INTERNSHIP REPORT ON

ABBOTTABAD INTERNATIONAL MEDICAL INSTITUTE

Zahid Fareed
Roll No. 7131
BS (BA) HRM

Supervised By:
Dr. Hassan Jahangiri

Department of Management
Sciences
Abbottabad University of
Science and Technology
Session: 2019-2023

INTERNSHIP REPORT ON BESTWAY CEMENT LIMITTED

Submitted by
Zahid Fareed

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Internship report is submitted
to the Department of
management sciences in partial
fulfillment of the requirements
for the degree of
Bachelor of Business Studies.

Department of
Management Sciences
Abbottabad
University of Science and
Technology

INTERNSHIP REPORT ON
ABBOTTABAD INTERNATIONAL MEDICAL INSTITUTE
APPROVAL SHEET

Signature _______________________

Name Dr. Hassan Jahangiri

Organization Abbottabad University of

Science and Technology

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 DECLARATION

I declare that this material, which I now submit for assessment, is entirely my own work and
has not been taken from the work of others, save and to the extent that such Work has been
cited and acknowledged within the text of my work. I understand that plagiarism, collusion,
and copying are grave and serious offence in the university and accept the penalties that
would be imposed should I engage in plagiarism, collusion or copying. I have read and
understood the Assignment Regulations set out in the module documentation. I have
identified and included the source of all facts, ideas, opinions, and viewpoints of others in the
assignment references. Direct quotations from books. Journal articles, internet sources,
module text, or any other source whatsoever are acknowledged and the source cited are
identified in the assignment references. This assignment, or any part of it, has not been

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previously submitted by me or any other person for assessment on this or any other course of
study.

I have read and understood the referencing guidelines as recommended in the report

guidelines.

Signature:
Name: Zahid Fareed

Copy of Internship Certificate:

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ACKNOWLEDGEMENT
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First of all I would like to present my heartiest gratitude to Allah Almighty for giving me
wisdom, strength, and knowledge to complete my internship report in time. I would want to
express my gratitude to Abbottabad University of Science and Technology, for providing me
with the chance to complete this internship. I want to express my gratitude to AIMI for
allowing me to complete my internship in the HR Division Head office. I want to express my
gratitude to my internship supervisor for helping me to complete this report. I also want to
thank the AIMI’s, HR Manager & MD, for keeping me under their supervision and giving me
all the information I needed to finish my research. I also want to express my gratitude to all
the AIMI’s officials for letting me work as an intern there and providing the essential
information.

I am also extremely thankful to my supervisor Dr. Hassan Jahangiri, lecturer and director
training AUST, who helped me in writing this report.

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 DEDICATION

I dedicate the success of this endeavor to my affectionate, dearest, sweetest, and loving
parents who continuously give me moral support and encouraged me throughout my studies. I
would also like to dedicate this report to my beloved teachers for giving me this opportunity
to get this degree and supporting me in all my student life. This support enables me to
accomplish my BS (BA) degree. At this stage I can say that today what I am, where I stand is
just because of them. Secondly. I would like to dedicate this report to my supervisor who
guided me throughout my internship and even in the making of this report.

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Table of Contents
EXECUTIVE SUMMARY...............................................................................................................11
1.1 Background of Study................................................................................................................12
1.2 Objectives.................................................................................................................................13
1.3 Scope of the Work..................................................................................................................13
1.4 Methodology of Research......................................................................................................13
1.4.1 Primary Resources....................................................................................................................13
1.4.2 Secondary Resources................................................................................................................14
1.5 Limitations.............................................................................................................................14
CHAPTER _2....................................................................................................................................14
OVERVIEW OF THE ORGANIZATION.......................................................................................14
2.1 Abbottabad International Medical Institute History............................................................14
2.2 AIMI.............................................................................................................................................15
2.2.1 Aimi Departments.....................................................................................................................16
2.3 Mission Statement......................................................................................................................16
2.3.1 Mission Statement components Of AIMI................................................................................16
2.4 Vision Statement........................................................................................................................17
2.5 Objectives of AIMI......................................................................................................................17
2.6 AIMI Administration.................................................................................................................17
2.6.1 Purchases/ Finance.................................................................................................................17
2.6.2 QEC Department...................................................................................................................17
2.6.3 HR Department......................................................................................................................17
2.6.4 IT Department........................................................................................................................18
2.6.5 Student Affairs........................................................................................................................18
2.6.6 Social Marketing.....................................................................................................................18
2.7 Organizational Hierarchy........................................................................................................19
2.8 Code of Conduct.......................................................................................................................20
2.8.1 General Rules............................................................................................................................20
2.8.2 Moral and Ethics......................................................................................................................20
2.8.3 College Property.......................................................................................................................20
2.8.4 Academic Performance.............................................................................................................21
2.8.5 Dress Code.................................................................................................................................21
2.8.6 Boys Uniform............................................................................................................................21
2.8.7 Girls Uniform............................................................................................................................21
2.8.8 Attendance.................................................................................................................................21

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2.8.9 Academic Performance Assessment.........................................................................................22
2.8.10 Class/ Ward Discipline............................................................................................................22
2.8.11 Peaceful Environment.............................................................................................................22
2.8.12 Correct Attitude & Behavior.................................................................................................22
2.8.13 Politics and Religion.................................................................................................................23
2.8.14 Security....................................................................................................................................23
2.8.15 Liaison with Parents / Guardians..........................................................................................23
2.8.16 Disciplinary Committee..........................................................................................................23
2.8.17 Disciplinary Actions................................................................................................................23
CHAPTER 3......................................................................................................................................24
HUMAN RESOURCE MANAGEMENT ANALYSIS....................................................................24
3.1 HR Policies and Procedures..................................................................................................24
3.1.1 Recruitment and Selection Policies..........................................................................................25
3.1.2 Employee Onboarding and Orientation..................................................................................25
3.1.3 Performance Management Policies.........................................................................................26
3.1.4 Training and Development Policies.........................................................................................26
3.1.5 Compensation and Benefits Policies........................................................................................26
3.2 Workforce Planning and Recruitment.......................................................................................27
3.2.1 Workforce Planning..................................................................................................................27
3.2.2 Talent Gap Analysis..................................................................................................................27
3.2.3 Succession Planning..................................................................................................................27
3.2.4 Recruitment Strategies.............................................................................................................27
3.2.5 Internal Recruitment................................................................................................................27
3.2.6 External Recruitment...............................................................................................................27
3.2.7 Campus Recruitment................................................................................................................27
3.2.8 Selection Process.......................................................................................................................28
3.2.9 Employee Referral Program....................................................................................................28
3.2.10 Recruitment Metrics...............................................................................................................28
3.2.11 Diversity in Recruitment........................................................................................................28
3.2.12 Recruitment Compliance.......................................................................................................28
3.3 Training and Development..........................................................................................................28
3.3.1 Training Needs Assessment......................................................................................................28
3.3.2 Individual Development Plans.................................................................................................29
3.3.3 Technical and Clinical Training...............................................................................................29
3.3.4 Soft Skills Training...................................................................................................................29
3.3.5 Training Workshops and Seminars.........................................................................................29

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3.3.6 Training Evaluation..................................................................................................................29
3.4 On the Job Training (OJT)......................................................................................................29
3.4.1. Mentorship and Coaching.......................................................................................................30
3.4.2. Observation and Job Shadowing............................................................................................30
3.4.3 Hands-On Practice...................................................................................................................30
3.4.4 Gradual Increase in Responsibility:........................................................................................30
3.4.5 Feedback and Evaluation:..........................................................................................................30
3.4.6 Ongoing Support:.....................................................................................................................30
3.4.7 Cross-Training Opportunities:................................................................................................31
3.4.8 Benefits of On-the-Job Training:.............................................................................................31
3.5 Compensation and Benefits.......................................................................................................31
3.5.1 Salary Structure........................................................................................................................31
3.5.2 Performance-based Compensation..........................................................................................31
3.5.3 Benefits Package.......................................................................................................................31
3.5.4 Flexible Benefits........................................................................................................................32
3.6 Perks..........................................................................................................................................32
3.6.1 Health Insurance:.....................................................................................................................32
3.6.2 Retirement Plans:.....................................................................................................................32
3.6.3 Flexible Work Arrangements:..................................................................................................32
3.6.4 Professional Development Support:........................................................................................32
3.6.5 Childcare Assistance:................................................................................................................32
3.6.6 Employee Assistance Program (EAP):....................................................................................32
3.6.7 Recognition and Rewards Programs:......................................................................................32
3.6.8 Employee Discounts:................................................................................................................33
3.6.9 Health and Wellness Initiatives:..............................................................................................33
3.6.10 Casual Dress Code:.................................................................................................................33
3.7 Organizational Structure of Hr. Department............................................................................33
3.8 Structure of Hr. Department.......................................................................................................34
3.8.1 Recruitment Section.................................................................................................................34
3.8.2 HRMIS & Record Section........................................................................................................34
3.8.3 Training and Development Section..........................................................................................34
3.9 Types of Employees....................................................................................................................35
3.9.1 Contractual Employee/Worker................................................................................................35
3.9.2 Permanent Employee/Worker.................................................................................................35
3.9.3 Probationer...............................................................................................................................35
3.9.4 Temporary.................................................................................................................................35

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3.9.5 Casual........................................................................................................................................35
3.9.6 Apprentice.................................................................................................................................35
3.9.7 Trainee.......................................................................................................................................35
3.9.8 Internee......................................................................................................................................35
3.10 Job Analysis................................................................................................................................36
3.10.1 Steps in Job Analysis at AIMI:...............................................................................................36
3.11 Job Design at AIMI....................................................................................................................36
3.11.1 Factors Considered in Job Design at AIMI:..........................................................................36
3.11.2 Benefits of Job Analysis and Job Design at AIMI:...............................................................37
3.12 Record Keeping Using HMIS, MS Word and Excel in AIMI.................................................37
3.12.1 HMIS (Hospital Management Information System)............................................................37
3.12.2 Microsoft Word:....................................................................................................................38
3.12.3 Microsoft Excel.......................................................................................................................38
3.13 File Management in AIMI.......................................................................................................39
3.14 SWOT Analysis of AIMI.........................................................................................................40
3.14.1 STRENGHTS..........................................................................................................................40
3.14.2 WEAKNESSES.......................................................................................................................41
3.14.3 OPPORTUNITIES.................................................................................................................42
3.14.4 THREATS.............................................................................................................................43
CHAPTER 4......................................................................................................................................45
4.1 CONCLUSION AND RECOMMENDATIONS.....................................................................45
4.1.1 Conclusion..............................................................................................................................45
4.1.2 Recommendations.....................................................................................................................47

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 EXECUTIVE SUMMARY
This internship report provides an in-depth analysis of the HR department at Abbottabad
International Medical Institute (AIMI), along with a comprehensive overview of the
organization. The report is divided into four chapters, covering essential aspects of AIMI's
HR management and strategic analysis.

In the Introduction, sets the context for the report, outlining its objectives and scope. It
highlights the significance of understanding AIMI's HR practices to assess its overall
performance and strategic position in the healthcare industry. Report provides an Introduction
to AIMI, presenting a detailed overview of the institute's reputation, facilities, and
commitment to patient care. This Delves into the HR Analysis, which encompasses various
HR functions and practices within AIMI. It explores key areas such as workforce planning,
recruitment strategies, training, and development initiatives, as well as compensation and
benefits policies. The analysis showcases how AIMI's HR department effectively manages its
workforce to maintain a skilled and motivated team. Includes a SWOT Analysis, highlighting
AIMI's internal strengths, weaknesses, external opportunities, and threats in the healthcare
market. This analysis aids in understanding AIMI's competitive advantage and areas for
improvement to capitalize on emerging opportunities and mitigate potential threats. The
report concludes by summarizing the findings from the HR Analysis and SWOT Analysis,
highlighting AIMI's strengths as a reputable medical institute with skilled professionals, state-
of-the-art facilities, and a commitment to continuous improvement. It also identifies areas for
improvement, such as expanding outreach programs and addressing resource constraints.
Based on the analysis, the report offers valuable recommendations for AIMI. These
recommendations include enhancing outreach programs, investing in research and
innovation, and fostering a culture of continuous learning and collaboration. Furthermore, the
report suggests implementing performance-based incentives, expanding telehealth services,
and prioritizing employee well-being to strengthen AIMI's position in the healthcare industry.

In conclusion, this internship report provides a comprehensive understanding of AIMI's HR

management practices and strategic analysis. The insights and recommendations offered in
this report will assist AIMI in enhancing its workforce, optimizing operations, and sustaining
its reputation as a leading medical institute dedicated to providing exceptional healthcare
services to the community it serves.

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CHAPTER 1

INTRODUCTION
1.1 Background of Study
Internee choose the strategic business unit of HR of Abbottabad International Medical
Institute for his internship. Internee tried to associate his scholastic HR information with
genuine encounters from his temporary job. Through this work, Internee have attempted to
communicate how Internee might interpret the numerous HRM capabilities, including
enlistment, determination, pay and advantages, preparing, and advancement. Internee also
tried to cover all of the important HRM functions. A SWOT analysis of AIMI HRM practice
is included in the report's conclusion, followed by a discussion of important topics. Internee
also tried to offer some guidance based on my experience and knowledge from his internship.

1.2 Objectives
The objectives of the internship are enlisted below.

 To gain knowledge about the practical aspects of the organization’s procedures by

being a part of such organization
 To understand the process of performing functions of the organizations
 To learn from the experienced staff
 To manage the workload efficiently and smartly by using the skills learnt as a
business student
 To understand the problems faced by an organization and finding out the best possible
ways to overcome them
 To develop the sense of responsibility and commitment towards the job

1.3 Scope of the Work

As it was very difficult to cover all the departments in such a short period of Being HRM
student, the main focus of my study is on human resource management. The internee worked
in HRM related department. This internship helped the internee to improve his leadership
skills, interpersonal skills, management, and record keeping, file management, and report
writing skills. The internee used two software named as AMT, HMIS. The internship helped
the student to a fruitful knowledge of organization’s operations and functioning.

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1.4 Methodology of Research
For all the data collection is the most important fragment for examining the organization and
it must be done with a lot of care. So for that purpose the internee has used primary as well
as secondary sources to obtain accurate and authentic data.

1.4.1 Primary Resources

 Conducting interview with the in-charge of HR and the assistant manager of
administration
 Manager of operations and a few more staff members
 Discussions with top commanders are also held

1.4.2 Secondary Resources

 AIMI yearly report.
 Job descriptions AIMI employees under HR
 Official websites of AIMI

1.5 Limitations
 Personal employment restrictions
 Ineffective human resource management procedures
 The human resources department was reluctant to share information because it was
difficult to obtain sensitive data and information.
 The absence of some data on previous statistics.
 While the Human Resources Division is a large area, the internship period is just a short
time. After completing the typical office tasks from 8:00 AM to 4:00 PM. In this little
amount of time, it is challenging to review in detail.
 There was insufficient data from the secondary source to finish the report.
 Privacy concerns.

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CHAPTER _2

OVERVIEW OF THE ORGANIZATION

2.1 Abbottabad International Medical Institute History
Abbottabad International Medical Institute (AIMI) is a medical institution located in
Abbottabad, Pakistan. Abbottabad International Medical Institute was established in 2010 and
is affiliated with the Khyber Medical University (KMU), Peshawar. It is recognized by the
Pakistan Medical and Dental Council (PMDC) and is also listed in the International Medical
Education Directory (IMED) (KMU, 2023).

AIMI is one of the leading private sector universities of Pakistan, which is dedicated to meet
many complex challenges facing us today. As an academic health science center, Abbottabad
International Medical Institute has a mission of providing excellence in medical education
and patient care. Our ability to add to your academic and social skills will allow you to lead
in your professional career. We believe in commercialization and entrepreneurship and have
invested in the establishment of enterprises in order to ensure that our students gain hands-on
experience that actually matters for graduating students.

The institution aims at:

 Providing the opportunity for postgraduate training in various disciplines of medicine

& surgery.
 Developing a comprehensive program of research of international standard on various
health related issues.
 Provide broad range of patient services including illness prevention program and
comprehensive care associated with academic medical centers.
 Promoting evidence based medical practice in the changing healthcare environment of
the 21st Century.
 The mission will be achieved through commitment to values of the Quality,
Excellence, Service, Collaboration, Competition, Integrity and Fiscal Responsibility.

Overall, Abbottabad International Medical Institute is committed to producing competent

medical professionals who can contribute to the healthcare system of Pakistan and beyond.

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For more specific details about the institute's history and recent developments, it would be
best to reach out to the institute directly or visit their official website for the most up-to-date
information.

2.2 AIMI
As a medical institute, AIMI operates within the broader healthcare industry, which
encompasses various sectors such as hospitals, clinics, pharmaceuticals, medical research,
and healthcare services. The institute prepares students to enter the healthcare industry as
medical professionals, including physicians, surgeons, and specialists. Abbottabad
International Medical Institute (AIMI) provides educational services in the field of medical
education. Its primary service is offering a five-year undergraduate program, leading to the
degree of Bachelor of Medicine, Bachelor of Surgery (MBBS). The institute focuses on
providing theoretical knowledge and practical training to aspiring doctors. AIMI's services
include a comprehensive curriculum that covers various medical disciplines, allowing
students to acquire the necessary knowledge and clinical skills. The institute also offers
postgraduate programs for specialization in different medical fields. Additionally, AIMI
operates in conjunction with Ayub Teaching Hospital, serving as a primary training center for
students. This provides them with opportunities to observe and participate in clinical
rotations, gaining hands-on experience under the guidance of experienced healthcare
professionals.

2.2.1 Aimi Departments

 Radiology
 Physiology
 Dentistry
 General medicine
 Nephrology
 Neurology
 Cardiology
 Gynecology
 Pediatrics
 Pulmonology
 Oncology
 Psychiatry

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  Gastroenterology
 Neurology
 Dermatology
 Rheumatology
 Allergy and Asthma

2.3 Mission Statement

We at Abbottabad International Medical Institute equip our students with knowledge, skills
and attitude in an excellent academic environment by distinguished faculty and train them to
be competent and compassionate healthcare professionals dedicated to research, community
work and lifelong learning.

2.3.1 Mission Statement components Of AIMI

 Aims to produce competent healthcare professional
 Aims to equip the students with Knowledge, Skills & Attitude in excellent academic
environment
 Aims to develop professional attributes to be compassionate & competent healthcare
professional
 Aims to produce graduates dedicated to research & lifelong learning
 Aims to produce graduates committed to community work

2.4 Vision Statement

Summit of comity of medical institutions in terms of teaching, discovery and medical &
dental care to contribute to the health of nation in a meaningful way.

2.5 Objectives of AIMI

 Providing the opportunity for postgraduate training in various disciplines of medicine
& surgery.
 Developing a comprehensive program of research of international standard on various
health related issues.
 Provide broad range of patient services including illness prevention program and
comprehensive care associated with academic medical centers.
 Promoting evidence based medical practice in the changing healthcare environment of
the 21st Century.
 The mission will be achieved through commitment to values of the Quality,
Excellence, Service, Collaboration, Competition, Integrity and Fiscal Responsibility.

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2.6 AIMI Administration
2.6.1 Purchases/ Finance
Receipt/Installment of all sort of buys, compensations, unrefined substances, Segment,
Accounting Area, Money Area, center Review, monetary examination yearly and half yearly
is finished in finance division

2.6.2 QEC Department

QEC at AIMI is responsible for refining and automating the quality assurance system to
simplify and enhance the processes of quality reporting and institutional research as the
backbone of the decision-making and persistent quality improvement processes across AIMI.
It ensures collaboration among various departments in implementing this system.

2.6.3 HR Department
HR department performs many functions it does recruitment, selection, record keeping, file
management, performance appraisals, performance management, training and development,
compensation and benefits,

2.6.4 IT Department
IT department manages the institute's technology systems, including network administration,
data security, technical support, software management (AMT, HMIS), and infrastructure
maintenance.

2.6.5 Student Affairs

In the Office of Student Affairs, it is our mission to ensure the success of all students as they
progress through their training. Student success is measured first and foremost in the
classroom and clinics where students spend the majority of their time in the learning
environment

2.6.6 Social Marketing

Medical institute involves promoting healthcare services, raising awareness about health
issues, and encouraging positive health behaviors. It includes campaigns, education
initiatives, patient engagement, branding, community partnerships, and data analysis. (AMI,
2023)

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2.7 Organizational Hierarchy

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2.8 Code of Conduct
All students are advised to read the rules carefully and abide by these rules as envisaged in
the prospectus, college notification and their modifications as and when issued. Violations of
these rules tantamount to breach of college discipline. The case will be investigated by senior
members of the staff and will be forwarded to the college Disciplinary Committee (Chief
Proctor) for further investigation and its recommendations will be forwarded to the Principal
for further necessary action.

2.8.1 General Rules

 The students must display their identification cards at all time while in the college
premises and hospital.

 All students must maintain the decorum of the college through decent and respectable
behavior. Students are forbidden to sing, whistle, hoot, create noise, use abusive
language, fight and indulge in any unseemly behavior or activity in the college premises
at any time.

 No student is allowed to loiter and move aimlessly in and around college premises or
waste his/her time in college cafeteria extensively.

 Students have to be present in time, at any specified activity of the college.

 Student's notices/ messages will only be displayed on the notice board placed by the
college authorities with the approval of the Principal.

2.8.2 Moral and Ethics

The students must essentially display the highest moral and ethical standards at the college,
hospital and hostels with conduct par excellence.

2.8.3 College Property

The care and safety of all the property used by students will be ensured by themselves by
preventing any willful damage, loss or theft. All damages in any form caused by the students
due to their negligence or deliberate act shall be repaired at the expense of the
student/students responsible for the negligence. Walls, fixtures, furniture, models, specimens,
charts, skeletons bones, audiovisual teaching aids, notice boards etc. shall not be defaced,
mutilated or damaged in any way or form.

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2.8.4 Academic Performance
The performance records of internal and university examination of students are continuously
monitored to judge their requisite suitability for continuation of medical education at the
college. Unsatisfactory academic performance leads to appropriate action against the
concerned individual.

2.8.5 Dress Code

The wearing of prescribed uniform has peculiar importance in medical profession and all the
students must take pride in their identity. Any student found improperly dressed will be
marked absent for the whole day. A habitual defaulter in this regard will be dealt with
appropriate disciplinary action.

2.8.6 Boys Uniform

 White shirt with full sleeves

 Black trousers

 College necktie

 Black coat with logo on pocket (in winter)

 White Overall with logo

 Black Socks

 Black Dress/Formal shoes

2.8.7 Girls Uniform

 Full sleeves karees of any sober color with white dupatta(White Hijab)

 White Salwar

 White Overall with logo on pocket

 Sober foot wear

2.8.8 Attendance
 As per requirements of KMU & PMDC, a minimum attendance of 75% is mandatory
"individually" in each subject being taught in that year (in lectures / practical’s / clinical
sessions), in order to qualify for appearing in KMU annual exams. This will be strictly
enforced.

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 The margin of 25% of absence in lectures, practical’s, tutorials, demonstrations and
clinical wards is desired to cover absence only on account of sickness or any emergency
if considered justifiable by the Principal.

 Repeated absence from lectures, practical’s, tutorials, demonstrations and hospital

clinical wards, without any justified reasons, will make a student liable for punishment.

 The students must periodically check their attendance record from concerned department.

 For leave of absence, the students must apply in writing and get it countersigned by all
HODs before submitting at the Principal office. The reasons for his/her request should be
clearly mentioned. In all cases, leave taken will be at the student's own risk as far as the
percentage of the attendance is concerned; even the medical certificate will not condone
for any deficiency in attendance.

2.8.9 Academic Performance Assessment

Attaining of 50% marks in class tests and send up examination is MANDATORY. A student
can be dropped from appearing in University Exam by the Principal on account of poor
academic performance.

2.8.10 Class/ Ward Discipline

Teachers and students maintain a highly professional interaction in the academic sessions
which is a very distinct feature of the college, and the same has to be continued at all times.
Students must switch off their cell phones before they enter the lecture room, laboratory,
library and wards. Punctuality regarding class/ ward timings and maintenance of proper
discipline in the classrooms, practical’s, demonstrations, tutorials and ward is mandatory.

2.8.11 Peaceful Environment

The maintenance of a safe and secure environment in the campus, hospital and hostels has
immense importance in a professional institute. The college accords the highest priority to
this vital aspect.

2.8.12 Correct Attitude & Behavior

The students are completely facilitated to devote themselves in their professional studies and
expected to shun unwanted societal trends. The possession and use of weapons and
substances of abuse, keeping of objectionable materials and pets, smoking etc. are totally
forbidden in the campus, hospital and hostels.

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2.8.13 Politics and Religion
 Political activities of all types are prohibited in the college and hostel premises.
Involvement of the students in any sort of political, sectarian, ethnic and other such
activities in campus, hospital and hostels is viewed with zero tolerance by the college
administration. Undertaking to that effect will be obtained from the students and their
parents.

 No gathering and meeting of students will be allowed in the premises of college and
hostels.

 No student should address any conference including press conference, nor write to the
press on a political or related subject or matter concerned directly with the administration
of the college or any government or educational institution, university etc. in Pakistan or
abroad.

 No religious ceremony likely to injure the feelings of other students/ boarders shall be
performed in the hostel.

2.8.14 Security
The College campus is under surveillance and monitored by the security guards 24/7.

2.8.15 Liaison with Parents / Guardians

Parents / guardians will be kept informed of the academic performance of the students on
regular basis.

2.8.16 Disciplinary Committee

The college Disciplinary Committee keeps effective watch over maintenance of discipline
and enforces the code of conduct in routine daily matters. In cases of indiscipline, the
decision taken by the committee will be final and can't be challenged. The committee will
meet on quarterly / required basis.

2.8.17 Disciplinary Actions

Various disciplinary actions taken by the committee according to the nature and degree of
violation of rules by the students after deliberations of the committee can be as under

 Withdrawal from College rolls.

 Debarment from all academic activities.

 Cancellation of hostel allotment.

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 Cancellation of leave.

 Cash fines.

 Extra library sittings.

 Ban to visit cafeteria and hostel

 Formal warning with information to parents / guardian.

 Disallowing to apply for examination roll number. (AIMI, 2023)

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CHAPTER 3
HUMAN RESOURCE MANAGEMENT ANALYSIS
3.1 HR Policies and Procedures
During the internship, a comprehensive review of Abbottabad International Medical
Institute's HR policies and procedures was conducted. The HR department follows a
structured approach to ensure adherence to legal requirements, best practices, and the
institute's objectives. The policies encompass recruitment, employee onboarding,
performance management, training and development, compensation and benefits, and
employee relations.

3.1.1 Recruitment and Selection Policies

The recruitment and selection policies at Abbottabad International Medical Institute are
designed to attract and hire the best talent while ensuring a fair and transparent selection
process. The key components of these policies include:

 Job Analysis: Before initiating any recruitment, the HR department conducts a thorough
job analysis to determine the specific requirements, duties, and responsibilities of the
position.

 Job Posting: Vacant positions are advertised internally and externally through various
channels, including the institute's website, job portals, and local media.

 Screening and Shortlisting: Resumes and applications are screened, and qualified
candidates are shortlisted based on the specified criteria.

 Interview Process: The selection process involves multiple rounds of interviews,

including panel interviews and individual assessments. Interviews assess technical skills,
experience, and cultural fit.

 Background Checks: Selected candidates undergo reference checks and background

verification to ensure their qualifications and credibility.

 Offer and Onboarding: Once a candidate is selected, an offer letter is issued, and the
onboarding process begins to facilitate a smooth integration into the organization.

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3.1.2 Employee Onboarding and Orientation
The HR department emphasizes a structured onboarding process to help new employees
acclimate to the institute's culture and work environment. The onboarding policies include:

 Departmental Orientation: Each new employee receives a departmental orientation,

providing an overview of their role, responsibilities, and team members.

 HR Documentation: The HR team ensures that all necessary documentation, including

contracts, benefits enrollment, and policy acknowledgments, is completed during the
onboarding process.

3.1.3 Performance Management Policies

Performance management policies at Abbottabad International Medical Institute focus on
aligning employee performance with the institute's objectives and fostering continuous
improvement. Key elements of the performance management policies are as follows:

 Goal Setting: Employees work with their supervisors to set specific, measurable,
achievable, relevant, and time-bound (SMART) performance goals.

 Performance Appraisal: Regular performance appraisals are conducted to evaluate

employees' achievements and identify areas for development

3.1.4 Training and Development Policies

The HR department is committed to the continuous professional development of employees.
Training and development policies encompass the following:

 Training Needs Assessment: Individual and departmental training needs are identified
through performance appraisals, skill gap analysis, and feedback from managers.

 Training Programs: The institute offers a diverse range of training programs,

workshops, and seminars covering technical skills, leadership, and soft skills.

 Career Development: Employees are encouraged to explore growth opportunities

within the organization, and career development plans are formulated accordingly.

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3.1.5 Compensation and Benefits Policies
The compensation and benefits policies aim to attract and retain talent while ensuring
equitable compensation practices. Key aspects of these policies include:

 Salary Structure: The HR department maintains a well-defined salary structure based

on market trends, industry standards, and job responsibilities.

 Benefits Package: Employees are entitled to a comprehensive benefits package,

including health insurance, retirement plans, paid time off, and other incentives.

3.2 Workforce Planning and Recruitment

3.2.1 Workforce Planning
Workforce planning is a strategic process that Abbottabad International Medical Institute
undertakes to anticipate and meet its future human resource needs. The HR department
collaborates with other departments to assess staffing requirements, taking into account
factors such as projected growth, retirements, turnover, and changes in healthcare services
demand.

3.2.2 Talent Gap Analysis

As part of workforce planning, the HR team conducts a talent gap analysis to identify
potential skill shortages and surpluses within the organization. This analysis involves
evaluating the current workforce's skills and qualifications and comparing them with the
future workforce requirements.

3.2.3 Succession Planning

Succession planning is an integral part of workforce planning at the institute. The HR department
identifies key positions and potential successors within the organization to ensure a smooth transition
in leadership roles and critical positions in the event of retirements or promotions.

3.2.4 Recruitment Strategies

Based on the talent gap analysis and workforce plan, the HR team develops recruitment
strategies to attract the right talent. The strategies encompass both internal and external
recruitment efforts.

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3.2.5 Internal Recruitment
The institute encourages internal recruitment and provides opportunities for employees to
apply for open positions within the organization. Internal job postings are regularly
communicated to employees, promoting career growth and professional development.

3.2.6 External Recruitment

For positions where internal candidates are not available, the HR department conducts
external recruitment. Job vacancies are advertised through various channels, such as the
institute's website, job portals, social media, and partnerships with educational institutions.

3.2.7 Campus Recruitment

Abbottabad International Medical Institute actively engages in campus recruitment drives,
targeting fresh graduates and interns from medical and healthcare-related programs. These
efforts help in attracting young talent and building a talent pipeline for the institute.

3.2.8 Selection Process

The selection process is designed to ensure a fair and merit-based evaluation of candidates.
Shortlisted applicants go through multiple rounds of interviews, including panel interviews
with relevant stakeholders. The selection criteria are aligned with the job requirements, and
candidates' technical skills, experience, and cultural fit are evaluated.

3.2.9 Employee Referral Program

To leverage employees' networks and encourage employee engagement, Abbottabad
International Medical Institute has an employee referral program. Employees are incentivized
to refer qualified candidates, promoting a sense of ownership and pride in the recruitment
process.

3.2.10 Recruitment Metrics

The HR department monitors recruitment metrics to evaluate the effectiveness of recruitment
strategies. Key metrics include time-to-fill vacancies, cost-per-hire, quality of hires, and
source of hires. These metrics assist in refining recruitment strategies and improving the
overall recruitment process.

3.2.11 Diversity in Recruitment

The institute emphasizes diversity and inclusion in its recruitment efforts. The HR department
actively seeks to attract candidates from diverse backgrounds to create a workforce that
reflects the community it serves.

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3.2.12 Recruitment Compliance
The HR department ensures strict compliance with recruitment laws and regulations to avoid
any legal issues. Equal opportunity and non-discrimination are essential principles in the
recruitment process.

3.3 Training and Development

3.3.1 Training Needs Assessment
The HR department at Abbottabad International Medical Institute conducts a thorough
training needs assessment to identify the knowledge and skills gaps among employees. This
assessment is carried out through various methods, including performance appraisals,
feedback from supervisors, and employee surveys.

3.3.2 Individual Development Plans

Based on the training needs assessment, the HR team collaborates with employees to develop
individualized development plans. These plans outline the specific training and development
activities required to enhance employees' capabilities and align them with the institute's goals.

3.3.3 Technical and Clinical Training

Abbottabad International Medical Institute offers a wide range of technical and clinical
training programs. These programs are tailored to the specific needs of different departments,
ensuring that employees remain up-to-date with the latest medical advancements and
practices.

3.3.4 Soft Skills Training

In addition to technical and clinical training, the HR department also provides soft skills
training. This includes workshops on communication, time management, conflict resolution,
and emotional intelligence, among others. These skills are essential in fostering effective
teamwork and improving overall workplace productivity.

3.3.5 Training Workshops and Seminars

The HR department organizes regular training workshops and seminars conducted by internal
subject matter experts and external trainers. These sessions cover a wide range of topics,
including patient care, medical technology advancements, and compliance with healthcare
regulations.

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3.3.6 Training Evaluation
After every training program, the HR department conducts evaluations to gather feedback
from participants. This evaluation process helps assess the effectiveness of the training
sessions and identify areas for improvement.

3.4 On the Job Training (OJT)

On-the-job training (OJT) is a method of employee training and development wherein
employees learn and acquire new skills, knowledge, and competencies while performing their
regular job tasks. OJT is a practical and hands-on approach that allows employees to gain
real-world experience and apply theoretical knowledge in a work setting. At Abbottabad
International Medical Institute, OJT plays a crucial role in the continuous learning and
development of employees across various job roles.

3.4.1. Mentorship and Coaching

During OJT, employees are paired with experienced mentors or trainers who guide and coach
them through the learning process. Mentors are typically seasoned professionals who have
expertise in the specific job area. They provide one-on-one support, answer questions, and
offer constructive feedback to help employees improve their skills.

3.4.2. Observation and Job Shadowing

In the initial stages of OJT, employees observe their mentors performing job tasks. This job
shadowing allows employees to understand the procedures, techniques, and best practices
related to their roles. Observation helps new employees become familiar with the workflow
and expectations of the job.

3.4.3 Hands-On Practice

As employees gain confidence, they begin to engage in hands-on practice. They start
performing job tasks under the guidance and supervision of their mentors. This allows
employees to apply the knowledge they have gained and develop the necessary skills in a real
work environment.

3.4.4 Gradual Increase in Responsibility:

As employees demonstrate proficiency in the assigned tasks, they are given increasing levels
of responsibility. This progressive approach ensures that employees are adequately prepared
to handle more complex aspects of their job roles.

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3.4.5 Feedback and Evaluation:
Throughout the OJT process, mentors provide regular feedback on employee performance.
They offer constructive criticism and praise, helping employees understand their strengths
and areas for improvement. Continuous evaluation helps employees track their progress and
make necessary adjustments in their learning journey.

3.4.6 Ongoing Support:

OJT is an ongoing process that continues even after the initial training period. Mentors and
trainers remain available to provide support and guidance as employees encounter new
challenges or opportunities for growth.

3.4.7 Cross-Training Opportunities:

In addition to their primary job tasks, employees may have opportunities for cross-training in
other departments or roles. Cross-training helps employees develop a broader skill set and
contributes to a more versatile and adaptable workforce.

3.4.8 Benefits of On-the-Job Training:

 Real-World Application: OJT allows employees to immediately apply their learning to
their job tasks, enhancing retention and skill development.

 Cost-Effective: OJT often requires minimal additional resources, making it a cost-

effective training method for the institute.

 Customization: OJT can be tailored to individual employee needs, ensuring that the
training aligns with specific job requirements.

 Faster Learning: Hands-on training can expedite the learning process, helping employees
become proficient in their roles more quickly.

3.5 Compensation and Benefits

3.5.1 Salary Structure
The HR department maintains a well-defined salary structure based on job roles,
responsibilities, and market benchmarks. The salary structure allows for a transparent and
equitable compensation system, ensuring that employees are fairly rewarded for their skills
and performance.

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3.5.2 Performance-based Compensation
To promote a culture of performance excellence, the institute offers performance-based
compensation incentives. Employees who consistently demonstrate outstanding performance
receive bonuses and other forms of recognition to acknowledge their contributions.

3.5.3 Benefits Package

Abbottabad International Medical Institute provides a comprehensive benefits package to its
employees. The benefits include health insurance, retirement plans, life insurance, disability
coverage, and paid time off, among others. The institute continually reviews and enhances the
benefits package to meet the evolving needs of its workforce.

3.5.4 Flexible Benefits

The institute recognizes the diverse needs of its employees and provides flexible benefits to
accommodate individual preferences. Employees can choose from a range of benefit options,
such as medical plans, retirement savings plans, and additional voluntary benefits.

3.6 Perks
Perks, also known as fringe benefits or employee benefits, are additional advantages and
incentives that an employer offers to employees in addition to their regular salary or wages.
These perks are designed to enhance employee satisfaction, well-being, and work-life
balance, ultimately contributing to increased productivity and employee retention. Here are
some common employee perks that Abbottabad International Medical Institute may offer:

3.6.1 Health Insurance:

Providing comprehensive health insurance coverage for employees and their families is a
valuable perk that supports their well-being and financial security.

3.6.2 Retirement Plans:

Abbottabad International Medical Institute may offer retirement savings plans, such as a
401(k) or pension scheme, to help employees save for their future.

3.6.3 Flexible Work Arrangements:

Offering flexible work hours or remote work options can improve work-life balance and
accommodate employees' personal needs.

3.6.4 Professional Development Support:

Providing financial assistance or time off for continuing education, certifications, or
professional training supports employee growth and career advancement.

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3.6.5 Childcare Assistance:
Childcare benefits, such as on-site daycare facilities or childcare subsidies, can be valuable
for working parents.

3.6.6 Employee Assistance Program (EAP):

An EAP offers confidential counseling and support services to employees facing personal or
work-related challenges.

3.6.7 Recognition and Rewards Programs:

Employee recognition programs, spot bonuses, or rewards for outstanding performance can
boost motivation and morale.

3.6.8 Employee Discounts:

Discounted rates on services offered by the institute or its partners can be a valued perk for
employees.

3.6.9 Health and Wellness Initiatives:

Wellness programs, health screenings, and healthy living initiatives promote employee health
and reduce healthcare costs.

3.6.10 Casual Dress Code:

A relaxed dress code policy on certain days can create a more comfortable and enjoyable
work environment. (Generalist), 2023)

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3.7 Organizational Structure of Hr. Department

Managing
Director

Director HR

HR Generalist

HR Officer Record Keeper

HR Trainee

(Zahoor, 2023)

3.8 Structure of Hr. Department

Sections of Human resources include:
3.8.1 Recruitment Section
 Pre Recruitment Section the Pre Recruitment Section is responsible to support
overall recruitment process. Additional responsibility of this section is to collect
documents/certificates of all newly/existing/Ex. Employees and to setup their verification
for making system better and transparent.

 Post Recruitment Section The Post Recruitment Section is responsible for the
processing of all application received to HR department regarding all employees’ matters
i.e. Arrival, Departure, transfers, Retirements, Leaves Disciplinary actions, NOC
issuance etc. and perform verifications process and their follow-ups

3.8.2 HRMIS & Record Section

 HRMIS & Record Section The main purpose of this section is to ensure timely and
accurate delivery of required information to the quarter concerned. HRMIS & Record
Section of MTI-HMC maintains the different modules of HRMIS and manual record.

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 House Job Section The main purpose of this section is to deal with all kind of affairs of
House Officers getting training at MTI-HMC
 Diary & Dispatch Section This section indicates all steps that requires to process
incoming and outgoing official mail/correspondence in MTI-HMC.

3.8.3 Training and Development Section

The main purpose of this section is to provide orientation to the new coming employees about
rules, regulations and policies at MTI-HMC and to conduct time to time various customized
in house trainings for technical & nontechnical employees.

 Technical trainings may include Clinical and biomedical trainings for staff working at
institution
 Non-Technical trainings may include soft skills trainings for staff working at various
departments of institution

 Main focus of such trainings is always on inducing core organizational values in work
ethics.

3.9 Types of Employees

3.9.1 Contractual Employee/Worker

Means an employee/worker with whom a special contract of employment has been executed.

3.9.2 Permanent Employee/Worker

A Permanent employee/worker is an employee/worker who has been engaged on work of
permanent nature likely to last more than nine months and has satisfactorily completed a
probationary period of three months in the same or another post in the company including
breaks due to sickness, accident leave.

3.9.3 Probationer
A Probationer employee/worker who is provisionally employed to fill a permanent vacancy
and has not completed three months service therein.

3.9.4 Temporary
A temporary employee/worker is an employee/worker who has been engaged for work, which
is of an essentially temporary nature and is likely to be finished within a period not exceeding
9 months.

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3.9.5 Casual
An employee/worker whose employment is casual nature and who is temporary and has been
employed in place of a permanent or temporary employee/worker who is temporarily absent
for whatever reason.

3.9.6 Apprentice
An apprentice is a person who is an apprentice, undergoing training in a specialized trade,
within the meaning of Apprenticeship ordinance, 1962.

3.9.7 Trainee
A trainee is a person who has been employed to get training in any department for a specified
period.

3.9.8 Internee
Internee is a person who has just completed his specialized education and is required to get
training in the specialized field for a specified period.

3.10 Job Analysis

Job analysis at AIMI involves a systematic approach to gather, document, and analyze
information about various job roles within the organization. The HR department conducts job
analysis to understand the specific tasks, responsibilities, skills, and qualifications required
for each job. This information serves as the basis for various HR functions and helps in
creating effective job descriptions and job specifications.

3.10.1 Steps in Job Analysis at AIMI:

Data Collection: HR professionals use a combination of methods, such as interviews,
questionnaires, and observation, to collect data about job roles. They consult employees,
supervisors, and subject matter experts to gain insights into the nature of work and job
requirements.

Job Description: Based on the data collected, AIMI creates comprehensive job descriptions
for each position. These job descriptions outline the job title, job summary, key
responsibilities, specific tasks, and reporting relationships.

Job Specification: The job specification defines the qualifications, knowledge, skills, and
abilities required for each job. It helps HR professionals set the criteria for candidate
selection During the Recruitment Process.

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3.11 Job Design at AIMI
Job design at AIMI focuses on creating job roles that optimize employee satisfaction,
productivity, and performance. AIMI ensures that job roles are well-structured and aligned
with the organization's goals, fostering a positive work environment

3.11.1 Factors Considered in Job Design at AIMI:

Task Variety: Job roles are designed to have diverse tasks, enabling employees to use their
skills and knowledge effectively.

Skill Development AIMI encourages skill development through job enrichment and job
rotation, allowing employees to take on more challenging and rewarding tasks.

Autonomy and Decision-Making: AIMI empowers employees by providing them with a

degree of autonomy and decision-making authority, promoting a sense of ownership in their
work.

Feedback Mechanism: Regular feedback on performance is provided to employees,

enabling them to understand their strengths and areas for improvement.

Work-Life Balance: AIMI considers work-life balance while designing job roles, providing
flexibility and support to employees.

3.11.2 Benefits of Job Analysis and Job Design at AIMI:

Effective Recruitment: Job analysis ensures that job descriptions are accurate, aiding in the
recruitment of candidates with the right skills and qualifications.

Performance Management: Well-designed job roles help in setting clear performance

expectations and facilitate effective performance management.

Employee Engagement: Job design factors such as autonomy and skill development
enhance employee engagement and job satisfaction.

Efficiency and Productivity: Streamlined job roles and well-defined responsibilities

contribute to increased efficiency and productivity.

3.12 Record Keeping Using HMIS, MS Word and Excel in AIMI

Abbottabad International Medical Institute utilizes both Hospital Management Information
System (HMIS) and Advanced Medical Technology (AMT) for effective record-keeping and
management across various departments. These systems are essential for maintaining
accurate and up-to-date information related to patients, medical procedures, staff, and

37
administrative processes. Here's how HMIS and AMT are utilized for record keeping in the
institute:

3.12.1 HMIS (Hospital Management Information System)

HMIS is an integrated software solution designed to manage all aspects of hospital operations
efficiently. It allows different departments within the institute to share and access information
seamlessly, ensuring a smooth workflow and improved patient care.

 Patient Records Management: HMIS maintains electronic health records (EHR) for
each patient, containing their medical history, diagnoses, treatments, medications, lab
results, and other essential information. This system provides a comprehensive overview
of a patient's health, facilitating better diagnosis and treatment decisions.

 Appointment and Scheduling: HMIS includes appointment and scheduling modules,

enabling efficient management of patient appointments, consultations, and follow-ups.
Staff members can access and update schedules in real-time, reducing wait times and
improving patient satisfaction.

 Billing and Finance: HMIS manages patient billing and financial records, including
details of treatments, procedures, and insurance information. It automates billing
processes, generating accurate invoices and ensuring timely payments.

 Inventory Management: For medical supplies and equipment, HMIS tracks inventory
levels, orders, and consumption. This feature aids in avoiding stock outs and efficiently
managing medical resources.

 Analytic and Reporting: HMIS generates reports and analytic, offering insights into
patient outcomes, resource utilization, revenue generation, and other key performance
indicators. These reports help in making data-driven decisions and optimizing hospital
operations.

3.12.2 Microsoft Word:

 Job Descriptions: Word can be used to create and update job descriptions for different
positions within the institute. These documents outline the roles, responsibilities, and
qualifications required for each job.

 Employee Contracts: Word can be utilized to draft and customize employment contracts
and offer letters for new hires. These documents lay out the terms and conditions of
employment.

38
 HR Policies: Word can be used to create and update HR policies, employee handbooks,
and code of conduct documents. These policies serve as essential guidelines for
employees.

 Performance Evaluation Forms: Word can be used to design performance evaluation

forms that supervisors use to assess employee performance.

 Employee Letters: Word can be used to generate various employee letters, such as
promotion letters, recognition letters, or letters of appreciation.

3.12.3 Microsoft Excel

 Employee Data Management: Excel can be used to maintain basic employee data, such
as contact information, emergency contacts, and job titles.

 Attendance Tracking: Excel can be utilized to track employee attendance and leave
records, helping HR monitor employees' time off.

 Training Records: Excel can be used to create a training log to track employee training
and development activities.

 Performance Metrics: Excel can be utilized to analyze and create performance metrics,
such as employee productivity or turnover rates.

 Payroll: While not as comprehensive as a dedicated payroll system, Excel can be used
for basic payroll calculations and to create salary sheets.

3.13 File Management in AIMI

File management in AIMI is a crucial aspect of the institute's operations, involving the
organization, storage, and retrieval of various types of documents and records related to
patients, employees, administrative processes, and medical operations. A robust file
management system ensures the smooth functioning of the institute, efficient access to
information, data security, and compliance with relevant regulations. Here is a detailed
overview of file management practices in AIMI:

 1. Electronic Health Records (EHR): AIMI maintains electronic health records (EHR)
for each patient, which include comprehensive medical histories, diagnostic reports,
treatment plans, prescriptions, and other relevant medical information. The EHR system
allows authorized healthcare providers to access patient data securely and in real-time,
improving patient care and treatment continuity.

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 2. Document Scanning and Digitization: To minimize paper usage and enhance
accessibility, AIMI employs document scanning and digitization. Physical documents,
such as patient records, consent forms, and administrative files, are converted into digital
formats and stored in secure electronic databases.

 Health Information Management System (HMIS): AIMI utilizes a dedicated Health

Information Management System (HMIS) to manage and organize patient health
information efficiently. The HMIS streamlines patient registration, appointment
scheduling, billing, and medical coding processes, ensuring accuracy and data integrity.

 Secure Data Storage: All electronic files and documents are stored in secure, encrypted
servers to safeguard patient privacy and protect sensitive information from unauthorized
access or cyber threats.

 Version Control: To maintain data accuracy and prevent data loss, AIMI implements
version control for critical documents. This ensures that the most recent version of a
document is accessible and avoids confusion from outdated or incorrect information.

 User Access Control: AIMI enforces strict user access control to limit access to
sensitive information only to authorized personnel. Role-based access permissions ensure
that employees can only view and modify data relevant to their job roles.

 Document Retention Policies: AIMI adheres to document retention policies compliant

with healthcare regulations. These policies dictate the period for which certain records
are retained and when they can be securely disposed of to maintain compliance.

 Physical File Management: For physical records and documents, AIMI employs a
systematic filing system, organizing files according to categories and departments.
Proper labeling and indexing ensure easy retrieval when needed.

3.14 SWOT Analysis of AIMI

A strengths, weaknesses, opportunities, and threats (SWOT) analysis has become a key tool
used by businesses for strategic planning. Scholars have conducted SWOT research for over
six decades. However, a collective understanding of SWOT analysis remains vague. This
study accessed, analyzed, and synthesized the SWOT literature, allowing for new theoretical
perspectives and frameworks to emerge. (Benzaghta , Elwalda , & Mousa , 2021)

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3.14.1 STRENGHTS
 Reputation and Credibility: AIMI has built a strong reputation over the years as a
reputable and trustworthy medical institute. Patients and the medical community
recognize AIMI for its commitment to providing high-quality healthcare services and
medical education.

 Experienced and Skilled Workforce: AIMI boasts a team of highly qualified and
experienced healthcare professionals, including renowned doctors, surgeons, nurses, and
support staff. Their expertise and dedication contribute to the institute's success in
delivering excellent patient care.

 State-of-the-Art Facilities: AIMI is equipped with modern and advanced medical

facilities, including well-equipped hospitals, diagnostic centers, operating theaters, and
specialized treatment units. These facilities enable the institute to offer a wide range of
medical services to patients.

 Cutting-Edge Medical Technology: The institute invests in state-of-the-art medical

technology and equipment, enhancing the accuracy of diagnoses, improving treatment
outcomes, and supporting medical research and innovation.

 Comprehensive Medical Specialties: AIMI offers a comprehensive range of medical

specialties, covering various fields of medicine, such as cardiology, oncology,
orthopedics, neurology, pediatrics, and more. This breadth of specialties allows AIMI to
cater to diverse medical needs within the community.

 Research and Academic Excellence: AIMI emphasizes research and academic

excellence, fostering a culture of continuous learning and knowledge-sharing. The
institute's involvement in medical research contributes to advancements in healthcare
practices.

 Accreditations and Certifications: AIMI holds relevant accreditation and certifications

from recognized medical bodies, indicating its adherence to quality standards and patient
safety protocols.

 Strong Leadership and Governance: The institute is led by a competent and visionary
leadership team. Effective governance and strategic decision-making contribute to
AIMI's successful operations

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 Emphasis on Patient-Centered Care: AIMI prioritizes patient-centered care, ensuring
that patient needs and preferences are at the forefront of medical services. This approach
enhances patient satisfaction and loyalty.

 Collaboration with Leading Medical Institutions: AIMI collaborates with other

leading medical institutions, both nationally and internationally. Such collaborations
foster knowledge exchange, training opportunities, and exposure to global medical best
practices.

 Commitment to Continuous Improvement: The institute demonstrates a commitment

to continuous improvement by regularly evaluating its processes, seeking feedback from
patients and employees, and implementing necessary enhancements.

3.14.2 WEAKNESSES
 Limited Outreach Programs: AIMI may have limited outreach programs to reach
underserved populations or remote areas. This limitation could result in missing out on
potential patients who may benefit from AIMI's healthcare services.

 High Dependence on Specialized Staff: The institute's heavy reliance on specialized

medical professionals, such as specialized surgeons or consultants, may lead to challenges in
recruiting and retaining these highly skilled individuals.

 Bureaucratic Processes: Complex administrative procedures and bureaucratic processes may

hinder the responsiveness of certain internal functions, leading to delays or inefficiencies in
decision-making.

 Limited Research Funding: While AIMI emphasizes research and academic excellence,
limited funding for research initiatives may restrict the scope and scale of research projects.

 Workforce Diversity: The diversity of the workforce, including gender and cultural
representation, may be a challenge for AIMI, potentially affecting inclusion and diversity
efforts within the organization.

 Staff Training and Development: Inadequate resources or attention to staff training and
development programs may hinder the institute's ability to keep employees updated with the
latest medical practices and advancements.

 Geographical Constraints: While AIMI's location in Abbottabad is advantageous, it may face

limitations in expanding its services to more distant regions due to geographical constraints.

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  Competitive Landscape: Intense competition from other well-established medical institutes
and healthcare providers in the region may put pressure on AIMI to differentiate itself and
maintain market share.

 Regulatory Compliance Challenges: Compliance with stringent healthcare regulations and

accreditation standards may pose challenges and require dedicated efforts to maintain
compliance.

 Perception of High Costs: Perception of high costs associated with medical services at AIMI
may lead to potential patients seeking alternative, more affordable healthcare options.

 Lack of Multilingual Services: In a multicultural region, a lack of multilingual services may

hinder effective communication and patient care for individuals with limited proficiency in the
dominant language.

3.14.3 OPPORTUNITIES
 Research and Innovation: AIMI can focus on research and innovation in medical
practices, treatments, and technologies. By investing in research initiatives, AIMI can
contribute to advancements in medical science and improve patient outcomes.

 Partnerships and Collaborations: Collaborating with other healthcare institutions, both

nationally and internationally, can provide AIMI with access to specialized expertise,
knowledge-sharing, and opportunities for joint research projects.

 Medical Tourism: AIMI can explore medical tourism opportunities by promoting its
reputation for quality healthcare services to international patients seeking specialized
treatments and medical procedures.

 Telemedicine and E-Health: The adoption of telemedicine and e-health technologies

can enable AIMI to reach patients in remote areas, expand its service reach, and
improve patient access to healthcare.

 Expanding Specialized Services: Identifying gaps in specialized medical services and

introducing new departments or units can position AIMI as a comprehensive medical
institute with a diverse range of specialized treatments.

 Medical Training and Education: Expanding medical training and education programs
can position AIMI as a hub for medical learning, attracting students and professionals
seeking continuous education.

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  Healthcare Technology Adoption: Investing in advanced healthcare technologies, such
as robotic surgery systems or precision medicine tools, can enhance treatment
capabilities and differentiate AIMI in the market.

 Government Initiatives and Support: AIMI can take advantage of government

initiatives and support in the healthcare sector, such as funding opportunities for
medical research or partnerships with public healthcare agencies.

 Health Insurance Partnerships: Partnering with health insurance providers can

enhance patient affordability and accessibility to AIMI's services, attracting more
patients seeking quality healthcare.

 Focus on Preventive Healthcare: Promoting preventive healthcare services and

wellness programs can position AIMI as a proactive healthcare provider, focusing on
maintaining community health.

3.14.4 THREATS
 Intense Competition: The healthcare industry is highly competitive, with numerous
other medical institutes, hospitals, and healthcare providers vying for the same patient
base. This competition can put pressure on AIMI's market share and financial
performance.

 Economic Factors: Economic fluctuations, changes in healthcare funding, or financial

crises can impact patients' ability to afford healthcare services, potentially leading to
reduced patient volumes or delayed treatments.

 Technological Changes: Rapid advancements in medical technology may require

significant investments to stay up-to-date, creating financial pressures for AIMI to
continuously upgrade its medical equipment and facilities.

 Regulatory Compliance: Complying with stringent healthcare regulations, accreditation

standards, and legal requirements can be complex and costly for AIMI. Non-compliance
may lead to penalties or reputational damage.

 Rising Healthcare Costs: Increasing costs of medical supplies, equipment, and

pharmaceuticals can impact AIMI's financial viability and put pressure on pricing and
profitability.

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 Public Health Crises: Outbreaks of infectious diseases or other public health crises can
place additional strain on healthcare systems, including AIMI, leading to increased
demand for services and resources.

 Technological Security Risks: The adoption of digital health technologies exposes

AIMI to cybersecurity risks, such as data breaches or unauthorized access to sensitive
patient information.

 Negative Public Perception: Any negative publicity or media coverage, such as medical
malpractice cases or patient complaints, can damage AIMI's reputation and erode patient
trust.

 Geopolitical Instability: Political instability or conflicts in the region can disrupt

healthcare operations and affect AIMI's ability to deliver services in affected areas.

 Aging Infrastructure: Aging infrastructure or facilities may require significant

maintenance and renovation expenses, impacting financial resources.

 Shortage of Medical Supplies: Supply chain disruptions or shortages of essential

medical supplies can disrupt medical services and patient care.

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CHAPTER 4
4.1 CONCLUSION AND RECOMMENDATIONS
4.1.1 Conclusion
Abbottabad International Medical Institute (AIMI) demonstrates a strong commitment to
excellence in healthcare and medical education through its well-established HR department
and efficient file management practices. The detailed internship report shed light on the HR
department's pivotal role in talent acquisition, employee development, compensation, and
compliance, all of which contribute to AIMI's success in providing quality patient care.

The overview of the organization highlighted AIMI's reputable standing, state-of-the-art

facilities, and skilled workforce, reflecting the institute's dedication to patient-centered care.
AIMI's emphasis on research, innovation, and academic excellence underscores its
commitment to staying at the forefront of medical advancements.

The HR analysis revealed a comprehensive understanding of the institute's workforce

planning and recruitment strategies, ensuring that AIMI attracts and retains competent
professionals. The investment in training and development programs fosters a culture of
continuous learning, empowering employees to grow both personally and professionally.

The chapter on compensation and benefits showcased AIMI's efforts in recognizing employee
contributions and promoting job satisfaction. By offering competitive compensation packages
and valuable perks, the institute seeks to maintain a motivated and engaged workforce.

In the context of HR policies and compliance, AIMI demonstrated its dedication to adhering
to legal requirements and healthcare regulations. By implementing robust policies and

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promoting a culture of ethical conduct, AIMI strives to maintain high standards of
professionalism and patient safety.

The human resource management process at AIMI, as outlined in the report, exhibits a
systematic approach to recruiting, training, managing performance, and fostering employee
engagement. This comprehensive approach ensures that AIMI's workforce is aligned with its
strategic goals and values.

Job analysis and job design at AIMI enable the institute to create well-structured and
fulfilling roles for employees, fostering a positive work environment and enhancing
employee satisfaction. By tailoring job roles to employees' strengths and promoting job
enrichment, AIMI cultivates a committed and skilled workforce.

Furthermore, the report explored key performance indicators that help AIMI measure its
success in various aspects, such as patient satisfaction, employee retention, and financial
performance. These KPIs provide valuable insights for continuous improvement and
informed decision-making.

The SWOT analysis provided a comprehensive evaluation of AIMI's internal strengths and
weaknesses, as well as external opportunities and threats. This analysis aids in understanding
the institute's competitive position and areas for improvement. AIMI's strengths, such as its
reputation, skilled workforce, and advanced facilities, contribute to its standing as a reputable
medical institute. However, the institute must address weaknesses such as limited outreach
programs and staff shortages to further enhance its capabilities.

The opportunities identified in the report present potential avenues for AIMI's growth and
development. These opportunities include research and innovation, collaborations, medical
tourism, and expanding specialized services. To capitalize on these opportunities, AIMI can
leverage its strengths and adopt strategic initiatives.

On the other hand, the threats discussed underscore the challenges AIMI may encounter in
the dynamic healthcare landscape. Intense competition, economic factors, and regulatory
compliance are some of the threats that demand careful attention and proactive risk
management. In terms of file management, AIMI employs modern practices to ensure
efficient data organization, data security, and compliance with regulations. The use of
electronic health records, document scanning, and secure data storage safeguards patient
information and enhances operational efficiency.

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Overall, AIMI's HR department and file management practices play integral roles in the
institute's success. By leveraging its strengths, addressing weaknesses, capitalizing on
opportunities, and mitigating threats, AIMI can continue to deliver high-quality healthcare
services, maintain its reputation, and contribute to the well-being of the community it serves.

In conclusion, AIMI's internship report showcases the institute's dedication to providing

quality healthcare and maintaining a positive work environment for its employees. The
comprehensive analysis of the HR department, file management practices, SWOT analysis,
and various HR functions illustrates AIMI's commitment to excellence and continuous
growth. By leveraging its strengths, addressing weaknesses, capitalizing on opportunities, and
mitigating threats, AIMI can continue to be a leading medical institute, delivering exceptional
healthcare services to the community it serves.

4.1.2 Recommendations
 Enhance outreach programs to reach underserved populations and remote areas, ensuring
equitable access to healthcare services.

 Implement talent retention strategies, such as career development plans and work-life
balance initiatives, to retain specialized medical professionals and skilled employees.

 Streamline administrative processes to reduce bureaucratic delays and improve overall

organizational efficiency.

 Allocate resources and funding to support medical research and innovation, fostering a
culture of continuous learning and advancing healthcare practices.

 Explore opportunities to diversify revenue streams, such as expanding specialized

services or collaborating with insurance providers to optimize financial stability.

 Enhance staff training and development programs to keep employees updated with the
latest medical advancements and industry best practices.

 Continuously monitor and strengthen data security measures to safeguard patient

information and prevent unauthorized access to sensitive data.

 Conduct regular audits of electronic and physical files to ensure data accuracy,
compliance with regulations, and proper version control.

 Embrace telemedicine and e-health technologies to extend healthcare services to patients

in remote areas and improve accessibility.

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 Prioritize employee well-being by offering wellness programs, stress management
initiatives, and mental health support.

 Seek collaborations with other leading medical institutions and research centers to share
knowledge, resources, and best practices.

 Create tailored medical tourism packages to attract international patients seeking

specialized treatments, capitalizing on AIMI's reputation and expertise.

 Establish a formal quality improvement program to assess patient feedback, identify

areas for improvement, and implement action plans to enhance patient experiences.

 Allocate funds for infrastructure development and renovation projects to modernize

facilities and maintain a conducive work environment.

 Implement initiatives to promote diversity and inclusion within the workforce, fostering
a supportive and inclusive work culture.

 By implementing these recommendations, AIMI can strengthen its position as a reputable

medical institute, further improve patient care, enhance employee satisfaction, and
sustain growth and success in the dynamic healthcare industry. These strategies will
enable AIMI to effectively navigate challenges, capitalize on opportunities, and fulfill its
mission of providing exceptional healthcare services to the community.

 Improve patient engagement and communication by implementing patient portals or

mobile apps, allowing patients to access their medical records, schedule appointments,
and receive personalized health information.

 Foster a culture of continuous feedback and open communication between employees

and management to address concerns and improve overall workplace satisfaction.

 Develop a comprehensive succession planning program to identify and groom future

leaders within the organization, ensuring continuity in key leadership roles.

 Strengthen collaboration between different departments and medical specialties to

facilitate interdisciplinary care and improve patient outcomes.

 Implement green initiatives to promote environmental sustainability, such as reducing

paper usage and adopting energy-efficient practices.

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 Enhance the on boarding process for new employees to ensure a smooth transition into
their roles and promote early engagement and productivity.

 Conduct regular training and simulations to prepare the workforce for emergency
situations and disaster response, ensuring a prompt and effective response in critical
times.

 Establish a patient advocacy program to provide support and assistance to patients and
their families, addressing their concerns and needs throughout their healthcare journey.

 Promote a healthy work-life balance by offering flexible work arrangements and

wellness programs, contributing to reduced employee burnout and improved job
satisfaction.

 Invest in continuous education and training for healthcare providers to stay up-to-date
with the latest medical advancements and best practices.

 Conduct regular patient satisfaction surveys to gather feedback and insights, enabling
AIMI to identify areas for improvement and enhance patient experiences.

 Develop partnerships with local educational institutions to offer internships and clinical
rotations, fostering a talent pipeline and contributing to medical education.

 Regularly review and update HR policies and compliance practices to ensure alignment
with changing regulations and best HR practices.

 Encourage employees to participate in research and publication activities, promoting

AIMI's reputation as a center for medical knowledge and innovation.

 Enhance the patient discharge process, providing patients with clear post-treatment
instructions and follow-up plans to support their recovery and prevent readmission.

 Develop Continuous Quality Improvement Initiatives: Establish dedicated teams to

assess and enhance healthcare processes, safety protocols, and patient outcomes.
Emphasize evidence-based practices and benchmark against industry standards for
continuous improvement.

 Launch Patient Education and Health Promotion Programs: Create comprehensive

patient education initiatives to raise awareness about preventive health measures and

50
 healthy lifestyle choices. Provide relevant health information to empower patients in
managing their well-being.

 Cultivate a Culture of Innovation: Foster innovation by establishing research centers and

encouraging collaboration among healthcare professionals, researchers, and students.
Support projects that drive medical advancements and technological innovations.

 Implement Performance-Based Incentive Programs: Introduce performance-based

incentives to recognize and reward employees for exceptional contributions to patient
care, research, and operational efficiency. This approach motivates staff and enhances
productivity.

 Promote stronger collaboration between different departments and teams within AIMI.
Facilitate regular meetings and joint projects to improve communication, teamwork, and
patient care outcomes.

 Allocate resources for employees to attend relevant conferences, workshops, and

seminars to stay updated on the latest medical advancements and best practices. CME
opportunities enhance the expertise of AIMI's workforce.

 Develop user-friendly mobile health applications that offer personalized health

information, medication reminders, and appointment scheduling. Mobile health solutions
strengthen patient engagement and adherence to treatment plans.

 Standardize and Automate HR Processes: Streamline HR processes, such as recruitment,

performance evaluation, and employee on boarding. Implement HR software and
automation tools to reduce administrative burdens and enhance HR efficient

 Conduct periodic employee surveys to gauge satisfaction levels, identify areas for
improvement, and address concerns proactively. Employee feedback helps in creating a
positive and supportive work environment.

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