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MR. KAMRAN SAEED
PRESENTED BY: ASMA RASHEED: KHURRAM QAYYUM MUHAMMAD BILAL HAFIZ SALMAN AHMED MBE 10302 MBE 10304 MBE 10305 MBE 10314
SHAUKAT KHANUM MEMORIAL CANCER HOSPITAL & RESEARCH CENTRE
Imran Khan made a nation-wide appeal for the collection of funds from a match between Pakistan and India on November 10, 1989 at Gaddafi Stadium, Lahore which raised Rs. 2,902,600. This was followed by a series of more than 50 successful fund raisers held throughout the world. Pakistan's win under Imran's captaincy in the 1992 cricket world cup in Melbourne helped fundraising efforts. He was able to collect one and a half million pounds in just six weeks after the World Cup when the same amount had taken 2 years to collect earlier. He donated his entire prize money of 85,000 pounds for the project. In 1994 when the project required more financing for the ongoing construction, Imran Khan launched a mass contact campaign in which he toured 27 cities in the country and collected Rs. 120 million. Everything from cash to jewelry and valuables was donated.
The Shaukat Khanum Cancer Hospital was inaugurated in December 1994 and is the best cancer hospital in tPakistan. It is located in Johar Town Lahore and its market is whole Pakistan. Its annual budget is 1600 million. There are 44 collection centers in Pakistan. One new walk in clinic is opened in Peshawar, in Karachi the work is in process. The total permanent staff of Shaukat Khanum is 1075 and out of which 350 female and 750 are male. There are 100 physicians out of which 44 consultants and 60 residents. There is 160 nursing staff and 450 allied medical and supporting staff Chairman: Mr. Imran Khan
Dr. Faisal Sultan
214000 sq. ft
“To act as a model institution to alleviate the suffering of patients with cancer through the application of modern methods of curative and palliative therapy irrespective of their ability to pay, the education of health care professionals and the public and to perform research into the causes and treatment of cancer”.
Let’s Bowl Out Cancer Imran was a fine all-rounder cricketer and inspirational captain whose crowning achievement was leading Pakistan in winning the 1992 World Cup. He uses their emotions about cricket and that why he made a slogan related to cricket and that was “Lets Bowl Out Cancer”. Cancer is curable. This sentence was first used to aware the people of Pakistan and also try to change the misperception about the cancer.
• • • • • • Shaukat Khanum has a very strong and corporate culture. They have people oriented culture where they take decisions and account the effects of them on the people of an organization. They have innovative culture in which they encourage their employees to be innovative and risk takers to some extents. There is no formal dress code but the jeans are not allowed for ladies. Eatables are not allowed in any department except marketing department because that department has its own kitchen. Employees must reach and leave the office in time.
SKMCH & RC stated goals are their real goals. They don’t have any discrimination between them and they work in the same way as they project in their company’s statement.
Long Term Goals
– – – – Research – basic and clinical. Community and outreach services. Enhancement of automation. Capacity enhancement. Support services building Regional cancer centers Karachi Peshawar New Directions in Fundraising. 4 Storey Block (if permitted by Government, 9 storey block). Phase 1: Basement + 3 Floors. Phase 2: 5 Floors. At the moment, Phase 1 & shell of Phase 2 under construction. 2006-07 Fourth clinical building 2006-08
Organizational Structure Shaukat Khanam is organic and highly structured organization. As they have very uncertain environment because they have to face new challenges concerning treatment and research of cancer
Purpose of organizing Divide work to be done specific jobs
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assign task and responsibility coordinate diverse organizational task establishes relationship among individual, groups and departments establishes formal line of authority allocate organizational resources
Work Specialization They have divided their work in different departments and every individual does his own job, like Marketing Department, Finance Department and HR Department. Departmentalization SKMCH has highly functional departmentalization. The Marketing Department is mainly the Profit Center of SKMCH .They collect the profit for SKMCH and use that profit in the treatment of needy patients. Decentralization They are following the concept of decentralization .They having divided the ORGANIZATION into different zones and the head of the department take ideas from their subordinates while taking decision. Formalization SKMCH have standard rules and procedures to guide the behavior of the employee. Span of Control SKMCH have a flat structure and have a wider span of control
SKMCH and RC is equipped with highly advanced and modern machinery and the organization off and on spent a large amount of money on making their machinery and equipment updated
They have a very strong and cooperative communicational system. They use intranet communicational system and share their ideas with each other very frequently.
Human Resource Department
Mr. Major Nauman the HRM manager knows that to remain competitive in today’s dynamic world he must understand the psyche of his employees so that their needs can be fulfill and a motivated work force can be created for them which will be a source of competitive advantage over the competitors. The policies and practices one need to carry out the ‘people’ or human resource aspect of the management position including the recruiting, screening, training, rewarding. As mentioned HRM consist of the following • • • • Recruiting Screening Orientation & Training Rewarding
Recruitment Internal Recruitment
In SKMCH, vacant posts are also filled internally to provide an opportunity for the workers already working in the organizations. External Recruitment In SKMCH, fresh or experience candidates are also preferred and hired.
Selection Criteria The selection is entirely based on merit which confirms to selection criteria without any bias towards gender, religion, race, colour, nationality, age and according to the procedure laid down in the HRD policies. Selection Procedure • • • • • • • Filling out application forms Application screening (short listing) Test (Written and practical) Interview Final selection Orientation Training
Hiring Process Whenever the organization needs employees for internal job advertisement is made only inside the hospital and for external job for the top level management and medical staff advertisement is given in leading newspaper like DAWN and THE NEWS. Written test and interviews are conducted only for the nursing staff and low level employees and for top level management only interviews are conducted.
Orientation Orientation is the procedure of providing information of the organization and the job. Orientation of SKMCH is of formal type and is conducted on every Tuesday and Friday at 10:00 AM to 1:00 PM in Pearl Continental Hotel every week.
Contents Orientation normally covers the following contents. • • • • • • • Welcome note from management director. Mission, Vision and Values. Brief introduction of hospital Companies profile organization The working hour’s company’s profile. It also includes the fire training.
Training Shaukat Khanum gives two types of job training. 1. 2. On job training. Off job training.
Training budget varies according to traning type.
Annual turnover rate Turnover rate in SKMCH &RC is high but the turnover percentage is confidential
HRM Policies of SKMCH • • • Gender Justice Policy Sexual Harassment Policy Discrimination Policy
Motivation By motivation we mean encouraging our employees to give in all three effort fot the company to meet its objectives.Or in other words it means the willingness to exert high level of efforts to meet the organizational objective. For motivating a person you have you understand what the needs and wants of the employees. By motivation we mean encouraging our employees to give in all their efforts for the company to meet its objectives. Many theories were put forward by many scientists in order to better understand the needs of patients.
Other Motivational Tools The company has a prize and shield award in place on yearly bases to acknowledgement their employees hardwork and performance and motivates them to go on doing even more. These include:
Job Rotation Within the department the employees are motivated by job rotation
Employee of the year The performance of all the employees in all departments is consistently monitored during the year on the basis of their performance at the end of the year one employee for each department with highest points is given performance appraisal in the form of prize of 3000 and a shield with a certificate.
Annual Feast SKMCH arranges annual dinner at the end of each year, where awards are given musical evening is organized for the entertainment of employees as a token of acknowledgement of their hard work and to encourages and motivate them to put in more efforts in the next year.
Cricket Festival SKMCH organizes a cricket festival every year normally in the month of June in which the every department who want to play must contribute Rs.2000/- and the total budget is Rs.100000/-. The winner prize is Rs.25000/- and runner-up prizes Rs.10000. Two trophies are given one to the winner and one to the runner-up.
Others various Benefits Given to Employees Various facilities are given to the employees. They are given according to their posts and ranks. For Example, the most senior officer is provided Annual increment takes place in the salary of the employees every year. A fixed bonus is also given every year. Following benefits are given on regular basis. • • • Medical Payments Provident Funds GP Funds
FLEXIBLE WORKING HOURS The employees are also allowed to avail flexible working hour. If they work late till evening they are allowed to come late on the other day morning. They also have the option to change their shift time from morning to evening or from evening to morning.
EFFECTIVE CONYROL SYSTEM OF SKMCH &RC
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Accuracy Time lines Economy Flexibility Understandability Reasonable criteria Strategic placement Emphasis on multiline criteria Corrective action
Types of control • SKMCH& RC is applying different types of control at different levels(head of departments) in order to measure the performance closet to the standards(rules and polices defined by HR) and to evaluate the efficiency of the organization. • • • • FEEDFORWARD CONTROL FEEBACK CONTROL QUALITY CONTROL SKMCH& RC is applying Feed FORWARD CONTROL at INPUT LEVEL and evaluate the resources of the hospital .it is using FEEDBACK CONTROL at OUTPUT LEVEL and they get this feedback from the patients. They keep channel open with the patients and consider them as their partner and keep open communication. They also use QUALITY CONTROL as modern controlling concept.
HOSPITAL CONTROL SYSTEM
Hospital’s control system is comprises of following steps. • • • They have rules and procedures made by HR managerto measure the performance of the hospital. Then they evaluate their performance against their target and standard. After evaluating their performance if they find any deviation in the performance from the rules and procedures they take appropriate action.
A communication campaign will be designed to develop awareness among people. A number of forums and meetings should be held on TV channels. Shaukat khanum has to maintain its culture through continuous efforts. Overall patient satisfaction and recommendation have to measure.
Muhammad Ali Khan Dr.Haroon Hafeez Hina Umair www.shaukatkhanum.org.pk/ Asst. HR Manager Admin Officer Pethalogist