A STUDY ON HUMAN RESOURCE MANAGEMENT & DEVELOPMENT

DEPARTMENT (TRAINING & DEVELOPMENT)

CARRIED OUT AT
AMRI HOSPITAL, MUKUNDAPUR.
FOR THE PARTIAL FULFILLMENT OF BBA (HOSPITAL MANAGEMENT)
DEGREE
UNDER
MAULANA ABUL KALAM AZAD UNIVERSITY OF TECHNOLOGY AND
MANAGEMENT.
FROM
DINABANDHU ANDREWS INSTITUTE OF TECHNOLOGY &
MANAGEMENT.
BY –
.

Roll Number – 15403316014

Registration Number – 161541310037 of 2016-2017
 ACKNOWLEDGEMENT

I express my deepest regards and gratitude to Mr. Sounak Sengupta, Manager,

HRM&D of AMRI Hospital, Mukundapur for giving me an opportunity to
perform my project in their organization and for extending all help and co-
operation necessary for the project.

I convey my regards and gratitude to MS. Paramita Chattopadhyay, Assistant

Manager, HRM&D of AMRI Hospitals, Mukundapur for her immense
Guidance during this project.

I am also grateful to Mr. Rana Majumdar, Senior Executive, HRM&D of

AMRI Hospital, Mukundapur and Mr. Soumadip Bhattacharjee, Junior
Executive, HRM&D of AMRI Hospital, Mukundapur for their relentless
support and extending all their co-operations whenever I needed it. Without their
help, this project will lack the necessary flavour.

I am also very much grateful to Mr. Deborshee Kundu, Intern - HRM&D of

AMRI Hospital, Mukundapur for his continuous support in doing my project.

I am also thankful to our Principal, MS. Sanjukta Nandi, Dinabandhu

Andrews Institute of Technology & Management, our Head of the department,
Mr. Surajit Das, Dinabandhu Andrews Institute of Technology &
Management, who gave us such an opportunity for working in one of the finest
hospital in Kolkata.

I am also grateful to my parents & friends for their support.

 DECLARATION
I declare and inform you that this project entitled “A STUDY ON HUMAN
RESOURCE MANAGEMENT & DEVELOPMENT DEPARTMENT
(TRAINING & DEVELOPMENT)” has been submitted by me for the partial
fulfilment for the requirement of the degree of Bachelor in Hospital Management
from Dinabandhu Andrews Institute of Technology and Management under
WBUT under the guidance of Mr. Surajit Das, HOD of our stream, and Mr. Sounak
Sengupta (Manager, HRM&D) of AMRI Hospital, Mukundapur during the
academic year of 2018-2019.

NAME- Sayantan Mandal

ROLL NO.- 15403316014

REG NO.- 161541310037 of 2016-2017

DURATION OF TRAINING- 3 Months.

(Signature of the Student)

For office use only-

The project has been approved / not approved
 EXECUTIVE SUMMARY
The summer training project has been carried out at AMRI Hospitals, Mukundapur.
This project work has been undertaken to find out the function of Human Resource
Department in AMRI Hospitals, Mukundapur, Kolkata. Efforts have been made to
execute for a period of two month. This project work has proved beneficial to
practical knowledge and working expenditure.
Even from the training period I have surveyed some questioners from which I have
find the satisfaction level of the employees, patients and the quality of care in the
AMRI Hospitals.
I have collected some data from the hospital and interpreted the data. I can
understand the gaps or problems of the hospital. I have given the problem statement
and some suggestions overlooking the project.

At last of all projects I gave the findings and conclusion of this project. Even
suggestion and conclusion of the project is also included. And at last the conclusion
references and bibliography is also included in this project.
 INTRODUCTION
The AMRI Hospitals Ltd. today is a unified Group with 1000 beds, over 500
doctors, and 10,000 surgeries successfully held every year. Its super specialty
tertiary care units are located at Dhakuria, Salt Lake, Mukundapur and
Bhubaneswar along with a state of the art day care facility - AMRI Medical Centre
at Southern Avenue, Kolkata.

With a slew of new investments and under a vibrant new board of Directors, guided
by the dynamic Group CEO Mr. Rupak Barua, AMRI Group is all set to implement
sweeping changes to head for a super-fast track of growth.

Backed by the finest technologies and a dedicated team of doctors, nurses,

technicians and patient service staff, the hospital's emphasis is on providing true
value for money and total patient satisfaction. The management initiative ensures
co-ordination, transparency and a human face in its administration.

In early 1990s the Government of West Bengal handed over the charge of
‘Niramoy’ - a Government owned Polyclinic at Dhakuria, to Mr. Shravan Todi of
Shrachi Group. He inducted Emami and another promoter, to build Advanced
Medicare & Research Institute Ltd., a super specialty hospital with sizeable
investment to offer quality healthcare. The name was finally changed to AMRI
Hospitals Limited in 2009. The most visible value that the Emami Group brought
to the institution was a spirit of passionate entrepreneurship.

With growing citizen awareness there emerged a greater need for superior health
care in eastern India. The Emami Group was also ready to commission new space,
enter new specialty segments, attract global ex-Kolkata doctors and position
themselves as the premier health care service provider in Eastern India. The Emami
Group would leverage its irrepressible entrepreneurial spirit to extend the benefits
of affordable health care to thousands.

The growth was not just about doing things a little better than competition; it was
about the introduction of a transformative experience through the induction of the
best competencies, equipment, facilities and technology for the first time to Eastern
India. The growth was historically significant as it corporatized private healthcare
for the first time in Eastern India.

AMRI Hospitals Ltd is the premier private healthcare provider of Eastern India,
with three super specialty hospitals at Dhakuria, Mukundapur, and Salt Lake, in
Kolkata, a state-of-the-art daycare centre on Southern Avenue in Kolkata, and
another super specialty hospital at Bhubaneswar, Odisha. The Group takes care
of around 3.5 lakh patients annually, conducting more than 15,000 successful
surgeries, with a roster of more than 5,000 healthcare professionals. An
impressive roster of more than 600 doctors and a well-trained force of nursing
staff work tirelessly across more than 1,000 beds across its four hospitals, backed
by advanced technologies and latest equipment to treat people and save lives.
With major changes and developments on its plate, the AMRI Group is headed
towards a path of steady growth. AMRI Hospitals is all set to add around 700
beds in the near future.

AMRI Hospitals brings to the table a class of its own, making the healthcare
group a major player in keeping Eastern India ahead of the curve. The Group
treats more than 3.5 lakh people every year and conducts around 15,000 surgeries
annually, providing value-for-money services, backed by advanced equipment
and latest technologies. The hallmark of AMRI Hospitals is a committed team of
doctors and caregivers, who take up the challenge of treating the most
complicated cases, besides stepping up to handle Emergency and Critical Care
with dedication, expertise and compassion. Over the last three decades, the
healthcare Group has made immense contributions to the lives of people, not just
from Kolkata and the rest of Eastern India, but also from other parts of South
Asia and the world.
 Vision
Be cherished as the best place to come for care and the best place to work.

Mission
 To provide healthcare services maintaining accountability in a responsible
manner which contribute to the physical, psychological, social and spiritual
well being of the patients and community, which we serve.
 To participate in the creation of healthier lives within the community
conforming to the requirements of our patients and customers round the clock
and constantly measuring and striving to improve the outcomes of our care
and service.
 To create and sustain a work environment in which all participants are
empowered and committed to continual quality improvements; confirming
the values of participation, acknowledgement, accountability, teamwork,
integrity and respect.
 Create the national model of care through relentless pursuit of unparalleled
quality & value to the entire satisfaction of patient, customer and staff.
 To carry on educational and research activities related to the provision of care
to the sick and injured or related to the promotion of health and continually
rethink, reshape and redefine solutions to healthcare challenges.

Quality Policy
We at AMRI are committed to provide quality health care to our beneficiaries. We
shall achieve this by:

Identifying and meeting their needs and expectation. Complying with the
benchmark of national and global level of practices through continual
development, improvement and training.
Remaining committed to ensure that a transparent quality system, as per the
requirement of accreditation authority and appropriate to the purpose of the
organization is understood and implemented at all levels.

Unit Leadership Team

Ms. Jayanti Chatterjee.

Unit Head.

Dr. Sumit Kumar Khan.

Medical Admin Head.

Ms. Geethamma Jolly.

Nursing Head.

Mr. Sounak Sengupta

HR Head.

Mr. Abhijit Das.

Finance Head.

Mr. Sasanka Das.

Operations Head.

Mr. Surojit Das.

Marketing Head.

Mr. Tapendu Mondal.

Quality Head.

Mr. Asish Chakraborty.

Security & Fire Safety Head (Safety Officer)
 Mr. Bimalendu Das.
IT Head.

Mr. Rajat Roy.

Biomedical Head.

Mr. Amit Kr. Biswas.

Maintenance Head.

Mr. Sitangshu Biswas.

Purchase Head.

Ms. Dipsikha Das.

Hospital Services Head.

Mr. Ankur Prasad Bose.

F&B (Service)

Mr. Pranesh Mondal.

F&B (Production)

Ms. Aditi Roy.

Patient Safety Officer.
 CLINICAL SPECIALITIES
At AMRI Hospital, Mukundapur, the first and foremost service is Customer
Satisfaction. These are the list of services AMRI Hospital, Mukundapur offers.

Services Available –

Medical Services:
 24X7 Ambulance services (Dedicated Critical Care Ambulance for Adults/ Neonates
&Paediatric Patients) with retrieval facility
 CO2 Laser Therapy
 24 hrs Frank Ross Pharmacy inside the Hospital
 24x7 Path Laboratory & Imaging Services
 Comprehensive Health Check Up Services
 Advanced Neonatal &Paediatric Surgery provision
 Highly developed Nursery
 NICU & PICU of International Standard
 Epidural Painless Delivery
 Modernized LDRP suits (Labour, Delivery & Recovery)

OPD Services:
 OPD Pay Clinic
 Special Clinics
 Diagnostic Services
Diagnostic Facilities :

Laboratory:
 Pathology & Allergy test
 Biochemistry
 Cytology
 Hematology
 Microbiology
 Serology

Radiology &Imaging:
 128 slice CT Scan (Dual Energy)
 1.5 tesla MRI
 Mammography
 USG & Doppler
 X-ray

Cardiology:
 ABPM
 Echocardiography
 ECG
 TMT
 24hrs Holter Monitoring
Pulmonology:
 PFT
 BERA
 EEG
 EMG
 NCV
ENT:
 Audiometry
 Aided Audiometry
 Free Field Audiometry
 Speech Audiometry
  Stroboscopy& Laryngoscopy
 Speech & Language Assessment & Therapy
 SISI
 Tympanometry
 TDT
 Voice Assessment & Therapy
Electronic Foetal Monitoring Urology :

 Urodynamics
 Uroflowmetry
 1ST LIVER SURGERY IN AMRI HOSPITALS,
MUKUNDAPUR
A 32-year-old man from Kushtia, in the neighbouring country of Bangladesh, was detected
with carcinoma of the sigmoid colon in 2017. He had undergone Anterior Resection, a common
surgery for rectal cancer, followed by Adjuvant Chemotherapy (FOLOX Regime) in 2017.
After being in regular follow up at a cancer centre in Dhaka, he came to AMRI Hospital,
Mukundapur, Best Onco Hospital in Kolkata for a second opinion from Dr. Suvadip
Chakrabarti, Senior Consultant, Surgical Oncology.

On evaluation, Dr Chakrabarti advised a serum CEA, along with a PET CT scan. A 5 X 4.5
cm bio avid lesion was located in segment VIII of the liver and a Fine-Needle Aspiration
Cytology (FNAC), a diagnostic procedure used to investigate lumps or masses under the skin,
was performed, which was suggestive of Metastatic Adenocarcinoma. The doctor advised that
the patient undergo surgery with a second option of Stereotactic Body Radiation Therapy
(SBRT). Taking into count the risk and armed with a proper planning, Dr Chakrabarti
performed Segment VIII hepatic resection, backed by the anaesthesia team, headed by Dr.
Sougata Pal.

Liver segmentectomies are highly specialized and rare surgeries and are being performed only
at cancer centres that are properly equipped and have surgeons with the expertise for such
surgeries. Armed with CUSA & LigaSure, the ultra-radical surgery was performed. After a
successful surgery, the patient was able to start the advised diet from Day Two and was
discharged on Day Seven. This is the first Liver surgery to be performed at AMRI Hospitals,
Mukundapur, and the first of many more radical surgeries to be performed under the auspices
of the hospital’s excellent Department of Surgical Oncology, which is on its way to become a
Centre of Excellence on its own.
AMRI HOSPITAL INTRODUCES ARTIFICIAL
VALVE FOR CARDIAC VALVE
IMPLANTATION IN EASTERN INDIA
Marking its year of many achievements in 2018, AMRI Hospitals, the leading
private healthcare group, established yet another benchmark by introducing an
indigenous artificial valve for cardiac valve implantation, for the first time in
Eastern India. Manufactured completely in India, the valve is not just cost effective
but also meets global standards.

Over the years, AMRI Hospital, the best heart hospital in Kolkata has undertaken
robust measures to widen the horizons of the country's healthcare sector. It is
always on the lookout for innovations in the field of medicine.

The cardiac implant surgery was conducted on a 73-year old patient, Subhash
Chandra Dutta, who is a resident of Chittagong in Bangladesh. It was conducted
on December 29, 2018 by Dr PK Hazra, one of the leading cardiac surgeons
at AMRI Hospital, Dhakuria.

“Mr Dutta had fallen down on the street around 4-5 months ago after losing
consciousness. When he underwent tests, he was diagnosed with severe aortic
stenosis,” Dr Hazra said.
Diagnosing the medical condition, doctors at AMRI Hospital found that Mr Dutta
was in need of Transcatheter Aortic Valve Implantation or TAVI, a procedure
where an aortic valve is implanted using a catheter, which is a long narrow tube.

The catheter was inserted into a large blood vessel in the groin area. The patient
also underwent a coronary angiography, which is a common procedure along with
cardiac catheterization, used to measure pressures inside the chambers of the heart,
where a catheter is pushed through an artery and carefully moved up into the heart.

MyVal-TAVR, the first ever indigenously designed and manufactured trans

catheter aortic heart valve, was used in the surgery. The valve has been developed
by Indian multinational firm, Meril, after the implant device received good reviews
in places like the US, Brazil, and Saudi Arabia. The implant has already received
approval from the Central Drugs Standard Control Organization, India’s answer to
the American regulatory body, FDA.

“The valve is of international standard. It is not just at par with similar foreign
devices but even better in many ways. It’s a proud moment for Indian healthcare,”
said Dr Hazra.

While this is the first time that an India-made device has been implanted in Eastern
India, it was launched after successful trials. “Mr Dutta is doing well after the
surgery and he will be able to return to normal life soon,” Dr Hazra added.
 AMRI HOSPITAL KOLKATA BAGS TOP
POSITION IN THE WEEK HANSA SURVEY
FOR SECOND TIME
AMRI Hospitals has bagged top slot as one of the leading multi-speciality private
hospitals in Kolkata and Bhubaneswar by The Week-Hansa Best Hospital survey
2018. This happens to be the ‘second’ consecutive year that the hospital group has
been ranked in the top position.

The survey procedure includes face-to-face, online interviews conducted with

specialists and general practitioners in Kolkata. It is mainly aimed at ascertaining
the standards of medical practice, based on all the important parameters, like
relative quality of the hospital, competence of doctors, patient care, multispecialty
services, infrastructure, innovation, and environment.

The Week-Hansa Best Hospital Survey is conducted annually by The

Week magazine. It picks a sample space of doctors from the mapped cities in
between the months of September and November. The survey also acts as a
yardstick to gauge the performance of a hospital, in terms of the quality of medical
education, research & development facilities, and various outputs.
AMRI Hospitals’ commitment to medical care and its efforts to provide the best to
its patients has been well-acknowledged by this prominent title. With its super-
specialty units at Dhakuria, Mukundapur, and Salt Lake, along with Bhubaneswar
in Odisha, AMRI Hospitals has been a premier healthcare provider in Eastern
India since the last two decades. It also has a state-of-the-art day care facility -
AMRI Medical Centre - at Southern Avenue in Kolkata.

AMRI Hospital’s premium quality of medical services along with its expertise in
the healthcare industry makes it a trusted destination for various international
medical tourists, as well as patients from Eastern and North-Eastern India. Credited
with a team of more than 5,000 healthcare professionals, including doctors and
nursing staff, the hospital looks after more than 3.5 lakh patients every year.
 AMRI HOSPITALS COLLABORATES WITH
CLAIR CLINIC, SINGAPORE
Leading chain of private healthcare group in Eastern India — AMRI Hospitals recently
announced its collaboration with Clair Clinic, Singapore, for introducing the latest technology
in aesthetics therapy in the country. It is said to be a one-of-its-kind clinic equipped with
technology-backed personal grooming techniques.

The new technology is effective enough to restore your youthful glow with state-of-the-art
laser technology and other non-invasive rejuvenation therapies. It will help you in getting
beautiful skin, hair, and teeth, taking holistic personal grooming to a new level.

Clair clinic mainly focuses on maintaining youthful skin, healthy hair and a radiant smile. With
a dedicate team of skilled medical experts, it will also provide fat reduction and body
contouring services, using tried and tested FDA-approved technologies and therapies.

The clinic has been brought to India by AMRI Hospitals, Eastern India’s largest private
healthcare network. The healthcare group, well-known for quality multi-speciality healthcare
services, emphasizes the use of the most advanced treatment protocols and medical equipment.
AMRI’s collaboration with Clair is further testimony to the Group’s efforts to always offer the
best in services at value-for-money prices.

Clair’s range of treatment and products achieves the best results with little downtime, enabling
you to return to work immediately. The use of painless, non-surgical procedures will help
people to look and feel good, faster and discretely

.
About the Services

Laser Technology will help improve the skin’s smoothness, evenness, tone, texture, radiance,
and clarity, while reducing the appearance of pores and lines.

Bodysculpt is a non-surgical, non-invasive treatment for permanent fat reduction of localized

fat areas, helping you to get into your ideal shape.

Thread Lift rejuvenates and restores youthful contours and stimulates collagen formation to
provide sustainable lift. It is a safe and convenient alternative to traditional facelift surgery.

Facial Fillers help to replace the lost of tissue volume through the aging process and enhances
your natural beauty and brings out the best qualities of your face. It can be done in minutes.

UltraQ is a breakthrough non-invasive procedure that uses medical ultrasound for non-
surgical cosmetic improvement of the skin. It works deep below the surface, without harming
the outer layer of skin-for dramatic and long-lasting benefits of facial firming and skin lifting.

Botox is a FDA-approved procedure that eliminates wrinkles.

Dental Implants allow us to replace missing teeth to ensure that our patients enjoy the meals
and retain a youthful appearance. Even when teeth have been loss for many years, we can still
rebuild the missing jawbone through bone graft and regeneration. AMRI is one of the leading
centres for implant dentistry in India and is reputed to have done the most in Eastern India.

Cosmetic Dentistry is the art of delivering a radiant smile. Modern computer technology allows
the fabrication of a “Hollywood smile” and teeth within hours.

About Clair Clinic

Clair Aesthetics Ltd in India was started in collaboration with Clair Beauty Pte Ltd, Singapore.
Harnessing on the wealth of experience of its clinicians, it has over the last 5 years delivered
high quality cosmetic skincare and body contouring services. Its principal founder, Dr William
Chong is internationally-recognized dental surgeon renown in the field of Implant and
Cosmetic Dentistry. In partnership with Dr Moon Chattaraj, a leading dental surgeon in
Kolkata, and AMRI Hospitals, Clair aims to set the mark for delivering the highest quality of
healthcare in Kolkata. Additionally, Clair will provide Chiropractic services as part of its
total wellness programme. Clair Chiropractic, which focuses on natural solutions for pain
relief, will be the first of its kind in Eastern India.
 CERVICAL CANCER
CERVICAL CANCER is the most common cancer among women specially in
the rural areas in India. This affects the cervix, the mouth or opening of the uterus.
More than 1.25 lakh women are affected each year, claiming an estimated 50,000
lives.

RISK FACTORS:

Early onset of sexual activity

Early marriage: First pregnancy before 20 years of age

Multiple pregnancies at short intervals causing repeated injury to the cervix,

leaving it no time to heal.

Poor genital hygiene

Genital tract infections especially HPV (human papilloma virus)

Sexual promiscuity on part of either of the partners

TOBACCO USE:

Most of these factors are preventable but, unfortunately, because of ignorance,

unhygienic conditions and lack of awareness about personal health, cervical cancer
continues to be a cause of large number of deaths in India.

SIGNS AND SYMPTOMS :

 Vaginal Bleeding / spotting between periods

 Bleeding during / after sexual intercourse

 Bleeding after a woman has attained menopause

 Unusual blood stained vaginal discharge

 Unexplained persistent pelvic / back pain

 Painful intercourse

These symptoms do not always necessarily denote cancer but are abnormal and
need to be investigated.

EARLY DETECTION

Regular examination by an oncologist or gynaecologist and pap smear test can help
in early detection of cervical cancer.

WHAT IS A PAP SMEAR TEST?

Using a wooden sterile spatula or brush, cells from the cervix are collected, spread
over a glass slide and examined under the microscope for abnormal cells.

LIQUID BASED CYTOLOGY:

It is similar to Pap smear but with higher sensitivity to detect abnormality. This
can also detect HPV virus infection.
PREVENTION:

 Regular pap smear tests done above the age of 30 or 3 years after initiation
of sexual activity whichever is earlier can help detect pre-cancer stage when
usually there are no symptoms.

 Delaying the age of marriage/first sexual intercourse.

 Postponing the birth of the first child to after 20 years.

 Avoid multiple and rapid pregnancies.

 Modifying lifestyle patterns like discouraging sexual intercourse at an early

age, avoiding multiple sexual partners, quitting tobacco.

 Barrier contraception (condoms) prevents sexually transmitted infections and

spaces pregnancies.

 Maintain good genital hygiene at all times, particularly while bathing and
during menstruation. Your partner’s hygiene is equally important.

 Sex education of adolescents with stress on safe practices

If you have any of the above signs and symptoms, seek medical help at the earliest.

VACCINE:

Human Papilloma Virusinfection (HPV) is the cause of 80-90% of cervical cancers

in India. Vaccination against high risk strains of HPV may help in cervical cancer
prevention. It is best taken before the onset of sexual activity in one’s life. It may
also be taken later in life up to 35 years of age. However, the efficacy of the vaccine
goes down as the age advances.
 HEART STENT - AMRI’S TAKE

For long, majority of Indians have been under sustained intimidation with regards
to the hefty expenses attached to heart stents and angioplasty. They finally have a
thing or two to cheer about it seems. A recent notification issued by the National
Pharmaceutical Pricing Authority (NPPA) stated that the prices of heart stents
would be brought down by as much as 85%. The prices have been fixed at 29,600
and 7,260 (in rupees) for drug eluting stents and bare metal stents respectively.

A Stent is a tube that is inserted into narrowed coronary arteries to keep them open
and enable the normal flow of blood and oxygen to the heart.

Prior to the NPPAs intervention, stents were available in the range of Rs 40,000 –
1.98 lakhs (drug eluting) and Rs 30,000 – 75,000 (bare metal). So, it’s a massive
drop in price and a matter of huge relief for all the patients seeking stents for
survival.

For a lot of patients, heart stents have been a deal too big for quite some time.
Inexplicable and unreasonable hidden charges levied by hospitals has made the
device far-fetched for most. The good thing now, is that lakhs of people can
entertain thoughts of affording this device. However, what remains to be seen is
whether the revised pricing will lead to high quality stents disappearing from the
market.
Most financially humble patients would be glad at the mere idea of being able to
afford a stent, no matter what the quality. But, there is a contingent of population
who will rather make ways with large, hidden hospital margins instead of settling
for stents of compromised quality.

Here at AMRI, we understand that consistent distribution of high quality stents at

hugely subsidized rates over a period is the major challenge. Going ahead, we look
to thrive by meeting this challenge at hand and even going beyond. We look to
add to the glorified existence of patients by providing them with top notch and
cost-effective services without the inclusion of any hidden costs. Our motives
make us value our patients as we look to provide the best medical facilities possible
to them.
 NANO PACEMAKER: A BREAKTHROUGH
TECHNOLOGY FOR CARDIAC PACING
A breakthrough technology to enhancing the treatment for heart patients at AMRI Hospitals,
Nano pacemaker is the world’s smallest pacemaker. An implantable device, it sends electrical
pulses to the heart whenever the patient’s heartbeat is too slow. The device uses electrical
stimulation therapy to regulate heartbeat and manage the complications with ease.

Implanted inside the patient’s heart, Nano Pacemaker is attached to the heart wall using small
tines. It is guided from the groin directly into the heart through the femoral vein. The device is
placed directly in the patient’s heart without the need for any surgical pocket and insulated
wires.

Based on the results of a series of trials at AMRI Hospitals, best cardiology hospital in Kolkata,
the Nano Pacemaker has proved to be a highly effective device, offering a number of benefits
over the traditional pacing systems. It is less invasive and completely self-contained within the
heart. The device also has significantly less complications like systemic infection, along with
the number of days the patient needs to spend in the hospital.

Apart from being wireless and leadless, the Nano Pacemaker is the size of a regular medicated
capsule consumed by people (less than ten per cent the size of a traditional pacemaker).
Approved by FDA in 2016, the Nano Pacemaker has proved effective in reducing the device-
related infections. As a safe alternative for cardiac pacing, it is sure to have a more profound
impact in the upcoming years.
 A GENERAL OVERVIEW
AMRI Hospital, Mukundapur is a hospital having a number of facilities & services under one
roof-
 Terrace

 Kitchen

 Food & Beverage Department

 Dietician Work Station

 AC Panel Room

 Canteen

 Dish Washing Area.

 Hand Washing Area

 Sixth Floor

 Floor Manager

 Doctor’s Room

 Nursing Station

 VIP Lounge

 Royal Suite

 Executive Suite

 Deluxe Room

 AHU

 Nursery
 Fifth Floor

 Floor Manager

 Gastroenterology

 Procedure Room

 Nursing Station

 AHU

 Physiotherapy

 Doctor’s Room

 Twin Sharing

 Female General Ward

 Neuro General Ward

 Fourth Floor

 Floor Manager,

 Doctor’s Room,

 Dialysis Unit,

 Nursing Station,

 Pediatric Ward,

 Semi Deluxe Room,

 AHU,

 Male General Ward.

 Third Floor

 Floor Manager

 AHU

 Doctor’s Room

 VIP Area

 PICU

 Isolation

 ICU

 HDU

 General ICU

 CTVS

 Neuro ICU

 Stroke Unit

 Nursing Station

 Bone Marrow Transplant Unit.

 Service Floor

 Training Room.

Second Floor

 OT

 Nursing Station

 NICU

 Isolation

 SCBU, AHU

 Cath Lab

 CCU

 Floor Manager

 Department of Neonatology

 Doctor’s Rest Room

 First Floor
 Billing (Registration/ Investigation),

 Report Delivery

 OPD Clinic

 Mammography

 USG, Sample Collection

 Eye

 Cardiology (ECG, ECHO, TMT, HOLTER)

 PFT, Voice & Speech Therapy Clinic

 Feeding Room

 Electrophysiology (EEG, NCV)

 Dental Procedures

 Cafeteria

 VIP Lounge

 Drinking Water
 Ground Floor
 Help Desk
 Admission/ Discharge Chamber
 AVP
 AHU
 Ambulance
 CT Scan
 MRI
 VIP Lounge
 Emergency
 Radiology/ X-Ray
 TPA, Billing
 Medical Counseling
 Unit Head Chamber
 Financial Counseling
 Pharmacy
 Medical Superintendent Chamber
 LAB
 Basement

 Accounts
 CSSD
 Call Center
 Conference Room
 HRM&D
 Marketing
 House Keeping/ Linen
 IBMS
 Medical Record Department
 Maintenance
 Audit Room
 Water Plant
 Quality Assurance
 Store
 Mortuary
 CONSULTANTS IN OPD

Aesthetic, Reconstructive and Plastic surgery.

 DR. AKHILESH AGGARWAL
 DR. ARUN GANGULY
 DR. SAPTARSHI BHATTACHARYA

Cardiac Sciences
 DR. UTTAM KR. SAHA (HOD Cardiology)
 DR. ASRAFUL HAQUE
 DR. DHRITABRATA DAS
 DR. PARIJAT DEB CHOWDHURY (FULL TIME CONSULTANT)

Clinical Psychology
 MS. USHASI BANERJEE

Dentistry and Maxillofacial Surgery

 DR. SUVANGO CHAKRABORTY
 DR. CHITRITA GUPTA MUKHERJEE
 DR. KRISHNAPADA MONDAL
 DR. MADHUSREE MUKHOPADHYAY
 DR. PAYEL DEY KARMAKAR
 DR. RAJARSHI BANERJEE
 DR. ROSHNI DE
 DR. SATYA NARAYANA PRADHAN
 DR. UDAY MUKHERJEE
Dermatology
 DR. BARNALI CHOWDHURY
 DR. SOUVIK GHOSH
 DR. SK MD AMANUR RAHAMAN

Dietetics & Nutrition

 DT SUMANA BASAK CHAKRABORTY
 DT ATASI MALLICK

Emergency, Critical Care & Trauma Management

 DR. S.K TODI

Endocrinology & Diabetology

 DR. ANIRBAN SINHA
 DR. DEBMALYA SANNYAL
 DR. HRIDISH NARAYAN CHAKRAVARTI
 DR. SOUMIK GOSWAMI
 DR. SUJIT BHATTACHARYA

ENT & Head Neck Surgery

 DR. AMITAVA ROY CHOWDHURY (HOD)
 DR. ANIRUDHA MAJUMDAR
 DR. BHAVIKA SEN (FULL TIME CONSULTANT)
 DR. BISWARUP MUKHERJEE
 DR. DEV S. ROY
 DR. DHRUBO ROY (FULL TIME CONSULTANT)
 DR. SARMISTHA SINHA
 DR. SOUMITRA GHOSH
 DR. SUSMITA GHOSH
Gastro Sciences
 DR. KALYAN KAR
 DR. BHASWATI ACHARRYA
 DR. DEBOTTAM BANDYOPADHYAY
 DR. DEEPIKA KEDIA
 DR. GAUTAM DAS
 DR. TARUN LAHIRI MAZUMDAR

General and Minimal Invasive Surgery

 DR. SANJOY MANDAL
 DR. AMITABHA GHOSH
 DR. KALYAN KAR
 DR NILAY BISWAS
 DR. S.K. SINGH
 DR. SIBNATH MANDAL
 DR. SUMANTRA RAY
 DR. SUSENJIT PRASAD MAHATO

Internal Medicine
 DR. AVIJIT BHATTACHARYA
 DR. CHINMOY KUMAR MAITY
 PROF. DR. D. K. MAJUMDAR
 DR. KOELINA SIL
 DR. MAINAK MALHOTRA
 DR. PAPIYA CHOUDHURY
 DR. R. K. DUTTA ROY
 DR. SUJOY PANCHADHYAYEE

Nephrology
 DR. RANA SAHA
Neuro Sciences
 DR. JAYANTA ROY (Director & HOD Neuro Medicine)
 DR. SISIR DAS (Director & HOD Neuro Surgery)
 DR. ABHIJIT DAS
 DR. ABHIJIT DAS
 DR. DEBABRATA CHAKRABORTY (FULL TIME CONSULTANT)
 DR. ABDUL NAIM OSTAGAR (FULL TIME CONSULTANT)
 DR. SADANAND DEY (FULL TIME CONSULTANT)
 DR. NASIM AKHTAR (FULL TIME CONSULTANT)
 DR. SHANKAR PRASAD SAHA

Neuro Rehabilitation
 DR. ABHIJIT DAS

Neuro Psychiatry
 DR. ALAKANANDA DUTT

Obstetrics & Gynaecology

 DR. ABINASH RAY
 DR. BIMLA GOENKA
 DR. BISWAJYOTI GUHA
 DR. DIPANKAR BHATTACHARJEE
 DR. K. D. BAKSHI
 DR. KAJARI MUKHERJEE
 DR. KAKALI .V.KUMAR
 DR. LALIMA BANERJEE
 DR. MOU CHATTERJEE
 DR. PIYA ROY
 DR. PRADIP MITRA
 DR. PRONAB DASGUPTA
 DR. PUTUL BHATTACHARYA
 DR. QUEEN ADITYA
 DR. RAHUL ROY CHOWDHURY
  DR. RITU DAS
 DR. SAKTIRUPA CHAKRABARTY
 DR. SAMIT MUKHOPADHYAY
 DR. SASHI JINDAL
 DR. SAURAV PRAKASH MAITY
 DR. SHILPITA BANDOPADHYA
 DR. SUBHRA GHOSH PAUL
 DR. SUDIPTO BHATTACHARYA
 DR. SURANJAN CHAKRABARTY
 DR. SUSUPTA CHAUDHURI
 DR. THONGRAM BIJU SINGH

Onco Sciences
 DR. SUVADIP CHAKRABARTI
 DR. ANIL PODDAR
 DR ANJAN ADAK
 DR. JAYESH KUMAR JHA
 DR. JOYDEEP CHAKRABARTTY
 DR. SANJAY SEN
 DR. SUJOY BALA

Ophthalmology
 DR. INDRANIL BHATTACHARYA
 DR. PRASHANT PRIYADARSHI SRIVASTAVA
 DR. RANJAN CHOWDHURY
 DR. SUGATO PAUL

Orthopaedics & Joint Replacement

 DR. BISHAL BHAGAT
 DR. DEBABRATA KUMAR
 DR. GAUTAM GUPTA
 DR. RAJIB BASU
 DR. SABYASACHI BARDHAN
 DR. AMIT KR DAS
 Dr. ANUPAM DAS
  DR. BIPLOB DOLUI
 DR. GOUTAM SAHA
 DR. NIRMALYA DEB
 DR. RITWIK GANGULY
 DR. SOMESH DEB
 DR. SUBHANKAR MUKHERJEE
 DR. SWARNENDU SAMANTA

Paediatrics & Neonatology

 DR. RUNA MAJUMDAR
 DR. AMIT RAY
 DR. ANINDYA CHATTOPADHYAY
 DR. ARIJIT CHATTOPADHYAY
 DR. ATANU KUMAR JANA
 DR. BHASWATI ACHARRYA
 DR. BICHITRABHANU SARKAR
 DR. BRAJA GOPAL RAY
 DR. INDRANIL MUKHERJEE
 DR. JAYATI SENGUPTA
 DR. JEMSY JOSE
 DR. POONAM GUHA VAZE
 DR. RAJIV SINHA
 DR. SABYASACHI BHATTACHARYA
 DR. SAMIK HAZRA
 DR. SANTOSH AGARWAL
 DR. SAUMEN MEUR
 DR. SAUMYABRATA ACHARYYA
 DR. SOUMITRA KUMAR BISWAS
 DR. SOUMYA PAIK
 DR. SUBHASIS SAHA

Physiotherapy & Rehabilitation Medicine

 MR. BIBHAS BARUI
 DR. KAMAL SINHA
  MR. KOUSHIK DEY
 MRS. SUPARNA NEOGI

Psychiatry
 DR. ABIR MUKHERJEE
 DR. ALAKANANDA DUTT
 DR. GARGI BANDOPADHYAY (RAJPUT)
 DR. SUCHANDRA BRAHMA

Pulmonology & Chest Medicine

 DR. SHELLEY SHAMIM
 DR. NANDINI BANERJEE

Radiology & Interventional Radiology

 DR GIRIJA VARRIER
 DR. PULASTYA SANYAL
 DR. Rituparna Saha
 DR. SUMIT DUTTA

Urology
 DR. AMITABHA MUKHERJEE
 DR. BASTAB GHOSH
 DR. SASWATA CHAKRABORTTY
 DR. SUDARSHAN KANTI BAISHYA

Vascular Surgery
 DR. ARIJIT DATTA
ORGANISATIONAL
ORGANOGRAM
 HOSPITAL CODES
In Fortis Hospital, standard emergency response codes are set to alert staffs during any
emergency situation without spreading panic.

Proper training and drills are practised at regular interval to meet the needs in case of an
emergency.

CODE MEANING NUMBER TO DIAL

RED FIRE EMERGENCY 8888
BLUE CARDIAC ARREST 4444
PINK CHILD ABDUCTION 2222
VIOLET VIOLENT SITUATION 2222
GREY INTERNAL DISASTER/ 2222
BOMB THREAT
YELLOW EXTERNAL DISASTER 2222
BROWN HAZMAT SPILLS 2222

Code Blue – For Medical Emergency

Steps to be followed:

 Call 4444 to active CODE BLUE.

 Inform the floor, Wing and Bed no. & Name of the concerned patient
 Bring the Crash Trolley.

Code Red – For Internal Fire Disaster.

Steps to be followed:

 Call 8888
 Remember R.A.C.E & P.A.S.S
R – RESCUE P - PASS
A – ALARM A - AIM
C – CONFINE S - SQUEEZE
E – EVACUATE S – SWEEP
  Follow the instructions of the fire safety Officer and security department.
 Ensure the patients are safe.

Code Brown – For Hazardous Material Spills.

Steps to be followed:

 Call 2222/ Housekeeping department and inform about:

 The floor, wing and Bed no. or any other specific area of spillage.
 The nature of spillage like blood, any chemical etc.
 Type of spillage like major or minor spill.

Code Pink – For Child Abduction.

Steps to be followed:

 Call 2222 inform security department about the incident.

 Inform the patients or mother’s name, patient IP no. floor wing and bed no.
 When the child was last seen.

Code Violet – For Hostile and Violent Situation.

Steps to be followed:

 Call 2222 inform security department about the incident.

 Inform the patient IP no. floor wing and bed no.
 Inform when and where the patient was last seen.
 Name the caller.

Code Yellow – For External Disaster.

 Call 2222 inform security department.

 Explain the nature of disaster.
 Ensure the patients are safe.
 HDC will activate Code Yellow Level – 1(Alert Mode) or Level – 2(Limited Disaster)
or Level – 3(Full Disaster).
 Once Code Yellow activated no staff to leave hospital.
 L.E.A.P.
LEAP – The 4 step Service Recovery Process.

L – LISTEN.

E – EMPATHIZE.

A – APOLOGIZE.

P – PROBLEM SOLVING.

There are five logical steps in the service recovery process:

 Anticipating customer needs
 Acknowledging their feelings
 Apologizing and owning the responsibility
 Offering alternatives
 Making amends
Anticipating means understanding customer expectations at key points along the experience
pathway. If we have a clear idea about what the customer expects at each point along the
experience pathway, we can anticipate and prepare for them. When we fail to understand and
manage the expectations, dissatisfaction results. The key to success is being able to anticipate
the customers’ needs at each step and strive to ensure that processes are in place that will meet
and exceed their expectations.
Service recovery begins the moment we recognize that expectations are not met. At that point,
it is vital that we acknowledge the problem and the customer’s feelings. Remember that
perception is reality. This is not the time to argue and explain your position. It is the time to
accept responsibility for acting on the customer’s complaint.
Most of us learned the importance of saying “I’m sorry” as young children. Those two words
can often diffuse anger and bridge an emotional gap between two people in a wide range of
situations. An apology, as simple as it may seem, is an important step in moving the situation
away from the negative and into the positive, action-focused arena. An apology is not an
admission of guilt. Many people in medical settings are hesitant to apologize for fear of looking
like they have done something that could result in a law suit. Not so. You can safely apologize
by saying, “I’m sorry that happened.”
Offering alternatives whenever possible is a method for helping dissatisfied customers regain
a sense of control. Rather than telling customers what they can’t have, focus on options for
what is possible. Put them back into the driver’s seat.
Making amends is a means for righting a wrong. It can be as simple as making a sincere
apology, sending a follow-up letter, or may include a small gift or token of appreciation.
Unfortunately, I find that many healthcare organizations mistake these tokens for real service
recovery. I have seen several hospitals create “service recovery kits” consisting of gift
certificates and other “perks” prepared to appease disgruntled customers but miss the real
opportunities to change systems and operations in order to prevent future occurrences.
 5 FUNDAMENTALS
OF PATIENT COMMUNICATION TO
ENHANCE PATIENT SATISFACTION

 Acknowledge
Greet with eye contact and smile
Acknowledge their pain or concerns by listening effectively.

 Introduce
Introduce Self: Name, Role and Department.
Establish successful handoff to others by introducing others:
Co – workers, Other Departments and Physicians.
 Duration
Time to wait before test, procedure, exam, to visit the doctor
Time of test, examination, etc.
Time until the patient can leave
Time to get results.
 Explanation
Explain the test, procedure, visit, etc.
Explain in terms the patient can understand.
 Thank You
Thank them for choosing the organization
Ask if he/she has any final questions or concerns.
 SPECIALIZED DEPARTMENT
HUMAN RESOURCE DEPARTMENT

Human Resource Department (HRD) is a relatively new approach to managing people in any
organization. People are considered the key resource in this approach. It is concerned with the
people dimension in management of an organization. Since an organization is a body of people,
their acquisition, development of skills, motivation for higher levels of attainments, as well as
ensuring maintenance of their level of commitment are all significant activities.
It is a critical department where all staff, executive have present to do work or manage daily,
coordinating the activities as policy of the hospital. Human Resource Management is a process,
which consists of four main activities namely, acquisition, development, motivation, as well
as maintenance of human resources
Increasing number of organizations adopting manpower planning, management development,
techniques of personnel management, etc. Personnel departments started stressing on
management-individual employee relationships. This was followed by setting up of labours
relations department to negotiate and administer collective bargaining. Federal interest gave
rise to manpower management department. The members of these departments were
technically competent in testing, interviewing, recruiting, counselling, job evaluation
negotiation and collective bargaining. They also acquired expertise in wage and salary
administration, employee benefit schemes and services, training and development and other
allied services.
OBJECTIVES OF HUMAN RESOURCE DEPARTMENT

 To ensure effective utilization of human resources, all other organizational

resources will be efficiently utilized by the human resources.
 To establish and maintain an adequate organizational structure of
relationship among all the members of an organization by dividing of
organization tasks into functions, positions and jobs, and by defining clearly
the responsibility, accountability, authority for each job and its relation with
other jobs in the organization.
 To generate maximum development of human resources within the
organization by offering opportunities for advancement to employees
through training and education.
 To ensure respect for human beings by providing various services and
welfare facilities to the personnel.
 To ensure reconciliation of individual/group goals with those of the
organization in such a manner that the personnel feel a sense of
commitment and loyalty towards it.
 To identify and satisfy the needs of individuals by offering various
monetary and non-monetary rewards.
IMPORTANCE OF HUMAN RESOURCE DEPARTMENT

1. It helps management in the preparation adoption and continuing evolution of

personnel programmers’ and policies.
2. It supplies skilled workers through scientific selection process.
3. It ensures maximum benefit out of the expenditure on training and
development and appreciates the human assets.
4. It prepares workers according to the changing needs of industry and
environment.
5. It motivates workers and upgrades them so as to enable them to accomplish
the organization goals.
6. Through innovation and experimentation in the fields of personnel, it helps in
reducing casts and helps in increasing productivity.
7. It contributes a lot in restoring the industrial harmony and healthy employer-
employee relations.
8. It establishes mechanism for the administration of personnel services that are
delegated to the personnel department.
 FUNCTIONS OF HUMAN RESOURCE DEPARTMENT

The main functions of human resource management are classified into two
categories: (a) Managerial Functions and (b) Operative Functions

(a) MANAGERIAL FUNCTIONS

 PLANNNING
 ORGANIZING
 CONTROLLING
 DIRECTING

(b) OPERATIVE FUNCTIONS

1. Procurement of Personnel
2. Development of Personnel
3. Compensation to Personnel
4. Maintaining Good Industrial Relation
5. Record Keeping
6. Personnel Planning and Evaluation
 Manpower Planning

It involves the planning for the future and finding out how many employees will
be needed in the future by the business and what types of skills should they
possess.
It depends on the following factors -

 The number of people leaving the job

 The projected growth in sales of the business
 Technological changes
 Productivity level of the workers

 Job analysis and Job description

HR Department is also involved in designing the Job analysis and Job description
for the prospective vacancies.
A job analysis is the process used to collect information about the duties,
responsibilities, necessary skills, outcomes, and work environment of a particular
job.
Job descriptions are written statements that describe the:

 Duties,
 Responsibilities,
 Most important contributions and outcomes needed from a position,
 Required qualifications of candidates, and
 Reporting relationship and co-workers of a particular job.
  Determining wages and salaries

HR Department is also involved in conducting market surveys and determining

the wages and salaries for different position in an organization. These decision
may be taken in consultation with top management and the Finance department.
 Recruitment & selection
Recruitment is the process of hiring talented employees for certain jobs by
motivating them to apply for those jobs which are available in organization.
RECRUITMENT is a placing the RIGHT PERSON in RIGHT PLACE at
RIGHT TIME.
Vacancy is known in two situations (generally)

 An employee leaves and there is vacancy created

 Business growth

The vacancy is conducted by marketing department any is intimated to the HR

department by the concerned technical department.
Ensure the judgment of abilities, experience and qualification is made against the
requirement of the position in question
 Defining The Requirement – Decide what vacancy you have if you need to
fill a new role quickly you might find it helpful to adapt one of the models
provided here.
 Task analysis – Draw up a detailed list of tasks that the person will have to
do this helps in determining the qualities and qualifications genuinely
required for the job.
 Job description – Produce an outline of the broad responsibilities involved
in the job.
 Person specification- Decide what skills, experience, qualifications and
attributes someone will need to do the job as defined in the task analysis
and job description.
 Objectives of Recruitment
Recruitment fulfils the following objectives:
1. It reviews the list of objectives of the company and tries to achieve them
by promoting the company in the minds of public.
2. It forecasts how many people will be required in the company.
3. It enables the company to advertise itself and attract talented people.
4. It provides different opportunities to procure human resource.

Methods of Recruitment
Recruitment is a process of searching for prospective employees and stimulating
them to apply for jobs.
Companies can adopt different methods of recruitment for selecting people in the
company. These methods are:
1. Internal sources
2. External sources
The sources can be further explained with the help of following diagram:
RECRUITMENT PROCESS
 SELECTION
Selection can be defined as process of choosing the right person for the right job
from a pool of different candidates who applied for a certain job.
Process of Selection -
The process of selection is not the same in all organizations; it can be different in
many organizations depending upon the nature of that organization. However, one
particular type of selection is approved by most organizations; it can be explain
with the help of following diagram

Fig : Selection Procedure

 ATTENDANCE
Every employee unless exempted by the management, will be issued an identity
card/time card showing his numbers and name .employee shall use the card so
issued for the purpose of marking his attendance and time keeping in accordance
with the procedure and regulation.

TRAINING
Every company has a specific training procedure, depending upon its requirements.
A general training procedure is explained below along with diagram

Procedure of Training
Determining training need of employees(TNI)

Planning of training

Organizing training classes

Training co-ordination

Training Evaluation

Effectiveness of Training

Feedback of Training
 MAIN FOCUSES ON TRAINING AND DEVELOPMENT

Training and development is one of the key HR functions. Training and

development is an integral part of the human resource development activity. The
turn of the century has seen increased focus on the same in the organization
globally and has mandated training hours per year for employees keeping in
consideration the fact that technology is deskilling the employees at a very fast
rate. Technically training involves change in attitude, skills or knowledge of a
person with the resultant improvement in the behavior. For training to be effective
it has to be a planned activity conducted after a thorough need analysis and target
at certain competencies, most important it is to be conducted in a learning
atmosphere.
While designing the training program it has to be kept in mind to achieve both the
individual goals and organizational goals altogether. Typically prepare its training
calendars at the beginning of the financial year where training needs are identified
for the employees. This need identification called as ‘Training Need Analysis’ is a
part of the performance appraisal process. After need analysis the number of
training hours, along with the training intervention are decided and the same is
spread strategically over the next year.
 TRAINING CARD

AMRI HOSPITALS, MUKUNDAPUR

TRAINING CARD
NAME Hemanjali Nayak EMP. ID. WC2501
DEPARTMENT Nursing D.O.J. 12-Sep-17 DESIGNATION Staff Nurse
INTERNAL RETRAINING
SL. DATE OF / TRAINER / FACULTY DATE OF DATE (IF
NO. TOPIC FY TRAINING EXTERNAL NAME EVALUATION REQUIRED) TOTAL HOURS REMARKS
1 Effective Communication 2018-19 20-08-2018 Internal Nursing
2 Telephone Etiquettes 2018-19 16-01-2018 Internal Nursing
3 Bmw & Hand Washing 2018-19 15-01-2018 Internal Nursing
4 Prevention Of Medication Errors 2018-19 10-03-2018 Internal Nursing
5 Safety Used Of High Alert Medication 2018-19 16-08-2018 Internal Nursing
6 Tracheostomy Care 2018-19 01-09-2018 Internal Nursing
7 Nursing Care Plan 2018-19 24-03-2018 Internal Nursing
8 Restraint Consent And Monitoring 2018-19 09-02-2018 Internal Nursing
9 Needle Stick Injury 2018-19 14-03-2018 Internal Nursing
10 Quality Indicators 2018-19 01-01-2018 Internal Nursing
11 Sample Collection 2018-19 22-04-2018 Internal Nursing
12 Iv Infusion Therapy 2018-19 15-02-2018 Internal Nursing
13 Prevention Of Hai 2018-19 30-10-2018 Internal Nursing
14 Prevention Of Bedsore 2018-19 24-05-2018 Internal Nursing
15 Nabh -Jci Awareness Basic Course 2018-19 22-08-2018 Internal Nursing
16 Nursing Excellence Chapters 2018-19 26-05-2018 Internal Nursing
17 Pre Operative Preparation Of Patient 2018-19 28-05-2018 Internal Nursing
18 Policy On Verbal Order & Rrt(Adult) 2018-19 07-06-2018 Internal Nursing
19 Rrt & Cpr Reporting System 2018-19 02-08-2018 Internal Nursing
20 Medication Policy 2018-19 31-07-2018 Internal Nursing
21 Isolation Precuation 2018-19 08-05-2018 Internal Nursing
22 Nursing Care Plan&Initial Nursing Assessment 2018-19 17-01-2018 Internal Nursing
23 Thrombophlebitis& Vip Score 2018-19 01-08-2018 Internal Nursing
24 Ipsg - Patient Safety Programmes 2018-19 10-05-2018 Internal Quality Head
25 Standard Precaution 2018-19 13-11-2018 Internal Nursing
26 Basic Fire Safety 2018-19 04-01-2018 Internal Fire & Safety Head
27 Advanced Fire Safety 2018-19 22-05-2018 Internal Fire & Safety Head
28 Hr Policies 2018-19 24-07-2018 Internal HRM&D
 TRAINING CARD

AMRI HOSPITALS, MUKUNDAPUR

TRAINING CARD
NAME Chandralekha Pyne EMP. ID. 6147
DEPARTMENT Nursing D.O.J. 5-Mar-11 DESIGNATION Nursing Supervisor
INTERNAL RETRAINING
SL. DATE OF / TRAINER / FACULTY DATE OF DATE (IF
NO. TOPIC FY TRAINING EXTERNAL NAME EVALUATION REQUIRED) TOTAL HOURS REMARKS
1 Leadership Skills 2018 - 2019 20-07-2018 Internal Nursing
2 Situational Leadership 2018 - 2019 05-03-2018 Internal Nursing
3 Problem Solving & Decision Making 2018 - 2019 19-06-2018 Internal Nursing
4 Team Management 2018 - 2019 13-10-2018 Internal Nursing
5 Working In Teams 2018 - 2019 12-06-2018 Internal Nursing
6 Being A Team Leader 2018 - 2019 05-04-2018 Internal Nursing
7 Quality Indicators 2018 - 2019 03-10-2018 Internal Nursing
8 Wound Care 2018 - 2019 30-03-2018 Internal Nursing
9 Sterilization&Disinfection 2018 - 2019 08-08-2018 Internal Nursing
10 Code Red 2018 - 2019 28-02-2018 Internal Fire & Safety Head
11 Fire Hydrant Drill 2018 - 2019 02-02-2018 Internal Fire & Safety Head
 TRAINING CARD

AMRI HOSPITALS, MUKUNDAPUR

TRAINING CARD
NAME Yengkhom Bandana Devi EMP. ID. WC2444
DEPARTMENT Nursing D.O.J. 14-Aug-17 DESIGNATION Clinical Instructor
INTERNAL RETRAINING
SL. DATE OF / TRAINER / FACULTY DATE OF DATE (IF
NO. TOPIC FY TRAINING EXTERNAL NAME EVALUATION REQUIRED) TOTAL HOURS REMARKS
1 Assertiveness 2018-19 28-09-2018 Internal Nursing
2 Leadership Skills 2018-19 20-07-2018 Internal Nursing
3 Situational Leadership 2018-19 05-03-2018 Internal Nursing
4 Problem Solving & Decision Making 2018-19 06-06-2018 Internal Nursing
5 Team Management 2018-19 20-05-2018 Internal Nursing
6 Working In Teams 2018-19 12-06-2018 Internal Nursing
7 Being A Team Leader 2018-19 25-04-2018 Internal Nursing
8 Pro Act 2018-19 19-11-2018 Internal Corporate Trainer
9 Quality Indicators 2018-19 03-10-2018 Internal Nursing
10 Sample Collection 2018-19 27-09-2018 Internal Nursing
11 Fluid Management 2018-19 04-05-2018 Internal Nursing
12 Wound Care 2018-19 30-03-2018 Internal Nursing
13 Prevention Of Hai 2018-19 15-06-2018 Internal Nursing
14 Linen Disinfection Protocols,Visitors Policy 2018-19 08-06-2018 Internal Nursing
15 Prevention Of Bedsore 2018-19 27-10-2018 Internal Nursing
16 Rrt & Cpr Reporting System 2018-19 04-07-2018 Internal Nursing
17 Safety Used For Medical Equipments 2018-19 08-10-2018 Internal Nursing
18 Sterilization&Disinfection 2018-19 08-08-2018 Internal Nursing
19 Care Of Neutropenic Patient 2018-19 14-07-2018 Internal Nursing
20 Antenatal Care&Partograph 2018-19 02-07-2018 Internal Nursing
21 Basic Fire Safety 2018-19 23-10-2018 Internal Fire & Safety Head
22 Advanced Fire Safety 2018-19 22-05-2018 Internal Fire & Safety Head
23 Code Red 2018-19 28-02-2018 Internal Fire & Safety Head
24 Employee Grievance Handling Policy 2018-19 14-06-2018 Internal HRM&D
 OBJECTIVE OF TRAINING

The objectives of training can vary, depending upon a large number of factors. The
objectives depend on the nature of the organization where training has to be
provided, the skills desired and the current skill levels. It is difficult to draw
generalizations of the objectives of training; still they can be stated as under:
1. To increase the knowledge of workers in doing specific jobs.
2. To systematically impart new skills to the human resources so that they learn
quickly.
3. To bring about change in the attitudes of the workers towards fellow workers,
supervisor and the organization.
4. To improve the overall performance of the organization.
5. To make the employees handle materials, machines and equipment
efficiently and thus to check wastage of time and resources.
6. To reduce the number of accidents by providing safety training to employees.
7. To prepare employees for higher jobs by developing advanced skills in them.
 NEEDS FOR TRAINING
Training is important, not only from the point of view of the organization, but also
for the employees. It gives them greater job security and an opportunity for career
advancement. A skill acquired through training is an asset for the organization and
the employee. The benefits of training stay for a very long time. Training can
become obsolete only when there is a complete elimination of the desired for that
skill and knowledge, which may happen because of the technological changes. In
general terms, the need for training can arise because of the following reasons:

 Changing Technology- Technology is changing at a fast pace. Be it any

industry, technological changes are changing the way in which operations
were done. Newer machines are being used for automation of the processes.
Computers have made the controls very easy. Advances in information
technology have enabled greater degree of coordination between various
business units, spread far across the globe.

 Demanding Customers- As the free markets become stronger, customers are

becoming more and more demanding. They are much more informed about
the products. They have many sources of information. Intensified
competition forces the organizations to provide better and better products and
services to them.

 Thrust on Productivity- In the competitive times, organizations cannot

afford the extravaganza of lethargy. They have to be productive in order to
survive and grow. Continuous improvement of the employees’ skills is an
essential requirement for maintaining high standards of productivity.
Productivity in the present times stems from knowledge, which has to be
relearned continuously.
 Improved motivation- Training is a source of motivation for the employees
as well. They find themselves more updated while facing the challenging
situations at job. Such skill development contributes to their career
development as well. Motivated employees have lesser turnover, providing
an organization with a stable work force, which ahs several advantages in the
long run.

 Accuracy of output- Trained workers handle their job better. They run their
machines safely. They achieve greater accuracy is whatever job they do. This
reduces accidents in the organizations. Adherence to accuracy infuses high
standards of quality in products and services.

 Better Management- Training can be used as an effective tool of planning

and control. It develops skills of the workers for future and also prepares
them for promotion. It helps them in reducing the costs of supervision,
wastages and industrial accidents. It also helps increase productivity and
quality.
 TNA (TRAINING NEED ASSESMENT)
An assessment process that serves as a diagnostic tool for determining what
training needs to take place. This survey gathers data to determine what training
needs to be developed to help individuals and the organization accomplish their
goals and objectives. This is an assessment that looks at employee and
organizational knowledge, skills, and abilities, to identify any gaps or areas of
need. Once the training needs are identified, then you need to determine/develop
objectives to be accomplished by the training. These objectives will form criteria
for measures of success and utility.

This analysis can be performed by managers who are able to observe their staff
and make recommendations for training based on performance issues or gaps
between performance and objectives. This analysis can also be performed on an
organization-wide level by Training and Development managers who survey the
organization to identify needs.

Factors that may lead to Training Needs

 Re-organization processes
 Business Process Re-engineering
 Process Improvements
 Reductions in Force
 Layoffs/Transfers/New Hires
 Staffing Changes/Promotions
 Re-locations
 New equipment/Technology
 Performance/Safety Issues
 Problems in Production/Safety
 New Systems/Procedures
 Changes in Laws/Regulations
 Succession Planning
 Career Paths/Growth
Why conduct a Training Needs Assessment/Survey?

A needs assessment/survey helps an organization achieve its goals. It reduces

gaps between employee skills and the skills required by the job and department.
The training needs assessment survey can also form the basis (benchmark) for
determining effectiveness of the training administered. You can re-administer the
training needs survey after the training was performed to see if there was an
increase in performance/skills as measured by the survey.
How do you determine where Training is needed?

You can use different sources to determine training needs:

 Needs Assessment Questionnaire
 Needs Analysis
 Employee Interviews
 Employee Opinion/Climate Surveys
 Exit Interviews
 Employee Grievances/Complaints
 Customer Returns/Calls
 Accidents & Scrap
 New Equipment / Software
 Changes in Procedures
 Re-organization
 Job Re-design
 Performance Appraisal Results
 Promotions & Terminations
 Observations
 Assessment Centres
 Employment/Skills Tests
 Focus Groups

Gathering Employee Opinions for Training Needs

Schedule a meeting with employees in a particular department or job
classification. During the meeting, gather ideas from the employees about their
needs and areas for professional development. Determine common themes and
topics.

Ask the employees to review the information gathered and determine which
areas/needs are most important to receive training.

Then determine the desired outcomes from the training to address these needs.
These outcomes could serve as measures of success (validation) of the training.
Steps in a Training Needs Assessment
1. Needs Assessment (collecting and analysing data)
2. Design (program objectives, plan, measures of success)
3. Testing (prototype the instrument and process)
4. Implementation (collection measures and update as needed)
5. Analysis & Evaluation (review feedback and data collected)

Fig: - Steps in a Training Needs Assessment

 TRAINING NEED ASSESSMENT FORM
(April’18 – Mar’19)

Name : Yengkhom Bandana Devi Designation : Clinical Instructor

Department : Nursing Employee Code : WC2444

D.O.J. : 14-08-2017

Major tasks and skill set of The current employee position How will this be
Achieved?
If yes, identify what training needs exist. Rate on a scale of 1-5 on the basis of
urgency ( 1= least urgent and 5 = most urgent

Functional/Technical Scale- 1-5 Behavioral Scale-1-5 On Job External

Training
Code Red 2 Situational Leadership 3 YES

Signature by Supervisor Signature by Employee

Date: 26/12/2018

TRAINING NEED ASSESSMENT FORM

April’18 – Mar’19)

Name : Chandralekha Pyne Designation : Nursing Supervisor

Department : Nursing Employee Code : 6147

D.O.J. : 05-03-2011

Major tasks and skill set of The current employee position How will this be
Achieved?
If yes, identify what training needs exist. Rate on a scale of 1-5 on the basis of
urgency ( 1= least urgent and 5 = most urgent

Functional/Technical Scale- 1-5 Behavioral Scale-1-5 On Job External

Training
Team Management 2 YES

Signature by Supervisor Signature by Employee

Date: 27/12/2018

TRAINING NEED ASSESSMENT FORM

April’18 – Mar’19)

Name : Hemanjali Nayak Designation : Staff Nurse

Department : Nursing Employee Code : WC2501

D.O.J. : 12-09-2017

Major tasks and skill set of The current employee position How will this be
Achieved?
If yes, identify what training needs exist. Rate on a scale of 1-5 on the basis of
urgency ( 1= least urgent and 5 = most urgent

Functional/Technical Scale- 1-5 Behavioral Scale-1-5 On Job External

Training
Prevention Of Hai 2 YES

Nabh -Jci Awareness 2 YES

Basic Course
Ipsg - Patient Safety 3 YES
Programmes

Signature by Supervisor Signature by Employee

Date: 28/12/2018
 TRAINING VS. DEVELOPMENT
Training
1. Training means learning
skills and knowledge for doing a
particular job and increases
skills required for a job.
2. Training generally imparts
specific skills to the employees.
3. Training is concerned with
maintaining and improving
current job performance. Thus,
it has a short-term perspective.
4. 4. Training is job centred in
nature.
5. The role of trainer or
supervisor is very important in
training.
Development
1. Development refers to the
growth of an employee in all
respects. It is more
concerned with shaping the
attitudes.
2. 2.Development is more
general in nature and aims
at overall growth of the
executives.
3. Development builds up
competences for future
performance and has has a
long-term perspective
.4. Development is career-
centred in nature.
5. All development is ‘self-
development’ and the
executive has to be
internally motivated for the
same.
 WHAT DOES TRAINING INCLUDE?

I observed that there are three elements of training – purpose, place and time.
Training without a purpose is useless because nothing would be achieved out of it.
The purpose must be identified carefully and now there are a large number of
techniques, to be discussed in subsequent lessons, available for establishing
training needs. After having identified the purpose of a training programme, its
place must be decided i.e. whether it has to be on the job or off the job. If off the
job, where a training programme should be. Place would decide the choice of
training method and also influence its effectiveness. The next element is the time.
Training must be provided at the right time. A late training would provide outdated
knowledge, which would be useless for the employees. The timing has also to be
specified in physical terms, i.e. which month/week of the year and at what time of
the day. This can have a lot of ramifications in terms of the cost of training and its
ultimate efficacy in achieving the desired results.
The purpose of training is to bring about improvement in the performance of the
human resources. It includes the learning of such techniques as are required for the
intelligence performance of definite tasks. It also comprehends the ability to think
clearly about problems arising out of the job and its responsibilities and to exercise
sound judgement in making decisions affecting the work. Lastly, it includes those
mental attitudes and habits, which are covered under the general term ‘morale’.
 SIGNIFICANCE OF TRAINING
Fostered by technological advances, training is essential for any human resource
development exercise in organizations in the rapidly changing times of today. It
benefits both employers and the employees, as will be discussed later. The basic
purpose of training is to develop skills and efficiency. Every organization has to
introduce systematic training programmes for its employees. This is because
trained personnel are like valuable assets of an organization, who are responsible
for its progress and stability. Training is important, as it constitutes a vital part of
managerial control. Most progressive organizations view expenditure on training
as a profitable investment. Large organizations hire a large number of persons
every year, who might not know how to perform their jobs.
The responsibility for imparting training to the employees rests with the employer.
If there is no formal training programme in an organization, the workers will try to
train themselves by trial and error or by observing others. But this process will take
a lot of time, lead to many losses by way of errors and will ultimately result in
higher costs of training. The workers may not be able to learn the best operative
methods on their own.
The following discussion highlights some of the potential benefits of training to
the employees and the employers.

(i) Faster learning of new skills -

Training helps the employers to reduce the learning time of their employees and
achieve higher standards of performance. The employees need not waste time in
learning by observing others. If a formal training programme exists in the
organization, the qualified instructors will help the newemployees to acquire the
skills and knowledge to do particular jobs quickly.

(ii) Increased productivity -

Training increases the skill of the new employee in while performing a particular
job. An increased skill level usually helps in increasing both quantity and quality
of output. Training can be of great help even to the existing employees. It helps
them to increase their level of performance on their present job assignments and
prepares them for future assignments.

(iii) Standardization of procedures -

Training can help the standardization of operating procedures, which can be learnt
by the employees. Standardization of work procedures makes high levels of
performance rule rather than exception. Employees work intelligently and make
fewer mistakes when they possess the required know-how and skills.

(iv)Lesser need for supervision -

As a generalization, it can be stated safely that trained employees need lesser

supervision. Training does not eliminate the need for supervision, but it reduces
the need for detailed and constant supervision. A well-trained employee can be
self-reliant in his/her work because s/he knows what to do and how to do. Under
such situations, close supervision might not be required.

(v) Economy of operations -

Trained personnel will be able to make better and economical use of the materials
and the equipment and reduce wastage. Also, the trained employees reduce the rate
of accidents anddamage to machinery and equipment. Such reductions can
contribute to increased cost savings and overall economy of operations.

(vi) Higher morale -

The morale of employees is increased if they are given proper training. A good
training programme moulds employees’ attitudes towards organizational activities
and generates better cooperation and greater loyalty. With the help of training,
dissatisfactions, complaints, absenteeism and turnover can also be reduced among
the employees. Thus, training helps in building an efficient and co-operative work
force.

(vii) Managerial Development -

The top management can identify the talent, who can be groomed for handling
positions of responsibility in the organizations. Newer talent increases the
productivity of the organizations. By providing opportunity for self-development,
employees put in their best effort to contribute to the growth of the organization.

TYPES OF TRAINING
1. Induction Training: This is to induct or orient a new employee in the
organization. He is introduce to his colleagues, to new set up etc. & is familiarized
with rules & regulations & other particulars. Induction training helps personal
adjustments for new employee to the new setting & to build up cordiality in the
group.

2. Job Training: This is carried out to increase the knowledge & skills of doing
the job with which the employee is related. This also helps in acquainting the
employee with specific procedures, sequences etc. Those are followed in the
organization.
 METHODS OF TRAINING
Trainers who administer training programme have great choice of methods for
imparting learning in trainees. A specific methods selected is decided by
considerations of cost, available time, number of trainee, the depth of relevant
knowledge, background of trainees & many other factors. Some of widely used
training methods are listed as below:
A. On-the-job Training Methods:

 Coaching

 Mentoring

 Job Rotation

 Job Instruction Technology

 Apprenticeship

 Understudy

B. Off-the-Job Training Methods:

 Lectures and Conferences

 Vestibule Training

 Simulation Exercises
 Sensitivity Training

 Transactional Training

IMPORTANCE OF TRAINING
 Higher performance: Training helps to improve the quantity & quality of
work output, increase knowledge, skills, & productivity of both employees
& an organization as a whole.
 Lesser learning period: It helps to reduce the learning time & cost required
reaching the acceptable level of performance. The employees need not waste
time in learning through trial or error or by observing others.
 Uniformity of procedures: Through it, the best available methods of
performing the work can be standardized & taught to all employees, which
helps to improve the quality of performance.
 Economy of materials & equipment: It helps trained employees to make
better & economical use of materials & equipment, thus wastage will be low.
Also, the rate of industrial accidents & damages to machinery & equipment
will be minimum. This in turn will lead to low cost of production per unit.
 Less supervision: It reduces the need for detailed & constant supervision of
workers by making them self-reliant in their work as they know what to do
& how to do it.
 High morale: It helps to improve the employees‟ job satisfaction, morale,
developing in them positive attitude, making them more cooperative & loyal
to the organization. It enables them to utilize & develop their full potential.
 With improvement in industrial discipline & relations, rates of absenteeism
&labour turnover are reduced.

BENEFITS OF TRAINING TO
EMPLOYEES
The employees are the ultimate link in an any organization, who carry out the
operations. Training can help them in several ways, as mentioned below:

(i) Increasing Confidence.

Training creates a feeling of confidence in the minds of employees, who feel
comfortable while handling newer challenges. It gives a feeling of safety and
security to them at the work place.

(ii) New Skills.

Training develops skills, which serves as a valuable personal asset of a worker. It
remains permanently with the worker himself.

(iii) Career advancement.

The managers can develop their skills to take up higher challenges and work in
newer job dimensions. Such an exercise leads to the career development of the
employees, who can move up the corporate hierarchy faster.
(iv) Higher Earnings.
Higher earnings are a consequence of career development. A highly trained
employee can command high salary in the job market and feel more contended.

(v) Resilience to change

In the fast changing times of today, training develops adaptability among workers.
The employees feel motivated to work under newer circumstances and they do not
feel threatened or resist any change. Such adaptability is essential for survival and
growth of an organization in the present times.

(vi) Increased Safety.

Trained workers handle the machines safely. They also know the use of various
safely devices in the factory, thus, they are less prone to accidents.
It can be concluded that in light of several benefits, training is an important activity,
which should be taken very seriously by the employees as well as the employers.
Design of a Training Programme

Identification of Training Needs

• Organizational Analysis
• Task Analysis
• Human Resource Analysis

Setting Training Objectives

Organisation of Training Programme

• Trainee and Instructor
• Period of Training
• Training Methods and Material

Evaluation of Training Results

 ESSENTIALS OF GOOD TRAINING

To sum up, the essentials of good training programmes can be stated as under:
(a) Training programme should be chalked out after identifying the training
needs or goals. It should have relevance to the job requirements.
(b) 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.
(c) It should prepare the trainees mentally before they are imparted any job
knowledge or skill.
(d) It must be conducted by well-qualified and experienced trainers.
(e) An effective training programme should emphasize both theory and
practice. It should help in acquiring knowledge and its practical
applications.
(f) It should have the support of the top management as it can greatly
influence the quality of training.
(g) Lastly, an effective training programme should be supported by a system
of critical appraisal of the outcome of the training efforts.
 INDUCTION PROGRAMME

Induction is a systematic & planned introduction of employees to their jobs, their

co-workers and the organization. It is also called Orientation. The process of
induction is carried out to help a new employee overcome his/her sense of
strangeness. It involves an introduction to the organizations policies & practices.

An Induction programme is a part of an organization’s knowledge management

process and is intended to enable the new starter to become a useful, integrated
member of the team, rather than being “thrown in at the deep end” without
understanding how to do their job or how their role fits in the rest of the company.
Good Induction programme can increase productivity and reduce short-term
turnover of staff. These programmes can also play a critical role under the
socialization to the organization in terms of performance, attitudes and
organizational commitment.

After the successful completion of this program an orientation form is filled up

and attached in the personal file of an employee. A feedback form is also given
to each employee to know their views about the Induction programme. The
Induction programme is usually conducted in every month, which lasts for 3 days,
gathering a reasonable number of new joiners.
 BENEFITS OF INDUCTION
PROGRAMME

An induction programme is an important process for bringing staff into an

organization. It provides an introduction to the working environment and the set-
up of the employee within the organization.

The process covers the employer and employee rights & the terms and conditions
of employment. As a priority the induction programme must cover any legal &
compliance requirements for working at the company and pay attention to the
health & safety of the new employee.

Internal training has been conducted in each department in a regular interval for
each employee. As per JCI norms each and every individual has to attend at least
6 hours of training in a month. Every employee gets a training card from the HR
department where they have to mention their attended trainings
(internal/external) and training duration. And these training cards need to be
submitted at the end of the every financial year because these cards are included
in the personal file of each employee through which their performances are being
evaluated.

Apart from these some training programmes are conducted in terms of Employee
wellness; for example Yoga Sessions are conducted in AGHL for the employees.
 PERFORMANCE APPRAISAL
Performance Appraisals is the assessment of individual’s performance in a
systematic way. It is a developmental tool used for all round development of the
employee and the organization. The performance is measured against such factors
as job knowledge, quality and quantity of output, initiative, leadership abilities,
supervision, dependability, co-operation, judgment, versatility and health.
Assessment should be confined to past as well as potential performance also. The
second definition is more focused on behaviours as a part of assessment because
behaviours do affect job results.
Objectives of Performance Appraisals
1. Promotions
2. Confirmations
3. Training and Development
4. Compensation reviews
5. Competency building
6. Improve communication
7. Evaluation of HR Programs
8. Feedback & Grievances
Performance Appraisal Process
1. Objectives definition of appraisal
2. Job expectations establishment
3. Design an appraisal program
4. Appraise the performance
5. Performance Interviews
6. Use data for appropriate purposes
7. Identify opportunities variables
8. Using social processes, physical processes human and computer assistance.
 SALARY
A salary is a form of payment from an employer to an employee, which may be specified in
an employment contract. It is contrasted with piece wages, where each job, hour or other unit
is paid separately, rather than on a periodic basis. From the point of view of running a business,
salary can also be viewed as the cost of acquiring and retaining human resources for running
operations, and is then termed personnel expense or salary expense. In accounting, salaries are
recorded in payroll accounts.
Salary is a fixed amount of money or compensation paid to an employee by an employer in
return for work performed. Salary is commonly paid in fixed intervals, for example, monthly
payments of one-twelfth of the annual salary.
Salary is typically determined by comparing market pay rates for people performing similar
work in similar industries in the same region. Salary is also determined by levelling the pay
rates and salary ranges established by an individual employer. Salary is also affected by the
number of people available to perform the specific job in the employer's employment locale.

NET SALARY
Net salary is the total salary one gets after all the mandatory deductions such as taxed that are
made from the total gross salary. This is the total amount that gets credited to the bank account
of the employee after all the deductions are done. Salary is the most important aspect of your
job profile. It is an indicator of your position, growth and success in the company and will, in
many cases, determine the course of your career. But what does a salary exactly constitute?
You would do well to have a clear understanding of what the terms basic, gross and net salary
mean. The word ‘salary’ originates from the Latin word 'salarium'. It was the quota of salt
given to Roman soldiers in addition to their pay.
 WHAT IS NET SALARY?
According to a recent report by a think-tank, India follows one of the highest ‘salary
confiscation’ models in the world, i.e, labour laws in India require the highest salary deductions
in the world for low wage employees. In the current cost-to-company model followed in India,
informal employees can take home their entire salary as opposed to employees in the organised
sector who “lose” a part of their earnings to various schemes such as Employees Pension
Scheme, Employees State Insurance (ESI), Provident Fund, Professional Tax and gratuity. Net
salary is the ‘take home’ salary of an employee after statutory deductions such as taxes are
made from the gross salary. Net salary is the amount an employee receives after the statutory
deductions. Net Salary is the actual amount which is credited to the bank account of an
employee. Income Tax is based on the Gross Pay of an employee.
 WHAT IS THE DIFFERENCE
BETWEEN GROSS SALARY AND NET
SALARY?
CTC or cost to company = Gross Salary+PF+ESIC+Leave Pay+Gratuity. Gross
salary includes both taxable and nontaxable income. It is, therefore, the sum of
components prior to deductions.
Gross salary may include the following:-
 Basic Salary
 Dearness Allowance
 House Rent Allowance
 Conveyance Allowance
 Medical Reimbursement Allowance
 City Compensatory Allowance
 Performance Incentives
 Leave Travel Allowance
 Food Allowance
 Any Other Allowance depending upon the company
Certain deductions are made from your salary as listed below:
 Employee PF Contribution of 12%
 Employee ESIC Contribution
 Professional Tax (state-specific)
 Income Tax
When the aforementioned deductions are made from the Gross Salary, the
remaining amount is known as Net Salary. It is the take home salary of the
employee.
Net Salary = Basic + Additions (bonuses, allowances) – Deductions.
How to Calculate Net Salary?
Employees can calculate their net salaries using a calculator, spreadsheet, or a
pencil and paper. The formula, as it were for calculating net pay is = gross pay -
deductions.
 If you calculate your net salary with the help of Excel (2003 / 2007) file, you
must first create a database comprising your basic salary.
 You should calculate home rent allowance, dearness allowance and medial
allowance. The gross salary will then be calculated as equal to Basic + HRA +
DA + MA with the formula =SUM(D2:G2).
 You should then calculate the annual salary as salary paid per month * 12, the
formula being =J2*12.
 The net salary can then be calculated as annual salary - income tax and apply the
formula =M2-M2. The following are the steps included in the calculation of net
salary.
Net Salary Calculator:
You can calculate your net salary by using several calculators available online.
You will have to enter specific details to get your net salary amount. However, you
must have a clear picture of the different components of your salary and how they
are calculated to arrive at your net salary as listed below:
Gross Salary:
You should first calculate your Gross Salary by subtracting the Employer's
contribution Provident Fund contribution(EPF) and Gratuity from Cost to
Company (CTC).
Gross Salary = Cost to Company(CTC) -Employer's PF Contribution(EPF) -
Gratuity.

Taxable Income:
You should calculate your taxable income by subtracting your Leave Travel
Allowance(LTA), Conveyance Allowance, House Rent Allowance(HRA),
Medical Insurance, Professional Tax and Tax Saving Investments, if any.
Taxable Income = Gross Salary - Employee's PF Contribution(PF) - Conveyance
Allowance - HRA - LTA - Medical Bills - Medical Insurance - Tax.

Income Tax:
You should calculate your income tax by checking the income tax slabs and rates
(2% educational cess).
Take Home Salary/Net Salary:
Take home salary or net salary is obtained by subtracting the Income Tax,
Provident Fund (PF) and Professional Tax from the Gross Salary.
Take Home Salary = Gross Salary - Income Tax - Employee's PF
Contribution(PF) - Professional Tax.
Employees should note that if their variable pay is paid quarterly, their take home
will differ in the months the variable pay is paid. As the name suggests, variable
pay differs based on several factors. The CTC includes variable pay.
Below is a table showing how to calculate net salary:

Taxable
Salary Component Amount
Amount

Basic salary 2,20,000 2,20,000

House rent allowance 60,000 36,000

Conveyance allowance 8000 0

Medical Reimbursements 9000 0

Gross salary 2,97,000 2,56,000

Medical insurance 2500

PF (12% of basic salary) 26,400

Benefit 28,900

CTC (benefit + gross salary) 3,25,900

Below is a break-up of take home salary:

Deductions Amount

Tax (10% of taxable amount) 25,600

Employee provident fund (12%

26,400
of basic salary)

Professional tax 2500

Total deduction 54,500

Gross salary 2,97,000

Net salary 2,42,500

 EMPLOYEE STATE INSURANCE
CORPORATION SCHEME
The Employee State Insurance Corporation Scheme provides members financial
protection in case of an untimely health-related eventuality. The scheme offers
medical benefits, disability benefits, maternity benefits, unemployment allowance,
etc.
In a time, when the industry was still in its nascent stage, the people of India was
still heavily dependent on a large assortment of imported goods and services. These
goods and services were provided by either the developed or developing parts of
the world. So, India being the self-dependent country it is, started developing the
working class sector so ensure that manufacturing and labour jobs remained in the
country.
A workforce was developing in the country, dedicated to ensure that industry in
India begins to grow and thrive. To ensure that these workers were protected in
terms of health and finances, the Parliament implemented the Employees’ State
Insurance Act, 1948 (ESI Act). It was the first major legislation that was meant to
garner social security for workers. The ESI Act encompasses health related
eventualities which workers are exposed to on a daily basis. This could include any
type of sickness, temporary or permanent disability, maternity, diseases contracted
from a workplace, death due to employment, and any type of injury that results in
the loss of wages or earning capacity. He ESIC Act acts as a financial safety net
for workers against these ailments.
Who are Eligible for ESI?
To come under the vast umbrella of benefits offered by the Employee State
Insurance Corporation (ESIC), an individual should meet certain criteria that has
been set by the committee. The ESI scheme is applicable to
 An individual who is employed in a non-seasonal factory that has more than 10
employees. This criteria applies under Section 2 (12) of the Act.
 With effect from 1 January 2017, the wage limit of an employee is set at
Rs.21,000 per month for him/her to come under the coverage of the ESI
scheme.
ESI Coverage:
This scheme has also been made extended to hotels, shops, cinemas and preview
theatres, restaurants, newspaper establishments, and road-motor transport
undertakings. This scheme has also been extended to the Private Educational and
Medical institutions that have employed 10 or more people. This is applicable in
certain states and union territories only.
The ESI scheme has been implemented are-wise throughout the country. This
scheme has been implemented in stages in every state in India except Arunachal
Pradesh and Manipur. The scheme has also been enacted in all union territories
except for Daman and Diu, Dadra and Nagar, and Lakshadweep Islands.
The ESI scheme has been notified in a total of 325 complete districts out of a
total of 393 districts. Out of these notified districts, 89 districts implemented the
scheme partially.

Coverage (as on 31 March 2016) Particulars

No of Employees 1.89 crore

No. of Insured Person Family

2.13 crore
Members

Total No. of Beneficiaries 8.28 crore

No. of Employers, etc. 7.83 lakh

No. of Insured Women 3.78 lakh

 Coverage (as on 31 March 2017) Particulars

Total No. of Beneficiaries 12.37 crore

No. of Insured Person Family

3.19 crore
Members

Key Features and Benefits of ESI:

There are a number of attractive features and benefits that are offered by
the Employee State Insurance Corporation. Not only does it provide medical
benefits but it also comes with a level of financial security in times of financial
hardship like unemployment, etc. Some of these are listed below:
 Medical Benefits: The Employee State Insurance Corporation takes care of an

individual's medical expenses by providing reasonable medical care. This cover

comes into effect from day one of the individual's employment.
 Disability Benefit: In case an employee is disabled, ESIC ensures that the

employee is paid their monthly wages for the period of the injury in case of a
temporary disablement or for the remainder of the employee's life in case of a
permanent disablement.
 Maternity Benefit: ESIC helps an employee welcome their baby to a household

which has been showered with benefits. ESIC provides a total of 100% of the
average daily wages for a period of to 26 weeks from the time of going into labor
and 6 weeks in case of a miscarriage. 12 weeks of pay is provided in the case of
an adoption.
 Sickness Benefit: ESIC ensures that there is a flow of cash coming into the

employee's household during medical leave. 70% of the average daily wages of
an employee is paid during medical leave for a maximum period of 91 days in
two successive benefit periods.
 Unemployment Allowance: ESI provides a monthly cash allowance for a
maximum period of 24 months in case of permanent invalidity due to a non-
employment injury or due to involuntary loss of employment.
 Dependent's Benefit: In case the employee meets with an untimely death due to

an injury at the place of employment, ESIC will provide monthly payments

apportioned among the surviving dependents.
Other benefits that are offered with ESI are:
 Confinement Expenses
 Funeral Expenses
 Physical Rehabilitation
 Vocational Training
 Skill Upgradation Training under Rajiv Gandhi Shramik Kalyan Yojana
(RGSKY)

When is ESI registration required?

When a company employs 10 or more employees, it is mandatory for that company
or any other entity to with the ESIC. An employee who earns less than Rs.21,000
per month contributes 1.75% of his/her salary towards the ESI where as the
employer pays 4.75% towards the ESI making a total of 6.5%. The company or
establishment can apply for an ESI registration within 15 days from the time the
ESI Act becomes applicable to that company or establishment.

Documents Required for ESI Registration:

The following documents are needed when registering a company or establishment
with ESIC:
 Certificate of Registration (in case of a private limited company) of the company
or establishment
 License or a registration certificate which can be obtained under the Shops and
Establishment Act or the Factories Act
 Certificate of Registration for every entity and for the commencement of
production of factories
 Detailed list of employees along with their monthly compensation
 List of partners, shareholders, and directors of the company or establishment
 The company's bank statements along with sufficient evidence about the
commencement of operations
 Address proof and PAN Card of the business establishment or company

Procedure for ESI Registration:

An individual should follow the procedure listed below to initiate the ESI
Registration of a company or establishment:
 The company can apply for ESI registration by duly filling up and submitting the
Employer's Registration Form (Form-1).
 The employee can also access the PDF format of the form that is available on the

website. Dully fill up the form and submit the same to ESIC on the official
website.
 Once the application and documents have been verified, a 17 digit registration

number will be provided to the organisation. Once the company or organisation

has received their 17 digit number, they can file their ESI filings.
 Employees who are registered under the ESI scheme will receive an ESI card

after they have submitted a form along with their photographs as well as details
about their family members.
 Any new changes like the additions of employees, etc. will have to be intimated

to the ESI.
Documents required for ESI Returns are listed below:
 Register for Form 6
 Attendance register
 Inspection book
 Register of wages
 Register of any accidents on the premises
 Returns and monthly challans submitted for ESI
 Employees' State Insurance Act, 1948:
The Employees' State Insurance is a social security scheme that is aimed at
delivering medical care and other benefits available to the employees and workers
employed in factories, organisations, and other establishments. The ESI scheme
works as a for a worker/employee and their family members. There are a large
number of ESI hospitals, specialist centers, dispensaries, and clinics that provide
the state of the art medical care to those who come under the ESI Act. Apart from
medical benefits, the employee or worker will be entitled to financial benefits as
well.

Do's and Don’ts of ESI Scheme:

There are certain things that an employee has to follow to ensure that their run in
the ESIC family goes smoothly.
Some of the things to keep in mind are:
 Pehchan Card acts as an employee's visa to their social security so it should be
protected from theft or damage.
 An individual should ensure that they report a lost card to their Branch Office or
Dispensary immediately.
 If an employee or worker who has an ESI Registration Number switches jobs,
they should inform the new employer of the same.
 There are certain benefits which are provided based on the length of their
contribution. So if the employee or worker switches jobs and registers themselves
using the same ESIC number, the benefits which are related will be awarded to
the employee.
 Referral procedures should be taken seriously.
 Follow the doctor’s instructions carefully.
 The employee or worker should ensure that they get their Form 105 signed by
their employer in case the employee wishes to go on an outstation journey. This
helps in case the employee or worker needs to avail ESI facilities in another
region.
 Ensure that you do not make these mistakes:
 The employee or worker should ensure that a non-eligible individual is not added
to the employee's Declaration Form for the purpose of availing medical attention.
 It is important that the Pehchan Card is not defaced or tampered with in any way.
 The employee or worker should ensure that they do not lend their Pehchan Card
to anyone.
 The employee or worker should not fake an injury or illness for the sole purpose
of claiming benefits.
 Do not procure a fake or forged certification from a doctor.
 Touts should never be approached for favors.
 The employee or worker should ensure that they do not pay for an ESIC form as
these are supplied for free at the Branch Office.
 The employee or worker should add or delete a family member in their
declaration in case of a birth or death in the family respectively.
 FAQs ABOUT ESIC
1. What is the procedure for the registration of an employer?
When an individual joins the company or organization, the employee is mandated
to provide their family details along with valid photographs to the employer so
that the employer can register the employee and his/her family members online.
Once the registration process is completed, a 17 digit employee number will be
provided which has to be used throughout the lifetime of the insured. This
number should be consistently used even if the employee changes his/her place
of employment.
2. Is it mandatory for employers to register under the ESI?
Yes. It is mandatory that an employer who falls within the eligibility bracket of
the ESI scheme to register themselves under the ESI scheme under Section 2-A
of the Employees’ State Insurance Act, 1948 (ESI Act). The factory, company or
establishment should be registered with the ESIC within 15 days from the time
the organization is cleared for registration.
3. What are compliance requirements?
o An individual who is employed in a non-seasonal factory that has more than 10
employees. This criteria applies under Section 2 (12) of the Act.
o With effect from 1 January 2017, the wage limit of an employee is set at
Rs.21,000 per month for him/her to come under the coverage of the ESI
scheme.
4. Are the benefits that are granted to the insured employees transferable?
In case of the untimely death of the insured employee due to an injury or disease
contracted from the work environment, the benefit that the employee is entitled
too is passed on to the insured’s dependents.
5. What is the ESI Code number?
An ESI Code number is a unique 17-digit identification number that is allotted
to every employee of a factory or organization that is registered under the
coverage of the Act. This 17 digit number is generated using the ESIC portal after
the employer has submitted their employee’s information.
6. Is it possible for an establishment or factory which was once covered go out
of coverage if the number of persons employed by them falls below the
minimum limit prescribed?
 Once a company, factory or organization comes under the coverage of the Act, it
reaps the benefits of the Act for life. The company or organization does not fall
out of coverage if the number of employees reduce or any other reason.
7. If wages of an employee exceeds Rs.21,000 in a month, will he/she be covered
and the deduction of the contribution from his wages be stopped?
If the wages of an employee exceed Rs.21,000 in a month, then he/she will be
covered till the end of the contribution period. Contribution shall be deducted
and paid depending on the total wages that have been earned by the employee.
8. Is the over-time done by the employee included for the wage ceiling limit for
coverage?
Overtime has been excluded from being considered when calculating the wages
of an employee. Overtime is not a continuous mode of earning money. If
overtime is considered, the employee will float in and out of the coverage limit
and this will deprive the employee of any benefits that they might be eligible for.
9. What is the time limit for the payment of contribution?
Any and all contributions should be made within 21 days from the last day of the
month.
10. What is mode of payment of the contributions?
The employer of a company or organization will have to file their monthly
contributions on the official ESIC portal and this should be done every month.
Contributions can also be made through net banking.
11. Is there any interest on the delayed payment?
An individual who fails to make a pay their contribution in the given time period
will have to pay an interest of 12% per annum for each day that the individual
has defaulted on their payment.
12. What are the records that are to be maintained for the purpose of the
ESI scheme?
Along with an employee’s wage record, muster roll, and books of accounts, the
employer will have to maintain the following as well:
o An inspection book
o Accident register in Form 11
o Employer will have to maintain an employee’s register
13. What is the scale of the Medical Benefit?
 Full range surgical, medical, and obstetric treatment which consists of out-door
treatment, supply of all dressings and drugs, in-patient treatment, radiological
and pathological investigations, pre and post-natal care, ambulance services,
super specialty consultation and treatment, provision of artificial appliances, etc.
14. What is an identity card?
Once registered under the scheme, the employer will have to print out the
temporary identity certificate and affix a valid photograph that has been provided
by the employee. The employer will have to authenticate the same.
15. What is the Rajiv Gandhi Shramik Kalyan Yojana?
The Rajiv Gandhi Shramik Kalyan Yojana scheme acts as a safety net for an
insured individual. If the factory or establishment where the insured works is
closed for any particular reason, the insured will be entitled to an unemployment
allowance that is paid every month. This is applicable if the individual has been
insured for at least 3 years of unemployment. This scheme also covers the insured
in case of an injury that leads to the insured's unemployment.
16. What are the benefits that the family members of the insured are entitled
to?
The benefits that are made available to the family members of the insured are:
o Family members of the insured can avail medical care whenever needed.
o This medical benefit will be available for the insured's family members even
during the insured's period of unemployment where he/she receives
unemployment allowance.
o Family members will also be entitled to prosthetics like artificial limbs, and
artificial appliances as part of their medical treatment.
o The family of the insured can have funeral expenses of the deceased employee
reimbursed to them.
o Any and all benefits will be paid to the nominee at the time of the insured's
death.
o If the insured employee meets with an untimely death due to a work related
injury, the insured's widow/widower, and children will be entitled to the
insured's benefits.
17. What are the establishments that are covered under ESI?
As per the notification that has been issued by the Government (Central/State)
that is concerned under Section 1(5) of the ESI Act, establishments that employ
10 or more individuals will come under the umbrella of benefits offered by the
 ESI scheme. There are some states in India where the ESI coverage is granted to
organisations that employ 20 or more employees.
o Restaurants and hotels that are not involved with manufacturing but are only
actively engaged in sales
o Shops
o News paper establishments (should not be covered under Section 2(21) as a
factory)
o Road Motor Transport Establishments
o Movie theaters including preview theaters
o Private educational institutions that are run by trustees, individuals, societies or
any other type of organization
o Private medical institutions that are run by joint sector, corporates, charitable
trusts, private ownership hospitals, diagnostic centers, nursing homes,
pathological labs, etc.
18. Who are the individuals who are termed as principal employers?
If the individual is employed in a factory:
o Occupier
o Owner
o Legal representative of the deceased occupier or owner
o Managing agent of the occupier or owner
o Manager of the factory
ln case the organisation, factory or establishment is under the control of the
Government of India:
o Head of the Department
o The Specified Authority
In the case of other organisations or establishments, individuals who are
responsible for the control and supervision of the establishment.
19. Who are the individuals to be covered as “Employees”?
o If the individual is an employee who is employed directly by the employer or
is employed in any department of the factory or establishment, in
administration, sales, distribution, etc. of products of the establishment or
factory.
o Employed within the premises for work that needs to be done in the
establishment or factory.
o By employees of the immediate employer
 o Employed outside the premises for work that needs to be done in the
establishment or factory under the supervision of a principal employer.
o Employed by the directors of the company
o Employees who are lent for hire to the principal employer at the establishment
or factory.
20. What is the maximum time limit for the payment of a benefit or
contribution?
Any contribution or benefit shall be paid by the bank to the employee after his/her
case has been analysed and approved. This payment should be made within 21
days from the last day of the month when the contribution should be made for
any given wage period.
 GRATUITY
Gratuity is a benefit which is payable under the Payment of Gratuity Act 1972. Gratuity is the
sum of money paid by an employer to an employee for his/her rendered services to the
organisation for the tenure of his/her services. Out of the several components that make up the
gross salary of a salaried individual, gratuity is one. Gratuity is a benefit payable under the
Payment of Gratuity Act passed in the year 1972.

What is Meant by Gratuity?

Gratuity is a sum of money paid by an employer to an employee for services rendered in the
company. However, gratuity is paid only to employees who complete 5 or more years with the
company. It can be understood as a form of tip paid by employer to the employee for services
offered in the company. Since tips are a function of culture, various countries have various
gratuity limits that are doled out by employers.

How does Gratuity Payment Work?

An employer may offer gratuity to his/her employees from his/her own pocket or may take a
group gratuity plan with an insurance provider. Annual contributions are then paid by the
employer to the insurance provider for this. The employee too can contribute to his/her gratuity
amount. The gratuity paid by the insurance company is based on the clauses in the group
insurance scheme.
Payment of Gratuity Act, 1972:
The payment of Gratuity Act was passed in the year 1972 and covers employees engaged in
mines, factories, oil fields, plantations, companies, ports and other such establishments which
have more than ten employees. The gratuity amount unlike provident fund is totally paid by
the employer without any contribution from the employee.

Eligibility Criteria for Gratuity Payment:

Following are the few instances when you will be eligible to receive gratuity.
1. An employee should be eligible for superannuation
2. An employee retires
3. An employee resigns after working for 5 years with a single employer
4. An employee passes away or suffers disability due to illness or accident
Formula for Calculation of Gratuity Amount:
Listed below are the components that go into calculation of gratuity amount. The amount is
also dependent upon the number of years served in the company and the last drawn salary.
If,
N = number of years of service in a company
B = last drawn basic salary plus DA
then,

Gratuity = N*B*15/26
Example of Gratuity Calculation:
For example, if Amit is an engineer who has worked with SF Company for 20 years of service
and had Rs.25,000 as his last drawn basic plus DA amount, then,
Gratuity Amount for Amit = 20*25,000*15/26 = Rs.2,88,461.54
However, an employer can choose to pay more gratuity to an employee (since it is a form of
tip as mentioned in the beginning) but then the amount as restricted by the Gratuity Act cannot
exceed more than Rs.10 lac. Anything above the amount Rs.10 lac is known as ex-gratia which
is a voluntary contribution and not something compulsorily imposed by the law.
Also, for the number of months in the last year of employment, anything above 6 months is
rounded off to the next number while anything below 6 months in the last year of employment
is rounded off to the previous lower number. So, a job held for 6 years 7 months will fetch you
gratuity amount for 7 years while that held for 6 years and 4 months will fetch you gratuity
amount for 6 years.

Calculation of gratuity for the employees who are not covered under
the Gratuity Act:
When it comes to paying gratuity to an employee, an employer is not restricted by the law even
if the organisation is not covered under the Gratuity Act. The gratuity amount which is payable
to the employee is calculated on the basis of half month’s salary for each complete year of
service. Salary, in this case, is calculated including basic pay, commission on sales, and
dearness allowance.

Formula for Gratuity calculation:

The following formula is considered for the calculation of gratuity amount for employees who
are not covered under the Gratuity Act:
Gratuity Amount = (15 * Last drawn salary amount * period of service) / 30
Example:
Mr. X is an employee of ABC Pvt. Ltd. which is not covered under the Gratuity Act. The last
basic salary that he has drawn is Rs.50,000 per month. He has been working in the organisation
for 10 years and 8 months. Thus, the gratuity amount for Mr. X will be as follows:
Gratuity Amount: (15 * 50,000 * 11) / 30 = Rs.2.75 lakh.
The period of service of an employee is taken as a whole year for the calculation. In case the
number of months worked in the last year is less than 6 months, the previous number of
completed years is considered. However, if the number of months completed in the last year
of service is more than 6 months, the year is considered to be a full year for the purpose of
calculation. In this case, Mr. A has worked for 10 years and 8 months. Thus, his working tenure
has been considered as 11 years. If the service period had been 10 years and 4 months (or
anything less than 6 months), the number of years of service would have been considered as
10 years only.
As per the rules recorded on the pensioner’s portal of the government, the amount of gratuity
at the time of retirement is calculated as follows:
Gratuity Amount is equal to one-fourth of the last-drawn basic salary of an employee for each
completed six-month period. The retirement gratuity amount which is payable is 16 times of
the basic salary. However, it is subject to a cap of Rs.20 lakh.
Calculation of gratuity in case of death of an employee:
In case of death of an employee, the gratuity benefits are calculated on the basis of the tenure
of service of the employee. The amount is, however, subject to a maximum of Rs.20 lakh. The
following table shows the rates at which the gratuity will be payable in case of death of an
employee:

Tenure of service Amount payable towards gratuity

Less than a year 2 * basis salary

1 year or more but less than

6 * basic salary
5 years

5 years or more but less

12 * basic salary
than 11 years

11 years or more but less

20 * basic salary
than 20 years

Half of the basic salary for each completed six-monthly

20 years or more period. However, it is subject to a maximum of 33 times
of the basic salary.

Taxation Process of Gratuity:

The taxation process for gratuity depends upon the employee who is receiving the gratuity
amount. Two standard cases arise for the calculation of tax on gratuity:
1. Government Employee Receiving Gratuity Amount:
In case any employee under the state government, central government or local authority
receives gratuity amount than the amount is fully exempt from Income Tax.
2. Any Other Salaried Individual Receiving Gratuity Amount from an Employer who is
Covered by Payment of Gratuity Act:
In case of gratuity received by any employee whose employer is covered under the Gratuity
Act, the following amount is exempt from tax.
 15 days salary as per the last drawn salary of the individual
3. Any Other Salaried Individual Receiving Gratuity Amount from an Employer who is
not Covered by Payment of Gratuity Act:
In such a case the least of the following three amounts is exempt from tax.
 Rs.10,00,000
 Gratuity actually received by employee
 Half month's salary for every year of service that the employee has completed with the
employer

Gratuity Rules
Forfeiture of Gratuity
According to the Payment of Gratuity Act of 1972, an employer holds the right to forfeit their
gratuity payment, either wholly or partially despite the employee having completed 5 and more
years of service in a company. The only situation where this works is when the employee has
been terminated due to disorderly conduct wherein, he/she tries to physically harm individuals
during his/her employment.
Timeline for Gratuity payment
There are three steps involved regarding gratuity payment. These include:
 Initiation: An individual or a person authorised must send in an application to an employer
regarding the gratuity he/she is owed by a company.
 Acknowledgement and calculation: As soon as the application is received, the company
which owes gratuity will calculate the amount and also provides a notice of the same to the
individual and the controlling authority with the amount specified.
 Disbursal: The employer, having sent the acknowledgement, has a time period of 30 days to
pay the gratuity amount to the individual.
Tax exemptions on gratuity for Assessment Year 2016-17
Based on the policy changes made during the 2016 budget, here’s what gratuity laws looks
like:
 According to Article 10 (10) in the Income Tax Act, any gratuity received by government
employees, apart from statutory corporations, is fully exempt of tax.
 According to Article 10 (10) ii of the Income Tax Act, death and retirement gratuity
receivable by an employee covered under Gratuity Act 1972 is the least amount of the
following that is exempt from tax:
 (*15/26) X Last drawn salary** X completed year of service or part thereof in excess of 6
months.
 Rs.10 lakhs.
 Gratuity amount that is actually received.
* 7 days in case an individual is an employee of a seasonal establishment.
** Salary amounts to the total salary received by an employee including Dearness Allowance
and excluding any other benefits like bonus, HRA, commission, and any other such perquisites.
 According to Article 10 (10) iii of the Income Tax Act, exemption for gratuity amount
received by individuals who are not covered under Gratuity Act of 1974 are as follows:
 Half month’s Average Salary* X Completed years of service
 Rs. 10,00,000 3. Gratuity actually received.
*Average salary = Average Salary of last 10 months immediately preceding the month of
retirement ** Salary = Basic Pay + Dearness Allowance (to the extent it forms part of
retirement benefits)+ turnover based commission
Few Significant Points about Gratuity:
Following are some of the most prominent points about payment of gratuity by an employer
to an employee.
 An employee can receive a gratuity amount higher than Rs.10,00,000 from his/her employer,
the exemption for tax in this case will be calculated as per the points listed above under
taxation.
 In the recent Interim Budget of 2019, interim finance minister, Mr. Piyush Goyal announced
that the existing tax-free gratuity limit will be increased to Rs.30 lakh.
 The employer has the right to reject payment of gratuity to an employee if he/she has been
asked to leave his/her job owing to any misconduct.
 In case of death of the employee, the nominee or heir of the employee is paid the gratuity
amount. The taxation for this is calculated for the receiver under the head – income from
other sources.
 FAQs ABOUT GRATUITY IN INDIA
1. If I resign from a company after 4.5 years of service, am I eligible for gratuity?
No, you have to serve at least 5 years in a company to get gratuity payment. A Madras High
Court ruling held that you can avail gratuity if you have completed 240 days of service in
the fifth year. It is best to check with the HR of your company about this. However, if
someone dies while in service, the gratuity amount will be paid to their legal heir even if
they have not completed 5 years of service. In addition, the amount received by a
nominee/heir will not be taxed.
2. I am a contract employee in a company. Will I get gratuity if I resign or retire after 5
years?
If you are on the company rolls and are considered an employee of the company, then you
will receive gratuity. However, if you are under a contractor that is separate from the
company then the gratuity should come from the contractor and not the company.
3. What kind of employees does the Gratuity Act, 1972 cover?
Payment of Gratuity Act, 1972, applies to employees of factories, mines, oilfields,
plantations, ports, railway companies, shops or other establishments related to them. All
kinds of government jobs have also been included under the purview of this act. It is
applicable in all states of India except Jammu and Kashmir.
4. Is there any difference in calculation of gratuity for employees who are not covered
under the Gratuity Act?
Even if you are not covered by the Gratuity Act, your employer may pay you gratuity. The
calculation for this is: Gratuity = Average salary (basic + DA) * ½ * Number of service
years. In this case, the service years are not rounded off to the next number. So if you have
a service of 12 years and 10 months, you get gratuity for 12 years and not 13 years.
5. Is there a cap to the amount I can receive as gratuity?
Yes. A company cannot pay you more than Rs. 10 lakh as gratuity, irrespective of the number
of years you have completed. This limit is also applicable to gratuity you can receive from
different employers during your lifetime. If your company wishes to pay you more money,
they can title it under ex-gratia or bonus.
6. How do I nominate someone to receive my gratuity in case of my death?
To nominate one or more heirs for your gratuity amount, you need to fill in Form F when
joining a company.
7. How many days will it take for the employer to remit the gratuity amount?
Usually, gratuity is released along with or just before/after your full and final settlement is
done. The government mandates employers to pay the amount within 30 days. If there is any
delay in payment, the employer has to pay a simple interest on the amount from the due date
until the date when payment is made.
 Employment Recordkeeping Audit
Checklist
Each employer may have its own unique employment record maintenance
practices. Personnel records can be maintained in paper form, scanned, or
completed and maintained electronically. This checklist is meant to audit an overall
employee recordkeeping system, and not individual file components.

Electronic storage system (if applicable)

Does the recordkeeping system have reasonable controls to ensure the

integrity, accuracy, authenticity and reliability of the records kept in electronic
form?

Are the electronic records maintained in reasonable order, in a safe and

accessible place and in a way which they may be readily inspected or
examined?

Can the electronic records be readily converted into legible and readable paper
copy as needed?

Are regular evaluations of the electronic recordkeeping system conducted to

ensure the technology is sufficient and not obsolete?

Are paper copies retained for records that cannot be clearly, accurately or
completely transferred to an electronic recordkeeping system?

Is there a written policy regarding the electronic recordkeeping system that

includes clear parameters regarding access to electronic records?
 Are there security and password protections to ensure access is provided only
to those with a need to know?

Is there a backup system in place to ensure data are not lost?

Is there a secondary backup system off-site in the event both the software and
its backup are destroyed?

Is training provided to authorized users on how to properly use and protect

information in the electronic recordkeeping system?

Employee files

Are files maintained in a locked and secure cabinet, or have proper

electronic security features been developed?

Have all documents that contain sensitive/confidential information such as

social security numbers been removed from the personnel file?

Are personnel files organized in a logical manner so that information is

easy to find?

Is there a policy regarding employee access to personnel files in

compliance with state law?

Are individual files audited internally for compliance on a regular

schedule?
Medical files
 Are records containing employee medical information kept separate from
employee personnel files?

Is employee medical information securely stored with limited access?

I-9 forms

Are I-9 forms and relevant documentation kept separate from employee
personnel files?

Are I-9 forms securely stored with limited access?

Are I-9 forms audited internally on an established schedule?

EEO records

Are equal employment opportunity (EEO) data records maintained separately

from personnel files and used only for reporting purposes such as for an
affirmative action program (AAP), EEO-1 reporting and internal diversity
tracking?

Are EEO records securely stored with limited access?

Terminated employee files

Are terminated files securely stored with limited access?

Is there a regular (monthly or quarterly) disposal plan for documents that have
exceeded record retention requirements?
 Are records that have met or exceeded record retention requirements disposed
of via shredding, burning or fully destroying these records prior to disposal?

Are files related to a current or potential lawsuit maintained by legal counsel

or otherwise marked to be exempted from any disposal process until after the
suit is closed?

Is there a written record retention and destruction policy and procedure?

* If insufficiencies are found, immediate follow-up is done, to ensure the

sufficiency in the files.
Registration number

MCI Verification
All Credentials

FOLLOW UP 1

FOLLOW UP 2
Aadhar Card

PHONE NO.
Agreement
Identimity
Name

PAN
CV

Biplab ghosh 57374 YES YES YES NO YES YES YES 7044089374
Chandrima Dasgupta 51846 YES YES NO NO NO YES YES 9830712463 Wrong Number (Satyabrata) In OT, Call after 2 hours (Sayantan) 11:20 HRS
Atanu Kumar Dutta 63146 NO NO NO NO NO YES YES NOT FOUND
Barnali Chowdhury 67823 YES YES YES YES YES YES NO 9038729853 , 8335030295
Biswanath Mukhopadhyay 36121 Certificate Not Found
YES NO NO NO NO YES YES 9433020426 Asked for Email Id; Email Id sent via message (Sayantan)
Sandip Roy 48775 Certificate Not Found
YES NO NO NO NO YES YES 9088023990 Number Invalid (Satyabrata)
Saurabhi Das 80011 Certificate not Found
YES YES YES YES NO YES NO 9163095363
Sugata Pal 50014 NO NO NO NO YES YES NO NOT FOUND
Susrut Bandyopadhy 47426 YES NO NO NO NO YES NO 9831079453 Requested Email; Email Id Sent (Sayantan) 11:42 HRS
Subhash Chandra Biswas 42133 YES YES NO NO YES YES YES 9830441302 Not Responded (Satyabrata) 11 : 42 HRS Not Responded (Satyabrata) 11 : 46 HRS
Aradhana Jaggi Certificate Not Found YES NO YES NO YES NO YES 9007067855 Not Responded (Sayantan) 11:45 HRS
Abhijit Chatterjee Certificate Not Found YES YES NO NO NO NO YES 9832999860 Number Invalid (Satyabrata; Sayantan) 11 : 50HRS
Ankush Bansal 2678 YES NO YES YES YES NO NO 9831514886 Requested Email; Email Id Sent (Sayantan) 11:52 HRS
Angshuman Mukhopadhyay Certificate Not Found NO NO NO NO NO NO YES NOT FOUND
Ashoke Kumar Roy 36568 YES YES NO NO YES YES YES 9830177119 Not Responded (Satyabrata) 11 : 55 HRS Requested Email; Email Id Sent (Sayantan) 12:15 HRS
Aditi Deb 56087 YES YES NO NO NO YES YES 9831253915 Requested Email; Email Id Sent (Satyabrata) 12:25 HRS
Aratrika Das Certificate Not Found YES NO NO NO NO NO YES 9830204027 Requested Email; Email Id Sent (Sayantan) 12:26 HRS
Suklayan Purakayasta Certificate Not Found NO NO NO NO NO NO YES NOT FOUND
Barin Roy Chowdhury Certificate Not Found NO NO NO NO NO NO YES NOT FOUND
Abir Banerjee 46052 YES YES NO NO YES YES YES 9903808491 Not Responded (Satyabrata) 12 : 27 HRS Not Responded (Sayantan) 12 : 30 HRS

Fig. – Follow-up for required documents

 EMPLOYEE ENGAGEMENT
PROGRAMME AT AMRI HOSPITAL
1. MOTIVATIONAL MOVIES: - AMRI hospital has policy of organizing
motivational movie shows monthly in auditorium . Every movie has got
different knowledge aspects to motivate the employees for effective work
doing in the organization.
2. TEAM BUILDING GAME - Team building game was organized on 8th
February 2019 at auditorium. An intra-departmental groups were formed to
facilitate ice-breaking session and leadership skills. This programme has also
helped employees to think out of the box and being creative in day-to-day
functions and problem solving.
3. WOMEN’S DAY: - The programme was organized by HR department for
celebrating special International Women’s Day.
4. BIRTHDAY CELEBRATIONS : - Birthday of each and every employees
are celebrated in AMRI hospitals.
5. FESTIVALS – Various festivals are celebrated in AMRI hospitals. All take
part in these celebration all take part irrespective of religions they belong.
 REWARDS AND RECOGNITION
Employee rewards and recognition system is not just a positive thing to do with
people but communicating it effectively is an efficient tool in encouraging them to
create and bring business for you. Treating your employees like your assets and
maintaining harmonious relationships with them does not only yield business in
present but also an effective strategy for future. Employers and management need
to be pro-active to develop a talented and dedicated workforce that can take you to
your goals.

Fulfilling employees’ needs, recognizing their efforts and presenting them with
monetary and non-monetary rewards help you create a right workforce for your
organization that can be your partner in success. Recognition of their efforts and
boosting their morale results in increased productivity and decreased attrition rate.
It is a proven fact that the motivated and dedicated workforce can change the fate
of a company.

Establishing and implementing a reward system needs careful analysis of the

company policies and procedures. Deciding how to recognize employees’ efforts
and what to provide them requires thorough analysis of responsibilities and risks
involved in a particular job. Reward system of an organization should also be in
alignment with its goals, mission and vision. Depending upon the job profile, both
monetary and non-monetary rewards can encourage employees to contribute more
to the organization.
 Monetary Rewards: A raise in salary, incentives, movie tickets, vacation
trips, monetary allowances on special occasions, redeemable coupons, cash
bonuses, gift certificates, stock awards, free or discounted health check-ups
for the entire family and school/tuition fees for employees’ children fall in
this category. While designing company policies for monetary rewards,
management should make sure that benefits should be as broad-based as
possible. It requires sound planning and effective implementation.
 Non-monetary Rewards: Non-monetary rewards may include trophies,
certificates, letters of appreciation, dinner with boss, redecoration of
employee cabin, membership of recreation clubs, perks, use of company
facilities, suggestion awards, tie-pins, brooches, diaries, promotion, say in
management, etc.
 CONCLUSION

At the end, I like to say that HR professional is having a big responsibility to hire
a best person from the available talent pool. At the same time, one needs to be
cost conscious. The basic concern of Human resource management of AMRI
HOSPITAL is not merely up gradation of skills, but to take care of the wholesome
change in the environment the velocity of the technology revolution, the rate of
obsolesce , the magnitude of information explosion and the organizational
dynamics. The greatest challenge for the HR is to bring about a reconciliation of
individuals organizational and societal interests. As the globalization process is
progressing at a breakneck speed, HRM must be consistent with the newly
emerging techno-economic and socio-cultural scenario.
Like any other private undertaking, profit generation is an equally significant
errand towards achieving their goal. And this depends on how effectively, the
human Resource is utilized. In a nutshell, to achieve ultimate fortitude, services
must be available in the right form, at the right time, at the right place, by the right
people & in the right manner, which would implore the people to obtain the
possession. The very existence of the hospital lies in this process.
A review of minute procedures & systems and a simultaneous amendment in the
areas of deficiency would seal the loopholes and make AMRI HOSPITAL, attain
the highest position of quality.
Here at Apollo, we give employee engagement its due importance and make sure
that all employees are both satisfied & engaged with their jobs. A number of
employee engagement activities are carried on throughout the year involving all
employees from all development & all categories.
The Cultural programmers help the employees to be stress as well as keep up the
Apollo & the Eastern Region Culture.
The educational programmed are not only motivating, but increase the gamut of
knowledge of the employee that they can use both professionally & personally.
This knowledge may help them be better professionals as well as human beings
& help them take care of themselves & their families.
 METHODOLOGY

Training Duration – 26th December, 2018 to 26th March, 2019.

Timing – 9:30 to 18:30 (Onwards).
Research Area – Data collection and Analysis & Overview of the hospital and
HRM&D Department.
Method of data collection – There are two major data collection method. Those
are primary data and secondary data.

 Primary Data – The methodology of my project is clearly based on -

o Personal Observation.
o Analysis of the collected data.
o Training in HRM&D Department.
 Secondary Data – The secondary data is collected from –
o Information gathered from Hospital Website.
o Information gathered from various other online site.
o Hospital Guide Book.
o Books referred by MAKAUT.
 BIBLIOGRAPHY
 https://en.wikipedia.org/wiki/Human_resource_management
 https://en.wikipedia.org/wiki/Personnel_selection
 https://www.glassdoor.co.in/Salary/Wikimedia-Foundation-Salaries-
E38331.htm?countryRedirect=true
 https://en.wikipedia.org/wiki/Recruitment
 https://www.amrihospitals.in/doctors-details
 https://www.amrihospitals.in/blog
 https://www.google.com/search?q=pictures+of+recruitment&rlz=1C1AZ
AA_enIN746IN746&tbm=isch&source=iu&ictx=1&fir=lrIQf1gkg2lcgM
%253A%252Cpeq5BiaN8OjLiM%252C_&vet=1&usg=AI4_-
kRzXbst3D9U8puYrJ2nyYx425TVYg&sa=X&ved=2ahUKEwim2pDF2
pviAhVKtY8KHVHBB-
0Q9QEwB3oECAcQEg#imgrc=lrIQf1gkg2lcgM:
 https://drive.google.com/drive/u/0/folders/1wB1Rb_tRXl971cnj3eguL92
wxnf8Owyd
 https://drive.google.com/drive/u/0/folders/1d2U-
0oTSUjDHJe_ew6dcrKexxFiv5K2M
 https://drive.google.com/drive/u/0/folders/1dy6v4hsfUkSK14ErteJrqAeR
AXZk0XTU
 Leaflets available in the hospital.

 Photographs taken in the hospital.

 Photographs taken from internet.

 Microsoft Word & Excel.

 Google Spreadsheet.
 SPECIAL THANKS TO –
 MS. Debotri Das – Senior Executive, Training & Development, AMRI.
 MS. Geethamma Jolly – Nursing Superintendant, AMRI Mukundapur.
 MS. Bandana Yengkhom – Clinical Instructor, AMRI Mukundapur.
 MS. Chandralekha Pyne – Nursing Supervisor, AMRI Mukundapur.
 MS. Priyanka Saha – PGDM(Human Resource), DAITM
 Mr. Kushal Ghosh – BBM(Hospital Management), PGIHA
 Mr. Raja Debnath - BBM(Hospital Management), DAITM
 MS. Debjani Roy - BBM(Hospital Management), DAITM
 Mr. Satyabrata Paul – B.Sc (Hospital Management), GMS
 MS. Sampa Pradhan – B.Sc (Hospital Management), GIMT
 MS Debjani Biswas - B.Sc (Hospital Management),GIMT
 Mr. Pijush Mondal – BBM(Hospital Management), IMS
 Mr. Soumendu Ghatak - BBM(Hospital Management), NSHM
 Mr. Bijoy Mondal - BBM(Hospital Management), IMS
 Mr. Ashok Khanda - BBM(Hospital Management), DAITM
 Mr. Arpan Mukherjee - BBM(Hospital Management), DAITM
 Mr. Kaustav Mondal - BBM(Hospital Management), PAILAN
 Mr. Shiv Sankar - BBM(Hospital Management), NSHM
 MS. Ambalika Maity - BBM(Hospital Management), DAITM

*Thank you all a million times for guidance and support during the whole internship here
at AMRI Hospital, Mukundapur, one of the finest hospital in eastern India.