A STUDY ON HUMAR RESOURCE PLANNING

SYSTEM IN VIJAY DIAGNOSTIC

Submitted By

MUDAM REKHA

20UJ1E00A5

1
 ABSTRACT

The increase of each corporation calls for cautious Planning of its human sources. Such a

mission is tough however needs to be undertaken via way of means of ready employees to

make sure that operational goals are achieved. This observation seeks to evaluate the

outcomes of human aid-making plans in the implementation of operational sports in huge-

scale organizations. Secondary statistics turned into retrieved from posted substances with

inside the difficulty be counted, and evaluation turned into drawn from to be had statistics

which disclosed the evaluation of abilities and competences of present paintings pressure

and improvement of forecasts for the call for and deliver of exertions. Also, the relevance of

recruitment, choice, schooling, and worthwhile workforce to stimulate overall performance

and the significance of human aid making plans in the direction of the powerful

implementation of operational sports turned into additionally mounted. This observation

will allow working towards managers, and human aid expert’s in the making plans and

control of operational sports.

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INTRODUCTION

3
Today in each Organization, Human aid making plans as a pastime is essential. It is a crucial

part of an organization. Human Resource Planning is a critical aspect for the fulfilment of

the Organization in the lengthy run. The goal of the human aid branch is Human aid making

plans, Recruitment and Selection, schooling and improvement, Career making plans, switch

and Promotion, danger Management, Performance Appraisal and so on. Each goal wishes

unique interest and the right Planning and implementation. In connection with this context,

my mission has been organized to throw mild on Human aid, making plans on the Vijay

Diagnostic Centre to make powerful and green use of human sources to be had and meet

the prevailing and destiny human sources necessities of the Organization.

Human Resource Planning: Human resources is the maximum treasured aid for any nation.

Deploying the aid without the right schooling and inductions can lead to much less effective

results. The equal is apparent in the Services quarter or even wishes extra substantiation.

In many countries, now no longer sufficient interest is paid to making plans for manpower,

and that is because of the loss of certified manpower-making plans experts. HR Planning

isn't always mere having the “proper human beings inside the proper region at the proper

4
time”. It’s approximately instituting human beings –associated practices and sports in an

effort to assist the organization gain and enhancing its enterprise results.

HR Planning, in its handiest shape, is set to answering four questions:

·What are the enterprise wishes?

·How to fulfil the wishes?

·What are the necessities to meet one's wishes?

·What can be the first-rate approach required to satisfy the wishes?

HRP is an ahead-searching characteristic and an organizational device to pick out ability

and competency gaps and, in the end, increase plans for improvement of poor abilities and

talents in human sources to remain aggressive. HRP guarantees blessings to the companies

via way of means of growing a reservoir of expertise, getting ready human beings for

destiny fee slicing and succession making plans except growing a back–up in case of

diversification and expansion.

Manpower Planning consists of 4 elements – FDIC

 F-forecasting manpower wishes,

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  D-growing suitable rules and programmes for assembly the wishes of the one,

 I-imposing rules and programmes, and

 C- Controlling those programmes.

Definition: “Manpower making plans (HRP) is the procedure-inclusive of forecasting,

growing imposing, and controlling – via way of means of which an organization guarantees

that it has the proper range of human beings and the proper type of human beings, on the

proper region, on the proper time, doing this for which they may be economically

maximum appropriate. Human aid-making plans consist of the estimation of what number

of certified human beings is essential to perform the assigned sports, what number of

human beings will be to be had and what if something should be carried out to make sure

that employees deliver equals employees call for at the proper factor with inside the

destiny.”

Human Skills of Staff making plans were a characteristic of control for a reason that origins

of the present day business organization. Economist Alfred Marshall determined in 1890

that the pinnacle of an enterprise should count on himself that his managers, clerks and

foremen, department of exertions, specialization, Organization of control into ranges,

paintings simplification, and alertness of requirements for deciding on workforce and

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measuring their overall performance have been all standards carried out early in business

control.

They have been additionally carried out in huge non-business companies, inclusive

religious, governmental and navy companies. Planning for the workforce for paintings isn't

always the latest belief. During the primary part of the century, the point of interest in

manpower-making plans turned into the hourly manufacturing worker. The intention of

enhancing performance via painting engineering and early business psychology software

turned into regular with the want to enhance productiveness and introduce extra

objectivity to employee practices. During World War II and the beyond battle years, HRM

awareness intensified on worker productiveness and the availability of ready managerial

employees. These wishes resulted from a civilian expertise scarcity in aggregate with a

growing call for the products and services.

New technology and a new consciousness of and hobby in behavioural elements of labour

additionally complicated the mission of the manpower-making plan. The accelerated call

for excessive ability employees in the Sixties resulted from excessive era applications and

speedy company expansion and diversification. In response, human sources making plans

and practices attempted to stability deliver and call for, especially for managerial, expert

7
and technical employees. Human aid practitioners and different modern-day observers of

the control technological know-how have expressed a growing consciousness ever for the

reason that Nineties that human beings constitute a key asset in competitiveness.

While Western nations have lengthy located substantial religion with inside the energy of

era to beautify productiveness, the reality is that the best aggressive profits stem from the

exercising of human creativity to pick out new merchandise and services, locate new

markets and packages for present merchandise and services, and employ the feasible

profits to be found out from era. Without the innovative software of human information

and ability, organizations might now no longer be shaped and might now no longer thrive

for lengthy. Human beings consequently constitute highbrow capital to be managed, simply

like different varieties of capital.

Human aid making plans is a quintessential part of enterprise making plans. The strategic

making plans procedure defines projected modifications in the forms of sports achieved via

way of means of the corporation and the dimensions of the one's sports. It identifies the

middle competencies the corporation wishes to gain, its dreams and additionally, its ability

and behavioural necessities. Enterprises want to understand what number of human

beings and what kind of human beings they need to meet gift and destiny enterprise

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necessities. This is the characteristic of human aid making plans, or group of workers

making plans as it's miles once in a while known as, specifically inside the public quarter.

However, it isn't always continually the logical and systematic procedure conceived whilst

the belief of ‘manpower making plans’ have become popular within the Sixties and 1970s.

Human aid-making plans can be nicely mounted inside the HRM vocabulary; however, it

does now no longer appear to be embedded as a key HR pastime.

Human aid-making plans translate plans into phrases of human beings' necessities that

specialize in any troubles that could need to be resolved with the intention to make sure

that the human beings' requirements might be to be had and will be able to make the

essential contribution. But it could additionally have an impact on the enterprise approach

via way of means of drawing interest to methods wherein human beings can be advanced

and deployed extra successfully to similarly the fulfilment of enterprise dreams.

Wrote in his seminar Harvard Business Review article, ‘Planning with human beings in

thoughts’, human aid making plans is a decision-making procedure that mixes three crucial

sports: figuring out and obtaining the proper range of human beings with the right abilities,

motivating them to gain excessive overall performance and growing interactive links

among enterprise goals and human beings-making plans sports.

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Implementation of operational sports, including manufacturing/manufacturing,

distribution, advertising and promoting, calls for a diligent group of workers whose efforts

need to be successfully deliberate via way of means of the human aid branch to make sure

that organizations’ operational goals are achieved. Large-scale organizations are clustered

with numerous demanding situations in the surroundings in which they perform when you

consider that rival companies also are striving for aggressive gain.

This thrust for aggressive gain prompts the act of making plans for the specified range of

human aid wishes, abilities and competencies with the intention to gain the dreams of such

organizations. The thing of manufacturing an excessive pleasant product, dispensing such

product via powerful deliver chain control and making sure that clients are conscious

approximately its life and attempt made to attain them on time, is pretty tough however

calls for a powerful human aid making plans device which prospers in the direction of

addressing such assignment.

·Approaches of Human Resource Planning: HRP is created to forecast the required human

aid to carry out a selected mission. It additionally assesses the ability requirement of the
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workforce for every process. It is a complicated mission which estimates the destiny call

for and delivers the function of HR inside the Organization. Hence, it offers a photograph of

endless destiny earlier in phrases of human aid requirement.

·Quantitative Approach: It is likewise called the pinnacle down technique of Raking making

plans. It is a control-pushed technique below which the Raking plans are deemed as a

range's game. It is primarily based totally at the evaluation of the Human Resource

Management Information System and HR Inventory Level. On the foundation of facts

supplied via way of means of HRIS, the call for manpower is forecasted through the use of

distinctive quantitative gear and strategies, including fashion evaluation, mathematical

models, monetary models, marketplace evaluation, and so on. The awareness of this

technique is to forecast humanoid surplus and shortages in an organization. In this

technique.

·Mixed Approach: This is known as the combined technique as it combines each pinnacle-

down and bottom-up process of HR making plans. In reality, the attempt is made to

stabilize the antagonism between the workforce and the control. Hence, attends to produce

the first-rate end result that is ever produced via way of means of both of the strategies.

Moreover, it's also seemed as Management via way of means objective

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PRESENT STUDY AND RESEARCH

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For the reason of observing HRP at Vijay Diagnostic Centre, statistics have been

accumulated from each of the number one and secondary reasserts. Studies method offers

studies legitimacy and presents scientifically sound findings. It additionally presents an in-

depth plan that allows researchers to hold on track, making the system smooth, powerful

and manageable. A researcher's method lets the reader recognize the method and

strategies used to attain conclusions.

Having a legitimate studies method in location presents the subsequent benefits:

 Other researchers who need to copy the studies have sufficient records to do so.

 Researchers who obtain grievances can consult with the method and give an

explanation for their method.

 It can assist offer researchers with a particular plan to comply with in the course of

their studies.

 The method layout system allows researchers to pick out the ideal strategies for the

targets.

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  It lets in researchers report what they intend to attain with the studies from the

outset. Related: How To Write a Methodology

When designing a study method, a researcher has numerous selections to make. One of the

maximum crucial is which statistics method to use, qualitative, quantitative or a mixture of

the two. No count number the form of studies, the statistics collected can be as numbers or

descriptions, and researchers can select to awareness on gathering phrases, numbers or

both.

Here are the distinct methodologies and their applications:

Qualitative studies entail gathering and reading written or spoken phrases and textual

statistics. It may raise awareness on frame language or visible factors and assist in creating

an in-depth description of a researcher's observations. Researchers normally collect

qualitative statistics thru interviews, statements and awareness companies the usage of

some cautiously selected participants. This studies method is subjective and extra time-

ingesting than the usage of quantitative statistics. Researchers frequently use a qualitative

method while the objectives and targets of the studies are exploratory.

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For example, after they carry out studies to recognize human perceptions concerning an

event, character or product. Researchers normally use a quantitative method while the goal

of the studies is to affirm something. It specializes in gathering, checking out and

measuring numerical statistics, normally from a massive pattern of participants. They then

examine the statistics the usage of statistical evaluation, and comparisons. Popular

strategies used to collect quantitative statistics are:

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Need of the Study: Human aid making plans is essential for all of the companies for the

subsequent motives, to keep on its paintings each Organization wishes human sources with

the essential Required Educations, abilities, information, paintings revel in and flair for

paintings. These are supplied via Human aid Planning. Human aid making plans is

important due to common exertions turnover that's unavoidable. The nature of the gift

group of workers in terms of its converting wishes additionally necessitates the

recruitment of recent human sources. To meet the assignment of a brand new and

converting era and the brand new strategies of manufacturing, the present workforce

wants to be skilled, or new blood injected into an organization. Human sources also are

wished with the intention to pick out the regions of surplus employees or regions in which

there is a scarcity of employees

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Objectives of observe:

To apprehend the prevailing manpower association in Vijay Diagnostic Centre, the use of

paintings-load evaluation

To lay out an HRP device for Vijay Diagnostics middle.

Primary statistics: Primary statistics wished for observation is accumulated via interviews

with workforce of Vijay Diagnostic Centre and dialogue with the workforce and via way of

means of staring at their running procedures.

Secondary statistics: Secondary statistics are accumulated from inner records, manuals of

the Organization, numerous textbooks and the internet site of the Organization.

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Statistical Tools used:

 Workload evaluation: Workload evaluation strategies are collection procedures to

calculate the workload of a function / sub-function, and additionally wishes the

range of human beings to fill the function / sub-function. Workload evaluation could

be very crucial to calculate precisely what number of workforces wish to finish all of

the duties in a segment or branch.

 Markov evaluation: Markov evaluation affords a way of reading the reliability and

availability of structures whose additives show off sturdy dependencies.

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Limitations of this Study:

 Time and sources constraint

 Since, the HRP is a much wider difficulty to be dealt with, the prevailing observation

is restricted handiest to evaluation and alertness the use of Workload evaluation

and Marko evaluation.

 Getting facts approximately numerous elements for observe reasons turned into

difficult.

 The statistics supply: Primary in addition to Secondary.

 The study's technique: Observation Method.

 The respondents: The Specialist Staff and workforce of the Organization.

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REVIEW OF LITERATURE

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Take away my human beings, however, go away my factories, & quickly grass will develop

at the manufacturing unit floors. Take away my factories, however go away my human

beings, & quickly we can have a brand new & better manufacturing unit” Strategic making

plans: the systematic dedication of dreams and the plans to gain them Business approach

plans to construct a aggressive awareness in one line of enterprise.

1) Human aid control can be regarded as an umbrella time period that encompasses the

subsequent: Specific HR practices, including recruitment, choice, and appraisal, Formal HR

rules that direct and partially constrain the improvement of particular practices,

Overarching HR philosophies, which specify the values that tell an organization’s rules and

practices.

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2) Forecasting the call for Human sources: Most companies estimate what number of

workforce they require in destiny. The call for human expertise at numerous ranges is

usually because of the subsequent elements:

3)External demanding situations: These demanding situations rise up from 3 crucial

reasserts: Economic developments: Liberalization, starting up of banking quarter, capital

marketplace reforms, the online buying and selling structures have created a large call for

finance specialists during 1990-1995 in India. Auto additives, Healthcare, and chemical

industries in a constant manner. Consequently, the call for Engineering and Management

graduates, Scientists and healthcare specialists has picked up in the latest times. Political,

prison, social and technical modifications: The call for certain classes of workforce and

abilities is additionally motivated via way of means of modifications in political prison and

social shape in an economy. Competition: Companies running in fields in which a huge

range of gamers are bent upon slicing every differing’s throat frequently lessen their group

of workers. Competition is useful to clients; however suicidal for agencies running on

skinny margins.

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6) Organizational decisions: The Organization’s strategic plan, income and manufacturing

forecasts and new ventures should all be taken under consideration in employment-

making plans.

7) Workforce elements: Demand is changed via way of means of retirements, terminations,

negotiations, deaths and leaves of absence. Past revel in, however, makes the fee of the

prevalence of those movements via way of means of workforce pretty predictable.

8) Forecasting strategies: The manpower forecasting strategies generally employed via

way of means of present-day Organizations are given below:

9) Expert forecasts: in this method, managers estimate destiny human aid necessities, the

use of their stories and judgments to proper effect.

10) Trend Analysis: HR wishes may be predicted via way of means of analyzing beyond

tendencies. Past prices of alternate may be projected into the destiny, or employment

increase may be predicted via way of means of its courting with a specific index. Other

strategies: Several mathematical models, with the useful resource of computer systems,

also are used to forecast HR wishes, e.g., regression optimization models, finances and

making plans evaluation. To continue systematically, human aid expert normally observe 3

steps. Let's study those steps as carried out in recognize of, say a commercial bank.
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13) Workforce evaluation: The common lack of manpower because of going away,

retirement, death, transfers, discharge, etc., over the last five years can be taken into

consideration. The fee of absenteeism and exertions turnover need to additionally be taken

under consideration. The nature of the opposition, say from overseas banks, different non-

banking monetary establishments might also additionally be taken into consideration right

here to discover real necessities in 12 months.

14) Job Analysis: process evaluation enables locating the abilities or abilities required to do

the jobs efficiently. A specified observation of jobs is generally made to pick out the

Required education and revel in required for them. Job evaluation consists of matters

process description and Job specification. Preparing Manpower Inventory (Supply

Forecasting):The simple reason of getting ready manpower stock is to discover the size and

pleasant of employees to be had in the Organization to guy numerous positions. Every

Organization may have principal reasserts of delivery of manpower, inner and outside.

16)Internal Labour deliver: A profile of workforce in phrases of age, sex, education,

schooling, revel in, process level, beyond overall performance and destiny ability need to be
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saved geared up to be used every time required. Requirements in phrases of

increase/diversification, the inner motion of the workforce (switch, promotions,

retirement, etc.) should additionally be assessed earlier.

17) The opportunities for absenteeism and turnover need to be saved in thoughts while

getting ready for the group of workers evaluation. Frequent manpower audits should be

achieved to discover to be had expertise in phrases of abilities, overall performance, and

ability.

18) Markov Analysis: This approach makes use of historical prices of promotions, switches

and turnover to estimate destiny availabilities with inside the paintings pressure. Based on

beyond probabilities, you'll estimate the range of workforce who might be in numerous

positions within the Organization inside the destiny.

19) Skills stock: A abilities stock is an evaluation of the information, abilities, abilities, revel

in and profession aspirations of every of the present-day workforce. This file needs to be up

to date at the least each year and needs to encompass modifications including new abilities,

extra Required Educations, changed process responsibilities etc. Of course, confidentiality

is a crucial problem in placing up such a stock. Once mounted, any such file enables an

Organization to fast fit drawing close process openings with worker backgrounds.

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20) External exertions deliver: When the Organization grows rapidly, diversifies into more

modern regions of operations or whilst it isn't always capable of locating the human beings

internally to fill the vacancies, it has to inspect doors reassess.

21) To the volume an organization is capable of assuming it’s out of doors requirement

wishes and appears into feasible reassess of deliver maintaining the marketplace

tendencies in thoughts, its hassle in locating the proper employees with suitable abilities at

the specified time might grow to be easier. Organizations, nowadays, do now no longer

normally song the Required Educations of lots of workforce manually. Details of workforce

in phrases of information, abilities, revel in, abilities etc., are computerized, the use of

numerous packaged software program structures.

22) Determining Manpower Gaps: The present range of employees and their abilities (from

human aid stock) are as compared with the forecasted manpower wishes (call for

forecasting) to decide the quantitative and qualitative gaps with inside the group of

workers. A reconciliation of call for and deliver forecasts will provide us the range of

human beings to be recruited or made redundant because the case can be. This paperwork

the premise for getting ready the HR plan.

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23) Formulating HR plans: Organizations perform in a converting surroundings.

Consequently, human aid necessities additionally alternate continually. Changes in product

mix, union agreements, and aggressive movements are a number of the crucial matters that

want unique interest. The human aid necessities recognized in an organization want to be

translated into a concrete HR plan, subsidized up via way of means of specified rules,

programmes and strategies.

24) Recruitment plan: Will imply the range and kind of human beings required and whilst

they may be wished; unique plans to recruit human beings and the way they may be to be

treated thru the recruitment programme.

25) Redeployment plan: Will imply the programmes for shifting or retraining present

workforce for brand new jobs

26) Redundancy plan: Will imply who's redundant, whilst and in which; the plans for

retraining, in which that is feasible; and plans for golden handshake, retrenchment, layoff,

etc.

27) Training plan: Will imply the range of trainees or apprentices required and the

programme for recruiting and schooling them; present workforce requiring schooling or

27
retraining; new publications to be advanced or modifications to be effected in present

publications.

28) Productivity plan: Will imply motives for worker productiveness or lowering worker

prices via simplification studies, mechanization, productiveness bargaining; incentives and

income sharing schemes, process redesign, etc.

29) Retention plan: Will imply motives for worker turnover and display strategies to keep

away from wastage via repayment rules; modifications in paintings necessities and

development in running situations

30) Control factors: The complete manpower plan be subjected to shut tracking from time

to time. Control factors be set as much as discover deficiencies, periodic updating of

manpower stock, within side the mild of converting conditions, be undertaken to put off

deficiencies and increase destiny plans.

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DATA ANALYSIS AND INTERPRETATION
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Analysis: The procedure of Human Resource Planning at Vijay diagnostic middle is in

particular primarily based totally on Workload evaluation that's one of the conventional

strategies of estimating the manpower requirement. Workload evaluation: The want for

manpower is likewise decided is likewise decided on the premise of labour-load evaluation,

in which the company attempts to calculate the range of men and women required for

numerous jobs with connection with deliberate output-after giving weightage to elements

including absenteeism, idle time, etc. the subsequent instance might throw mild on this:

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Workload evaluation of numerous departments -ultrasound:

No. Of existing Workforce minimum Changes Human Skills of Staff

workforce present in a Required recommended

shift Education

Specialist Staff Inter/Graduation 9..011-

1 any 18..011

Specialist Staff “ 8.30-

Specialist
2 17.30

Staffs-5 Sufficient

Specialist Staff “ 7.30-

3 12.30,

17..011-

31
 21..011

Specialist Staff “ 8..011-

4 17..011

Specialist Staff “ 11..011-

5 20..011

No. Of Workforce minimum Required Changes Human Skills of Staff

existing present in a Education recommended

workforce shift

Specialist Inter/Graduation 7..011-

Specialist Staff 1 (bio-medical) 16..011

sufficient

Staffs-3
Specialist “ 9..011-

Staff 2 18..011

Specialist “ 13..011-

Staff 3 22..011

32
No. Of Workforce Minimum Changes Human Skills of Staff

existing present in a Required recommended

workforce shift Education

Specialist Staff Inter /deg(bio- 8..011-

1 medical) 17..011(2

members)

Specialist Sufficient
Specialist Staff Inter /deg(bio- 7..011-

Staffs-6
2 medical) 16..011

Specialist Staff Inter /deg(bio- 13.30-

3 medical) 10.30

Specialist Staff Inter /deg(bio- 10..011-

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 4 medical) 19..011

Specialist Staff Inter /deg(bio- 6.30-

5 medical) 15.30

Specialist Staff Inter /deg(bio- 1.30-

6 medical) 22.30

No. Of existing Workforce Minimum Changes Human Skills of

workforce present in a shift Required Staff recommended

Education

Assistant-1 Diploma in 8.30-

radiation 17.30

Assistants-2 medicine

Assistant-2 Diploma in 8..011-

radiation 17..011

medicine

34
 Senior-1 Diploma in Sufficient

Seniors-2 radiation

medicine

Senior-2 Diploma in

radiation

medicine

Consultant-1 Diploma in

radiation
Consultants

medicine

Consultant-2 Diploma in

radiation

medicine

Office boys-2 Office boy-1 X

“ standard

Office boy-2 X

standard

35
No. Of existing Workforce Minimum Changes Human Skills of

workforce present in a Required Staff

shift Education recommended

Specialist Diploma in X-ray 7..011-

Staffs-1 16..011

Specialist
Specialist Staff- Diploma in X-ray 11..011-
sufficient
Staffs-6
2 20..011

Specialist Staff- Diploma in X-ray 13..011-

3 22..011

Specialist Staff- Diploma in X-ray 12..011-

36
 4 21..011

Specialist Staff- Diploma in X-ray 8..011-

5 17..011

(2TEC)

Sample collection department:

no. of existing workforce minimum Changes human Skills of

workforce present in a Required Staff recommended

shift Education

Specialist Staff- M-L-T,dM-L-T 9..011-

1 18..011

Specialist Staff- M-L-T,dM-L-T 7..011-

2 16..011

Specialist

37
Staffs - 8 (2members) sufficient

Specialist Staff- M-L-T,dM-L-T 13.30-22.30

Specialist Staff- M-L-T,dM-L-T 6.30-15.30

4 (2members)

Specialist Staff- M-L-T,dM-L-T 13..011-

5 22..011

Specialist Staff- M-L-T,dM-L-T 6.30-10.30 &

6 17.30-22.30

38
Sample separation department:

No. Of existing Workforce Minimum Changes Human Skills of Staff

workforce present in a Required recommended

shift Education

Specialist Staff- M-L-T,dM-L-T 6.30-10.30

1 &17.30-

Specialist 22.30

Specialist Staff- M-L-T,dM-L-T 11..011-

39
Staffs-4 2 20..011 Sufficient

Specialist Staff- M-L-T,dM-L-T 7..011-

3 16..011

Specialist Staff- M-L-T,dM-L-T 8..011-

4 17..011

Office boy-1 X std 12..011-

Office boys-3 21..011

Office boy-2 X std --

Office boy-3 X std --

40
No. Of existing Workforce Minimum Changes Human Skills of

workforce present in a Required Staff recommended

shift Education

Receptionist-1 Graduation 6.30-

17.30

Receptionists-4/5
Receiver- 2 Graduation 6.30-
Sufficient

17.30

Greeter- 3 Graduation 7..011-

41
 16..011

Receptionist- 4 Graduation 12.30-

22.30

No. Of existing Workforce present Minimum Changes Human Skills of

workforce in a shift Required Staff

Education recommended

Employee-1 Inter/Graduation 8..011-

42
 17..011

Employee-2 Inter/Graduation 11..011-

Employees-6
20..011
Sufficient

Employee-3 Inter/Graduation 9..011-

18..011

Employee-4 Inter/Graduation 6.30-10.30

&17.30-

22.30

Employee-5 Inter/Graduation 13.30-

22.30

Employee-6 Inter/Graduation 12..011-

21..011

No. Of existing Workforce Minimum Required Changes Human Skills of Staff

workforce present in a

43
 shift Education recommended

Specialist Staff- M-L-T,dM-L-T&b.sc 8.30-17.30

Specialist Staffs-
Specialist Staff- M-L-T,dM-L-T&b.sc 8..011-
Insufficient
4
2 17..011

Specialist Staff- M-L-T,dM-L-T&b.sc 7.30-16.30

Specialist Staff- M-L-T,dM-L-T&b.sc 7..011-

4 16..011

No. Of existing Workforce Minimum Changes Human Skills of

workforce present in a shift Required Staff

Education recommended

Specialist Staffs- M-L- 9..011-

1 T,neurology 18..011

44
 Specialist Specialist Staffs- M-L- 8..011- Sufficient

Staffs-3 2 T,neurology 17..011

Specialist Staffs- M-L-T, 12..011-

3 neurology 16..011

The no. of Specialist Staffs available are 3 and Doctors-2

Interpretation: Human Skills of Staff available in this department are sufficient.

Auditing:

No. Of Existing Workforce Minimum Changes Human Skills of Staff

45
Workforce Present In A Shift Required Recommended

Education

Employee-1 B.Com 9.30-

18.30

Employees-
Employee-2 B.Com 9.30-
Sufficient
7 /3-4
18.30

Employee-3 B.Com 9.30-

18.30

Employee-4 B.Com 9.30-

18.30

Immunopathology

No. Of Existing Workforce Minimum Changes Human Skills of

Workforce Present In A Required Staff

46
 Shift Education Recommended

Specialist Staff- M.Sc 11..011-

1 Biochemistry 20..011

Specialist Staff- M.Sc 10..011-

Specialist Sufficient

2 Biochemistry 19..011/
Staffs-3

9..011-

12..011 &

15..011-

21..011

Specialist Staff- M.Sc 10..011-

3 Biochemistry 19..011

Biochemistry: Routine

No. Of Workforce Minimum Changes Human Skills of Staff

existing Required
47
workforce present in a shift Education recommended

Specialist M-L-T 9..011-

Staff-1 18..011

Specialist M-L-T 13..011-

Specialist
Staff-2 22..011

Staffs-7 INSUFFICIENT

Specialist M-L-T 11..011-

Staff-3 20..011 (2

members)

Specialist M-L-T

Staff-4

Specialist M-L-T

Staff-5

Specialist M-L-T

Staff-6

48
Specialist M-L-T

Staff-7

49
Clinical pathology:

No. Of Workforce present Minimum Changes Human Skills of

existing in a shift Required Staff

workforce Education recommended

Specialist Staff1 B.sc M-L-T, DM-L- 8..011-

T 17..011

Specialist Staff2 B.sc M-L-T 12..011-

Specialist
21..011

Staffs- 7 Sufficient

Specialist Staff3 B.sc M-L-T 13..011-

22..011

Specialist Staff 4 B.sc M-L-T 9..011-

18..011

Specialist Staff5 B.sc M-L-T 10..011-

19..011

Specialist Staff6 B.sc M-L-T 7.30-16.30

Specialist Staff7 B.sc M-L-T 9..011-

50
18..011

51
Hematology:

No. Of Workforce Minimum Changes Human Skills of

existing present in a shift Required Staff recommended

workforce Education

Specialist Staff1 M-L-T,DM- 9..011-

L-T 18..011

Specialist Staff2 M-L-T, DM-L-T 12..011-

21..011

Specialist Staff3 M-L-T, DM-L-T 13..011-

Specialist
22..011
Staffs-10
Over sufficient
Specialist Staff4 M-L-T ,DM-L-T 9..011-

18..011/

10..011-

19..011
Specialist Staff5 M-L-T ,DM-L-T 8..011-
52
 17..011

Specialist Staff6 M-L-T ,DM-L-T 18..011-

22..011

(part

time)

Specialist Staff7 M-L-T ,DM-L-T 10..011-

19..011

Specialist Staff8 M-L-T ,DM-L-T 9..011-

18..011

Specialist Staff9 M-L-T ,DM-L-T 11..011-

20..011

Specialist Staff10 M-L-T ,DM-L-T 8..011-

17..011

53
Microbiology:

No. Of Workforce Minimum Changes Human Skills of

Existing Present In A Required Staff

Workforce Shift Education Recommended

Specialist Staff1 M.Sc, B.Sc 8.30-16.30,

Microbiology 16..011-

Serology 19..011,

Specialist 15..011-17..011

Staffs-4
Specialist Staff2 M.Sc, B.Sc 12..011-21..011

Microbiology

Specialist Staff3 M.Sc, B.Sc 9..011-18..011

Microbiology

Specialist Staff4 M.Sc, B.Sc 8.30-17.30

Microbiology

Bacteriology1 M.Sc, B.Sc 8..011-17..011

Microbiology

54
 Bacteriology2 & M.Sc, B.Sc 8..011-11..011& Sufficient

Bacteriology- Bacteriology3 Microbiology 15..011-21..011

8 (2members)

Bacteriology4 M.Sc, B.Sc 10..011-19..011

Microbiology

Bacteriology5 M.Sc, B.Sc 12..011-21..011

Microbiology

Bacteriology6 M.Sc, B.Sc 11..011-20..011

Microbiology

Bacteriology7 M.Sc, B.Sc 12..011-21..011

Microbiology

Bacteriology8 M.Sc, B.Sc Part-time

Microbiology

55
Table showing comparison of services offered by Vijaya diagnostic center and other

corporate hospital networks:

 
Corporate hospital networks
 

 
S.n

o Services Vijaya

MYTHR REMED

      ADITYA I Y ORANGE

.023..01 .023..01 .023..01 .023..01

1 BIOCHEMISTRY 1 1 1 1 .023..011

.023..01

2 Clinical Biochemistry 1 NA NA NA NA

.023..01

3 Routine Biochemistry 1 NA NA NA NA

.023..01

4 Immunology 1 .0241 .0241 NA .023..011

5 Hematology .023..01 .023..01 .023..01 .023..01 NA

56
 1 1 1 1

.023..01 .023..01 .023..01

6 Serology 1 1 .0241 1 NA

.023..01 .023..01 .023..01

7 Molecular Biology 1 1 .0241 1 NA

.023..01 .023..01 .023..01 .023..01

8 Microbiology 1 1 1 1 .023..011

9 Radioimmunoassay .0241 .0241 .0241 .0241 .0241

Central Lab facility for .023..01

10 Clinical Trials 1 NA .0241 .0241 NA

.023..01 .023..01

11 Clinical Pathology 1 .0241 .0241 1 NA

Histopathology & .023..01 .023..01 .023..01

12 Cytology 1 1 .0241 1 .0241

13 Cytogenetics .0241 .0241 .0241 .0241 .0241

14 Toxic Metals .0241 .0241 .0241 .0241 .0241

15 Immuno Phenotyping .0241 .0241 .0241 .0241 .0241

57
16 RADIOLOGY      

.023..01 .023..01 .023..01

  MRI 1 1 .0241 1 .023..011

.023..01 .023..01 .023..01 .023..01

  CT 1 1 1 1 .023..011

.023..01 .023..01 .023..01

  Digital X-Ray 1 1 .0241 1 .023..011

.023..01

  Mammography 1 .0241 .0241 .0241 .023..011

Ultrasound/Color .023..01 .023..01 .023..01 .023..01

  Doppler 1 1 1 1 .023..011

  HSG .0241 .0241 .0241 .0241 .0241

  IVY .0241 .0241 .0241 .0241 .0241

  MCU .0241 .0241 .0241 .0241 .0241

.023..01

  Dental OPG 1 .0241 .0241 .0241 .0241

17 SPECIALITY LABS        

  Flow Cytometer   .0241 .0241 .0241 .0241

58
 Rt PCR based DNA .023..01

  detection 1 .0241 .0241 .0241 .0241

.023..01

  Chemilumine scence 1 .0241 .0241 .0241 .023..011

.023..01

   Immuno fluorescence 1 .0241 .0241 .0241 .0241

.023..01

  Nephelometry 1 .0241 .0241 .0241 .0241

.023..01

  Immunohistochemistry 1 .0241 .0241 .0241 .0241

18 CARDIOLOGY       .023..011

.023..01 .023..01 .023..01 .023..01

  ECG 1 1 1 1  

.023..01 .023..01 .023..01 .023..01

  2d echo cardiography 1 1 1 1 NA

.023..01 .023..01 .023..01

  Colour Flow Studies .0241 1 1 1 NA

59
 .023..01 .023..01 .023..01

  Doppler Evaluation .0241 1 1 1 NA

.023..01 .023..01 .023..01

  TMT 1 .0241 1 1 NA

.023..01 .023..01

19 EEG 1 1 NA NA .0241

.023..01 .023..01

20 ENMG 1 1 NA NA .0241

.023..01 .023..01 .023..01 .023..01

21 PFT 1 1 1 1 .0241

22 NUCLEAR MEDICINE  

.023..01

  PET/CT 1 .0241 .0241 .0241 .0241

.023..01

  GAMMA SCAN 1 .0241 .0241 .0241 .023..011

60
FINDINGS AND SUGGESTIONS

61
FINDINGS:

1) Vijay Diagnostic middle is an Organization which became functioning primarily based

totally on conventional values however it's now handling the modifications and running in

the direction of modernization.

2) The human assets to be had are self-enough for managing found in affected person flow

3) The Organization has nicely certified Specialist Staffs

4) The Organization lacks Employee-engagement activities

5) The Organization has Centralized energy of Authority

6) The current wide variety of employees and their skills (from human aid stock) are as

compared with the forecasted manpower wishes (call for forecasting) to decide the

quantitative and qualitative gaps with inside the workforce. By figuring out manpower

gaps Vijay Diagnostics can estimate the desired manpower for the existing and destiny

wishes. This paperwork the idea for making ready the HR plan.

62
SUGGESTIONS:

1) The Human Skills of Staff presently to be had are enough however withinside the destiny

there can be a dearth of certified Specialist Staffs because of boom in-affected person flow.

So, to address this task enrichment have to be recommended so that you can have bench

electricity of certified employees and help in succession making plans.

2) Employee engagement activities have to be initiated in order that consider develops

among the workforce and the control which creates concord and higher relations.

3) Management has to extrude its view in the direction of the manpower, i.e., from value

targeted to earnings targeted.

4) Human Resource Process at Vijay Diagnostics on the idea of Human assets Planning

Model cited above:

5) Forecasting the call for for Human assets: It is one in all the forecasting strategies that is

notably used.HR wishes may be envisioned through analyzing beyond trends. Past charges

of extrude may be projected into the destiny or employment boom may be envisioned

through its dating with a specific index. Its utility at Vijaya Diagnostics is cited below.

63
6) Preparing Manpower Inventory (Supply Forecasting):The basic reason of making ready

manpower stock is to discover the dimensions and excellent of employees to be had with

inside the Organization to guy numerous positions.

7) Markov Analysis in any Organization makes use of ancient charges of promotions,

transfer and turnover to estimate destiny availabilities with inside the paintings force.

Based on beyond probabilities, it is easy to estimate the wide variety of workforce who

could be in numerous positions with the Organization with inside the destiny.

64
CONCLUSION:

Human aid making plans is a essential sub pastime of employment feature. It massively

influences the company accordingly the making plans must have done with exquisite

concern. The human aid making plans wishes to be bendy sufficient to meet brief time

period staffing challenges at the same time as adapting to converting situations with inside

the enterprise surroundings over the longer time period. The of the plan has to be lengthy

sufficient to allow any remedial movement and making ready through aggregates. Human

Resource Preparation must be visible as a strategic feature of. It allows to construct a

aggressive aspect for an company enticing its workforce. Key elements of powerful Human

Resource Planning are having in vicinity an suitable management fashion and powerful

manner communications with the workforce. Engaged workforce.

65
REFERENCES/ BIBLIOGRAPHY

1) Aswathappa K. "Human Resource and Personal Management" – Text and Cases, Tata

McGraw Hill Publishing Company Ltd., New Delhi.

2) Chhabra T.N. "Human Skills of Staff Management – Concepts and Issues, Fourth

Edition", Sampat Rai & Co., Delhi.

3) Gupta, C. B. (2.0114), "Human Resource Management", Sixth Edition, Sultan Chand &

Sons, New Delhi.

4) Kothari, C. R. (2.0115), "Research Methodology", Second Edition, New Age

International Publishers, New Delhi.

5) www.vijayadiagnostics.com

6) http://www.whereincity.com

7) http://health.allrefer.com

8) http://www.medterms.com

9) http://modernmedicare.co.in

10)http://www.themedica.com

11)http://www.indiaincorporated.com

66