this point, salary, benefits, and vacation time may be
negotiated.
• Compensation is the next step in HR management.
• Skills for Healthcare Management:
– Healthcare managers direct entire facilities, specific
departments, or medical practices and are therefore
required to possess several skills including :
– Analytical Skills – Understanding and abiding by current
–
regulations, as well as adapting to new laws.
– Communication Skills – Effectively communicating to
convey policies and procedures to other health
professionals and ensuring compliance with current
regulations and laws.

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 Skills for Healthcare Management…
• Detail Oriented Skills – Paying attention to details, including
organizing and maintaining the scheduling and billing
information for substantial facilities like hospitals.
• Interpersonal Skills – Discussing staffing problems and patient
information with other professionals, such as physicians and
health insurance representatives.
• Leadership Skills – Hiring, training, motivating, and leading
staff, as well as finding ways to creatively solve staffing and
administrative issues.
• Technical Skills – Staying current in healthcare technology
advancements and data analytics for coding and classification
software usage or Electronic Health Record (EHR) system
implementations.
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 Skills for Healthcare Management…

• Critical Thinking – Identifying strengths and

weaknesses, and finding alternative solutions or
approaches to problems through logic and reasoning.
• Active Listening – Offering one’s full attention with
regard to what others say, asking questions when
appropriate, and not interrupting during inappropriate
times.
• Coordination – Adjusting one’s actions with regard to
another’s actions for effective work collaboration.
• Judgment and Decision Making – Examining both
benefits and consequences of potential actions to help
determine those most appropriate.

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 5. Sources of Recruitment and Selection
• The recruitment and selection process are the platforms for
success in any organization.
• Job redesigning, integrating information on job design in
training and management development programs, and
executing them to ensure that sound human resource
policies and practices are developed, are all done by the HR
department.
• It is vital to have a well-organized employment policy and
strategy.
• Manpower planning and recruitment takes a lot of thought
process. The primary data collection for the study was
conducted by personal conversation with the employees of
the selected hospitals.
• To find the best candidate for their organization, they have
to face and overcome various issues.

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• Hospital Management or any Healthcare industry follows
different approaches of recruitment and selection procedure
which is shown in Table 3.1.

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 6. The Process of Recruitment and Selection
 Information about the vacant positions is obtained from the
Head of Department (HOD).In case the position is new, the
personnel requisition form is filled which is duly approved by
the HOD, HR officer and a member of the governing council.
 If the position is not new, CV’s are sourced from various job
portals site. In case the requirement is really urgent, consultants
are also referred. The HR team is given the information about
the vacant positions for a particular opening.
 The CV’s of the candidates are screened by the HR officer and
appropriate CV’s are forwarded to the concerned HOD for
approval. If the CV is found suitable, the interview is scheduled.
 The candidates are informed about the first round of interview
over the phone or through e-mail. In this initial screening, the
HR officer judges the candidates on his/her communication
skills.

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 6. The Process of Recruitment and Selection
• The HR officer attaches an assessment sheet to the candidates’ CV.
This assessment sheet is used for reference in the next round of
interview.
• Only if the candidate is found suitable by the HR officer, they are sent
for the second round of interview which is taken by the head of the
concerned department and it usually deals with technical questions
from his/her field. On the basis of the success/failure in second
round, the HR team at hospitals prepares the remuneration packages.
• Further, they are called for the medical check-up to determine
whether the candidate is physically fit or not for the offered job
• When the candidate goes for the medical check-up, the proposal
sheet of the candidate is prepared by referring the assessment sheet.
This proposal sheet contains the grade of the candidate, CTC offered,
and his/her reporting officer. This proposal sheet is attached to the
offer letter which will be given to the candidate.
• Once the candidate is found to be medically fit to join the hospital,
the offer letter is given to the candidate with confirmed date of
joining.
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 Training and Development of Hospital
Employees
• Employees, whether they are the hospital’s security
guards, lab technicians, nurses or even physicians, are
responsible for carrying out the hospital’s duty to care
for patients
• So, training and development are important.
• it is necessary to impart training to them in order to
make them competent for the jobs that they are
supposed to handle the new technological
developments
• Every company must have a systematic training
programme for the growth and development of its
employees
• The Hospital Authority plays a pivotal role in designing,
organizing and delivery of training courses.
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 Training and Development of Hospital
Employees…
• It includes the following activities:
1. Training Guidelines
2. Need of Technical Training Programs for Hospital
Employees
3. Need of Behavioral Training Programs for Hospital
Employees
4. Essentials of Good Training
5. Training Effectiveness
6. Benefits of Training
7. Training Evaluation
8. Methods of Training
9. Choosing the Right Training Method
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 1.Training Guidelines
• The overall aim of training is to develop awareness of the
health, safety, and environmental issues relating to health-care
waste, and how these can affect employees in their daily work.
• It should highlight the roles and responsibilities of health-care
personnel in the overall management programme.
• Health and safety at the workplace and environmental
awareness are the responsibility of all and in the interests of
all.
• The guidelines are listed below:
• Separate training activities should be designed for, and
targeted to, four main categories of personnel :
– hospital managers and administrative staff
responsible for implementing regulations on health-care
waste management;
– medical doctors;
– nurses and assistant nurses;
– cleaners, porters, auxiliary staff, and waste handlers.
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• Hospitals provide facilities like :
– Consultation by Doctors on Diseases.
– Diagnosis for diseases.
– Providing treatment facility.
– Facility for admitting Patients (providing beds, nursing,
medicines etc.)
– Immunization for Patients/Children.
• Almost all workers wish to contribute to the
hospital’s productivity and toward the
achievement of its goals;

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• The HR department in hospitals must conduct staff
training such as :
– Entry training / New-hire training /orientation training
– Job training
– On-going training / continuing education
– Training for promotion
– Refresher training
• Problems encountered in hospital staff training programs
are as follows :
1. Lack of rational and systematic assessments of the needs
for training at all levels.
2. Fragmentation and low accountability of responsible
agencies in organizing training programs.
3. Low concern for associated costs by management, as they
think training courses need a lot of money for mid- and
high-level hospital employees.
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 2. Need of Technical Training Programs for
Hospital Employees
• The primary aim of hospitals is to provide patient
care of the highest quality.
• The need for training is arise because of several
reasons such as changing technology, demanding
customers, thrust on productivity, improved
motivation, accuracy of output, better
management.
• Training is responsible for developing skills of the
employees for future and also prepares them for
promotion.
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 3. Need of Behavioral Training Programs for Hospital
Employees
• Hospitals provide medical care to the sick and needy. Institutions
which provide medical care are generally criticized more for the
attitudes of their personnel than for the quality of the care.
• Patients and visitors are more impressed and concerned with
the attentiveness, empathy and responsiveness of the health-
care personnel
• Good human behavior creates cordial human relationship and
bad behavior creates bitter relationship.
• Hospital may provide knowledge through training and
development programs which will help for maintaining cordial
relationship among staff members.
• The managers must understand that the good of the individuals
is also good for organization for maintaining good human
relations. 46
 4. Essentials of Good Training
• The essentials of good training programmes can be stated as
under :
– Training programme should be chalked out after identifying the
training needs or goals. It should have relevance to the job
requirements.
– It must be flexible and should make due allowance for the
differences among the individuals as regards ability, aptitude,
learning capacity, emotional make-up, etc.
– It should prepare the trainees mentally before they are imparted
any job knowledge or skill.
– It must be conducted by well-qualified and experienced trainers.
– An effective training programme should emphasize both theory
and practice. It should help in acquiring knowledge and its
practical applications.
– It should have the support of the top management as it can
greatly influence the quality of training.
– Lastly, an effective training programme should be supported by a
system of critical appraisal of the outcome of the training efforts.
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 5. Training Effectiveness

• Training effectiveness is the degree to which trainees are

able to learn and apply the knowledge and skills acquired
during the programme.
• It is influenced by the attitudes, interests, values and
expectations of the trainees and the training environment.
• A training programme is likely to be more effective when
the trainees want to learn, are involved in their jobs and
have career plans.
• Contents of training programme, and the ability of trainers
also determine training effectiveness to a certain extent.
• Some of the criteria to measure training effectiveness are
the trainees’ reactions, their extent of learning,
improvement in job behaviour, and the results at the job.

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 6. Benefits of Training
(a) Benefits of training to the hospital organisation
• The benefits of training to an hospital
organisation are as follows :
– Training is a systematic learning, always better than
hit and trial methods which lead to wastage of efforts
and money.
– It enhances employee productivity both in terms of
quantity and quality, leading to higher profits.
– Training equips the future manager who can take over
in case of emergency.
– Training increases employee morale and reduces
absenteeism and employee turnover.
– It helps in obtaining effective response to fast
changing environment technological and economic.
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(b) Benefits of training to the hospital employee
• The benefits of training activity to the employees are
as follows :
– Improved skills and knowledge due to training lead to
better career of the individual.
– Increased performance by the individual help him to earn
more.
– Training makes the employee more efficient to handle
medical equipments. Thus, less prone to error and false
analysis.
– Training increases the satisfaction and morale of
employees.

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 7. Training Evaluation
• Training evaluation is a systematic process to analyze if
training programs and initiatives are effective and
efficient.
• Trainers and human resource professionals use training
evaluation to assess if the employee training programs
are aligned with the company’s goals and objectives.
• Self-graded tests and programmed learning kits
provide the necessary feedback to a person on his
progress on a particular subject.
• The evaluation of training also provides useful data on
the basis of which relevance of training and its
integration with other functions of human resource
management can be examined.

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• The Need to Evaluate Training…
– Training evaluation basically helps with the discovery
of training gaps and opportunities in training
employees.
– Training evaluation collects information that can help
determine improvements on training programs and
help trainers decide if certain programs should be
discontinued.
– The training evaluation process is essential to assess
training effectiveness, help improve overall work
quality, and boost employee morale and motivation
by engaging them in the development of training
programs.

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 8. Methods of Training
• After the types the categorization of method is listed
below :
– On-the-job training
– Off-the-job training
(a). On the job training
– There are four methods of on-the-job training
1. Coaching
2. Under Study
3. Position Rotation
4. Job Rotation
(b). Off the Job
1. Vestibule Training
2. Special Lecture cum Discussions
3. Conference
4. Case Study
5. Role Play
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 9. Choosing the Right Training Method
• Various training methods are compared on three grounds, as specified
below :
1. Comparing on the basis of training objectives.
2. Comparing on the basis of learning process and its stages.
3. Comparing training methods on the basis of the available time, skills,
facilities and resources.
1. Comparing on the basis of training objectives.
The most commonly specified training objectives, used as a basis for
evaluating a training programme are :
– Realistic and manageable part of the job.
– Help with internalizing learning.
– Protection for participants and organization against mistakes.
– Learning to learn.
– Exposure to new ideas and methods.
– Experiments with behaviour.
– Membership of new reference groups.
– Setback to think about job as a whole.
– Intensive learning. 54
2. Comparing on the basis of learning process and
its stages.
• The training method is evaluated on the basis of
the following characteristics of learning process :
– Training programme being realistic.
– Interaction and involvement of training programme.
– Experiences arising out of a training programme.
– Training programme practices.
– Feedback of training programme.
– Repeat practices and feedbacks.
– Conceptual understanding of task and change process.
– Creative experimentation in a training programme.
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3. Comparing training methods on the basis of the available
time, skills, facilities and resources.
– Every training programme consumes several resources and the
capacity of the organization to sacrifice the same can also be
one of the bases of choosing a training programme method.
– A well-structured and planned training session offers stronger
understanding of the industry to the staff..
– Continuous training also keeps the employees competent and at
par with their peers at other similar organisations.
– Training improves staff productivity, keeps them motivated, and
assures them that they are being valued, thereby improving
staff loyalty and retention.
– Developing an effective and well planned training program is
very crucial for the success and sustainability of the
organisation.
– training aids in providing quality care and better patient
experience which is the ultimate goal of any healthcare
organisation.
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 Leadership Grooming and Training,
Promotion and Transfer
Evaluating Training Effectiveness
– Review ways to measure compliance effectiveness
training.
– Understand how a knowledge survey works.
– Develop metrics that support your underlying training
objectives.
– Select metrics that are not counterproductive to your
goals.
– Realize that training programs may fail for various
reasons, including the underlying culture.
– The training objectives are sound and specific.
• The training material is accurate, complete, and easy to
follow.
• The instructor is knowledgeable and a proven teacher.
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 Grooming Leaders
• No organisation can do without a super leader
someone who can recognise the ‘skill set’ of every
employee
• A super leader’s brief is to spot and liberate the leader
in every employee.
• Effective leaders invest in developing people’s skills and
competencies
– achieve higher levels of commitment, better customer
service and employee alignment with company vision
and values.
• Another responsibility of a super leader is to create an
effective learning environment.
• The President of a well-known company pursues a very
open-ended communication strategy with his
subordinates.
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 Promotions
• Managers need to design activities to their employees and
They must encourage employees to grow and realise their
full potential.
• Promotions are an integral part of people’s career.
• They usually mean more pay, responsibility and job
satisfaction.
• All organisations need to establish wage and salary plans
for their employees.
• There are various ways to prepare different pay plans
depending on the worth of the job.
• Compensation, therefore, refers to all forms of pay or
rewards going to employees.
• It may being the form of direct financial payments like
wages, salaries, incentives, commissions and bonuses and
indirect payments like employer paid insurance and
vacations.
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Impact of promotion
• The implementation of this policy has the capacity to :
– Improve employee retention.
– Reduce overhead and costs associated with unnecessary
searches.
– Improve morale.
– Broaden opportunities for qualified candidates.
– Break down barriers to internal promotions.
• The Management will promote only qualified and
eligible employees to higher positions when vacancies
arise in such higher cadre.
• Promotions will be effected strictly on the basis of
merit, efficiency, and suitability

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 Transfer
Change of Department / Rotation / Transfer :
– Training is imparted to the employee at the time of Change
of Department/Rotation/Transfer to other department
– It make him familiar of the new department, roles and
responsibilities of the employee and equipment etc.
– Transfer of hospital employee occurs due to the following
reasons :
1. New ideas and skills need to be practised as soon as they
are learnt
2. The superior gives training to a subordinate as his
understudy or assistant. The purpose of under study is to
prepare someone to fill the vacancy caused by death,
retirement, promotion, or transfer of the superior.
3. Individuals changing jobs, or preparing for future
changes in their work 61
Questions and Discussion

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