HR Manager

Welcome to Department of Hospital Human Resources

Chapter - II

HR Manager

Name of Digital Publisher

Dr. Hari’s Learning Centre

https://sites.google.com/view/hospitalhr/home

 Purpose

“Hospital HR is a virtual HR platform designed to serve all basic HR needs of Health Care Organisations”

HRM

HR: Human Resources

HRM: Human Resources Management

HR Office 

'HR office acts as a Police Station to safeguard & secure the employees and organisation from Internal and external disturbances’ - Dr.Hari

HR Outcomes

Practice HR - "Provoking The Potentials into Actuals"

Designations - roles & seniority levels of HR department

•  Chief Human Resources’ Officer – CHRO - Top Level

o  HR Manager - Mid Level

o  Training Manager

§  HR Executive - Basic Level

§  Payroll Executive

*  HR Assistant - Entry level

*   HR Trainee

*   Intern’s

Job Function

Human Resources || Training || Pay Roll || Statutory & Compliance || HR Quality Control.

Employment Types

Full-time || Part-time || Consultants || Out Sourced || Contact Basis || Probationer || Temporary || Interns.

Hospital HR - This book is dedicated to health care industries

Health care Employees || Clinics || Hospitals || Nursing Homes || Day Care Centres || Health Care Centres || Online Media || Staffing and Recruiting agencies of Health Care || Diagnostic Centres etc,

HR - Roles || Responsibilities || Description || Specification || Functions

Overall supervision of the HR department and Day-to-Day activities performed by Team HR has been enclosed with at most consciousness to ensure real corporate learning’s are shared among readers.

Top Tasks of HRD

Recruitment | Selection | Payroll | Learning & Development | Employee Engagement | Employee Counselling and Guidance | Grievance Management | CSR | Talent Acquisition Partnership.

Day-to-Day activities performed by Team HR -  HR activities

Recruitment & Selection process for all the levels of Employment

Talent Acquisition & Sourcing

Interviews

Antecedent verification

On Boarding

New joining formalities for employees

New joining formalities for doctors

Credentialing & Privileging

File maintenance for doctors

Employee Personnel Files management

Attendance Management

Employee Communication

Performance Management

Employee Retention

Skill Matrix - matching the desired skills

HR Portal - Website updating

Develop and monitor overall HR strategies

Scheduling and conducting job evaluations

MIS and HR Reporting

Managing Employee’s and workplace Safety & Security issues.

R&R - Rewards & Recognition Management

Awards & Rewards

Succession Planning

Rewards & Recognition

Employee Engagement

Designing non-financial reward management system

To recognize employees best performance and initiatives

Engagement, motivation and preservation of human capital

Planning weekly and monthly department performance program

Succession planning identifies employees who show promise and aptitude

Succession planning provides them with the training and development they need for transitioning into higher-level positions or to the more responsible roles within the institution.

Payroll & Statutory

Late

Bonus

Payroll

Over Time

Time Office

Leave Policies

Labour Welfare Fund

Statutory Compliance

Preparing pay budgets

Ensure legal compliance

Attendance Management

Pay plan and benefits program

Conducting periodic pay surveys

Monitoring and scheduling individual pay actions

Maintains all shift changes and updates the duty roster

Recommending, planning, and implementing pay structure revisions

follow up of confirmation records statutory obligations - PF, ESIC, taxes, gratuity, LTA etc,

Policy Recommendation

Developing HR Policies

Create awareness among the employees

Implementing Approved policies effectively

Proposed to the Management with Justification

Periodical monitoring and updating in the policy.

Employee Counselling and Guidance

Grievance Counselling

Performance Counselling

General Employee Counselling

Employee Relation Counselling

Periodical Counselling Follow-up

Behaviour Correction Counselling.

Learning’s -Training & Development - T & D Activities

TNA - Training Needs Analysis

TNI - Training Needs Identification

Planning and scheduling training

Testing and interviewing program

Training feedback and feedback analysis

Study the effectiveness of training program

Education and training for doctors & employees

Prioritizing training as per functional departments

Inter Departmental Transfer Training - provide OJT

Continually educate employees on company policies

Training Resources planning, arranging and follow-up

Following training arrangements till the programme end

Induction & Coordination for Training with New joiners

Additional Orientation and overview of Training process

Maintaining attendance and records for each training session

Maintain and ensure employee handbook is up to date constantly

Educate employees on benefits, health plans, retirement plans, etc,

Awareness on prevention of sexual harassment, appropriate dress, and social media permissions, etc,

Monitor employee progress and stay abreast on company climate and culture, ensuring it stays positive and productive.

Employee Grievance Management

Grievance Redressal Committee

Grievance and disciplinary actions

Forward the Grievance report to GRC

First step discussion with aggrieved employee

Receiving employee written grievance statement

Follow with GRC of redressal process & record their recommendation.

Employee Suggestion Scheme

Forming Suggestion committee 

Implementing employee suggestion scheme

Motivating employee to come up with new suggestion

Analyse the possibilities of suggestion implementation and proposed to the Management.

Exit Interview

Find out the root cause for their resigning

Counselling the resignation tendered employees

Preparation of Attrition report on periodical basis

Conducting exit interview and collecting employee feedback

Any other duties as assigned by the Management from time to time.

CSR - Students' Training - About the Internship @ Hospitals

Intern's day-to-day responsibilities include

“As Mandate Basic Induction to Interns to be trained before performing daily task assigned by HR Team”

Manual and Digital File Making

Creating and updating MIS reports

Following Basic Safety &Security Standards

Supporting recruitment and selection process

Managing candidate's interviews and follow-ups

Grooming & Employee Experience management

Provide guidance to Student's Training and project workers

Any other duties as may be assigned by the Management from time to time.

NABH - National Accreditation Board for Hospitals & Healthcare Providers

To comply with patient safety policy

Quarterly/annual and 360 evaluations 

To ensure safe utilization of equipment's

In addition, proper waste disposal system

To comply with the service quality Process

To have complete orientation of QMS and EMS system of Hospital

Environmental & occupational issues &policies of the respective area

Maintaining records and registers required to meet NABH standards

To have complete Awareness about Disaster Management Programme (DMP) of the hospital

HR Department Should Maintain the following documents as per NABH 

Employee Files || HR Dept Sop || Training Dept Sop || Job Description || Job Specification || Induction & Employee Orientation Documents || Committee MOM || all supporting documents as per SOP.

The Day-to-Day Secrets of Hospital HR

“ HR Routines - What do a HR does in a hospital ” Daily Roles and Responsibilities of HR listed below on random basis

Secrets of Hospital HR - 1

Hiring

Web Results

Counselling

Search Results

Administration

Claims Handling

Employee Meetings

Workforce Mobility

Succession Planning

Labour Management

Executive Leadership

Employee Orientation

Employee Engagement

Personnel Management

Physician and Nurse Recruitment

Work place Safety and Sanitation

Professional Development Programs

Training and Performance Monitoring

Benefits & Compensation Management

State and Federal Regulations Education

Staff Morale & Retention Personnel Management

Maintains a continuous flow of professional literature

Demands primary allegiance to the profession from its members

Requires a certain standard of ethical practices from its members

Assumes a sharing of information among all members of the profession

Requires a high degree of personal responsibility and accountability from its members.

Secrets of Hospital HR - 2

Fluent in English

Report to management

Super Positive Attitude

Employee Engagement

Reviewing resumes and applications

Maintaining a balanced work decorum

Provide decision support through HR metrics

Ensure hiring aligns with the Business growth

Managing the recruitment and selection process

Sourcing candidates that match the desired skills

Display energy and enthusiasm in the work place

Properly handle complaints and grievance procedures

Providing the necessary inputs during the hiring process

Maintaining and updating the database of the candidates

Provide clerical and administrative support to employees

Job Rotation and Inter departmental transfer and postings

Compile and update employee records (hard and soft copies)

Doing a background verification of the shortlisted candidates

Assess training needs to apply and monitor training programs

Assist with day-to-day operations of the HR functions and duties

Understanding Manpower requisition from the concerned department

Maintaining Resignation/Absconding Records and sharing it with Unit HR.

Secrets of Hospital HR - 3

Exit-interviews

Handling the payroll

Leaves and attendance management

Administering disciplinary procedures

MIS preparation and presentation (HR MIS & MOM)

Works with hiring managers to develop job descriptions

To coordinate for NABH/ISO related activity with relevant departments

Handling employee database (both in soft form and in files management)

Serve as a link between management and employees by handling questions

Supporting Joining formalities. Plan and conduct new employee orientation

Ensure all employees engagement (induction program, counselling, Exit interview)

Contact applicants to inform them of employment possibilities, considerations and selection

Interview applicants to obtain information on work history, training, education and job skills

Coordinates management in interviewing, hiring, terminations, promotions, performance review etc

Leads the creation of a recruiting and interviewing plan for each open position identifying effective sources

Inform potential applicants about facilities, operations, benefits, and job or career opportunities in organizations

Proactively maintain all reports pertaining to the human resource on a monthly, quarterly, half yearly and annual basis

Screen and refer applicants to hiring personnel in the organization, making hiring recommendations when appropriate

Prepare & present error free relevant reports to the management in prescribed formats by collecting, analyzing and summarizing data and trends as and when required.

Secrets of Hospital HR - 4

Sourcing Candidates for the vacant positions

Understand and adhere to all pertinent labour laws

Works with hiring managers to develop job descriptions

Ensuring employees are assigned and carrying out proper tasks

Coordinating Interviews with Nursing Administration & Clinicians

Manage employees grievances Create and run referral bonus programs

Adhering Joining formalities. Plan and conduct new employee orientation

Human Resources Management Systems and Applicant Tracking Systems

Employee relations (meet the people, Hostel meeting & Grievances meeting

To plan people strategies streamlining and managing the entire HR functions

Communicating and explaining the organization's HR policies to the employees

Proven work experience as an HR Executive, HR Manager or similar role Familiarity

Working with recruitment agencies to source for candidates for specific job positions

Assist in payroll preparation by providing relevant data (absences, bonus, leaves, etc)

Follow up of confirmation records statutory obligations - PF, ESIC, taxes, gratuity, LTA

Handling Mass Recruitment and On boarding formalities as per business need and process

Interview applicants to obtain information on work history, training, education and job skills

Assess training needs and coordinate learning and development initiatives for all employees

Preserve organization value by keeping information confidential and maintain professionalism

Requires special knowledge for the uniform performance of standard practices and procedures

Measure employee retention and turnover rates Oversee daily operations of the HR department

Ensure all associate engagement & associate welfare initiatives are implemented as per the policy

Bridging management and employee relations by addressing demands, grievances or other issues

Developing and implementing HR strategies and initiatives aligned with the overall business strategy

Contact applicants to inform them of employment possibilities, considerations and complete selection process.

Secrets of Hospital HR - 5

Monitor HR departments budget Act as the point of contact regarding labour legislation issues

Review current HR technology and recommend more effective software (including HRIS and ATS)

Leads the creation of a recruiting and interviewing plan for each open position identifying effective sources

Inform potential applicants about facilities, operations, benefits, and job or career opportunities in organizations

Screen and refer applicants to hiring personnel in the organization, making hiring recommendations when appropriate

Has a code of conduct; it requires the provision of specialized education and the use of specialized knowledge and skills

Support all audit activity (NABH, Quality Internal audit report submission on payroll, external and cross audit of manual file)

Understanding the requirement and accordingly drafting a job description and getting it approved from the concerned Dept. Heads

Update job knowledge by reading professional publications, maintaining personal networks and participating in seminar and conference

Develop fair HR policies and ensure employees understand and comply with the Implement effective sourcing, screening and interviewing techniques

Requires special competence achieved through intellectual training, which develops skills and requires the use of independent and objective judgment

Develop and implement HR strategies initiatives aligned with the overall business and Support current and future business needs through the employee development

Coordinate and direct work activities for managers and employees Foster cross-functional relationships and ensure managers and employees are properly connected

Ensure performance oriented culture by effectively coordinating/comply with performance management process (JD, KRA, KPI, Quarterly & Half yearly appraisal)

Work with company CEO and/or Director to strategically plan HR initiatives that will benefit the company and encourage more efficient and beneficial work from employees

Experience with full-cycle recruiting Good knowledge of labour legislation (particularly employment contracts, employee leaves and insurance) Demonstrable leadership abilities

Training employees to perform job duties in other departments or areas of the business, which improves workforce mobility and expertise through broadening employee skills and expertise

Employee relations are the HR discipline concerned with strengthening the employer-employee relationship through measuring job satisfaction, employee engagement and resolving workplace conflict

Human resources strategic objectives should include activities designed to improve employee engagement. Raising employee enthusiasm and creating excitement about employee contributions guarantee that employees become fully engaged

Human Resource Department - involves everything related to the employer-employee relationship and is about supporting and managing the institution’s people and associated processes. It is seen as a core business function essential to the institution’s effective operation.

Various Committees and Safe Guarders of Hospital – (with special reference to HR)

Quality Council Committee

Infection Control Committee

HR & Management Committee  

Waste Management Committee

Executive Committee - Exe. Com

ICC – Internal Compliance Committee

Management Committee – Mgmt. Com

Bio Ethics Committee || Ethics committee

Hazardous materials team  - (HazMat Team)

POSH – Prevention of  Sexual Harassment Committee

GRC - Grievance Redressal and Disciplinary Action Committee

Safety Committee  || Disaster and Emergency preparedness committee.

Responsibilities of Talent Acquisition Partner

*  Screening resumes

*  Should have experience in Hospital HR

* Following up on the interview process status

* Performing reference and background checks

*  Performing phone interviews with candidates

* Coordinating interviews with the hiring managers

* Manage our internship programs from start to end

* Craft recruiting emails to attract passive candidates

* Promote company as reputation as a best place to work

* Build strong relationships with networks and universities

*  Provide shortlists of qualified candidates to hiring managers

*  Support managers in the needs assessment and role descriptions

*  Be able to own and execute on specific Talent Acquisition - TA projects

* Monitor key HR metrics, including time-to-fill, time-to-hire and source of hire

* Build good relationships with employees and managers within the organization

*  Ensure a swift and efficient recruitment process and a great candidate experience

*  Have a genuine interest in talent acquisition – Clinical and Non Clinical employments

*  Daily screening of incoming applicant CV´s, and perform screening calls with candidates

* Coordinate team and manager interviews, technical tests, and be a part of the offer stage

* Regular job posting on company's careers page, social media, job boards and internally screen incoming resumes

* Together with the rest of the HR team, and Brand team, find and execute ways to strengthen our brand awareness

* Establishes recruiting requirements by studying organization plans and objectives; meeting with managers to discuss needs

* Be able to communicate our employee offer including our mission and vision, culture and benefits in a clear and attractive way

*  Strong knowledge and Hands on experience on various Digital Talent acquisition applications like Naukari, Indeed, Shine etc,

*  To work actively and creatively with sourcing to find, excite, and engage passive candidates through different sources and employee referrals

* Work closely with HR Manager in terms of designing of new process & creating a robust Talent acquisition process to create a better stakeholder & candidate experience.

 What Employ-ability skills do HR expect from New Applicants 

Dedication to being creative and process driven at the same time, constantly looking for ways to make things work more efficiently

Degree in relevant field and a track record of being a doer, having delivered on projects independently and successfully

Ability to handle ambiguity and know how to prioritize in a fast-paced environment

Good work experience in tech and product recruitment

Fluent skills in English, in speaking as well as writing

Ability to network and strong interpersonal skills

An open minded and positive attitude

Excellent communication skills

Essential Employability Skills for Hospitals - Healthcare workers

Adaptability

Reading skills

Collaboration

Listening skills

Technology use

Information use

Problem-solving

Oral communication

Hygiene & grooming 

Written communication

Resource management

Charismatic personality traits

• Tender Loving Care - Supporting & Caring the needy at Hospitals.

 Work Location

Vacancies’ at following Locations - (sample)

Chennai | Mumbai | Delhi | Hyderabad

Perks & Emoluments

Certificate of Appreciation | Letter of recommendation | Flexible work hours | Informal dress code | Formal Dress code | 6 days a week | Job offer | Perks | Regular Pay Intervals | Uniform | Canteen | Salary Advance | Festival Gifts and Benefits | Compensation | Coupons & Gift Vouchers.

Who Can Apply?

If you are : Available for minimum duration of 1+ Years

If you are : Available for full time employment in hospital

Is he/she available for full time job at work place - Hospital?

If you are : Available for full time (in-office/hospital) internship

Apply: If you have/possess (or) freshers ready to learn relevant skills and interests.

Key Skill(s) required

IT Skills - MS-Office, Email, HRMS, LMS, QMS, HR Skills

NABH Awareness, Recruitment & Salary Negotiation skills etc,

Basic Skills

Grooming, English Proficiency Spoken and Written, Business Communication skills, Negotiation, Body Language etc,

 Basic Employ-ability Skills Essential - Candidate Profile for HR

Attentive listener

Hospital Experience Preferred

Very good communication skills

Qualification Preference: MSW or MBA HR

Comfortable working in a highly visible role

Understanding, empathetic and personable

Positive, enterprising person, go-getter attitude

Exceptional analytical and problem-solving skills

Bachelors Degree in human resources, business administration (HR)

* Women willing to start/restart their career as hospital HR can also apply

Candidate should be graduate or Post graduate with HR as Major specialization

Expert stress management skills and ability to make important decisions under pressure

Honest, ethical, and dependable Experienced in mediation and conflict resolution processes

Experience and Preference from same industry will be always the top priority of management

To establish good rapport and interpersonal relations with employees and candidates, to ensure cost effective manpower hiring, to be well groomed, punctual and adhere to company policies and practices.

What Do HR Looking For?

Excellent communication and interpersonal skills

Well versed with Executive search process with at least 2 years of relevant experience

Excellent search and screening skills using various modes e.g job boards, social media, professional networking, employee referral etc,

Experience with recruiting software Skills:- Recruitment/Talent Acquisition, Human Resources (HR), Performance Evaluation, Training and Development, Compensation & Benefits, Employee Engagement, Payroll Management and Inbound Recruitment.

Role Overview

The responsibilities of HR Team include sourcing candidate’s online, updating job ads and conducting background checks

HR Team will be responsible for managing our full cycle recruitment, from identifying potential hires to interviewing and evaluating candidates

The role demands hands on experience with various job interview formats, including screenings, phone interviews to help us recruit faster and more effectively

Hr Team should play a role of motivator and teacher to tech all training aspects of NABH to all the employees of organisation

Ultimately, you will play an important part in building a strong employer brand for our Hospital to ensure we attract, hire and retain the most qualified employees

HR Role does not get restricted only to above mention aspects – In addition need based and Adhoc roles to be performed as and when required as per day-to-day needs

Human resource management is concerned with integration by getting all the members of the organization involved so that they may work together with a sense of common purpose

Human resource policies of the organization should be fair to all. They should make a major contribution to the achievement of an organization's objectives as well as provide conductive atmosphere of working to the employees so that their output is maximum

Human resources are the most important assets and their tactful management is the key to success of an organization. The culture and values of an organization exert enormous influence on the organization

Culture Management is a system of inculcating a particular culture among employees by the management so that they think and behave according to the values, sanctions and attitudes of the organization

Therefore, organizational values and culture should be accepted and acted upon by everyone in the organization.

Conclusion

Hospital HR Practices are Divine

HR as profession should be Practiced - Not followed 

Health Care Profession is motherly service to society

'Remember Knowledge has also to be digested only then it becomes Wisdom'

Be Safe – Be Secured – Be Alert – Be Conscious - Be in touch with Dr. Hari’s Learning Centre.

*** The End ***

Prepared by -

Dr.Hari Prasad.N  PhD

Send your feedback’s @ 

swamyhariprasad@gmail.com 

Call: +91 – 73587 96162