INTRODUCTION The Health sector is marked with a high level of attrition and therefore training process becomes a crucial

function of the organization. At Fortis, Training is done through out the year, on monthly basis. The attrition is high among the sales managers, unit mangers mostly in the sales profile. This project is centred on identifying best training practices in the healthcare industries. It therefore requires great amount of research work. The methodology adopted was planned in advance so as to collect data in the most organized way. Before any task was undertaken, we were asked to go through the HR policies of Fortis Healthcare so that we get a better understanding of the process followed by them.

Fortis follows a ³staff model´ whereby doctors are paid a ³retainer´ fee for exclusivity to the hospital or taken in as employees. and its rules and regulations. Induction programme is conducted for new joinees. Then selection of trainees is done on the basis of performance of employees and training is also given to new joinees. Doctors are paid on a salary plus incentive basis . y y Then appropriate selection methods and mode is chosen. y Lastly evaluation of Training is done. Following are some important facts that we were able to collectUnlike other hospitals that follow a ³visiting doctor´ model.y y The first task was Training Need Assessment. Training Need Assessment is done on bases of Probation Conformation Forms Annual Appraisal Forms NEED ANALYSIS Feedback Form of Patients HOD s Management y y y Gap analyses Next step was to find Training Objective.

This model helps to create Expanded reach Effective utilization of resources However. Fortis believes it will control attrition through regular training programs and career path mentoring for its doctors. referrals & publications. Fortis boasted of retention rates of 95%. Fortis can serve patients referred from doctors working at a number of nursing homes and multi-specialty hospitals in a particular region. Hub and Spoke Model This cost effective model allows Fortis to serve the medical needs of patients in their local communities at multi-specialty facilities. number of procedures.The formula is based on success rate. however it remains to be seen whether it can replicate this model elsewhere (especially Mumbai which follows a visiting doctor model). . Fortis has successfully implemented the staff model in the NCR. By focusing on ³hub´ hospitals. while also delivering advanced procedures at super-specialty centres (Hubs). rapport with patients. Fortis aims to cultivate the Fortis brand so that dependence on particular doctors for patient referrals is reduced .. including hospitals outside the network. Most of the attrition is from the resident doctor level. Given Fortis¶ track record and brand equity we believe Fortis will be able to retain doctors going forward.

Structure of Human Resource Department of Fortis Hospital Noida HR Head Assistant Manager-1 Neha Mathur Executive-5 Human Resource Process of Fortis Healthcare Noida:1. Recruitment 2. Induction .

Patient centric approach 4. Basic Life Support 8. Service Excellence 5. Employee Engagement 6. Statutory Compliances 10. Database.3. VIRTUOUS Values 3. HIV Awareness 7. . Infection Prevention Techniques 6. Leave and Attendance 8. Training 4. Fire Safety 9. Induction to all employees 2. Quality and Operating Systems Training: Ongoing For Doctors: Continuous Medical Education: A weekly session taken by a Consultant for doctors on various clinical topics. Salary and payroll 7. Performance Management System 5. Exit and Full and Final Training: Induction 1. Contractual Employment 9.

conflict resolution etc.Resident Development Initiative: An initiative to help the residents to further improve their academic pursuits. Fortis LIFE: A workshop for all the ER doctors training them on various aspects (Ex: Handling Medico-legal cases. The session is taken by the members of the IT team of the hospital. Every Thursday these students give a presentation on a topic in cardiology to the rest of the team. interpersonal skills. Cardiology Training : Fortis Hospital Noida has a tie-up with IGNOU to hire their PGDCC students. Sentinel Event: A quarterly workshop held by various doctors and clinical educators to educate the doctors and the nurses. IT Skills workshop: A workshop to enhance the IT skills of the doctors nominated by the Head of the Departments. . HR Induction: Every new employee has to attend the two day induction. It is a weekly classroom session taken by the residents or consultants for the residents.) to enhance their job skills. Stress management Workshop: It is a bi-annual workshop taken by the Facility Director for the Senior Consultants and Medical and Surgical Head of the Departments. teamwork and alignment with the organization.

Grooming: A one hour session every two months is held to emphasize and re-iterate on the importance of grooming. Sentinel Event: A quarterly workshop held by various doctors and clinical educators to educate the doctors and the nurses. They are updated about the latest information. For seamless transfer of patients and enhanced team spirit. hair care. It comprises of nine day classroom session and three days on-the-floor training. a team building workshop is held on a quarterly basis for Nursing Supervisors and team leaders. So better coordination within this core group is highly desirable. if any. Wearing the correct and neat and clean uniform. Nursing Induction: The three day Induction is followed by a 12 day Nursing Induction. In Service training: A one hour session is held by the clinical educators for all nursing staff. basic hygiene and body language form an intrinsic part of these sessions. made to revise the basics of nursing care and informed about special instructions. Teambuilding: The Nursing supervisors and team leaders form a very influential group in providing high quality patient care. .For Nurses: HR Induction: Every new employee has to attend the three day induction.

BSc freshers. Fortis Hospital honoured the nurses with words like µ they are the backbone of the hospital. Employees of the Fortis hospital Noida visited two orphanages Grace Home and Sai Kripa in Noida. Basic Critical Care Nursing Certification: Next in the pipeline is a 3-months Basic critical care Certification program for GNM/. This will be a 12 weeks program in which 8 weeks will comprise of rigorous classroom session on various topic required to enhance the job knowledge and skills in the ICU.Stress management: A quarterly stress management workshop is held by the Unit Trainer to help the nurses de-stress. Fortis Noida nurses went out and informed all society must guard against malaria and how they can prevent themselves from it. An awareness talk on HIV/AIDS and immunization was held to educate Noida villagers. Patient Mania: A workshop on patient-centric approach to provide the WOW factor in patient care. Around fifty people attended the lecture. The celebration was on from 12 to 16 May. Ashok Chordia. Dr. 2009 . The final 4 weeks will be for internship so that the candidates can apply and test the content of classroom sessions and gain hands on experience. . They were told about the dangers of HIV/AIDS. Noida which was µNurses week µ June 02 . There was an event held at Fortis. For Others: HR Induction: Every new employee has to attend the two day induction. Director. The purpose of this program is to combat the problem of not having qualified ICU nurse.

The participants are nominated by the Head of the Department. conflict resolution. hair care. handling difficult customers. .) is held at a gap of almost three months. Stress Management: A quarterly stress management workshop is held by the Unit Trainer to help the nurses to de-stress. communication skills«. Soft Skills: A soft skills workshop (includes topics like interpersonal skills. complaint handling.On the job/ Functional Training: After the HR Induction. Team building: A teambuilding workshop on a quarterly basis to enhance and reiterate the team spirit among the various members of a particular department. employees are provided with functional training for 5 to 7 days. Wearing the correct and neat and clean uniform. Grooming: A one hour session every two months is held to emphasize and re-iterate on the importance of grooming. depending upon the department and profile they have joined in. basic hygiene and body language form an intrinsic part of these sessions. Patient Mania: A workshop on patient-centric approach to provide the WOW factor in patient care.

VIRTUOUS Values 12. to take on critical roles. Leadership Development Initiative: A leadership development program to identify high potential talent.Training: Career Enhancement Physician Assistant Programme: A one year programme for qualified technicians and nurses who have been with the organisation for atleast three years. Basic Life Support 17. Training Process of Fortis Noida Training : Induction 10. Induction to all employees 11. job rotation programs and work shadowing. Infection Prevention Techniques 15. Eloquence: A spoken English workshop for all the employees who wish to improve their spoken English. HIV Awareness 16. and train them extensively through classroom lectures. Fire Safety . On completion of this course. the employee is absorbed as a Physician Assistant at an executive grade. Patient centric approach 13. assignments. Service Excellence 14.

in their department . On the job/ Functional Training: After the HR Induction. Training: A weekly session taken by a Consultant for doctors on various clinical topics For Nurses: HR Induction: Every new employee has to attend the three day induction. Quality and Operating Systems For Doctors: HR Induction for Doctors: Every new employee has to attend the two day induction.18. It comprises of nine day classroom session and three days on-thefloor training For Others: HR Induction: Every new employee has to attend the two day induction. Nursing Induction: The three day Induction is followed by a 12 day Nursing Induction. employees are provided with on-job training for 5 to 7 days.

learning and fun. energisers. employee motivation. There are lots of free and team building games. 3. PDCA (for ³plan-do-check-act´) cycle. Supply pre-training assignments. Make Training Fun. 2. Recommendation:1. The training and development system is overall professional development oriented for employees. The criteria instituted looks fit for all employees. activities and exercises ideas for team development. . Communication skills: A spoken English workshop for all the employees who wish to improve their spoken English. personal development. Training time duration is also good.Team building: A teambuilding workshop on a quarterly basis to enhance and reiterate the team spirit among the various members of a particular department. 3. ice-breakers. Reading or thought-provoking exercises in advance of the session promote thoughtful consideration of the training content. Conclusion & Recommendation Conclusion:1. 2.

in addition to delivering medical care to patients. Trainer will know where they are lacking and what actually trainees want. There is also advance in training technology such as the software and hardwares (videos. Trainees¶ feedback. workshops. and joining medical communities and reading the medical books. A teaching hospital is a hospital that provides clinical education and training to future and current doctors. projectors. 6. and other instruments).4. They are generally affiliated with medical schools or universities (hence the alternative term university hospital). Outsourcing ± Fortis can make use of an outside company that takes complete responsibility and control of some training or development activities takes over all or most of a company¶s training so that it can concentrate on core competencies. Competency Mapping can be done to actually identify the training need on the basis of performance. Participation in medical seminars. In training and development of organization. topics like Sexual harassment and Quality initiatives can be included. journals and literature is essential but it is not enough. and may be owned by a university or may form part of a wider regional or national health system. 5. Because feedback plays important role in betterment of programme and its evaluation.It is so necessary to keep the medical staff updated and trained in order to fit them for the emergence of new technology in the medical field. Updating Medical Knowledge:. 7. and other health professionals. Fortis should also follow 4p¶s of training procedure where it need identified careful planning is essential 4p¶s are:y y y y Prepare Present Practice and Put to work . nurses. The trainees should be allotted office work as well so that they can get the experience of corporate work.

New technologies like online learning. This ensures that transfer of training has occurred. development. nurses and other staff who work together to achieve a common goal to the patient. This can be done by learning the strength and weaknesses of the co-workers. Group Building Methods can be used to enhance the group effectiveness. E-learning can be used to reduce the cost associated with delivering training simultaneously increasing the effectiveness of learning environment. It also Involves coordinating the performance of doctors. Learning management system (LMS) can be implemented to automate the administration. They can use technology and software that allows people to store information and share it with others.Make a environment where Fortis can create and share knowledge. Employees can be asked to give presentations to other employees about what they have learned from training programs they have attended. virtual reality can be used. and delivery of all Fortis training programs .

Reading or thoughtprovoking exercises in advance of the session promote thoughtful consideration of the training content.  Trainer will know where they are lacking and what actually trainees want. Recommendation: Make Training Fun. There are lots of free and team building games. Because feedback plays important role in betterment of programme. activities and exercises ideas for team development. personality development.  The trainees should be allotted office work as well so that they can get the experience of corporate work.  Supply pre-training assignments.  Competency Mapping can be done to actually identify the training need on the basis of performance.  PDCA (for ³plan-do-check-act´) cycle. employee motivation.  The criteria instituted looks fit for all employees. . energisers. ice-breakers.Conclusion & Recommendation Conclusion: The training and development system is overall professional development oriented for employees.  Training time duration is also good.  Trainees¶ feedback. learning and fun.

projectors. nurses. There is also advance in training technology such as the software and hardwares (videos. journals and literature is essential but it is not enough. and other instruments). They can use technology and software that allows people to store information and share it with others . in addition to delivering medical care to patients. They are generally affiliated with medical schools or universities (hence the alternative term university hospital). and other health professionals. Fortis should also follow 4p¶s of training procedure where it need identified careful planning is essential 4p¶s are:y y y y Prepare Present Practice and Put to work Make a environment where Fortis can create and share knowledge. A teaching hospital is a hospital that provides clinical education and training to future and current doctors. SUGGESTIONSUpdating Medical Knowledge:. This ensures that transfer of training has occurred. workshops. and may be owned by a university or may form part of a wider regional or national health system. In training and development of organization Sexual harassment and Quality initiatives topic can be included.Employees can be asked to give presentations to other employees about what they have learned from training programs they have attended.It is so necessary to keep the medical staff updated and trained in order to fit them for the emergence of new technology in the medical field. Participation in medical seminars. . and joining medical communities and reading the medical books. Outsourcing ± Fortis can make use of an outside company that takes complete responsibility and control of some training or development activitiestakes over all or most of a company¶s training.

This can be done by learning the strength and weaknesses of the co-workers.Group Building Methods can be used to enhance the group effectiveness. virtual reality can be used. Learning management system (LMS) can be implemented to automate the administration. E-learning can be used to reduce the cost associated with delivering training simultaneously increasing the effectiveness of learning environment. . and delivery of all Fortis training programs. development. It also Involves coordinating the performance of doctors. nurses and other staff who work together to achieve a common goal to the patient. New technologies like online learning.

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