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In partial fulfillment for the award of the degree of MASTER OF BUSINESS ADMINISTRATION Submitted By Y.ADITYA (Regd.No.091FC01059) Under the guidance of Mrs.K.KALPANA M.B.A., L.L.B
SCHOOL OF MANAGEMENT STUDIES VADLAMUDI-522213.
I, hereby declare that the project work titled “A STUDY ON HUMAN RESOURCE PLANNING” at “VIJAYA DIAGNOSTIC CENTRE”, HYDERABAD is a bonafide work done by me under the guidance of Mrs.K.KALPANA, Asst.Professor Department of Management studies, VIGNAN UNIVERSITY. This project report is submitted in partial fulfillment for the award of degree of Master of Business Administration from VIGNAN UNIVERSITY. This project work is a result of my own efforts and has not been submitted to any other university or institution.
PLACE: VADLAMUDI (Y.ADITYA) DATE:
The project report titled “A STUDY ON HUMAN RESOURCE PLANNING” is done by me at “VIJAYA DIAGNOSTIC CENTRE”, in partial fulfillment for the award of degree of Master of Business Administration. I would like to thank Mr. P.N.NARAYANA VYAS (Sr. Manager HR) of VDC for providing me an opportunity to pursue my project work in the esteemed organization. I convey my sincere thanks to MR.D.VIJAY KRISHNA, HEAD of the School of Management studies, VIGNAN UNIVERSITY, VADLAMUDI I also thank Mrs.K.KALPANA, Asst.Professor Department of Management studies, VIGNAN UNIVERSITY VADLAMUDI, under whose supervision the study has been successfully completed. I also thank the employees of VIJAYA DIAGNOSTIC CENTRE, for their cooperation during my study.
LIST OF CONTENTS CHAPTER TOPICS 1 1.1 INTRODUCTION PAGE NO. 1
1 DATA ANALYSIS AND INTERPRETATION 4.11 Comparision of services offered by vijaya diagnostic centre and other private diagnostic centres Comparision of services offered by vijaya diagnostic centre and other corporate hospital networks Table showing work load analysis of ultrasound Table showing work load analysis of ct Table showing work load analysis of mri Table showing work load analysis of pet/ct & nuclear medicine Table showing work load analysis of x-ray Table showing work load analysis of sample collection department Table showing work load analysis of sample separation department Table showing work load analysis of cash billing cum reception Table showing work load analysis of dispatch counter 51-52 53-54 75-76 76 77 78 79 80 81 82 82-83 4 .9 3.4 METHODOLOGY 2.2 REVIEW OF LITERATURE 1.1 NEED FOR THE STUDY 1.7 3.1 INDUSTRY PROFILE 2.2 COMPANY PROFILE 3.5 3.8 3.2 3.3 OJECTIVES AND LIMITATIONS 1.10 3.1 3.4 3.6 3.1 FINDINGS AND SUGGESTIONS BIBILOGRAPHY ANNEXURES/APPENDICES 2 11 13 13 15 33 48 95 99 LIST OF TABLES: 3.2 3 4 1.3 3.
20 3.5 3.11 Human resource planning system Services industry Acupressure Reflexology Organogram Work-flow diagram of cash billing: type-1 medical representative Work-flow diagram of cash billing: type 2 patient with prescription Work-flow diagram of cash billing: type3: patient with discount Work-flow diagram of cash billing: type 4: medical representative /patient`s queries Work-flow diagram of cash billing: type 5: credit billing Work-flow diagram of 2d-echo/tmt department Work-flow diagram of clinical pathology Work-flow diagram of cytogenetics Work-flow diagram of cytology&histopathology Work-flow diagram of dispatch counter Work-flow diagram of ecg department 9 15 19 22 47 53 54 55 56 57 58 59 60 61 62 63 5 .22 Table showing work load analysis of ecg/2d-echocardiography/tmt Table showing work load analysis of eeg/enmg/pft Table showing work load analysis of auditing Table showing work load analysis of immunopathology Table showing work load analysis of biochemistry: routine Table showing work load analysis of biochemistry-2: speciality labs Table showing work load analysis of cytology and histopathalogy Table showing work load analysis of clinical pathology Table showing work load analysis of haematology: Table showing work load analysis of cytogenetics: Table showing work load analysis of microbiology: 83-84 84-85 85 85-86 86-87 87-88 89-90 90-91 91-92 93 94 LIST OF FIGURES/DIAGRAMS: 1.1 2.15 3.3 2.21 3.13 3.4 3.16 3.9 3.7 3.1 2.10 3.17 3.3.14 3.1 3.3 3.4 3.8 3.2 2.19 3.6 3.2 3.12 3.18 3.
13 3.3.20 3.22 Work-flow diagram of eeg/enmg/pft department Work-flow diagram of gamma scan Work-flow diagram of haematology Work-flow diagram of immunopathology Work-flow diagram of microbiology Work-flow diagram of mri /ct department Work-flow diagram of pet/ct Work-flow diagram of sample collection Work-flow diagram of sample separation Work-flow diagram of ultrasound Work-flow diagram of x-ray department 64 65 66 67 68 69 70 71 72 73 74 INTRODUCTION Today in every organization Human resource planning as an activity is necessary. Each objective needs special attention and proper Planning and implementation.21 3. Career planning .12 3.15 3.18 3. Performance Appraisal and so on. transfer and Promotion. Recruitment and Selection.14 3. It is an important part of an organization. meet the present and future human resources NEED FOR THE STUDY Human resource planning is necessary for all the organizations for the following reasons: 6 . risk Management.16 3. Human Resource Planning is a vital ingredient for the success of the organization in the long run.19 3.17 3. With reference to this context. The objective of human resource department is Human resource planning . my project has been prepared to throw light on Human resource planning at the Vijaya Diagnostic Centre to make effective and efficient use of human resources available and requirements of the organization. training and development.
These are provided through Human resource Planning. not enough attention is paid to planning for manpower and this is due to lack of qualified manpower planning specialists. The same is obvious in Services sector and even needs more substantiation. skills. knowledge. Its about instituting the people –related practices and activities that will help the organization achieve. To meet the challenge of a new and changing technology and the new techniques of production.• To carry on its work every organization needs human resources with the necessary qualifications. Deploying the resource without proper training and inductions can lead with less productive results. work experience and aptitude for work. and improve its business results. HR Planning is not mere having the “right people in the right place at the right time”. In many countries. existing employees need to be trained or new blood injected in an organization. HR Planning in its simplest form is about answering 4 questions: • What are the business needs? • How to meet those needs? • What are the requirements to meet those needs? • What could be the best strategy required to fulfill the needs? 7 . • Human resources are also needed in order to identify the areas of surplus personnel or areas where there is a shortage of personnel HUMAN RESOURCE PLANNING: Human Resource is the most precious resource for any nation. • Human resource planning is essential because of frequent labor turnover which is unavoidable • The nature of present workforce in relation to its changing needs also necessitates the recruitment of new human resources.
HRP ensures benefits to the organizations by creating a reservoir of talent.” . & soon grass will grow on the factory floors. I-implementing policies and programmes. & soon we will have a new & better factory” 8 . and C.” .Controlling these programmes. Take away my factories. but leave my factories. but leave my people. D-developing appropriate policies and programmes for meeting those needs. at the right place. Definition: “Manpower planning (HRP) is the process-including forecasting.Leap and Crino REVIEW OF LITERATURE “Take away my people.E. preparing people for future cost cutting and succession planning besides creating a back –up in case of diversification and expansion.HRP is a forward looking function and an organizational tool to identify skill and competency gaps and subsequently develop plans for development of deficient skills and competencies in human resources to remain competitive.Geisler “Human resource planning includes the estimation of how many qualified people are necessary to carry out the assigned activities. at the right time. developing implementing. doing this for which they are economically most suitable. how many people will be available and what if anything must be done to ensure that personnel supply equals personnel demand at the appropriate point in the future. and controlling – by which a firm ensures that it has the right number of people and right kind of people. Manpower Planning includes four aspects – FDIC • • • • F-forecasting manpower needs.
-Andrew Carnegie • Strategic planning: the systematic determination of goals and the plans to achieve them • Business strategy plans to build a competitive focus in one line of business Human resource management can be viewed as an umbrella term that encompasses the following: • • Specific HR practices. LPO etc. 9 . • • Do a combination of both in a form of reciprocal relationship Corporate Strategies leads to HR Strategy – KPO. performance management. labor relation. which specify the values that inform an organization’s policies and practices Linking HR Processes to Strategy • • Start with organizational strategy and then create HR strategy. and appraisal Formal HR policies that direct and partially constrain the development of specific practices • Overarching HR philosophies. & employee separations are derived from it. selection. compensation management. training. such as recruitment. BPO. HR Strategy is HR Planning: • All other functions like staffing. Start with HR competencies and then craft corporate strategies based on these competencies.
• HRP is a proactive function. The HR planning process should involve managers at all levels. • An organization's HR plans are usually developed at the departmental or business line level where business directions are set and decisions made. It is important that managers understand the HR plans and priorities of their organizations so they can guide their actions accordingly.internal & external to develop a plan It is more important during organizational turbulence – M&A. and retaining employees to support current and future organizational goals. • Strategic Manpower Planning is a dynamic.it scans & anticipates various factors. they should take into account the needs and realities of organizational units. It`s all about: • • • Identifying and acquiring the right number of people with the proper skills Motivating them to achieve high performance Creating interactive links between business objective and resource planning activities • HR Planning is both “top down” and “Bottom up”. But HR plans are implemented (and adapted) by individual managers in the conduct of their ongoing operations. proactive. developing. disinvestment • HR Planning always starts with understanding the business needs of the organization Human resource planning is an integral part of business planning. While HR plans should be based on overall business needs and strategies. identifying. Strategic Manpower Planning focuses specifically on proactive planning to meet 10 . mentoring. ongoing process of systematically attracting.
induction Programme. 11 . employee assistance Programme. distribution and allocation of manpower. relocation of manpower. • Some of the long and short-term strategies that may support the strategic Manpower Planning process. succession. therefore. Formulating policies on transfer. • HRP is a forward looking function and an Organizational tool to identify skill and competency gaps and subsequently develop plans for development of deficient skills and competencies in human resources to remain competitive. preparing people for future cost cutting and succession planning besides creating a back –up in case of diversification and expansion Human resource planning. HRP AT DIFFERENT LEVELS: Different institutions make HRP at different levels for their own purposes. may be retention. departmental level and job level are important. HRP is a planning process by which an organization can move from its current manpower position to its desired manpower position. HRP ensures benefits to the Organizations by creating a reservoir of talent. unit level. utilization. • Manpower planning may be defined as a strategy for acquisition. aims at: • • • • Balancing demand. Controlling cost of human resources. improvement and retention of human resources. sectoral level. industry level.anticipated or unanticipated vacancies due to retirement and other factors for classes that serve as essential elements in meeting your public service mandate. of which national level. supply.
• National Level: Adjust the supply through its population policy. It presents an inventory of existing manpower of the organization. industrial sector or tertiary sectors are projects based on the government policy. • Sector Level: Manpower requirements for a particular sector like agricultural sector. • Job Level: Manpower needs of a particular job within department are forecasted at this level. HRP contributes in the following ways in managing human resources in an organization. it precedes all other HRM functions. Acquisition. therefore. Without HRP. projected output/operations. agricultural and industrial developments etc. Importance of human resource planning: Human resource planning is of primacy nature and. family planning. • Unit Level: This covers the estimation of human resource needs of an Organization or company based on its corporate/business plans. no other function can be undertaken in any meaningful way. • Departmental Level: This covers the manpower needs of a particular department in a company. chemical are predicted. 12 . textiles. hospitals. • Industry level: Manpower needs of a particular industry like cement. taking into account the output/operational level of that particular industry. Helps in determining the shortfall or surplus of manpower. HRP at national level helps to plan for educational facilities. educational policy etc. employment plans. Initiation of various organizational programmes. improvement and prevention of human resources. Characteristics of Manpower Planning: • • • • • Ascertaining manpower needs in number and kind. utilization.
company stores etc. other organizations and government through remodeling organizational. of future human resources. qualifications. • It provides scope for advancement and development of employees through training. • To plan for physical facilities. turnover etc. quarters. aptitude and attitude of human resources and to change the techniques of interpersonal. To foresee the changes in values. development etc. operations.• • It checks the corporate plan of the organization. • It offsets uncertainty and change and helps to have right men at right time and in right place. • To foresee the need for redundancy and plan to check it or to provide alternative employment in consultation with trade unions. working conditions and volume of fringe benefits like canteen. sales. It helps to face the shortage of certain categories of employees and/or variety of skills despite the problem of unemployment. management etc. • It helps to take steps to improve human resource contributions in the form of increased productivity. • • It helps to anticipate the cost of salary enhancement. industrial and economic plans. values etc. hospitals. child care centers. schools. contribution and cost of human resources. • It facilitates the control of all the functions. intelligence. better benefits etc. • It causes the development of various sources of human resources to meet the organizational needs. • It gives an idea of type of tests to be used and interview techniques in selection based on the level of skills. 13 . conveyance.
it approves various plans of the Organization as a whole.Benefits of Human resource planning: • • • • • Create reservoir of talent Prepares people for future Expand or contract strength Cut Cost Succession planning Responsibility for Human resource planning: Formulation of human resource plans is a shared task between top management line managers and HR department • Top management is involved in HRP process because ultimately. counsel and pressurize the operating management to plan and establish objectives. • To collect and summaries data in total organizational terms and to ensure consistency with long-term objectives and other elements of the total elements of the total business plan. • Functional managers under whom people work. The responsibilities of HR department in regard to HRP process have been described by Geisler as follows: • To assists. • To monitor and measure performance against the plan and keep the top management informed about it • To provide the research necessary for effective manpower and Organizational planning Human resource planning process 14 .
HRP is a process and it proceeds through various interrelated activities. IN RECRUITING AND SELECTING NEEDED PEOPLE Figure: Human Resource Planning System 15 . UPGRADING. • Forecasting future manpower requirements. DEMOGRAPHIC CHARACTERISTICS NEEDED REPLACEMEN TS FOR ADDITIONS PLANS FOR DEVELOPING. JOB SKILLS. TRANSFERRING. DEMOGRAPHIC CHARACTERISTICS INVENTORY BY OCCUPATIONAL CATEGORIES. O R G A N I S A T I O N LONG-RANGE OBJECTIVES AND PLANS OVERALL REQUIREMENTS INVENTORY OF PRESENT HUMAN RESOURCES NET NEW HUMAN RESOURCES REQUIREMENTS ACTION PROGRAMMES FOR RECRUITING & SELECTING NEEDED PERSONNEL PROCEDURES FOR EVALUATING EFEFFECTIVE NESS OF HUMAN RESOURCES PLANNING S U B U N I T S SHORT -TERM GOALS PLANS PROGRAMMES AND BUDGETS WORK FORCE REQUIREMENTS BY OCCIPATIONAL CATEGORIES. either in terms of mathematical projection of trends in the economy and developments in the industry or of judgmental estimates based upon specific future plans of the company. • Inventorying present manpower resources and analyzing the degree to which these resources are employed optimally. JOB SKILLS.
Win Process WINS FOR EMPLOYEES Competitive pay and benefits plants WINS FOR THE ENTERPRISE Appropriate organization structure and people to face challenges and meet corporate objectives. promotion. leading to improved performance leading to Productivity reduction gains. continued marketability. Career development and opportunities for Development of internal resources. transfer. Training and development. Improved motivation and morale of employees. utilization. selection. both quantitatively and qualitatively and • Planning the necessary programmes of recruitment. Motivation and compensation.• Anticipating manpower problems by projecting present resources into the future and comparing them with the forecast of the requirements. to determine their adequacy.to meet the gap between the internal resource and estimated need by external recruitment • Training and Development plan to utilize fully human resources of the Organization and to develop potential resources Human Resource Planning: A Win. Human Resource Plan Component: The Human resource plan can be broken down into three components: • Forecasting.estimating future needs and stocktaking of available resources in the Organization • Recruitment plan. 16 . growth leading to stability and culture building. development. both short and long term. training deployment. leading to cost Reduced fear of redundancy.
leading to organization's ability to retain workforce. Fuller realization of potential. to the improved ability to retain employees and development of internal resources to fill future vacancies Barriers to effective human resource planning: • • • • • • Improper linkage between HRP and Corporate Strategy. Enough flexibility in HR plans to take care of changing situations 17 . Proactive. leading to job Reduction in hiring and training costs due satisfaction.Continuity of employment due to Improved customer satisfaction. Effective design of HR information system integrated with the Organization’s management information system. human resources management approach. rather than reactive. improvement in business. Inappropriate HR Information Systems Measures for making HRP Effective: • • • • • • Commitment and involvement of top management in HRP. Inadequate appreciation of HRP Rigidly in Attitudes Environment Uncertainty Conflict between Long-term and Short-term HRP. Greater participation of line managers at all levels in HRP process. Linking HRP to corporate strategic management process.
OBJECTIVES AND LIMITATIONS OBJECTIVES: • To understand the present manpower arrangement in Vijaya Diagnostic Centre using WORK-LOAD ANALYSIS • To design a HRP system for Vijaya Diagnostics centre. 18 . the HRP is a wider subject to be dealt with . the present study is confined only to analysis and application using Workload analysis and Markow analysis. RESEARCH METHODOLOGY For the purpose of study on HRP at VIJAYA DIAGNOSTIC CENTRE data were collected from both the primary and secondary sources. LIMITATIONS OF THIS STUDY: • • Time and resources constraint Since. • Getting information about various aspects for study purpose was difficult.
Primary data: Primary data needed for the study is collected through interview with employees of VIJAYA DIAGNOSTIC CENTRE and discussion with the staff and by observing their operating procedures. • Markov analysis: Markov analysis provides a means of analysing the reliability and availability of systems whose components exhibit strong dependencies. various textbooks and the website of the organization. and also needs the number of people to fill the position / sub position. Secondary data: Secondary data is collected from internal records.The data source: Primary as well as Secondary. The respondents: The technicians and employees of the Organization. Statistical Tools used: • Workload analysis: Workload analysis techniques are series process to calculate the workload of a position / sub position. Workload analysis is very important to calculate exactly how many employees needed to complete all of tasks in a section or department. manuals of the Organization. 19 . The research approach: Observation Method.
SERVICES INDUSTRY 20 .
with the country producing 79 different minerals (excluding fuel and atomic resources) in 2009–10.5% in 1951–80. including iron ore. In absolute terms. INDUSTRY AND SERVICES: Industry accounts for 28% of the GDP and employ 14% of the total workforce. India is 13th in services output. which used a smaller sample size than earlier surveys. manganese. India is 12th in the world in terms of nominal factory output. India's large service industry accounts for 57. the country's economic growth progressed at a rapid pace. MINING forms an important segment of the Indian economy.339 (IMF.2% of the country's GDP while the industrial and agricultural sectors contribute 28. as free market principles were initiated in 1991 for international competition and foreign investment. mica.5% in 1991–2000. However. It has the largest share in the GDP. The service sector makes up a further 34%. accounting for about 52% of employment. with a growth rate of 7.  Agriculture is the predominant occupation in India. 21 . The country's per capita GDP (PPP) is $3.6% respectively.Figure 2. Textile manufacturing is the second largest source of employment after agriculture and accounts for 20% of manufacturing output.6% and 14. accounting for 55% in 2007. suggested that the share of agriculture in employment had dropped to 45. The services sector provides employment to 23% of the work force and is growing quickly. asbestos. limestone. statistics from a 2009-10 government survey. bauxite. providing employment to over 20 million people. chromate. fluorite. and industrial sector around 14%. up from 15% in 1950. Following strong economic reforms from the postindependence socialist economy.5%. 129th) in 2010.1 The Economy of India is the tenth largest in the world by nominal GDP and the fourth largest by purchasing power parity (PPP). up from 4.
4% over the previous fiscal. India is the fourth largest consumer of oil in the world and imported $82. together known as scheduled banks. BANKING: The Indian money market is classified into the Organized sector. financial consulting. national banks. There are some major private 22 . Hindustan Petroleum Corporation Limited (HPCL) and Indian Oil Corporation Limited (IOCL). car and home loans. which includes individual or family owned indigenous bankers or money lenders and non-banking financial companies. Organized retail supermarkets accounts for 24% of the market as of 2008 INFORMATION TECHNOLOGY AND BUSINESS PROCESS OUTSOURCING: These are among the fastest growing sectors. ENERGY AND POWER India's oil reserves meet 25% of the country's domestic oil demand. mutual funds. The fiscal year 2010-11 reflected a strong rebound in growth for the Indian IT-BPO industry which is estimated to aggregate revenues of USD 76 billion this year. comprising private.gypsum. FINANCIAL SERVICES The financial sector in India includes services like broking firms. investment services. ochre. The sector clocked export revenues of $50. phosphorus and silica sand. The IT/ITeS sector in India displayed tenacity and resilience during the recessionary years of 2009 and 2010.1 billion in the financial year ended March 31. The petroleum industry in India mostly consists of public sector companies such as Oil and Natural Gas Corporation (ONGC). registering a growth of 5. equity market and other banking services. private banks. public and foreign owned commercial banks and cooperative banks. a growth of over 19 percent from the previous year. 2010. and the unorganized sector.1 billion worth of oil in the first three quarters of 2010. which had an adverse effect on its current account deficit.
It is believed to be the next big thing after IT and predicted to become a US$ 280 billion industry by 2020. The Indian healthcare sector is expected reach US$ 280 billion by 2020. From the early days of Indian history the Ayurvedic tradition of medicine has been practiced. advertising and entertainment through various channels and platforms. Government of India which aims at creating awareness about rich variety of tourism in India. schools of learning in the healing arts were created. "Healthcare has emerged as one of the most progressive and largest service sectors in India with an expected GDP spend of 8 per cent by 2012 from 5. TOURISM Hospitality in India is based on the Sanskrit adage ‘Atithi Devo Bhava’ or ‘guest is god’. according to a report by an industry body. products and services. thus it was the India of antiquity which was the first state to give its citizens national health care. Even today many of these continue to be used. MEDIA Media and Entertainment (M&E) is one of the fastest growing sectors in India. aggregation and distribution of content. During the rule of Emperor Ashoka Maurya (third century BCE). news and information. Many valuable herbs and medicinal combinations were created.Indian companies in the oil sector such as Reliance Industries Limited (RIL) which operates the world's largest oil refining complex. The concept was adapted by the Ministry of Tourism. During his reign there is evidence that Emperor Ashoka was the first leader in world history to attempt to give health care to all of his citizens. HEALTH Sector Structure: The art of healthcare in India can be traced back nearly 3500 years." the report said. 23 .5 per cent in 2009. The sector consists of creation.
One of the major driving forces is the basic demographic change: the migration to urban cities. with increasing number of people having access to modern healthcare.TRADITIONAL PRACTICES: • • • • • • • • • • • • • Acupressure: Acupuncture: Ayurveda Homeopathy : Magnet therapy: Meditation: Naturopathy: Panchakarma: Reflexology: Reiki: Siddha: Unani: Yoga : MEDICAL FACILITIES The total Indian healthcare sector is today 34 billion USD and it is projected to grow to nearly 40billion by 2012. As in all India related issues. However. Consequently.Despite the quick economic growth and increasing number of middle class representatives. again the scale is so amazing .as the Indian interviewees put it: it is all about numbers in India! Also funding is always an issue. The diagnostic and pathology market is around two percent of the total market. India is still a developing country with a huge number of rural inhabitants 24 . more and more investments are being made in hospitals and clinical laboratories. at 15-20 percent growth rate but there are lots of development needs. Indian diagnostic market has been growing fast. the rural sector is not to be forgotten. The growth rate is estimated to remain the same for the following ten years.
Using the latest technical apparatus and the services of highly expert medical personnel. these hospitals are in a position to provide a spectrum of general as well as specialist's services.with massive sanitation problems. Medical facilities are classified into two: Medical facilities: • • The medical treatment in India has depicted a massive growth in infrastructure in the private and voluntary sector. which was very unpretentious in the early stages. These services are offered at awfully cutthroat prices. not requiring a doctor. has now become an affluent industry prepared with the most modern state-of-the-art technology at its disposal. The private sector. cheering patients not only from developing countries but even from a number of developed ones to come to India for medical treatment packages. It is self-sufficient and self. • • • • Amidst varied general and specialty medical treatment packages the noteworthy packages are as beneath: • • • • • • Bone Marrow Transplant Cardiac Care and surgery package Cosmetic Surgery package Dialysis and Kidney Transplant package Gynaecology & Obstetrics Healthcare facilities 25 . In addition to that India has one of the largest pharmaceutical industries in the world. It is expected that 75-80 percent of healthcare services and investments in India are now provided by the private sector. bearing in mind that the usability is also in issue: the diagnostic kits should be easy to use.reliant in drug production and exports drugs to more than 180 countries. The basic market requirement is to come up with more indigenous products with affordable prices.
So for high quality treatment at lowest possible cost one must select India as his medical treatment destination. The prices of different pathological tests range from Rs.500 hospitals and 14.the.50 to 3000.• • • • • • • Joint Replacement Surgery package Neuro-surgery & Trauma Surgery treatment package Osteoporosis medical treatment package Refractive Surgery package Urology Vascular Surgery package Dental care medical package As far as the cost of medical treatment packages are concerned. Here radioactive isotopes are injected or administered orally and that is again scanned by sophisticated Gamma camera. India currently has over 11. is projected to grow to nearly $40 billion by 2012. the specialty hospitals are using Nuclear medicines for treatment. Diagnostics facilities: Market Overview: The Indian diagnostic market comprising primarily of reagents and kits is to a large extent import driven. Now.to. Diagnostics is poised to become a $700 million industry by 2010 with significant improvements occurring in the area of early detection. Diagnostic Market: Today the total Indian healthcare sector.000 diagnostic laboratories. The diagnostic and pathology market is 26 . And that depends upon the nature of the test.minute medical devices. There is increasing need for indigenous products with affordable prices. India offer the most competitive treatment package price to the world with its up. Reagents and kits will also be major contributors to growth. is currently valued at $34 billion.
high quality equipment for Indian markets and device creative financing options and low cost. 27 .around 2 percent of the overall healthcare market. New corporate mentality brings along employee health issues. US companies are the leader in pharmaceuticals and biologics research and development. Indian companies can leverage their extensive expertise in life sciences. There is good potential to develop training and accreditation programmes for the Indian market. the large number of CAP accredited labs in India and the huge patient base to collaborate with US companies in organizing large scale and complex clinical trials at low costs. A parallel development has been the progressive expansion of health insurance programs that cover curative. Medical services in particular have flourished with the establishment of “NRI hospital" The arrival of multinational corporations in large numbers to the Indian scene has been accompanied by a similar growth in indigenous corporate entities (in particular ITsector and business process outsourcing (BPO).The rapidly increasing noncommunicable disease burden on Indian population. One important sub-sector are the non-resident Indians (NRIs) who have spent much of their lifetime in the West but often return to India in later stage of life. effective solutions for the Indian market. The diagnostic market has been growing at 15-20 percent and by all indications shall continue to grow for another 10years at this rate The fast growing diagnostic sector opens several avenues for partnership between the Indian and International diagnostic companies. There is huge potential in the clinical research and trials market by combining the unique strengths of Indian and US companies. diagnostic. Growth Drivers in India: Increased purchasing power among the middle to upper-tier economic groups. Along with the increasing wealth of Indians is the emergence of a more Westernized attitude which brings along also increased health awareness. especially those of managers and executives. without forgetting the rural masses who still struggle with a vast number of communicable diseases. There is a need to design cheap. and health screening programs.
Dr Lal Pathlabs. imported products are often too expensive. lower income groups need to pay bribes to get access to public health structures (in southern states in almost 65 per cent of cases) Lack of awareness of newer methods and tests among public healthcare personnel and lack of professionals Current use of diagnostics in India: • • • • • • Infectious Diseases Diagnosis Hormones diagnosis Blood Grouping reagents diagnosis Pregnancy diagnosis Cancer Markers Molecular Diagnostics Unorganized Sector in India Major branded players in the Indian diagnostics market are: • • • • • • • Elbit: 28 Super Religare Laboratories. and according to recent studies. The healthcare spending of the common people is 65% of disposable income.Growth Restraints in India: India is a very cost and price sensitive market. Thyrocare and Pathcare labs Vimta labs Lucid Medical Elbit Diagnostics .e. as the healthcare insurance penetration is still in the initial stages. i.
Vimta Labs: • Vimta Labs is India’s leading contract research and testing organization. dedicated customer service and above all the stringent ethical practices. certified and accredited. in-house consultants and the visiting patients as a trustworthy Quality Service Provider. PathCare Labs (P) Limited: • • PathCare Labs is an emerging Diagnostic Service provider on the horizon with a promise to ensure Quality. Elbit offers a winning combination of contemporary equipment. The team is slated to double in next three years. • Pathcare has spread across the country with a promise to ensure Quality. Andhra Pradesh and plans to grow and acquire bigger dimensions with an aim to become a global network of highly automated and sophisticated diagnostic laboratories synonymous with cutting-edge technology. Medicine. international technology and effective personal care.• Elbit is established as the seamless link between doctors. Molecular biology and Informatics. Established in 1984 VIMTA has an envious track record of serving several market leaders across the globe. Microbiology. • Elbit presently enjoys a noticeable existence in the Health Care Industry. attending to all their Medical Diagnostic needs. Reliability and Customer Care. accuracy. Bar-coded. The exquisite management ethics of Pathcare has made it the first company to be Networked. the hospitals. Pharma. efficiency. • VIMTA is a team of 692 professionals comprising 460 scientists in various disciplines such as Chemistry. Reliability and Customer Care. • Elbit provides the patients and their families with high-standard medical care and the most qualitative and quantitative data regarding the etiology and pathogenesis of a disease. 29 . PathCare has ventured into the foray of complete Diagnostic Services by setting up a State of the Art Central Clinical Reference Lab at Hyderabad.
• VIMTA is a multi-site organization with more than 300. Super Religare Laboratories: SRL is servicing nearly 1550 hospitals/path labs along with its subsidiary Piramal Diagnostic Services Private Limited. offering a comprehensive range of over 3. The company is also looking to acquire in Middle East. Bangladesh. Thyrocare: Thyrocare is one among the top laboratory brands in India. The company has decided to invest 150crore this year on acquisitions in India and abroad. Designed to be one of the most advanced imaging centers in India. 30 . LUCID is here to deliver superior service for individuals from all walks of life. from the routine to the highly specialized tests.300 diagnostic tests. Another major player Metropolis has created an Indian Association of Pathology Labs in view to represent the industry to the government under the umbrella structure of CII (Confederation of Indian Industry). Lucid: Medical Diagnostics is a comprehensive health care facility with dedicated resources for enhancement of health. Lal PathLabs: Dr. It is moving at 40 percent annually.000 sqft world class laboratory facilities. Lal PathLabs has 65 laboratories at present in India and it is looking to add another 35 this year. Combined with a comprehensive team of Health Care Professionals. duly validated. Dr.The technologies deployed at VIMTA are current and leading edge. it has brought the finest Medical Technology to south India. Sri Lanka and other South Asian nations.
Opportunities and Challenges: • Indian healthcare market is large but still fragmented and underserved. • Our nation has 17 percent Facts that count In India. though slow. this is likely to grow 50 % in just next 10 years. This is reflected in the over 20 percent CAGR in the last five years in India’s diagnostics industry. at least 60 percent of in-vitro business will become organized since. annually. only 200 are accredited and only 1000 worth are being called as laboratories. things are moving in right direction. out of the 60. India is one of fastest growing and strongest global economies with about 8 percent growth rate. this is likely to grow to 50 percent in just next 10 years. • By the year 2020. Unorganized laboratories are growing at the rate of10-15 percent. Unorganized laboratories are growing at the rate of 10 – 15 percent. while the organized corporate chains having less than 10% share of the total market are growing at a faster rate at 25-30 percent. The growing middle class also recognizes the value of pathology testing and is willing to pay for these test. The diagnostics industry is highly fragmented with the largest players account for less than 15 percent of the total diagnostics market • • • Facts that count In India out of the 60. • The growing middle-class also recognizes the value of pathology testing and is willing to pay for these tests. annually. • • As on date only 10% percent is organized and though it has taken 40 years to move to 10 percent. This is reflected in the over 20percent CAGR in the last five years in India`s diagnostic industry 31 .000 laboratories where testing is done. only 200 are accredited and only 1000 are worth being called as laboratories. while the organized corporate chains having less than 10% share of the total market are growing in a much faster rate at 25 – 30 percent.000 laboratories where testing is done. As on date only 10 percent is organized and though it has taken 40 years to move to 10 percent.
an estimated shortage of 26. The Indian educational structure mainly consists of the three stages.• The whole diagnostic industry is fragmented with the largest players account for less than 15 percent of the total diagnostics market. Unorganized retailing.The retail industry is divided into organized and unorganized sectors. refers to the traditional formats of low-cost retailing. owner manned general stores.53 million houses during the Eleventh Five Year Plan (2007-12) provides a big investment opportunity. According to the report of the Technical Group on Estimation of Housing Shortage. for example. 32 . etc. EDUCATION Education is the most crucial investment and an essential element in human resource development. hand cart and pavement vendors. In India. namely:• • • • • Elementary education Secondary education Higher education Adult education Technical education REAL ESTATE: India is the most viable investment destination in real estate The real estate sector in India is of great importance. It implies ability of the people to read. the local kirana shops. paan/beedi shops. RETAILING Retailing is one of the pillars of the economy in India and accounts for 13% of GDP. write and understand. wisdom and culture. It has always been accorded an honored place in every economy. convenience stores. It has the fundamental aspects of imparting knowledge. on the other hand. It helps in drawing out the latent potentials and talents of an individual. a shopkeeper of such kind of shops is usually known as a dukandar.
000 patients since inception. working full time. Warangal and Nizamabad also. Vijaya has 14 centres spread across the city of Hyderabad to ensure easy access and convenience to our patients. Microbiologists and other doctors in addition to over 400 qualified and competentA technologists. 33 .000. at affordable prices. Centres in Kolkata. Team Vijaya has over 35 qualified Radiologists. Chennai. it has established a reputation for excellence and reliability and has become a household name for quality diagnostic services. has ensured that over the past 28 years. in a customer centric manner Keeping pace with the technological advances in diagnostics and offering our customers access to the latest developments in diagnostic medicare Complying with the most stringent quality and ethical norms and ensuring a human touch to our services Today.ABOUT VDC: Founded in 1981 by Dr Surender Reddy. in Andhra Pradesh. Vijaya has emerged as the pioneers in diagnostic medicare. VISION & MISSION: Vijaya is guided by vision and philosophy of: • • • Offering reliable and accurate diagnostic services to our customers. Delivered quality diagnostic services to over 2. Vijaya`s commitment to quality and philosophy of always putting the patient first. as the first centre of its kind to offer a comprehensive range of all diagnostic modalities. under one roof. Pathologists.
there have been tremendous technological advances. having translated into a number of Firsts including • • • • • • • • • • • • • First centre to introduce Ultrasound and Echocardiography. Vijaya always had passion for quality and is committed to delivering the latest in technology to its customers. Conventional & Specialty Lab Services and Diagnostic Cardiology. in 1994 First centre to offer Bone Densitometry. Nuclear Medicine. in 1986 First centre to offer 4th generation CT Scan. in 2001 First centre to offer automated microbiology culture (BACTEC). MILESTONES: Over the past 28 years.0 Tesla MRI in 2007 Independent PET CT in 2008 SERVICES OFFERED • • • • • CORPORATE HEALTH PACKAGES NUCLEAR MEDICINE RADIOLOGY SPECIALITY LAB LAB SERVICES Over the last two decades.Most comprehensive range of diagnostic services spanning Radiology & Imaging. in 1981 First centre to introduce Thyroid hormone testing . in 2003 Hawk eye Gamma Camera with SPECT CT in 2006 Independent Cardiac CT in 2007 Independent 3. in 1999 First centre to offer rt PCR based DNA testing and Flow Cytometry. in the field of diagnostic healthcare which have resulted in new and innovative modalities that are focused on 34 . in 1993 First centre to offer Mammography. in 1985 First centre to offer Nuclear Medicine. in 2000 First centre to offer Digital X-Ray.
kidneys.prevention and early detection of disease. is approved by the AERB (under the Department of Atomic Energy) and is equipped with the most advanced and state of the art GE Infinia Hawkeye Dual Head SPECT Gamma Camera with a built in multi slice helical CT scanner. • • • • • • • • Vijaya master health checkup Vijaya cardiac profile Vijaya advance cardiac profile Vijaya whole body checkup Vijaya well women checkup Vijaya general health checkup Vijaya diabetic health checkup Vijaya executive health checkup NUCLEAR MEDICINE: Nuclear Medicine is an advanced and specialized imaging modality that allows analysis of the functionality and structure of organs like brain. and bone etc. Vijaya believes that prevention is the best cure and periodic health checkups are essential for individuals to monitor their health status and take appropriate health and lifestyle precautions. liver. Heart disease. The Nuclear Medicine department at Vijaya. at lower patient doses provides diagnostic confidence 35 • . it has vital applications in various fields including the diagnosis & treatment of Cancer. heart. based on the age. bones or tissues by using radiopharmaceuticals and imaging by a Gamma Camera. Today. gender and medical history of the patient including. VDC offers a wide range of preventive health check packages. Thyroid disorders. Renal & Liver disease and many other areas. for patient comfort Optimized imaging performance. The GE Infinia "Hawkeye" system offers: • Fastest scan cycle times and unparalleled clinical flexibility with an open design.
to ensure that the results are clinically relevant and enable better diagnosis. it allows the doctor to study a patient’s internal system. medium and low energy imaging of the highest quality PET-CT Diagnosing and planning treatment for cancer. for the routine exams of brain.0T include Multi Voxel Spectroscopy. The Achieva 3. keeping the patient safety in mind. to eliminate claustrophobia and a dual gradient system. 4D THRIVE. 36 .0T is a truly complete MR system. to enable ultra high resolution imaging. High Resolution MR Angiography. without making any cuts on the body” All imaging procedures are performed. Some of the advanced applications offered by the Achieva 3. and care is taken to ensure that results of the highest quality are obtained while minimizing the patient exposure to radiation. MRI Philips Achieva 3 Tesla MRI incorporates the latest in magnetic resonance imaging technology that combines outstanding image quality with a patient friendly short bore gantry. A minimally invasive form of medicare. Every procedure is undertaken under the supervision of our team of highly qualified and experienced Radiologists. This helps in accurate diagnosis and treatment plan for patients.• SPECT/CT enables fusion of the anatomical and functional information for clinical diagnosis broad coverage and 1’ etched detectors to enable high. MR Diffusion and MR Perfusion imaging. Fiber Trak. heart or brain disease requires technology that lives up to the challenge. RADIOLOGY: “Radiology is the science which deals with the use of radiant energy for the diagnosis and treatment of a disease. DWIBS for Oncology application. spine and musculoskeletal to the most advanced ones. The result is clinical excellence combined with patient comfort and clinical relevance. With the highest sensitivity in the industry the Discovery STS 100 has set new standards in image quality.
Digital X-Ray Digital X-Ray (CR) is truly a breakthrough technological development in the field of X-Ray imaging. 3D Reconstruction and MPR. pulmonary. dose efficiency and rapid reconstruction times. CT Angiography. Oncology and Pediatic Imaging. This system is built on innovative Essence technology that delivers image quality. and pediatric imaging. At Vijaya. The system allows for accurate high resolution x-ray imaging. while reducing patient exposure to radiation. Breast cancer is one of the 3 major risks for women over the age of 40 and a yearly mammogram is the most reliable method of ensuring early diagnosis of this disease.CT: Philips Brilliance 64 slice CT is one of the most advanced CT systems in the market and can expand clinical boundaries in cardiac. we were the pioneers in introducing Digital X-Ray. while delivering unmatched image quality. eliminating the need for retakes and also allows for electronic transfer of images from one location to another. which span from early detection and diagnosis to treatment of disease. The Brilliance CT offers a comprehensive range of clinical applications. in 2000 and today we have over seven digital CR X-Ray systems installed. which is one of the most advanced systems available. if detected early 37 . The system enables faster scan times and lower patient exposure to radiation. on our Siemens Mammomat system. in AP. across our various centres. not found on many other systems including high resolution Cardiac & Coronary imaging. Virtual Endoscopy. trauma. Mammography: Vijaya offers Mammography screening for Breast Cancer detection. which can be treated effectively.
hormonal assays. allowing them to expand their diagnosis and treatment options. Typically.Ultrasound/Color Doppler: Our Philips IU 22 color Doppler system is one of the most advanced ultrasound platforms in the world and pushes the boundaries for imaging in conventional radiology. On the other hand. Speciality lab: Vijaya. 38 . not offered by other hospitals or laboratories. most specialized investigations require huge capital investments in equipment. Oncology markers. in addition to requiring highly skilled and trained technical staff to undertake these investigations. include • • • • • • Flow Cytometry (CD4/CD8. HLA typing etc) Rt PCR based DNA detection ( infectious diseases) Chemiluminescence (cancer markers. The IU 22 also offers real time 3D imaging to offering a wide variety of applications in pediatric and vascular imaging. while ensuring that patients have access to the very diagnostic expertise and technology. has a dedicated specialty lab services division that caters to the outsourced needs of such hospitals and laboratories. these tests may not be required in large volumes leading to cost inefficiencies and making it unviable for most hospitals or laboratories to offer these investigations. Some of the highly specialized and state of the art modalities offered at Vijaya. vascular and ob/gyn imaging. endocrinology etc) Immunofluoroscence (auto immune disorders) Nephelometry (high resolution analysis of proteins etc) Immunohistochemistry (IHC) Lab services: Today Vijaya`s lab services offerings encompass a wide range of investigations from routine tests to highly specialized ones.
hormonal assays. All quantitative investigations are undertaken on fully automated state of art the analyzers. cancer markers. Each individual discipline is headed by experienced. 39 . which eliminate the chance of any human error. Each individual discipline is headed by experienced. It also offers a complete spectrum of services from routine tests such as CBP or Blood Glucose to highly specialized investigations for infectious diseases.Vijaya offers a comprehensive test menu covering the key disciplines of conventional lab services: • • • • • • • Clinical Biochemistry Haematology Clinical Pathology Histopathology & Cytopathlogy Microbiology Serology Immunology They offer a complete spectrum of services from routine tests such as CBP or Blood Glucose to highly specialized investigations for infectious diseases. professionally qualified medical doctors supported by a team of qualified and trained technologists. cancer markers. professionally qualified medical doctors supported by a team of qualified and trained technologists. All quantitative investigations are undertaken on fully automated state of art the analyzers. therapeutic drug assays etc. hormonal assays. therapeutic drug assays etc. which eliminate the chance of any human error.
every time.QUALITY: Vijaya is always commited to quality and uncompromising.ISO 15189:2007 ISO 9001:2000 40 . It is implemented through design and compliance to a quality system that is focused on ensuring reliable and accurate results. Govt of India) for our laboratory services NABL . Our procedures ensure • Use of vacationers instead of syringes for sample collection. in every step of the testing procedures • Our unwavering commitment to quality has also resulted in us having achieved ISO 9001:2000 Certification and NABL-ISO 15189:2007 Accreditation ( under Dept of Science & Technology. competent and dedicated professionals. to eliminate sample contamination or preanalytical errors • • • Use of fully automated analyzers that eliminate the chance of human error Periodic calibration of all instruments and measuring devices Implementation of an online Quality Control (QC) program including participation in international EQA programs from reputed vendors • Involvement of highly qualified.
30-12.idle time. 41 SHIFTS HUMAN RESOURCES RECOMMENDED .The process of Human Resource Planning: The process of Human Resource Planning at Vijaya diagnostic centre is mainly based on Workload analysis which is one of the traditional methods of estimating the manpower requirement.00 8.30-17. • Workload analysis: The need for manpower is also determined is also determined on the basis of work-load analysis. OF EXISTING PERSONNEL PERSONNEL PRESENT IN A SHIFT TECHNICIAN 1 TECHNICIAN 2 TECHNICIAN 3 MINIMUM QUALIFICATION INTER/DEGREE ANY “ “ 9.30 7.30.00-18. etc. the following example would throw light on this: WORK LOAD ANALYSIS OF VARIOUS DEPARTMENTS ULTRASOUND: NO. wherein the company tries to calculate the number of persons required for various jobs with reference to planned output-after giving weightage to factors such as absenteeism .
pregnant women undergo this test This department consists of 3 Doctors and 5 Technicians There are 3 rooms and 3 devices. out-time case done by Doctor name • Technicians also help in positioning the patient and would be accompanying the Doctors.00-21.00 11. Technicians operate in shifts Around 120 patients undergo tests a day The technicians help the Doctors in recording the data related to patient i..TECHNICIANS-5 17. 42 .00-17.00-20.00 TECHNICIAN 4 TECHNICIAN 5 “ “ 8.00 SUFFICIENT • • Patients who have to undergo the Ultrasound test must have their bladder full The device used is Ultrasound/Color Doppler(Philips IU 22 Color Doppler System) • • • • • • Mostly.e. • • • • • • patient name contact number reference Doctor part to be scanned patient in-time.
OF EXISTING PERSONNEL MINIMUM PERSONNEL PRESENT IN A QUALIFICATION SHIFT SHIFTS HUMAN RESOURCES RECOMMENDED TECHNICIAN 1 TECHNICIANS-3 Inter/Degree(Bio-Medical) “ “ 7.00-22.Interpretation: Human resources available in this department are sufficient.00 SUFFICIENT TECHNICIAN 2 TECHNICIAN 3 • • • • • • CT is used to detect tumors in the body The device used is Philips Brilliance 64 slice CT No. of technicians are 3 The minimum qualification for the technician are inter and degree(bio-medical) The number of patients visiting per day are:35 The various activities done by the technicians are: • • • They gather patient health information Anesthesia Positioning the patient Interpretation: Human resources available in this department are sufficient. CT: NO.00-16.00-18.00 13. OF EXISTING PERSONNEL PRESENT IN A MINIMUM QUALIFICATION SHIFTS HUMAN RESOURCES RECOMMENDED 43 . MRI: NO.00 9.
00(2 members) 7. spinal cord. DEGREE (BIO MEDICAL). The minimum time to undergo this test is 15minutes.00 6.00-16. PET/CT & NUCLEAR MEDICINE: 44 . • • • They gather patient health information Anesthesia Positioning the patient • The minimum qualification for technician is INTERMEDIATE.PERSONNEL SHIFT TECHNICIAN 1 TECHNICIAN 2 Inter /deg(Bio-Medical) Inter /deg(Bio-Medical) Inter /deg(Bio-Medical) Inter /deg(Bio-Medical) Inter /deg(Bio-Medical) Inter /deg(Bio-Medical) 8. Interpretation: Human resources available in this department are sufficient.30 10.30-15. • • The device used is PHILIPS Achieva 3. • • The number of patients visiting per day is 25.00 13.30 SUFFICIENT TECHNICIANS-6 TECHNICIAN 3 TECHNICIAN 4 TECHNICIAN 5 TECHNICIAN 6 • Magnetic resonance imaging is used to detect cancer tumors and perform tests on other parts of the body such as brain. etc.0 Tesla.00-17.00-19. of technicians working here are 6.30-22. The no.30-10.30 1.
00 ASSISTANTS-2 SUFFICIENT • • This is used to detect tumors in the body. OF EXISTING PERSONNEL PERSONNEL PRESENT IN A SHIFT ASSISTANT-1 ASSISTANT-2 SENIOR-1 SENIORS-2 SENIOR-2 CONSULTANT-1 CONSULTANTS CONSULTANT-2 OFFICE BOYS-2 “ OFFICE BOY-1 OFFICE BOY-2 MINIMUM SHIFTS QUALIFICATION HUMAN RESOURCES RECOMMENDED Diploma In Radiation Medicine Diploma In Radiation Medicine Diploma In Radiation Medicine Diploma In Radiation Medicine Diploma In Radiation Medicine Diploma In Radiation Medicine X standard X standard 8.30-17. The device used is GE Discovery STS 100 positron immigration system with built –in 16 Slice CT and GE INFINIA 4 HAWKEYE(Gamma Camera and Multi Slice CT) • • • The no.00-17.NO.30 8. of technicians working here are 6 and 2 office boys The minimum qualification required is Diploma in Radiation Medicine(DRM) The technicians perform the following duties: • • • Radiation adjust Performing scanning Patient positioning 45 .
• • • Medicine preparation and Anesthesia There are 2 consultants who write the reports for the PET/CT scan On an average 4-5 patients undergo PET/CT scan and it is done only in the morning • • It takes 15-20min to undergo the scanning process On an average 10-15 patients undergo GAMMA scan.00 12. Interpretation: Human resources available in this department are sufficient X-RAY: NO.0017.0021.Collimax-III 46 . OF EXISTING PERSONNEL PERSONNEL PRESENT IN A SHIFT TECHNICIANS1 TECHNICIANS6 TECHNICIAN-2 TECHNICIAN-3 TECHNICIAN-4 TECHNICIAN-5 MINIMUM QUALIFICATION SHIFTS HUMAN RESOURCES RECOMMENDED Diploma in X-ray Diploma in X-ray Diploma in X-ray Diploma in X-ray Diploma in X-ray 7.00 11.0020.0016.00 (2TEC) SUFFICIENT • • • This department consists of 6 technicians The minimum qualification required is Diploma in X-ray The devices they use is drypix7000 FCR CAPSULAX-II.00 8.0022.00 13.
30-15. Digital Orthopantogram (OPG).00-18.DMLT 13.DMLT 9.00 (2members) TECHNICIAN-3 TECHNICIAN-4 MLT.00-16.DMLT MLT.30 6.00 7. mammography and bone mineral density.30 47 .DMLT MLT. • • On an average 120 patients will undergo this test. OF EXISTING PERSONNEL PERSONNEL PRESENT IN A SHIFT TECHNICIAN-1 TECHNICIAN-2 MINIMUM QUALIFICATION SHIFTS HUMAN RESOURCES RECOMMENDED MLT. The technicians perform the following duties: • • • Patient positioning Record the values told by the other technician Analyses the scanning process • The time taken for doing the X-ray are as follows: • • • • • X-ray : 2min OPG : 15min Mammography: 15min Chest X-ray : 2min Bone Mineral Density: 20min Interpretation: Human resources available in this department are sufficient SAMPLE COLLECTION DEPARTMENT: NO.30-22.• They perform X-Ray.
30 48 . OF EXISTING PERSONNEL PERSONNEL PRESENT IN A SHIFT TECHNICIAN-1 MINIMUM QUALIFICATION SHIFTS HUMAN RESOURCES RECOMMENDED MLT.30 & 17.30-10. The various devices used here are: • • Rotator Bar coding Machines • The frequency of patients in a day : • • Morning -400 Evening-200 • The work done by them is samples drawing and samples receiving.30-10.30 &17.00 6.DMLT MLT. Interpretation: Human resources available in this department are sufficient SAMPLE SEPARATION DEPARTMENT: NO.DMLT (2members) 13.30-22.8 TECHNICIAN-5 TECHNICIAN-6 MLT.30-22. DMLT.00-22.30 SUFFICIENT • • • • The no of technicians are:7/8 There are 5 counters to collect the samples The minimum qualification required is MLT.DMLT 6.TECHNICIANS .
DMLT.00-20. OF PERSONNEL MINIMUM SHIFTS HUMAN 49 .00 --SUFFICIENT OFFICE BOYS-3 OFFICE BOY-2 OFFICE BOY-3 • The no of employees are:6 Technicians-3 Office boys -3 The technicians separate the samples using Centrifuge 2 office boys collect the samples from other branches and 1 gives separated the samples to the laboratory for further testing • • • • • • The minimum qualification for technicians is MLT. The various devices used here are: Centrifuge5702 EPENDORF They receive samples of around 600 per day • • • Interpretation: Human resources available in this department are sufficient CASH BILLING CUM RECEPTION: NO.TECHNICIANS-4 TECHNICIAN-2 TECHNICIAN-3 TECHNICIAN-4 OFFICE BOY-1 MLT.00-17.00 7.DMLT MLT.00-21. The minimum qualification for Office boy is 10th Standard.00 12.00-16.00 8.DMLT MLT.DMLT X STD X STD X STD 11.
OF EXISTING PERSONNEL PERSONNEL PRESENT IN A SHIFT EMPLOYEE-1 EMPLOYEE-2 EMPLOYEE-3 EMPLOYEES-6 EMPLOYEE-4 EMPLOYEE-5 MINIMUM QUALIFICATION SHIFTS HUMAN RESOURCES RECOMMENDED INTER/DEGREE INTER/DEGREE INTER/DEGREE INTER/DEGREE INTER/DEGREE 8.30 SUFFICIENT DEGREE DEGREE DEGREE DEGREE RECEPTIONISTS-4/5 RECEPTIONIST.00 6.EXISTING PERSONNEL PRESENT IN A SHIFT RECEPTIONIST-1 RECEPTIONIST.30-17.4 • • The no of employees are:8 They perform various activities such as : • • • cash billing Credit billing Answering to queries of the patients • The minimum qualification for them is any degree. Interpretation: Human resources available in this department are sufficient.30 7.30 &17.30-17.2 QUALIFICATION RESOURCES RECOMMENDED 6.00-17.00 9.30 50 SUFFICIENT .00 12.3 RECEPTIONIST.30-10.30 13.00-16.00-18.30-22.30-22.00-20.30 6.00 11.30-22. DISPATCH COUNTER: NO.
00-21. ECG/2D-ECHOCARDIOGRAPHY/TMT: 51 . DMLT& B.30pm The employees store the records of all the reports from various departments.EMPLOYEE-6 INTER/DEGREE 12. The minimum qualification required is intermediate.Sc Interpretation: Human resources available in this department are sufficient.30am -22.00 • • • Here the customers collect their reports for the various tests undergone The no of employees in these department are: 6 The shift duties are as follows: • • Morning-2 Evening-4 • • • They work between 6. degree (any back ground) MLT.
NO. OF EXISTING PERSONNEL
PERSONNEL PRESENT IN A SHIFT
HUMAN RESOURCES RECOMMENDED
MLT,DMLT&B.Sc MLT,DMLT&B.Sc MLT,DMLT&B.Sc MLT,DMLT&B.Sc
8.30-17.30 8.00-17.00 7.30-16.30 7.00-16.00 IN SUFFICIENT
The No. of technicians in these department are 4 and 2 Doctors and they work on
a rotation basis ECG:
• • • • •
The minimum qualification required for technicians is Intermediate, MLT,DMLT Frequency of patients is high during early hours On an average 50 patients undergo this test/day and 70 on weekends The device used in ECG is “SCHILLER AT-2PLUS” The technician will perform the test and submit the results in a graphical
format to the concerned Doctor. 2D-ECHOCARDIOGRAPHY:
• • • •
This device used for Heart Scan The device model is 2d-Echo GE VIVID 7. The minimum qualification that is required is MLT,DMLT and Degree 2d-Echocardiography is performed under the supervision of a Doctor.
No. of patients undergoing this test per day are: 20-25
This test has to be done in the presence of a Doctor
• • • •
This test is mainly done to examine the proper functioning of Heart The minimum qualification that is required is MLT,DMLT and Degree The device used here is GE T2100 Another device Holter system is attached to the patient to monitor the Heart-Beat rate for 24hrs.
The number of patients visiting per day : 30
Intrepretation: Presently, this department needs 1 more technician.
EEG/ENMG/PFT: NO. OF EXISTING PERSONNEL PERSONNEL PRESENT IN A SHIFT
Technicians-1 Technicians-3 Technicians-2 Technicians-3 MINIMUM QUALIFICATION SHIFTS HUMAN RESOURCES RECOMMENDED
MLT,Neurology MLT,Neurology MLT, Neurology
9.00-18.00 8.00-17.00 12.00-16.00 SUFFICIENT
• • • • • •
The no. of technicians available are 3 and Doctors-2 The minimum qualification are MLT, Neurology The devices used are: Nicolet machine- EEG,ENMG RMS Machine -PFT The number of patients visiting per day :
Interpretation: Human resources available in this department are sufficient.
AUDITING: NO. OF EXISTING PERSONNEL PERSONNEL PRESENT IN A SHIFT
Employee-1 Employee-2 Employee-3 Employee-4 MINIMUM QUALIFICATION SHIFTS HUMAN RESOURCES RECOMMENDED
B.com B.com B.com B.com
9.3018.30 9.3018.30 9.3018.30 9.3018.30 SUFFICIENT
The total no of employees are:7 The number of accountants : 5; one manager and an Assistant Manager are also
• • • •
The minimum qualification is B.Com. The various activities they perform are: Bills verification Check payments and credit bills will be verified.
OF EXISTING PERSONNEL PERSONNEL PRESENT IN A SHIFT Technician-1 Technician-2 MINIMUM SHIFTS QUALIFICATION HUMAN RESOURCES RECOMMENDED M. IMMUNOPATHOLOGY NO.00/ 9.0019.sc Biochemistry 11.sc Biochemistry M.00 10.0019.00 SUFFICIENT Technicians-3 Technician-3 M. 55 .00 10.0020.sc Biochemistry • • The number of technicians are :3 The various instruments used in this lab and their throughputs are mentioned below: • • Cyclomixer Rotary shaker. Interpretation: Human resources available in this department are sufficient.0021.00 & 15.00-12.• This department will oversee the billing of all the branches.
00 11.00-22. Water bath. OF EXISTING PERSONNEL PERSONNEL PRESENT IN A SHIFT Technician-1 Technician-2 Technician-3 MINIMUM QUALIFICATION SHIFTS HUMAN RESOURCES RECOMMENDED MLT MLT MLT 9.00-18.00-20.• • • • • • Centrifuge. Flow cytometric Heater Twincubator All the technicians have good knowledge of all the instruments operating and the minimum qualification is :M.00 (2 members) 56 .00 13.sc Biochemistry • • • The tests conducted are for various parameters This department receives samples of around 36-48/day and 3-5samples/weekend The various activities the technicians perform are: • • • Receiving the samples Processing the samples Writing the reports Interpretation: Human resources available in this department are sufficient. BIOCHEMISTRY: ROUTINE NO.
Technicians-7 Technician-4 Technician-5 Technician-6 Technician-7 MLT MLT MLT MLT IN SUFFICIENT • • The number of technicians are :7 The various instruments used in this lab and their throughputs are mentioned below: • • • • • • • AU-OLYMPUS-2700 : 2000 TESTS/HR : 480 TESTS/HR AU-480 BECKMEN COULTER AVL ELECTROLYTEANALYSER : 180TESTS/HR ROCHE-P800 VITROS CAOAGULATIONS MANUAL TEST :1800 TESTS/HR : 25O TESTS/HR : 10 MIN/SAMPLE : 1-2 HR/TEST • All the technicians have good knowledge of all the instruments operating and the min qualification is : MLT • • • The tests conducted are for various parameters This department receives samples of around 1800-2000/day The various activities the technicians perform are: • • • Receiving the samples Processing the samples Writing the reports Interpretation: 57 .
00 9.00-21.00-18.00-17.00 8.00 12.00 SUFFICIENT • • The number of technicians are:4 All the technicians have good knowledge of all the instruments operating and the min qualification is : MLT • • The tests conducted are for various parameters The various instruments used in this lab and their throughput are mentioned below: • • • • • • • ADVIA CENTAUR XP COBAS-6000 BIO RAD D-10 : 260 TESTS/HR : 180 TESTS/HR : 20 SAMPLES/HR BIO RAD TURBO-II : 40 SAMPLES/HR KRYPTOR COMPACT BN-PROSPECT IMMULITE PARAMETERS 58 : 6 SAMPLES/HR : 6 SAMPLES/HR : DIFFERENT TIME DURATIONS FOR DIFERRENT . OF EXISTING PERSONNEL PERSONNEL PRESENT IN A SHIFT Technician-1 Technician-2 Technicians-4 Technician-3 Technician-4 MINIMUM QUALIFICATION SHIFTS HUMAN RESOURCES RECOMMENDED MLT MLT MLT MLT 12.This department requires 2 technicians. BIOCHEMISTRY-2: SPECIALITY LABS NO.00-21.
30 9.00 (2members) MLT MLT MLT MLT INTER 11.00 9.00-17.00-18.00-20.00 (2members) 12.00 SUFFICIENT • The number of technicians are: 7 and typist-1 59 . OF EXISTING PERSONNEL PERSONNEL PRESENT IN A SHIFT Technician1 Technician2& Technician3 Technician4 Technicians -7 Technician5 Technician6 Technician7 Typist -1 MINIMUM QUALIFICATION SHIFTS HUMAN RESOURCES RECOMMENDED MLT MLT 8.30-17.00 8. CYTOLOGY AND HISTOPATHALOGY: NO.00-18.00-21.• • • • BIO RAD D-10(HB-ELECTROPHORESIS): 8MIN/TEST ELECYS-2010 OSMOMAT MANUAL TESTS : 30 SAMPLES/HR :6 SAMPLES/HR :2DAYS • The various activities the technicians perform are: • • • Receiving the samples Processing the samples Writing the reports Interpretation: This department is deficit of 1 technician.
• • • The minimum qualification is MLT In BIOPSY 40 samples/day are processed The report generation time for different samples: • • Small sample.5 to 7days • The various activities performed by the technicians in Cytology and Histopathology are: • • • • • • • • • • • • • Book entry of the sample Labeling – checks patient history Sample separation Grossing Staining Reporting to Doctor Checking and dispatching the sample The various devices used in this department are: CELLSPIN -I THERMACCENTRIFUGATION REMI CENTRIFUGE LEICA BLOCK CUTTING MACHINE LEICA AUTOMATIC TISSUE PROCESSOR LEICA EMBEDDING S/N LEICA EG1156 60 .3days Large sample.
• • • • • • OVEN BACTERIOLOGICAL INCUBATOR R-8C LABORATORY CENTRIFUGE SLIDE WARMING TABLE SEROLOGICAL WATERBATH ESR ANALYSER THERMA ME Interpretation: Human resources available in this department are sufficient.00-18. 61 .7 Technician4 Technician5 Technician6 Technician7 MINIMUM QUALIFICATION SHIFTS HUMAN RESOURCES RECOMMENDED B. DMLT.00-17.sc MLT B.sc MLT. OF EXISTING PERSONNEL PERSONNEL PRESENT IN A SHIFT Technician1 Technician2 Technician3 Technicians.00 9.00-18.sc MLT B. DMLT B.sc MLT B.sc MLT.00-22.sc MLT B.00 7.00-19. CLINICAL PATHOLOGY: NO.30-16.00 13.00-21.sc MLT 8.00 12.00 SUFFICIENT • • The number of technicians are: 6 to 7 The minimum qualification is B.sc MLT B.00 10.30 9.
CUE A& FASTING They enter the details into system then into the log book Once samples results are generated they are reviewed Sr. OF EXISTING PERSONNEL PRESENT IN A MINIMUM SHIFTS HUMAN RESOURCES 62 . technician and concerned Doctor • The various devices used in this department are: • • • • • • • • UROMETER 120SD MICROSCOPE-1 HOT AIR OVEN BACTERIOLOGICAL INCUBATOR R-8C LABORATORY CENTRIFUGE SLIDE WARMING TABLE SEROLOGICAL WATERBATH ESR ANALYSER THERMA ME Interpretation: Human resources available in this department are sufficient.. • The various activities performed by them are: • • • • Check the sample barcode Separate the sample based on sample i.e. HAEMATOLOGY: NO.• The samples are processed in a serial order and on an average 250 samples are processed per day.
00 9. DMLT MLT .00 11.DMLT MLT .DMLT MLT .10 and Doctors. The various activities performed by them are: • • • • Check the sample Sample processing and grouping is done Different test are performed depending on various parameters.00 13.00-19.00/ 10.00-19.DMLT MLT.00 9. On an average 350-400 samples are processed per day.00-22.00 12.DMLT MLT .5 This department has more than required technicians and 3 can be transferred to other branches or can be trained in new areas to meet the shortage in other departments • • • The minimum qualification is MLT.00 8.DMLT MLT .00-22.00 18.00-21.00-20. They enter the results into the worksheets 63 .00-18.00 8.00 (part time) 10. DMLT.00-18.DMLT 9.00-17.00-18.DMLT MLT .00-17.00 RECOMMENDED Technicians-10 Technician6 Technician7 Technician8 Technician9 Technician10 OVER SUFFICENT • • The number of technicians are. DMLT MLT.DMLT MLT .PERSONNEL SHIFT technician1 Technician2 Technician3 Technician4 Technician5 QUALIFICATION MLT.
Sc Biotechnology 9.sc Biotechnology On an average 30 to 40 samples are processed per weekend.00 9. technician and concerned Doctor • The various devices used in this department are: • • • ADVIA2120 PENTRA 60CPLUS MICROSE 60 AND 5 MICROSCOPES Interpretation: Human resources available in this department are over-sufficient and they can be utilized for other functions CYTOGENETICS: NO.2 and Doctor.1 The minimum qualification is M.Sc Biotechnology MINIMUM QUALIFICATION SHIFTS HUMAN RESOURCES RECOMMENDED M.00-19.00 INSUFFICIENT • • • • The number of technicians are. The various activities performed by them are: • • Sample procession Chromosomal Analysis • The various devices used in this department are: 64 . OF EXISTING PERSONNEL PERSONNEL PRESENT IN A SHIFT Technician1 Technicians-2 Technician2 M.00-19.• Once samples results are generated they are reviewed Sr.
Sc. MICROBIOLOGY: NO.00-18.00 Technician2 Technician3 Technician4 Bacteriology1 Bacteriology2 & Bacteriology3 Bacteriology-8 Bacteriology4 Bacteriology5 Bacteriology6 Bacteriology7 Bacteriology8 M.00 12.Sc.Sc.00-21.Sc Microbiology M.Sc. B.Sc Microbiology M.Sc. B.Sc Microbiology M. B.00 11.• • • • • • CARBONDIOXIDE INCUBATOR GALAXY 170S NEW BRUNSWICK LAMINAR AIRFLOW CHAMBER BACTERIOLOGICAL INCUBATOR REMI CENTRIFUGE MICROCSCOPE MICROSE 60 AND 5 MICROSCOPES Interpretation: This department needs one more technician.00& 15.00 Part time 65 SUFFICIENT .00-19.00 12.Sc Microbiology M. B.00-17.Sc. B.Sc Microbiology 12.Sc Microbiology M.Sc.Sc Microbiology M.00-11.00-21.00.00-17. B.30-16.Sc.Sc. Serology technicians-4 15.00-20.Sc Microbiology 8.00 8.Sc Microbiology M.00 9.Sc. OF EXISTING PERSONNEL PERSONNEL PRESENT IN A SHIFT Technician1 MINIMUM QUALIFICATION SHIFTS HUMAN RESOURCES RECOMMENDED M. 16. B. B.00 (2members) 10. B.Sc Microbiology M.30 8.Sc. B.30-17.00-19.30.Sc Microbiology M. B.00 8.00-21.0021.
• • • •
The number of technicians are- 14 and Doctor-2 The minimum qualification is B.Sc , M.Sc Microbiology On an average 200 to 300 samples are processed per day. The various activities performed by them are: • • • Sample procession depending upon the tests i.e., Serology and Bacteriology Generated test values are entered into worksheets Reports are sent to Dispatch counter through online
The various devices used in this department are: • • ROCHE COBASE 411 BACTERIOLOGICAL INCUBATOR & BOD INCUBATOR
Interpretation: This department needs one more technician. The Workload Analysis carried out in the Vijaya diagnostics is for a duration of 1 month and when continued for a year the number of personnel required would be 128. The process of HRP usually followed in an Organisation, consists of the following steps: 1. Forecasting the demand for Human resources Most firms estimate how many employees they require in future. The demand for human talent at various levels is primarily due to the following factors :
a. External challenges: These challenges arise from three important sources: •
Economic developments: Liberalisation, opening up of banking sector, capital market reforms, the on-line trading systems have created huge demand for finance professionals during 1990-1995 in India. Auto components, Healthcare, and chemical industries in a steady manner. Consequently, the demand of Engineering and Management graduates, Scientists and healthcare professionals has picked up in recent times.
Political, legal, social and technical changes: The demand for certain categories of employees and skills is also influenced by changes in political legal and social structure in an economy.
Competition: Companies operating in fields where a large number of players are bent upon cutting each other`s throat often reduce their workforce. Competition is beneficial to customers but suicidal for companies operating on thin margins.
b. Oganisational decisions: The Organisation`s strategic plan, sales and production
forecasts and new ventures must all be taken into account in employment planning.
factors: Demand is modified by retirements, terminations,
negotiations, deaths and leaves of absence. Past experience, however, makes the rate of occurrence of these actions by employees fairly predictable.
d. Forecasting techniques: The manpower forecasting techniques commonly
employed by modern Organisations are given below:
Expert forecasts: effect.
in this method, managers estimate future human
resource requirements, using their experiences and judgments to good
Trend Analysis: HR needs can be estimated by examining past trends. Past rates of change can be projected into the future or employment growth can be estimated by its relationship with a particular index
Other methods: Several mathematical models, with the aid of computers are also used to forecast HR needs, e.g., regression optimization models, budget and planning analysis. To proceed systematically, human resource professional generally follow three steps. Let`s examine these steps as applied in respect of, say a commercial bank.
• Workforce analysis: The average loss of manpower due to leave, retirement,
death, transfers, discharge, etc., during the last 5 years may be taken into account. The rate of absenteeism and labour turnover should also be taken into account. The nature of competition say from foreign banks, other non-banking financial institutions may also be considered here to find out actual requirements in a year.
Job Analysis: job analysis helps in finding out the abilities or skills required to do the jobs efficiently. A detailed study of jobs is usually made to identify the qualifications and experience required for them. Job analysis includes two things job description and Job specification.
2. Preparing Manpower Inventory (Supply Forecasting) The basic purpose of preparing manpower inventory is to find out the size and quality of personnel available within the Organization to man various positions. Every Organization will have two major sources of supply of manpower; internal and external.
(a) Internal Labour supply: A profile of employees in terms of age, sex, education,
training, experience, job level, past performance and future potential should be kept ready for use whenever required. Requirements in terms of growth/diversification, internal movement of employees (transfer, promotions, retirement , etc.) must also be assessed in advance. The possibilities of absenteeism and turnover should be kept in mind while preparing the workforce
b. it has to look into outside sources. Skills inventory: A skills inventory is an assessment of the knowledge. transfer and turnover to estimate future availabilities in the work force. To the extent an organization is able to anticipate its outside requirement needs and looks into possible sources of supply keeping the market trends in mind. changed job duties etc. experience and career aspirations of each of the current employees. performance. Organizations. This record should be updated at least every two years and should include changes such as new skills. skills. Of course. confidentiality is an important issue in setting up such an inventory. diversifies into newer areas of operations or when it is not able to find the people internally to fill the vacancies. Based on past probabilities. and potential.analysis. External labour supply: When the Organization grows rapidly. Frequent manpower audits must be carried out to find out the available talent in terms of skills. such a record helps an Organisation to quickly match forthcoming job openings with employee backgrounds. nowadays. additional qualifications. do not generally track the qualifications of thousands of employees manually. ESTIMATED LABOUR SUPPLY IN A FIRM Sources of Inflows Projected Outflows • Transfers • • • Promotions New Recruits Recalls Current internal supply Projected outflows Projected + inflows this year Employees In Current Staffing level The Firm • • Employees Out • • Promotions Quits Terminations Retirements Firm`s = Markov Analysis: This technique uses historical rates of promotions. one can estimate the number of employees who will be in various positions with the Organization in the future. Once established. Details of employees in terms of 69 Staffing level this year for this time next year . its problem in finding the right personnel with appropriate skills at the required time would become easier. abilities.
regional unemployment rates 8. special plans to recruit people and how they are to be dealt with via the recruitment programme. Determining Manpower Gaps The existing number of personnel and their skills (from human resource inventory) are compared with the forecasted manpower needs (demand forecasting) to determine the quantitative and qualitative gaps in the workforce. competitive actions are some of the important things that need special attention. Demand for specific skills 7.knowledge. backed up by detailed policies. Population density 6. abilities etc. A reconciliation of demand and supply forecasts will give us the number of people to be recruited or made redundant as the case may be.. Demographic changes in population 4. National. Education levels of workforce The 3. 4. Technological developments and shifts 5. using various packaged software systems. programmes and strategies • Recruitment plan: Will indicate the number and type of people required and when they are needed. skills. Net migration info and out of the area 2. Formulating HR plans: Organizations operate in a changing environment. Consequently. Actions of competing employers 3. human resource requirements also change continually. This forms the basis for preparing the HR plan. experience. are computerized. 70 . union agreements. Changes in product mix. The human resource requirements identified in an organization need to be translated into a concrete HR plan. IMPORTANT BAROMETERS OF LABOUR SUPPLY 1.
• Redeployment plan: Will indicate the programmes for transferring or retraining existing employees for new jobs • Redundancy plan: Will indicate who is redundant. retrenchment. be undertaken to remove deficiencies and develop future plans. and plans for golden handshake. job redesign. changes in work requirements and improvement in working conditions • Control points: The entire manpower plan be subjected to close monitoring from time to time. 71 . productivity bargaining. in the light of changing circumstances. • Training plan: Will indicate the number of trainees or apprentices required and the programme for recruiting and training them. etc. existing staff requiring training or retraining. layoff. • Retention plan: Will indicate reasons for employee turnover and show strategies to avoid wastage through compensation policies. • Productivity plan: Will indicate reasons for employee productivity or reducing employee costs through simplification studies. Control points be set up to find out deficiencies. mechanization. when and where. etc. the plans for retraining. periodic updating of manpower inventory. new courses to be developed or changes to be effected in existing courses. where this is possible. incentives and profit sharing schemes.
Human Resource Process at Vijaya Diagnostics on the basis of Human resources Planning Model mentioned above: 1. Forecasting the demand for Human resources : 72 .
transfers. Workforce analysis: The average loss of manpower due to leave. Application of Trend Analysis at Vijaya Diagnostics 2009-2010: NO.HR needs can be estimated by examining past trends. 8 DEPARTMENT HEADS OR SUPERVISORS ARE ALSO REQUIRED. during the last 5 years may be taken into account. OF WORKERS PRESENT RATIO 2009-2010 ESTIMATED WORKING HOURS : 4800 : 590 : 590:4800 : 5840 : 5840*(590 /4800)=128(APPROX) NO. OF WORKING HOURS NO. Preparing Manpower Inventory (Supply Forecasting) Promotions in> The basic purpose of preparing manpower inventory is to find out the size and quality of Discharge or Dismissal > personnel available within the Organization to man various positions. death.. The application of Workforce analysis at Vijaya Diagnostics helps in deternining the loss of its manpower and the main reasons behind their exit. Its application at Vijaya Diagnostics is mentioned below. The application of Workforce analysis at Vijaya Diagnostics is mentioned below Promotions Out >Job Hopping Transfers In> >Transfers Out Recruits in> >Retirement 2. discharge.It is one of the forecasting techniques which is extensively used. OF WORKERS REQUIRED INTREPRETATION: IF THE DEPARTMENT HEADS HAVE A SPAN OF 16 TECHNICIANS. retirement. Past rates of change can be projected into the future or employment growth can be estimated by its relationship with a particular index. etc. Markov Analysis in 73 .
Application of Markov Analysis in Vijaya Diagnostics 2009-2010 Doctors N=20 HOD`S N=10 Doctors 18 90 % HOD`s Mgr`s S. one can estimate the number of employees who will be in various positions with the Organization in the future. experience and career aspirations of each of the current employees. Skills inventory at Vijaya Diagnostics is done in the following way to represent the KSA`s required in an employee.B EXIT 2 10 % 9 90 % 1 10 % 10 % 50 % 22 % 20 % Mgr`s N=10 9 90 % 1 S. transfer and turnover to estimate future availabilities in the work force.B N=16 Forecasted supply 18 9 9 8 398 78 % 112 16 80 % 4 128 398 15 Skills inventory: A skills inventory is an assessment of the knowledge. Based on past probabilities.E N=16 8 50 % 8 Technicians N=510 O. abilities.E Tech O. skills. 74 .any Organization uses historical rates of promotions.
This forms the basis for preparing the HR plan.AIMA 2.K. 75 .Sen Number:429 Word Accounting Description Tax Date printed:1-4-2010 Department:41 Keywords Work experience Activity From To Company Supervision 2004 2006 Taxclerk Tradewell Company and Analysis Supervision 2006 Auditing Records Education Degree MBA B.ICA Hobbies Chess Football Computer Supervision 2008 Accountant Elixir Organization Book Keeping Ledger Risk Management 2004 Location choice Kolkata Delhi Employee Signature_______________ Date ____________________________ 3. By determining manpower gaps Vijaya Diagnostics can estimate the required manpower for the present and future needs.Skills Inventory system in Vijaya Diagnostics: Name: A.ISTD 3. Determining Manpower Gaps Hyderabad Swimming HR Department___________________ Date_____________________________ The existing number of personnel and their skills (from human resource inventory) are compared with the forecasted manpower needs (demand forecasting) to determine the quantitative and qualitative gaps in the workforce.Com Computer Literacy Tally French Major Finance Accounts Languages Year 2004 2001 Position preference Accounting 2008 2009 Chief Accounts City Union Bank Special Qualifications Memberships Course NCFM Date 1999 1.
Number available at the beginning of the year 4. • • The human resources available are self sufficient for handling present in patient flow The Organization has well qualified technicians 76 . Total available at the end of the year 7. FINDINGS: • Vijaya Diagnostic centre is an Organization which was functioning based on traditional values but it`s now coping with the changes and working towards modernization. Separations (retirement. promotions) : 590 : 20 : 20 : 128 5. promotions out and other losses) 6.Determining manpower requirements at Vijaya diagnostics: 1. Total requirements at the end of the year : 718 3. Number required at the beginning of the year 2. Additional numbers needed in the year : 590 : 128. Additions (transfers. wastage.
to tackle this job enrichment must be encouraged so as to have bench strength of qualified personnel and help in succession planning. So. 77 .• • The Organization lacks Employee-engagement activities The Organization has Centralized power of Authority SUGGESTIONS: • The Human Resources presently available are sufficient but in the future there may be a dearth of qualified technicians due to increase in-patient flow. • Employee engagement activities must be initiated so that trust develops between the employees and the management which creates harmony and better relations.
CONCLUSION 78 . from cost centered to profit centered.e..• Management has to change its view towards the manpower i.
New Delhi. 79 . "Human Resource and Personal Management" – Text and Cases..BIBILOGRAPHY TEXT BOOKS • Aswathappa K. Tata McGraw Hill Publishing Company Ltd.
R.in http://en. • Gupta.com http://modernmedicare. • Kothari. Shampat Rai & Co. (2004).com http://www.themedica. Sixth Edition.N. "Human Resource Management".co.com http://health. New Delhi.allrefer. Fourth Edition".indiaincorporated.wikipedia. Second Edition. "Human Resources Management – Concepts and Issues.org • • • • • • • • • ANNEXURE ORGANOGRAM OF VIJAYA DIAGNOSTIC CENTRE 80 .vijayadiagnostics.com http://business. Delhi. Sultan Chand & Sons. "Research Methodology".whereincity.ibef.com http://www. C. (2005)..• Chhabra T. New Delhi. C.com http://www. WEBSITES • www. B.medterms. New Age International Publishers.in http://www.gov.org http://www.
Suprita Reddy Technical Non Technical Audiometr ic Test Sample Collection Managing director Dr.Chairman and Managing director Dr. Kalyani Radiology – Dr MGK Murthy MRI Cardiology Managing director Dr.N O SERVICE DIAGNOSTIC CENTRES 81 .Surender Finance and Accounts – P Venkat Reddy Purchases and Stores Serology Ultra Sound Microbiology Dr Vijaya Lakshmi X Ray Administrati on Internal Audit Cyril Joseph Billing Chandra Reddy Marketing – Joseph Cytogenetics TABLE SHOWING COMPARISION OF SERVICES OFFERED BY VIJAYA DIAGNOSTIC CENTRE AND OTHER PRIVATE DIAGNOSTIC CENTRES: S.Surender Reddy Pathology Dr.Surender Director Ms. Kanaka Sabapathi Dr.Surend er Reddy Lab Biochemistry – Dr.Surend er Reddy Front Office and Patients Relations Treadmill Operations CT 2DEcho Haematology PET CT Human Resources Chairman and -P N Managing Narayana director Vyas Dr.
VIJAYA 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 BIOCHEMISTRY Clinical Biochemistry Routine Biochemistry Immunology Hematology Serology Molecular Biology Microbiology Radioimmunoassa y Central Lab facility for Clinical Trials Clinical Pathology Histopathology & Cytology Cytogenetics Toxic Metals Immuno Phenotyping RADIOLOGY MRI CT Digital X-Ray Mammography Ultrasound/Color Doppler HSG IVU MCU Dental OPG SPECIALITY LABS Flow Cytometry Rt PCR based DNA detection Chemiluminescen ce Immunofluorosce nce Nephelometry Immunohistochem istry NA DR.L AL NA NA NA NA NA NA NA PATH CARE NA NA NA NA NA NA NA VIMT A NA LUC ID NA NA NA NA NA SR L NA NA NA NA NA NA NA NA NA NA NA THYROC ARE NA NA NA NA NA NA ELBIT NA NA NA NA NA 17 NA NA NA NA NA NA NA NA NA NA NA NA NA NA 82 .
INFORMATION ABOUT SERVICE NOT AVAILABLE Intrepretation: From the above comparative analysis I found that services offered by most of the Private diagnostic centres differ from one another but. Vijaya Diagnostic Centre has provided various diagnostic procedures to the people.18 19 20 21 22 CARDIOLOGY ECG 2d echo cardiography Colour Flow Studies Doppler Evaluation TMT EEG ENMG PFT NUCLEAR MEDICINE PET/CT GAMMA SCAN NA NA NA NA NA NA NA NOTE:-The above information has been obtained through their Company portals -SERVICE AVAILABLE -SERVICE NOT AVAILABLE NA. 83 .
TABLE SHOWING COMPARISION OF SERVICES OFFERED BY VIJAYA DIAGNOSTIC CENTRE AND OTHER CORPORATE HOSPITAL NETWORKS: S.N O SERVICES VIJA YA MYTH REMED CORPORATE HOSPITAL ORANGE ADITYA RI Y NETWORKS NA NA NA NA NA NA NA NA NA NA NA NA NA NA NA 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 BIOCHEMISTRY Clinical Biochemistry Routine Biochemistry Immunology Hematology Serology Molecular Biology Microbiology Radioimmunoassay Central Lab facility for Clinical Trials Clinical Pathology Histopathology & Cytology Cytogenetics Toxic Metals Immuno Phenotyping RADIOLOGY MRI CT Digital X-Ray Mammography Ultrasound/Color Doppler HSG IVU MCU Dental OPG SPECIALITY LABS Flow Cytometry Rt PCR based DNA detection Chemiluminescence Immunofluoroscence Nephelometry Immunohistochemistry CARDIOLOGY 17 18 84 .
85 . Vijaya is ahead by providing most of the services better than them.INFORMATION ABOUT SERVICE NOT AVAILABLE Interpretation: From the above Comparative analysis I found that some of the Corporate Hospital Networks also offer Diagnostics services.19 20 21 22 ECG 2d echo cardiography Colour Flow Studies Doppler Evaluation TMT EEG ENMG PFT NUCLEAR MEDICINE PET/CT GAMMA SCAN NA NA NA NA NA NA NA NA NOTE:-The above information has been obtained through their Company portals -SERVICE AVAILABLE -SERVICE NOT AVAILABLE NA. When we compare the services offered by them with Vijaya Diagnostics centre.
WORK-FLOW DIAGRAMS CASH BILLING TYPE -1 MEDICAL REPRESENTATIVE Medical representative from other agencies Meets the cash counter executive Sample verification If the sample is valid No statu Bring new sample Yes Bill will be processed and test the sample TYPE 2: PATIENT WITH PRESCRIPTION 86 .
Patient With Prescription visits VDC Meets the cash counter executive Executive Records the Demographic Details Of Patient Executive processes the bill lab technician is available No statu Patient has to wait for some time to undergo the test Yes Patient can undergo the test directly CASH BILLING TYPE3: PATIENT WITH DISCOUNT 87 .
Patient with recommendation for discount Meets the cash counter executive Executive checks the prescription of Patient Is prescription valid Yes No Discount is not applicable Process the bill with discount availed Patient can undergo the test TYPE 4: MEDICAL REPRESENTATIVE /PATIENT`S QUERIES: Medical representatives or patients visits VDC regarding a query 88 .
Meets the PRO PRO clears their doubts TYPE 5: CREDIT BILLING 89 .
Medical representatives from other agencies Meets the cash counter executive Medical representative gives the sample for testing Sample is sent for verification Valid Sample Yes No statu Collect the new sample from the patient Process the bill and doesn`t mention the amount Sample is tested 2D-ECHO/TMT DEPARTMENT: 90 .
Patient with bill and Doctor`s prescription meets the lab technician Lab technician checks them No statu Valid details Yes Patient will undergo the test Patient has to resubmit the necessary details Reports Are Sent to the Dispatch Counter Patient collects the report form dispatch counter CLINICAL PATHOLOGY Sample collection 91 .
.Sample separation Cytology department Checks the sample and bar coding Separate the sample i.e. based on fasting and CUE Enter the details into system and then into Log book Sample processing If any doubts arise during processing samples are verified by concerned Doctor Reports are generated and sent to Typing department review -1 by srsr Sr.Technician srsr Authentication of reports by Doctor and sent to Typist srsr Results are checked and sent to dispatch CYTOGENETICS Counter 92 .
Patient approaches them directly Technicians take the sample from the patient Sample is tested Reports are sent to Dispatch counter CYTOLOGY&HISTOPATHOLOGY Sample collection 93 .
.e. Cytology and Biopsy Sample processing Labeling and reporting to Doctor for results generation Reports are generated and sent to Typing department srsr Results are checked and sent to dispatch Counter DISPATCH COUNTER Customer or patient enters the VDC 94 .Sample separation Cytology department Checks the sample and notes details in entry book Labeling and checks the patient history Separate the samples based on the test i.
Customer has to come the next day Customer or patient meets the Executive at the dispatch counter Report delay Executive checks the prescription Status updat e Reports are ready Repor t No Follow up to technical department Ye s Reports delivered ECG DEPARTMENT 95 .
Patient with bill and Doctor`s prescription meets the lab technician Lab technician checks them No statu Valid details Yes Patient will undergo the test Patient has to resubmit the necessary details Reports Are Sent to the Dispatch Counter Patient collects the report form dispatch counter EEG/ENMG/PFT DEPARTMENT 96 .
Patient with bill and Doctor`s prescription meets the lab technician Lab technician checks them No statu Valid details Yes Patient will undergo the test Patient has to resubmit the necessary details Reports Are Sent to the Dispatch Counter Patient collects the report form dispatch counter GAMMA SCAN Patients meet the cash counter executive Scanned images are reviewed by the Bill collects the and Patientis processed reports The reportconsultants reference are sent to Patients undergo the the executive directs from the dispatch counter dispatch counter and they write the them test to the lab reports 97 .
HAEMATOLOGY Sample collection Sample separation 98 .
signature and time in entry book Sample processing Results are entered into the worksheets Results are sent to typing department srsr Results 1st review by Sr.Technician srsr Authentication by Doctor tication IMMUNOPATHOLOGY Results are sent to dispatch Counter Sample collection 99 .e..Haematology department Checks the sample and notes the details i.
Sample separation Immunopathology department Test the sample Generated reports are sent to Dispatch counter Patients collect their reports at Dispatch counter MICROBIOLOGY Sample collection Sample separation 100 .
Microbiology department Serology Bacteriology Test the sample Generated test values are entered into worksheets Reports are sent to Dispatch counter through online Patients collect their reports at Dispatch counter MRI /CT DEPARTMENT: Patients meet the executive at the cash counter 101 Patients take and MRI processedthe Bill is Receptionist Patient Executive directs the collects theform report Patient undergoes thefrom appointment for the gives a test code to patient waits the at specified time test dispatch counter them to MRI LAB receptionist the patient appointment time .
PET/CT Patients who have to undergo this test meet PRO Scanned images are PRO gives them reviewed by the appointment for the Patient collects the reports The report consultants reference are sent to Patients test undergo the Bill processing fromdispatch counter the dispatch the and they writecounter test reports 102 .
SAMPLE COLLECTION Patients meet the cash counter executive for giving the sample Lab technician affixes After the sample is a barcode to the tubes Submits the necessary collected technician Patient collects the reports The report are sent to for collecting the documents to counter directs them and bill from the dispatch other dispatch counter sample processing is done tests if required 103 .
SAMPLE SEPARATION Technicians collect the sample from the sample collection department and other branches 104 The Samples are are sent to test reports sent to Technicians keep the dispatch counter laboratory for testing sample in centrifuge .
ULTRASOUND Patient meets the executive regarding the test Technician records If details of patient i. in time.. out to doctor`s name.of Executive directs them name.e. No. the Ultrasound >1 part to dept be scanned 105 . tests time.
Patient undergoes the test Patient has to wait for other tests to be conducted Reports are generated and sent to Dispatch counter Reports are generated and sent to dispatch counter Patients collect the test reports from the Dispatch X-RAY DEPARTMENT counter Patient with bill and Doctor`s prescription meets the lab technician 106 Lab technician checks Valid Patient will undergo the test them details Yes No Patient has to resubmit the necessary details .
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