AS IS Report of HRD, IASIS Hospital

Human Resource Management requires good planning of

human resources while at the same time use the human
touch, expertise, and commitment towards ensuring
Department introduction.
productive use of human capital while at the same time
motivating the employees to make them give their fullest
potential towards patient care activities in the Hospital

IASIS Hospital - Third Floor - Admin Department - Right Side

Location & accessibility.
- Most left corner

Working schedule/ timings. 10am to 6pm

Departmental hierarchy. CEO-Administrator - Asst Manager, HR

Optimum Manpower. 1
 1. Requirement in Current
project
Manpower 2. Expansion of Project
Process Group Planning Sub-Process 3. Gaps in function

Process Location HRD Process Owner Asst Manager, HR

Manpower
Requisition form/
Input(s) Expansion of unit Output(s) Right mix of manpower
Process Flow / Process Description:
1. Requirement in Current project:
a. Requirement in current project could be due to person working on respective position
has left.
b. As it is just replacement of an existing approved manpower, HRD starts working on
getting vacant position filled before reliving of present staff.
2. Expansion of Project:
a. The management may convey to HRD about expansion of particular Unit and thus there
could be requirement of extra staff apart from staff mentioned in Organization
Structure.
3. Gaps in Function:
a. HOD may send Manpower requisition form to HRD to fill gap created due to extra
patient load, change in technology, increased number of procedures, type and level of
care, specialization etc.
b. HRD forwards the requisition form to management for approval.
c. On receipt of approval HRD starts working on acquisition.

Patient Records
 Recruitment, Selection, Placement
Process Group HR Sub-Process and Induction

Process Location HRD Process Owner Asst Manager, HR

Manpower
Input(s) requisition Output(s) Employee on Board
Process Flow / Process Description:

1. Recruitment :
a. Internal Recruitment: By promoting/ transferring existing staff to vacant place
b. External Recruitment: Application through Reference/ Advertisement/ Third party /
Online Job Portal
1. Receive job application
2. Scrutinize application as per Job Description and Job Specification
3. Call candidate for an interview
4. Once candidate is selected, call them for salary negotiation.
5. If candidate is ready to join, send them list of documents needed for
joining formalities and soft copy of joining form to be filled by candidate
6. Joining formalities includes collection of documents like Pan Card,
Aadhar Card, all qualification certificates, experience letter, pf details of
previous organization, MMC/ MNC/ PPP certificate if applicable etc
7. Take biometric of new joinee for attendance purpose
8. Allot uniform if applicable.
9. Make new joinee meet respective HOD.
c. Induction is given to all the new recruits at the time of joining. This generally
introduces the employee to the hospitals quality policy, Vision, Mission, hospital
policies and procedures, employees Job Description etc. New joinee is shown entire
hospital and introduced to maximum staff specially HODs. Handover new joinee to
respective HOD.

Patient Records
Process Group HR Sub-Process Compensation

Process Location HRD Process Owner Asst Manager, HR

Input(s) Timesheet Output(s) Salary disbursement

Process Flow / Process Description:

At the end of the month biometric details are downloaded

Mapping of each employees punching details with duty rota sent by HOD and leave card filled
and sanctioned the same, if there is any late coming etc.
Based on total working days salary is been calculated.
Deduction of Professional Tax, PF, and arrear or advance taken is been made.
Once salary sheet is ready, its sent for approval of CEO, and approved copy is been forwarded
to Accounts department for disbursement of salary.

Patient Records
Process Group HR Sub-Process Training and Development

Process Location Process Owner Asst Manager, HR

Input(s) Output(s)
Process Flow / Process Description:

Training is ongoing process which includes various kind of training.

On Job Training: On-job training is imparted by the department leads. The training includes
management of various risks associated with the care environment. Nursing staff, OT/ICU staff,
housekeeping staff, laboratory staff, imaging dept. staff etc., are trained on infection control practices
that include needle stick injury, hand wash practices, use of appropriate personal protective
equipments, injection & infusion practices and bio-medical waste management practices.

Change of Department/Rotation /Transfer: Training is imparted to the employee at the time of

Change of Department/Rotation /Transfer to other department in order to make him familiar of the
new department, roles and responsibilities of the employee and equipment etc.

Advancement/introduction/change in Technology / equipment: All concerned employee will be

provided training to upgrade them to such situation. In case of installation of new equipment training
is also provided by the Service/installation Engineer to all the concerned staff

Patient Records
Process Group HR Sub-Process Separation and Exit

Process Location HRD Process Owner Asst Manager, HR

Input(s) Output(s)
Process Flow / Process Description:

Patient Records
Process Group HR Sub-Process

Process Location Process Owner Asst Manager, HR

Input(s) Output(s)
Process Flow / Process Description:

Patient Records
Process Group HR Sub-Process

Process Location Process Owner Asst Manager, HR

Input(s) Output(s)
Process Flow / Process Description:

Patient Records