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PROJECT REPORT
ON
SUBMITTED BY
K.RAJANI BALA
(BATCH - 2005-2007)
ACKNOWLEDGEMENT
Any project is never an individual effort; it is contributory of many hearts, hands
and brains. I sincerely feel that the credit of the project work could not be
narrowed down to only one individual. As the whole work is outcome of
integrated efforts of all those concerned with it, through whose cooperation and
effective guidance I could achieve its completion.
I take this opportunity to express my deep sense of obligation to the management
of Sancheti institute and especially to MR. PARAG SANCHETI and MRS.
MANISHA SANGHAVI for giving me this opportunity to undertake this project
in their organization.
I extend my heartfelt gratitude to MR. IYYER and MR. DARSHAN DEOKULE
who facilitated me with all means and also guided me through out this project
and helped me in completing this project work successfully.
I shall be failing in my duty if I do not express my thanks to all the members of
Sancheti institute who took time out of their schedule to share their knowledge
with me.
I am greatly obliged to our Director, Dr. SHARAD JOSHI. and my project guide
Dr. VANDANA GOTE, for guiding and supporting me all through this project.
K. Rajani Bala
TABLE OF CONTENTS
Sr.No.
TOPIC
PAGE No.
EXECUTIVE SUMMERY
COMPANY PROFILE
THEROTICAL BACKGROUND
15
DATA ANALYSIS
21
LIMITATIONS
46
SUGGETIONS
49
CONCLUSION
47
BIBLIOGRAPHY
51
10
ANNEXURES
52
Sr.No. TOPIC
1
3
4
5
6
7
PAGE
No.
22
26
29
32
35
39
49
EXECUTIVE SUMMERY
INTRODUCTION OF THE PROJECT:
Manpower planning basically aims at maintaining and improving the
organization s ability to achieve its goal by developing and utilizing human
resources most-effectively. Effective manpower panning provides adequate lead
time for the procurement and training of employees. If practiced properly and
precisely. It helps in increasing productive, reducing unnecessary absenteeism
decreasing employee turnover, and accomplishing other important organizational
objectives.
PROJECT TITLE:
MANPOWER PLANNING IN SANCHETI INSTITUTE OF
ORTHOPAEDICS AND REHABILITATION
TITLE:
MANPOWER PLANNING OF SANCHETI INSTITUTE OF
ORTHOPAEDICS AND REHABILITATION
PRIMARY OBJECTIVE:
Designing the manpower requirements for next two years.
Finding the Recruitment policies and procedures
Determining the Training and development programmes done to increase
the effectiveness of the staff members
Finding Performance appraisal system
Finding employees welfare activities and rewards given to motivate them
Finding strengths and weaknesses of the nursing department
COMPANY PROFILE
COMPANY PROFILE
SANCHETI HOSPITAL FOR ORTHOPEDICS & REHABILITATION is a
purely orthopedic hospital and is the largest orthopaedics hospital in south East
Asia .it is a highly specialized hospital rendering services in all specialties of
orthopaedics like joint replacement, traumatoloty, spinal surgery, Pediatrics
orthopaedics, Llizarov techniques, arthroscopy and sports injuries, hands and
plastic surgery.
THE MISSION
We shall enhance patient quality of life through preventive health care
activities and specialized medical treatment at affordable cost and free/concession
rate to poor and needy.
THE VISION
Sancheti institute for orthopaedics and rehabilitation will have under one
roof a state of art, health care service provider, focused on multi-super
orthopaedics and rehabilitation.
SLOGAN:
KNEE ARTHROSCOPY
It is a keyhole surgery in which a telescope is put inside the knee joint to
visualize all internal structures .instruments can also be put through the keyhole
to treat the knee problem.
PELVIACETABULAR TRAUMA:
Sancheti institute has a separate pelviacetabular trauma unit headed by Dr.Parag
Sancheti and Dr. Atul patil.These fractures are very complicated and may
endanger the patients life due to life threatening hypovolemic shock. The
pelciaxetabular fractures are difficult to understand and require highly skilled
surgical expertise to treat.
SPINE SURGERY
This unit is comparable to the best in the world. It offers surgical treatment for
various congenital, traumatic and degenerative spinal disorders LIKE SLIPPED
KDISCS, SPINDYLOSIS. Spondylolisthesis, spinal deformities, infections,
spinal fractures etc.
The highlights of the spinal surgeries areMicroscopic surgery performed by making only a small incision to
remove the highly damaged disc or for spinal tumors and other disorder.
Cervical spine surgery for spinal coed compression using latest
microscopic techniques and implants.
Anterior spinal reconstruction surgery for vertebral tumors, fractures and
spinal infections
Spinal disc replacements etc
10
PAEDIATRIC ORTHOPAEDICS
In this unit treatment is offered for congenital, developmental and acquired
musculoskeletal and neuromuscular problems from birth to 16 years
11
In addition to this Sancheti also boast the finest shoulder rehab programmes,
which has been designed as a two phase programme which is ultra efficient and
at the same time cost effective for the patient. Patients attend our shoulder rehab
unit for 2 weeks, follower by a 1 month home programme. This is a rather
innovative concept, which has been very effectively implemented in the shoulder
unit.
12
8. Dr Parag Sancheti has been presented the award for excellence for the year
2004-2005.the award of excellence was presented to Dr Parag Sancheti at
the hands of his Excellency Shri S. M. Krishna ,honorable governor of
Maharastra.
13
14
INTRODUCTION
15
16
17
18
The process of manpower planning seeks to ensure that the right number and
kinds of people will be at the right places at the right time in the future. This
requires forecasting future needs, inventorying existing resources into the future
and comparing these projections projecting present resources into the future and
comparing these projections with the forecasts and finally planning ways to fill
the identified gaps.
INVESTIGATIION
UTILIZATION AND
CONTROL
19
i.
ii.
iii.
iv.
.
2. Forecasts and plans which constitute the second stage are important basic
premises for manpower planning.
Forecasting of future manpower requirement, both qualitatively and
quantitatively, depends upon various factors like amount of production,
technological changes, supply- and demand conditions, and career planning.
3. Utilization and control constitute the third stage of the process of manpower
planning. Here the focus is on ensuring that the plans will materialize.
Manpower control is a system for measuring achievements in terms o
utilization against what was expected in order to check that things are keeping
up with the expectations. Constant monitoring of information flow helps in
warning the organization when forecasts or targets of utilization are gong
awry so that corrective action may be taken.
20
DATA ANALYSIS
21
MANPOWER PLANNING
The human resource requirement for any organization depends on the
number of customers it has or the number of products sold by it, for an
organization like hospital the number of personnel required depends on the
number of patients (customers) it has and for designing the future manpower
requirement, the basic criteria is the percentage increase in the number of patients
which is found by comparing previous years data and projecting it for the current
and coming years manpower requirement
The percentage increase in the number of patients for last year and the current
year s estimates are as follows:
30
20
2005-2006
%increase in last
Year s patients
10
0
OPD
IPD
XRAY
Departments
22
LAB
The percentage increase in the number of patients in the year 05-06 over previous
year in various departments is OPD (5%), IPD (7%), XRAY (12%), and LAB
(5%). The estimated increase in the number of patients in the current year is OPD
(10%), IPD (12%), XRAY (18%), & LAB (10%)
The reasons for the increase in the estimated number of patients for the year
2006-2007, over and above the previous years are
ON the bases of above given estimates the future strength of manpower required
is designed
23
In Sancheti there are 14 consultants and 22 resident doctors so the total number o
f doctors are 36 and the number of beds is about 114, therefore the doctors to bed
ratio is approximately 1:3. this ratio may further increase as three more consults
have been inducted into the current staff of consultants foreseeing the future
increase in the number of patients, keeping the bed number the same so as to
provide better and enhanced services to the patients.
According to IMC the doctors to bed ratio should be 1:5 but this is applicable to
only those hospitals which are attached to medical colleges and where doctors are
required to participate in teaching programmes of the medical colleges. The ratio
of 1doctor for 5 patients will imply an in-built facility for examining 15 out door
patients approximately, but mainly the doctor to bed ratio depends on the type of
the hospital.
24
NURSING DEPARTMENT
MATRON
38 MAUSIS
44WARD BOYS
8 SWEEPERS
25
NURSE
TO BED RATIO
The nurse to-bed ratio should be 1:3 according to the Indian nursing council.
The council has further prescri9bed that for every 100 beds and to cover a 24hour period, there should be 4 ward sisters and 30 staff nurses and for fractions of
100, the staff should increase in the proportion of 1 ward sister to 25 beds and 1
staff nurse to 3 beds.
When the bed strength is between 150 and 400, in addition to the nursing
superintendent, there should be an assistant nursing superintendent, and when the
bed strength is 401 to 700 for every 300 beds in excess of 700, there should be an
additional assistant nursing superintendent. There should be separate staff for
special departments with a sister- in- charge of the operating room and a sister- in
charge of the casualty department. The out patient department should have a
sister- in-charge and a minimum of one staff nurse for each out- patient daily, but
not less than a total of two in the department.
The recommended nurse to bed ratio in various kinds of wards in the hospital are
Ward
Nurse
Beds
Causality
I.C.U
Operation theatre
Orthopedics
In Sancheti there are total 114 beds and nurse to bed ratio can be tabulated as
26
Ward
Nurse
beds
Nurse to bed
ratio
Causality
1:1
I.C.U
1:1
Operation
2:1(app)
32
98
1:3(app)
theatre
orthopedics
27
RADIOLOGY DEPARTMENT
HOD
1RECEPTIONIST AND
1 CASHIER
1 ECG TECHNICIAN
6 X RAY TECNICIANS
1 WARD BOY
28
There is one receptionist and one cashier who are common for both
pathology and radiology department
According to Indian medical council 1 X ray technician should not be
asked to do more than 30 investigations/day
According to last two years statistics the number of patients attended to
by the radiologists/day were 21758 in the year 04-05 and 25076 in the
year 05-06 and the number of investigations were 40774 in 04-05 and
47008 in 05-06 therefore the patients to investigation ratio is
approximately 1:2 and the increase in number of patients from 04-05 is
approximately 13 percent.
year
04-05
05-06
Investigations/year
40774
47008
Investigations/day
136
157
Investigations/day/
23
26
X ray technician
According to the estimates for the year 06-07, the percentage of patients will
increase by 18% and therefore the estimated number of patients will be 29589
and the number of investigation would be 59180, then the number of technicians
required would be
29
Number of investigations*/year
59179
Investigations/day
197
6.6
investigations
RESULT
Number of investigations :
59179
Investigations/day:
197
Number of investigations
under taken/day by Sancheti:
26
7.
30
PHSIOTHERAPY DEPARTMENT
HEAD OF THE
DEPARTMENT
1 RECEPTIONIST-CUMCASHIER
10 PHYSICIANS
1 WARD BOY
1 MAUSI
31
OPD
YEAR 04-05
IPD
TOTAL
PATIENTS /YEAR
31238
32535
63773
/DAY
104
108
212.5
/DAY/
20.8
21.7
21(app)
YEAR 05-06
OPD
IPD
TOTAL
/YEAR
32452
33844
66296
/DAY
108
113
221
/DAY/
21.6
22.6
22(app)
PHYSIOTHERAPIST
PHSIOTHERAPIST
The number of patients attended to per physician per day in Sancheti is 21-22.
Although this number is less than the set standard of 25 patients/ physician, this
number will be taken as the standard as Sancheti believes in providing the best
service to the patients so the number of patients/ physiotherapist is kept low so
that the efficiency of the physiotherapist is not affected.
As the number of patients in OPD and IPD is increasing by 4.6% and 5%
respectively, this will directly affect the number of patients to physiotherapy
department, the percentage increase in the number of patients to physiotherapy
department from the year 04-05 to 05-06 is 2% and the expected increase in the
number of patients to the same is 4% that of 05-06 which is almost double.
32
Number of patients/year
68766
Number of patients/day
229
Number of physiotherapist/22patients
10.4
Number of investigations/10
22.9
physiotherapist (229/10)
RESULT
Increase in the number of technicians required is 0.4 % and the increase in the
work load per physiotherapist is only by one patient, which could be
comfortable taken up there fore the number of physiotherapist need not be
increased.
33
PATHOLOGY DEPARTMENT
PATHOLOGIST
4 TECHNICIANS
1 MAUSI
34
Year
04-05
05-06
54966
57512
183
192
37
38
/technician
Therefore the number of tests per day by a technician is more than 35(the
minimum level)
the number of tests increased by 4.6% from the year 04-05 to 05-06 and the
anticipated increase in the number of tests from 05-06 to 06-07 is 10% therefore
the number of tests are expected to increase to 63263, the number of technicians
required for conducting this many number are
35
63263
211
5.5
Conclusion
The increase in number of technicians required is by 0.5 which is not a
whole number so the technicians may or may not be increased but as, already the
technicians are working above the IMC standards of 35 tests/day/technician,
Sancheti should go for an increase of one technician.
36
PHARMACY DEPARTMENT
HOD
INCHARGE
2 CASHIERS
7 PAHRMACIST
1 WARD BOY
37
38
Prescriptions/day
Number of pharmacists
(/60 prescriptions)
Present number
400
Expected
440
7.3
Conclusion:
For 10% growth the number of prescriptions comes out to be 440 and the number
of pharmacists/60 prescriptions is 7.3 .if the number of pharmacists are kept at
the same number 7 then the work load on each member will be 63
proscriptions/day which can be easily handled, so the number of pharmacists
need not to be increased
39
To analyze the nursing staff on the basis of their skills, qualification, experience,
training, absenteeism records, performance records and appraisal records a
questionnaire was prepared a
1. Name
2. Age
3. Gender
4. Designation
5. Qualification
6. Experience
7. From how many years you are working here
8. Training:
On job training/ vestibule training /apprenticeship
training
9. Marital status:
Married/single
10. Location of relatives
11. Career plans
12. Special skills
13. Absenteeism records
14. Performance rating
15. Appraisal report
16. Disciplinary record
40
Analysis
80% of the nursing staff is between the age group 19-35, this shows that the
nursing staff is very young and therefore the working capacity is more.
The nursing staff is all women brigade with exception of one male nurse.
The basic qualification of the nurses is 12th class, mainly in arts and
commerce. But all of them are highly trained with 2-3 years of training in
nursing field
Training undergone by the nurses was apprentiship training where the get
class room training as well as practical training.
Most of the nursing staff is married therefore their chances of leaving the job
for the sake of marriage is less because of which the attrition rate will be less.
Nursing staff has great skills like apart from knowing the local language,
Hindi and English the also some of the other Indian languages like Telugu,
Tamil, Malayalam, Urdu ,this decreases the communication barrier between
the patients and the staff members and makes patients stay, in Sancheti more
comfortable
Performance rating is done using grades from (A to E) where A is below
average, B average, C good, D very good, and E outstanding.
Performance report shows that 64% have scored in b category 33%have
scored in c category and 03% have scored in a category.
The attrition rate of nursing staff is 30%
Conclusion: From the analysis it is visible that the nursing staff comprises of
average performers therefore further training and development activities
needs to be undertaken to increase the efficiency of the nursing staff.
41
42
MONITERING LEAVE
1. Staff is provided with 30 days El (earning leave) subject to their attendance
excluding 8 CL (casual leave) and 7 SL (sick leave) and 84 ML (maternity
leave is also provided.
2. Person going on leave for CL should submit the leave application form duly
sanctioned by their HOD , 1 day prior to leave or the next day after resuming
duty
3. Leave days are monitored by daily attendance report and leave report
4. If application form is not received from employee after taking leave it is
treated as absent.
5. If leave application form is submitted and no leave balance id found then it is
treated as LWP (leave without pay)
6. No CL or SL will be converted into EL except in special cast of sick leave
after getting Director of administrations approval.
7. Memo is given for frequent absenteeism.
43
44
45
LIMITATIONS
46
It was observed that the ward secretaries (care takers of the ward )wear
same coat with absolutely no differentiating feature, which the doctors
wear and the patients and their relatives mistake them for doctors, and it
so happens that the relatives of the patients come calling for help when
the patients suffering increases to the secretaries, and these secretaries say
that the doctor would be coming in few minutes and the relatives think
that being doctors themselves they are not attending to the patients
problems. And this gives a wrong impression that Sancheti s doctors are
having very casual attitude towards the patients.
Therefore to avoid this problem either the color of the coat for members
other than doctors should be changed or instead of SIOR which is the only
and common tag on every ones coat, job positions should be specified on
the coat, for e.g. SIOR doctor, SIOR lab technician, SIOR ward secretary
etc.
47
It was found that almost all the nurses came under B grade that is
average category in performance, to increase their performance to good or
very good category Sancheti s management should revise the training and
development programmes for nurses, and should also set up a grievance
cell to find out why their performance is low.
48
CONCLUSION
Increase/decrease in the
of patients
number of employees
X ray
18%
Increase by 1
Pathology lab
10%
Increase by 1
Physiotherapy
4%
pharmacy
10%
49
Employees are given awards on the basis of their performance and these
awards are given in all the categories and these awards are both in terms of
mementos and cash reward.
50
BIBLIOGRAPHY
51
ANNEXURE
52
.to
EMPLOYEEE DATE:
.
EMPLOYEE
STATUS:
Name:
..
Designation:
.......
Date of birth:
..
Department:
..
Date of joining:
.
Address:
.
............
training completed
on
..ph
..
Dt. Of confirmation:
..
Educational background:
..work
experience
..
Marital status:
.)
Basic:
Rs
..D.A
Special allowance; rs
rs
.............H.R.A
Tea allowance
misc. allowance:
Conveyance allow
compensatory allow
53
total salary rs
..
GUIDELINES
A) Please write relevant rating for each attribute in rating column.
B) a .below average b. average c. good d. very good e. outstanding
Sr
TYPES OF
No
SKILL
Job knowledge
&skills
Productivity
DESCRIPTION
A, b, c, d, or e
fulfillment, completion o
assigned tasks, magnitude of
output and work efforts.
3
Attitude
Personal
grooming.
attendance &
punctuality
Discipline
Dependability
Consistent accomplishes
allocated jobs without
supervision/ followed-ups
RATING
54
Remarks
..Increment:
Promotion
DISCIPLINARY ACTION:
1
..DATE
.DATE
.DATE
.
2
..DATE
..
..
The appraisal form should be send to the H.R.Dept on or before:
Performance report
Job performance
Comments on the overall performance & potential of the employee by the HOD:
..
55
..
Comments of the appraisee:
.
Signature of the appraisee
Comments of the senior reviewing officer:
HR manager
director of administration
56