Chapter-01

Introduction
1.1 Introduction:

Provision of people's fundamental requirement of health care is the prime vision of City General
Hospital Ltd. Serving the humanity is the motto. The existing services, facilities and management
designed in a way that meets international standard. City General Hospital is committed to develop a
friendly atmosphere and establish as a trustworthy referral hospital in the private sector for the
patients of diseases. Mainly three types of medical services would be made available through the
implementation of the proposed hospital scheme. Firstly, the unit would extend major concentration
to the onward treatment of patients of diseases including major and minor operation. Secondly, it
would also provide various pathological and diagnostic services on charge basis both for indoor and
outdoor patients. Thirdly, the unit would have a Research center where specialized training would be
imparted under senior doctors to the young and probationary doctors Health is one of five basic needs
of human life. Now-a-days care for health has increased due to increasing education & health
consciousness amongst people as well as increasing per capita income of the peoples. In
consideration of the total population & rapid growth of population, we need & have wide demand for
quality caring referral hospitals through the country, especially in urban areas is very much optimum.
This sector is highly potential. The project is fully service oriented hospital to help increase of
medical and diagnostic facility for the general people of Gazipur city, it’s surroundings and for the
country in general.

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1.2 Origin of the Report

The research report is conducted for the partial requirements of BBA program under
the internship. As a student of Business Administration, I had to complete a 12th week’s
attachment with any organization. My attachment was with City General Hospital and
I worked as an intern from June 10, 2017 to September 08, 2017. The project is
assigned by the institutional supervisor, Md. Ripon Ahmed, Assist. Manager, City
General Hospital.

1.3 Objectives
I. To know the HR policy of City General Hospital
II. To study the working and serving policy of City General Hospital
III. To analyze the job satisfaction of the staffs of City General Hospital

1.4 Methodology
For my report I have collected information from both primary data and
secondary data.
Primary Data: I got the data or information directly from the officials.
 Type of report: Descriptive
 Identify data sources: Essential data sources, both primary and secondary, were
identified that would be needed to carry on the study and complete this report.

a. The primary data sources :

 On the job work to find relevant data
 Informal survey.

b. Secondary data sources:

 Different official circular issued by the Medical.
 Other documents of City General Hospital.

1.5 Limitations
3
I tried my level best to enrich and complete this report although here are some
limitations. During the study I had faced the following limitation:

฀Respondent unwillingness: Unfortunately due to the company’s limitations

(business secrecy and confidentiality), I was unable to acquires efficient information.

฀Short age of time: In during such a study within a short period. I could not perform
all the activities regarding study properly.

฀Shortage of secondary data sources: publication of this field not available and there
were no organization or department form a intoning proper information about the
company.

฀Lack of accurate data: respondents were unwilling to disclose their income and
sales. So, this types of data used in this report is not too proper.

฀Short of experiences: It was the first opportunity to work in a corporate

environment and garments industry. But most officer and operator help me to develop
this report properly. Although for lack of my experiences the report may be suffer in
few areas.

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 Chapter-02
Organizational Profile

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2.1 Background

City General Hospital Ltd is beside the Mohakhali Fly Over (Just opposite of RAOWA Club) in a
calm & quite environment, away from all shorts of chaos & pollution. This is one of the well
equipped & Modern hospital now in the Dhaka city. Here patients are entertained in a homely &
heartiest environment as in their family.

This hospital was established in the year 1996 by a valiant Freedom Fighter Major General (Rtd.) M.
Abdur Rab. He took the initiative of setting up this medical institute to translate a noble dream of
serving humanity into reality.

“Intervention - City General Hospital Ltd. undertook a study of the existing operations along with a
review of the market. The following initiatives were implemented.

• Improved the Service Quality through implementation of systems and protocols, training of
administrators and staff
• Up-gradation of facilities – Added an out-patient block, preventive health check programs,
computerization of all administrative and clinical areas
• Assisted in the purchase of MRI, CT and other equipments and brought about significant
savings in capital costs
• Carried out training of doctors and nurses in Intensive care, Urology, Neurology, Stroke
Management, Radiology and Imaging and others
• Established a health communication department to engage key target segments for beneficial
business relationship.
• Introduced Information Technology and Credit control to make the operations more efficient.
Specific initiatives in the area of Marketing, Brand Positioning, Pharmacy and Telemedicine
Connectivity were undertaken to enhance the revenues of the group.

City General Hospital Ltd. has been continuously providing tailor made training programs for the
clinical staff to enhance their skill set.

The Impact – City General Hospital Ltd.’s involvement resulted in

• A saving of approximately 40% of budgeted capital cost for equipment purchase

• The revenue per bed day increased by 86% over a two year period

• The departments of Intensive care, Urology, Preventive health and others were established.

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2.2 Hospital Profile: City General Hospital Ltd.

Type Hospital & Diagnostic Center (Private)

Established 1996

Partners City General Nursing Institute

Corporate office City General Hospital Ltd.
Address: Tongi - Ghorashal Hwy, Tongi
Gazipur, Dhaka
Bangladesh.
Mrs. Priti Chakraborty (Chairman)
Key peoples Dr. Ashis Kumar Chakraborty (Managing Director)
Service
Products

Number of Employees 500

Website http://www.umchltd.com/

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2.3 Organizational Activities Analysis:

III.1. Departments of the City General Hospital Ltd.

If the jobs are not organized considering their interrelationship and not allocated in a particular
department it would be very difficult to control the system effectively. If the mentioned department is
not fit for the particular works there could be haphazard situation and the performance of a particular
department could not be measured. City General Hospital Ltd.. has done these works efficiently and
effectively.
The Departments of City General Hospital Ltd.’s are:

1. Marketing & Sales

2. Finance & Accounts
3. Operation
4. Administration & Human Resources Department (H.R.D.)

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2.4 Objectives:

Broad objective:

The broad objective of this report is to analyze the “Employee Satisfaction of City
General Hospital Ltd.”
Specific Objectives:
 Recruitment and selection process
 Evaluating the performance of employees
 Monitor progress towards objectives
 Information about job analysis
 Compensation policy of the company
 Training period programs
 Information about EEO (Equal Employment Opportunity)
 Development activities of CITY GENERAL HOSPITAL LTD..
 Staff relation

IV

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9
 Chapter-03
Job satisfaction Employee of HR
Department

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3.1 Planning and forecasting
In simple words, HR or human Resource management is managing all the people of the organization
in such a way that a bridge could be maintained between top level-mid level and lower levels of an
organization.

According to Mr. Jack Welch, “Every person who leaves goes on to represent your company. They

can either bad-mouth or praise.”

Organization needs employee or worker to accomplish its mission and vision or company’s goal. To
make this happen HR professionals use different techniques that starts with the very first procedure
‘Man Power Planning and Forecasting’. To get a job done and to get the job perfectly done are 2
nd
different things. All the companies always search for the 2 one because only perfectly done
assignments can provide the optimal outcome.
That’s why HR professionals search for the right person for the vacant position of an organization.
However, manpower planning and forecasting helps us to find what positions the firm will have to
fill, and how to fill them. Manpower planning covers all future positions from maintenance clerk to
CEO. In case of stuffing HR officials also need to be very concern about overstaffed or understaffed
issue. Every action leads to a reaction, so HR officials also need to be concern about the existing
employee satisfaction while recruiting. It’s better to include the internal potentials in forecasting so
that they can also arrange an internal recruitment if needed.

The most common Manpower planning approaches involve the use of simple techniques like ratio
analysis or trend analysis to estimate staffing needs based on sales projections and historical sales to
Manpower relationships. The usual process is to forecast revenues first and then estimate the size of
the staff required to achieve this sales volume.

An organization should always be ready for any unexpected threats. Human Resource Inventory
provides the idea about the organization’s present capability for a proper response of any unexpected
threats.

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 Human Resource Management (HRM) can be described as the satisfactory and effective
management of people affiliated within the organization and conducting operation for that
organization, the employees. In other words Human Resources Management is the concern and
business in an organization that promotes and assists the most adequate and efficient
application and engagement of human resources to accomplish the objectives of not only the
organization but also the personnel working for that organization. Over all duty of
administration especially regarding transfer, recruitment, salary, leaves and job descriptions
performed by HRD.

• Equal Opportunity Employer

• Training & Development
• Recreational & Motivational Programs
• Information Sharing
• Objective Based Performance Management System
• Employee Relations
• Wage & Salary Plan
• Leave Benefits
• Medical benefits
• Contributory Provident Fund
• Group Life Insurance
• Gratuity
• Internship Program

We strongly believe that the well being of our staff is as important as the hospital’s achievements. We
take pride in:

• Motivating staff for higher productivity and quality performance through performance review
and
merit reward
• Maintaining a wage/salary and professional fee plan that is internally equitable and externally
competitive to attract and retain quality staff

• Attractive leave and medical benefits, recreational facilities and activities, as well as family
support schemes are provided to ensure that our staffs have fulfilling and rewarding careers.

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3.2 Recruitment-Locating Prospective Candidates:
There are various methods of recruitment but for the sake of simplicity, they have been categorized
under two broad headings.

 External sources:
External sources of recruitment have to be solicited from outside the organization. External sources
are external to a concern. But it involves lot of time and money. The external sources of recruitment
include - Employment at factory gate, advertisements, employment exchanges, employment agencies,
educational institutes, labor contractors, recommendations etc.
1) Employment at Factory Level:

This a source of external recruitment in which the applications for vacancies are presented on bulletin
boards outside the Factory or at the Gate. This kind of recruitment is applicable generally where
factory workers are to be appointed. There are people who keep on soliciting jobs from one place to
another. These applicants are called as unsolicited applicants. These types of workers apply on their
own for their job. For this kind of recruitment workers have a tendency to shift from one factory to
another and therefore they are called as “badli” workers.

2) Advertisement:

It is an external source which has got an important place in recruitment procedure. The biggest
advantage of advertisement is that it covers a wide area of market and scattered applicants can get
information from advertisements. Medium used is Newspapers and Television.

3) Employment Exchanges:

There are certain Employment exchanges which are run by company. Most of the government
undertakings and concerns employ people through such exchanges. Now-a-days recruitment in
company agencies has become compulsory through employment exchange.

4) Employment Agencies:

There are certain professional organizations which look towards recruitment and employment of
people, i.e. these private agencies run by private individuals supply required manpower to needy
concerns.

5) Educational Institutions:
6) There are certain professional Institutions which serve as an external source for recruiting fresh
graduates from these institutes. This kind of recruitment done through such educational
institutions is called as Campus Recruitment. They have a special recruitment cell which helps in
providing jobs to fresh candidates.

These are the specialist people who supply manpower to the Factory or Manufacturing plants.
Through these contractors, workers are appointed on contract basis, i.e. for a particular time period.
Under conditions when these contractors leave the organization, such people who are appointed have
to also leave the concern.

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  Internal sources:
There are many internal sources including,
1. Transfers

Transfer implies movement of an employee from one job to another without a promotion involves a
change in which a significant increase in responsibility or income occurs”. Any increase in pay, status
or responsibilities. According to Dale Yoder “A transfer involves the shifting of an employee from
one job to another without special reference to change in responsibilities or compensation”. Usually
transfer takes place between jobs paying approximately the same salaries. A slight change in
responsibilities, duties and pay increase may also take place occasionally. Transfer should be
distinguished from promotion. “A transfer involves a change of job without any significant increase
in responsibility or income.

2. Promotions:

The advancement of an employee within a company position or job tasks. A job promotion may be
the result of an employee's proactive pursuit of a higher ranking or as a reward by employers for
good performance. Typically is also associated with a higher rate of pay or financial bonus.
3. Demotion :

Demotion is “reverse” of promotion. Demotion is the lowering of a rank, reduction in salary, status
and responsibilities. It may be defined as the assignment of an individual to a job of lower rank and
pay usually involving lower level of authority and responsibility. Demotion is normally used as a
punishment for breach of discipline. It brings bad name to the employee. The juniors supersede a
person which brings humiliation. Even the reduction of pay will adversely affect the budget of an
employee.

4. Retired employee:

Retirement is the point in time when an employee chooses to leave his or her
employment permanently. Retirement generally coincides with the employee's eligibility to collect
retirement resources such as Social Security, a company pension, or distributions from a 401(k) or
another retirement plan.

5. Employees relative:

Subject to the approval of the AVC of Staff Finance the employment of near relatives in the same
department may be permitted when such concurrent employment would be in the best interest of the
University.

6. Notice board:

A copy of the advertisement is placed on all the company notice process and can recommend suitable
candidates, if any. For lower level post like security guard, driver, technician The Company does not
publish advertisement at external resources. It sends a copy of advertisement in every branch’s notice
board.
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3.3 Selection- Evaluation and Hiring
1. Resumes & Applications:

Once you’ve found job leads, you’ll want to apply for open positions. How you present yourself on
paper or virtually (in attachments to email or postings to job boards, for example) tells an employer a
lot about you. The employer learns whether you follow instructions well, how well you articulate
your knowledge, skills, and abilities (KSAs), what you know about the job opening and how well you
match the employer’s idea of a “perfect worker” for the position.

The employer can also learn about your ability to express yourself well in writing – whether you use
proper grammar, spell words correctly and easily get your points across. You’re trying to encourage
an employer to offer you an interview by building “a paper trail”. The following tips can help you
complete applications, résumés, CVs, or qualification briefs.

2. Compile your personal data on paper:

You will be asked for this personal information repeatedly during the job search process. Format the
information clearly and logically so that you’ll be able to easily retrieve it and someone else can
follow it, if you need sighted assistance to complete a hard copy application. Include anything you
think might be asked for on an application, such as:

a) your full name as you want it to appear on applications

b) your complete address

c) all telephone numbers with country and area codes
d) your email address
e) your educational background (the names of schools or training programs you’ve attended,
addresses and phone numbers for those programs, relevant classes or certificates/licenses, and
contact people or offices with contact information)
f) your work background (where you’ve worked, what your job title was, for whom you worked and
contact information, what your job duties were, what salary you received, the hours that you
worked a week, the reason you left the job, etc.)
g) Your special talents or abilities that are relevant to the job you’re applying for

3. Initial Interview:
The most important thing about your initial interview with Finance is that it means you made it past
the resume-screening process. Think positively before your meeting because you now have a chance
to learn about the employer and impress an Finance representative. You want to be remembered after
this important first round of interviews as someone who has what it takes to fill the role.

4. Intensive Interview:
Internal validity, humanistic, cannot be explanatory, basic understanding. Face to face, uses non
standardized question that provide the interviewer with a lot of flexibility, often take a lot of time
sometimes over several sessions question are generally open ended and structured so that they elicit
in depth responses long period of time over long periods of time
15
5. Testing:
Written oral or on the job testing to determine whether a job applicant is suitable for a position.
Employers using employment testing believe certain test scores indicate the level of job performance
an individual would provide as an employee.

6. Physical Exam:
A physical examination helps your doctor determine the general status of your health. It is also gives
you a chance to talk to him or her about ongoing pain or symptoms that you are experiencing, or any
other health concerns you might have. A physical examination is recommended at least once a year,
especially in people over the age of 50. According to the National Institutes of Health, these exams
are used to:
a) Check for possible diseases, so they can be treated early.
b) Identify any issues that may become medical concerns in the future.
c) Update any necessary immunizations.
d) Ensure that you are maintaining a healthy diet and exercise routine.
e) Build a relationship with your doctor.

7. Medical test:

There are several tests for checking employee like stress level test eye test, body mass test, index test
and other basic test like allergy etc.

8. Selection Decision:
Selection decision is made when processing officer completes full assessment of the application and
determines that applicant has or has not met selection criteria. At this stage case is refused if selection
decision is negative or, if selection decision is positive case waits for the rest of task to be completed
(medical, criminal and background/security checks) before final decision is made. Usually selection
decision is made after the interview or in the case of interview waiver when such is being granted.

9. Job offer:
A job offer is an invitation for a potential employee, whether he or she has applied for a job, or not, to
become an employee in your organization. The job offer contains the details of
your employment offer. The initial job offer may be extended verbally, but most employers follow up
with a written job offer that may take the form of a job offer letter or an employment contract
information.

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3.4 TRAINING & DEVELOPMENT
Training and development managers and specialists of CITY GENERAL HOSPITAL LTD.. conduct
and supervise training and development programs for employees. Increasingly, management
recognizes that training offers a way of developing skills, enhancing productivity and quality of work,
and building employee loyalty to the company, and most importantly, increasing individual and
organizational performance to achieve business results. Training is widely accepted as an employee
benefit and a method of improving employee morale, and enhancing employee skills has become a
business imperative. Increasingly, managers and leaders of CITY GENERAL HOSPITAL LTD..
realize that the key to business growth and success is through developing the skills and knowledge of
its workforce.

Other factors involved in determining whether training is needed include the complexity of the work
environment, the rapid pace of organizational and technological change, and the growing number of
jobs in fields that constantly generate new knowledge, and thus, require new skills. In addition,
advances in learning theory have provided insights into how adults learn, and how training can be
organized most effectively for them.

Training managers provide worker training either in the classroom or onsite. This includes setting up
teaching materials prior to the class, involving the class, and issuing completion certificates at the end
of the class. They have the responsibility for the entire learning process, and its environment, to
ensure that the course meets its objectives and is measured and evaluated to understand how learning
impacts business results.

Training specialists plan, organize, and direct a wide range of training activities. Trainers respond to
corporate and worker service requests. They consult with onsite supervisors regarding available
performance improvement services and conduct orientation sessions and arrange on-the-job training
for new employees. They help all employees maintain and improve their job skills, and possibly
prepare for jobs requiring greater skill. They help supervisors improve their interpersonal skills in
order to deal effectively with employees. They may set up individualized training plans to strengthen
an employee’s existing skills or teach new ones. Training specialists in some companies set up
leadership or executive development programs among employees in lower level positions. These
programs are designed to develop leaders, or “groom” them, to replace those leaving the organization
and as part of a succession plan. Trainers also lead programs to assist employees with job transitions
as a result of mergers and acquisitions, as well as technological changes. In government-supported
training programs, training specialists function
as case managers. They first assess the training needs of clients and then guide them through the most
appropriate training method. After training, clients may either be referred to employer relations
representatives or receive job placement assistance.

Planning and program development is an essential part of the training specialist’s job. In order to
identify and assess training needs within the firm, trainers may confer with managers and supervisors
or conduct surveys. They also evaluate training effectiveness to ensure that the training employees
receive helps the organization meet its strategic business goals and achieve results.

Depending on the size, goals, and nature of the organization, trainers may differ considerably in their
responsibilities and in the methods they use. Training methods include on-the-job training; operating
schools that duplicate shop conditions for trainees prior to putting them on the shop floor;
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apprenticeship training; classroom training; and electronic learning, which may involve interactive
Internet-based training, multimedia programs, distance learning, satellite training, other computer-
aided instructional technologies, videos, simulators, conferences, and workshops.

Training

Training is a process of providing employees with the knowledge, skills, behaviour and attitudes in
a way that increases the probability of goal attainment.

Importance of Training

 Increase of efficiency
 Effective directing
 Reduction of indirect expenses
 Development of new thinking
 Reduction of the volume of accident and causalities
 Reduction of labor turnover and unrest

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3.5 Salary and Benefits
A summary of the conditions of service for established staff members contained in this
section is intended for use as a guide only.

Salary Negotiation

HR department provides the information about the current salary structure. Usually the salary and
benefits range for the job is also posted in vacancy notice. Negotiating takes a long bargain, mainly
for the top posts.

Salary Determination

Orion offers competitive benefits to attract and retain qualified, capable and efficient human
resources. The benefits system supports the performance-based thrust of the human resources system.
At the time of appointment, each employee's salary is determined based on level of educational
background, professional experience and responsibility

Payment of Salary

Payment of salaries for the current month is normally made by the final day of the month. Salary of
employees of grade O3 and above is paid through direct Bank transfer to the authorized Bank where
company can arrange bank facilities; otherwise it is paid in cash/cheque through pay slip. The salary
of new employees, joining after 15th of a month is made in the following month. In that case salary
of broken month usually paid as arrear.

3.6 Compensation management

Human Resource is the most vital resource for any organization. It is responsible for each and every
decision taken, each and every work done and each and every result. Employees should be managed
properly and motivated by providing best remuneration and compensation as per the industry
standards. The lucrative compensation will also serve the need for attracting and retaining the best
employees.

Compensation is the remuneration received by an employee in return for his/her contribution to the
organization. It is an organized practice that involves balancing the work-employee relation by
providing monetary and non-monetary benefits to employees

Compensation is a systematic approach to providing monetary value to employees in exchange for

work performed. Compensation may achieve several purposes assisting in recruitment, job
performance, and job satisfaction.

Importance of compensation management

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  A good compensation package is important to motivate the employees to increase the
organizational productivity.
 Unless compensation is provided no one will come and work for the organization. Thus,
compensation helps in running an organization effectively and accomplishing its goals.
 Salary is just a part of the compensation system, the employees have other psychological and
self-actualization needs to fulfil. Thus, compensation serves the purpose.
 The most competitive compensation will help the organization to attract and sustain the best
talent. The compensation package should be as per industry standards.

3.7 MOTIVATION
City General Hospital Ltd. always tries to maintain a congenial working environment where
employees will feel better and contribute more to the success of the organization. It arranges various
motivational programs (e.g. sports tournaments, picnic, talent show, cultural evening, employee
appreciation day, and festival/anniversary celebrations) to maintain congenial environment. The
hospital also offers employee performance awards from time to time. Other facilities for staff and
family include staff lounge, dining, library, etc.

MOTIVATIONAL PROGRAMS

City General Hospital Ltd. always tries to maintain a congenial working environment where
employees will feel better and contribute more to the success of the organization. It arranges various
motivational programs (e.g. sports tournaments, picnic, talent show, cultural evening, employee
appreciation day, and festival/anniversary celebrations) to maintain congenial environment. The
hospital also offers employee performance awards from time to time. Other facilities for staff and
family include staff lounge, dining, library, etc.

INFORMATION SHARING

The authority of City General Hospital Ltd. communicates with employees about what is happening
in the organization, including hospital goals and expectations as well as what is going to happen in
the firm. These efforts assist employees to perform better in their roles.

OBJECTIVE BASED PERFORMANCE MANAGEMENT SYSTEM

Regular and rigorous measurement of how well employees can perform and the use of that
information to ensure that job performance meets standards and leads to improve performance over
time.

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EMPLOYEE RELATIONS

City General Hospital Ltd. ensures environment where employers and employees can have successful
relationship with each other. It also ensures proper condition of employee health-safety and
environment.

3.8 Promotion
Promotion is a change within the organization to a higher position that has greater responsibilities and to
acquire more advance skills. Promotion system of the BSB based on seniority and merit list. In every
three year BSB provide promotion to the employees. Senior members of the organization play mentoring
role to guide junior to build their career.

Transfer

Transfer is the process of changing the placement of the employees.

BSB has no any formal rules to transfer of the employees. It follows govt. rules to transfer the employees.
At any time the BSB can transfer any employees to any place or department based on the needs.

3.9 Personal Records

Personal histories of all employees are recorded in the computerized HR Information Management
System of the company. Personnel files are also maintain for all employees at the company's Human
Resources Development Department. Each file will contain: City General Hospital Ltd. has lots of
agreement with different organization and City General Hospital Ltd. owned many factory and
depots. Administration department keep all record which City General Hospital Ltd. included with
those factories and depots. They have to keep record of all the agreement and all types of bills
payment and many others.

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 Chapter-04

Findings, Recommendation &

Conclusion

4.1 Findings:
22
 In most of the cases they refuse some order as they have got less human resource which is
really harmful for the development of the business.
 The way they developed their employees is good.
 They do not follow up the experienced employees that is why they are missing some of their
potential employees.
 There is no direct access to discuss with higher authority.
 Unplanned employee management system causing them to pay regular penalty.
 Some mismanagement also in payment process .

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4.2 Recommendations:

 City General Hospital Ltd. may try to follow strong HR policies.

 City General Hospital Ltd. may develop their working environment.
 City General Hospital Ltd. may try to make effective employment system.
 City General Hospital Ltd. may try to maintain better relationship between employee and
owner.
 City General Hospital Ltd. may increase its Salary structure.
 City General Hospital Ltd may develop its Leave policy.
 Company payment system may try to make effective.
 Company overtime management may try to increase.
 Training and Development may need to be more perfect.
 Training and Development may need to be more perfect.
 City General Hospital Ltd .may increase its Remuneration and other facilities.
 City General Hospital Ltd. may more concern about employees health issues.
 HR department of City General Hospital Ltd. may try to make it fully employee oriented.

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4.3 Conclusion:

There is no end to development in any sector of an organization. There is always a room for
development. Every organization must take the benefit of this scope. In a populous and growing
country like Bangladesh the demand for health services is on rise. This is more true if the expanding
urban sector is taken into account. The increasing size of Dhaka city and middle class, upper middle
class population shows the vast market of health sector. The project is fully service oriented hospital
to help increase of medical and diagnostic facility for the general people of Dhaka city, it’s
surroundings and for the country in general. In the absence of required modern treatment facilities,
every year a good number of well-to-do patients used to go outside country for the surgical &
diagnostic. This is highly expensive and time consuming. As a result many patients could not avail
the chance of going abroad in time on financial ground and cause premature death.
City General Hospital Ltd has becomes a trusted name in the health sector in Bangladesh. City
General Hospital Ltd has highly qualified and experienced top management to achieve its
organizational goal. Top Management of City General Hospital Ltd has already achieved goodwill to
its HR policies, well-wishers, investors and in abroad as well. Therefore effective decision making is
the strategy for the actual performance of the top management of City General Hospital Ltd Calling
for never-ending effort for improvement at all service levels, is the most important management
concept of City General Hospital Ltd
During my internship, I was constantly in touch with the hospital’s corporate culture and its HR rules
and regulation. From our study I saw that, the employee relation and facilities and Others important
facts of HR Department which is really so important for my future carrier development. I really
thankful to them and I wish them all the success of their company.

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Appendices

• Lesiker, Raymond V. Jr. Jhon D. pettit and Flately Marie E. Basic Business
Communication. 9 Th Ed. New Delhi: Tata McGraw-Hill, 1996.
• Kotler, Philip. Principle of Marketing. Second European Edition: Prentice Hall Europe
1996,1999.

• Hospital Profile: City General Hospital Ltd

• http://www.umchltd.com/

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