A REPORT ON INTERNSHIP TRAINING

AT

PARVATHY MULTISPECIALITY HOSPITAL, CHENNAI

Submitted in partial fulfilment for the award of the degree

M.A. HUMAN RESOURCE MANAGEMENT

by

SUBALAKSHMI A

(Register No: 2213422022015)

SHRIMATHI DEVKUNVARNA NALAL BHATT VAISHNAV

COLLEGE FOR WOMEN

Re-Accredited with A+Grade by NAAC

Chrompet, Chennai-600044

2022-2024
 CERTIFICATE

This is to certify that this Internship Report on “A report on Internship Training at

Parvathy Multispeciality Hospital” submitted by SUBALAKSHMI A (2213422022015) in
partial fulfilment of curriculum of M.A Human Resource Management course 2022-2024,
Shrimathi Devkunvar Nanalal Bhatt Vaishnav College for Women, Chennai-600044 is her
original work.

Class-In-Charge Head of the department

(MA.HRM)

Internal Examiner

2
3
 DECLARATION

I, SUBALAKSHMI A (2213422022015), a bonafide student of M.A. Human Resource

Management, Shrimathi Devkunvar Nanalal Bhatt Vaishnav College for Women,Chennai-
600044 would like to declare that the internship titled “A report on Internship Training at
Parvathy Multispeciality Hospital, Chennai” in partial fulfilment of M.A. Human
Resource Management is my original work.

SIGNATURE OF THE STUDENT

4
 ACKNOWLEDGEMENT

I extend my heartfelt thanks to our Principal Dr. R.RADHA, M.C.A., M.Phil., Ph.D., NET
for giving me an opportunity to study in this esteemed institution.

I would like to express my sincere thanks to head in-charge Mrs.SRIDEVI

RANGANAATHANR, B.Sc., MBA, M.Phil, SET and all other staff members of M.A.
Human Resource Management for ensuring the opportunity and sufficient permissions for the
completion of the work.

I wish to express my gratitude to the officials and other staff members of Parvathy
Multispeciality Hospital, Chennai for allowing me to undergo the internship training.

I would also thank the Almighty for his blessings throughout my endeavors.

SIGNATURE OF THE STUDENT

5
 TABLE OF CONTENTS

CHAPTER PARTICULARS PAGENO

Introduction to
Human
01 8
Resource
Management

02 Company Profile 14

Learning
03 17
Experience

04 Conclusion 24

6
 CHAPTER - 1
INTRODUCTION

7
INTRODUCTION TO HUMAN RESOURCE MANAGEMENT

Human Resource Management (HRM) is a vital organizational function focused on managing the
workforce effectively. It involves tasks like recruitment, training, and performance evaluation to
maximize employee productivity and satisfaction. HRM also plays a crucial role in ensuring
compliance with labour laws and fostering a positive workplace culture. It constantly evolves to adapt
to changing workplace dynamics and technology, making it essential for modern businesses.
Ultimately, HRM is the cornerstone of building a motivated, skilled, and diverse workforce that drives
an organization's success.

HUMAN RESOURCE MANAGEMENT DEFINITION

According to Ricky W. Griffin: “Human Resource Management is the set of organizational activities
directed at attracting, developing and maintaining an effective workforce.”

Since HRM is the practice of recruiting, hiring, deploying, and managing an organization’s
employees. Human resource management uses the available skilled staff and also makes efficient use
of existing staff in the organization by managing them properly.

OBJECTIVES OF HUMAN RESOURCE MANAGEMENT

1. Meeting organizational goals

Unquestionably, the primary objective of HRM is to assist the organization in fulfilling its vision and
mission. As a part of this, the HR unit establishes predetermined goals and resource strategies for
human capital, as well as builds the organization structure. Aligning the corporate structure with
enterprise processes and their delivery goals is the preliminary objective of human resource
management.

2. Efficient hiring and recruitment

Systematic recruitment of efficient employees is essential for the success of any organization. Finding
the best candidate who will contribute the most to the organization is, thus, the pivotal course of
action in the context of HRM objectives. It is therefore necessary for the HR division to work together
with different team managers to create comprehensive job descriptions, understand the prerequisites
for different roles, as well as accurately represent the company to the candidates during job
interviews.

3. Training and development for employee retention

8
Employee Training and Development ensures that the organization has a well-trained workforce that
meets the needs of its customers. Training helps employees to become familiar with the work
environment, business goals and other elements of the company. An excellent employee engagement
program and a training strategy will thus enhance employee skill sets when hiring new employees for
the firm.

4. Enhancing the work system

Nothing surpasses allowing employees more autonomy when it comes to fostering employee
enthusiasm. Additionally, should HR managers manually track each employee’s mobility; it bears a
substantial amount of time and manual effort. To provide employees with greater self-sufficiency and
increase motivation, the HRM should automate some tasks. By empowering employees with self-
service platforms, you can keep a track of both their personal and professional goals.

5. Employee motivation

Employee satisfaction and motivation are said to significantly impact productivity, retention and
performance. By fostering a pleasant work environment, making the employees feel valued and driven
and regularly monitoring employee performance, the human resource department should aim to
motivate and retain as many employees as possible.

6. Implementing business policies

The HR department should assemble accessible company regulations, and policies, as well as set
actions against breached ordinances. Employee handbooks that include recruitment and background
check procedures, as well as performance assessments and evaluations, are examples of essential
business policies.

7. Accurate data management

Human resource management needs to handle enormous data to keep everything in order. From
employee on boarding to managing payroll, keeping the data up-to-date is critical for any HR system.
In order to provide precise and reliable information to employees, managers and executives, it’s
important that the data should be managed in a way that ensures precision and consistency.
Developing an efficient data organization system is the key to keep the business functional and further
helps the organization to avoid any possible penalties.

FUNCTIONS OF HUMAN RESOURCE MANAGEMENT

9
  Recruitment and Selection

 Training and Development

 Performance Management

 Compensation and Benefits

 Employee Relations

 Workforce Planning

 Compliance and Legal Issues

 HR Information Systems

 Talent Management

 Organizational Development

 Health and Safety

 Employee Engagement and Satisfaction

IMPORTANCE OF HUMAN RESOURCE MANAGEMENT

In many small businesses, the importance of HR is often overlooked, especially in the initial stages.
Entrepreneurs may not immediately recognize the value of HR in their operations, especially when
they have only a few employees. They may believe that handling hiring and employee management is
straightforward.

However, as a business grows, juggling day-to-day tasks and employee management becomes
increasingly challenging. This can lead to a loss of focus and potential problems. Neglecting HR can
be a costly mistake for small businesses. Human resources encompasses a wide range of
responsibilities, including recruitment, layoffs, salary management, and employee benefits.

Inadequate human resource management can have a negative impact on an organization's overall
performance. When employees don't feel aligned with the company's values and are de-motivated,
productivity can suffer. Poor HR practices can also harm the company's reputation, which is essential
for attracting both potential employees and customers.

10
ROLE OF HUMAN RESOURCE MANAGEMENT

A human resources department is focused on the recruiting and retention of employees within
a company. HR typically finds, hires (and fires), and trains employees. It oversees employee
relations. It manages benefit programs. It's the place an employee goes with questions about
their position at the company, to address concerns, and to air grievances.

HRM PROCESS

1. Planning:

- Assess workforce needs based on business goals.

- Develop HR strategies and plans.

2. Recruitment:

- Identify job openings.

- Advertise job positions.

- Screen and interview candidates.

3. Selection:

- Choose the best candidates.

- Conduct background checks.

- Make job offers.

4. Orientation:

- Welcome new employees.

11
 - Provide information about the organization.

5. Training and Development:

- Enhance employee skills.

- Offer workshops, courses, and on-the-job training.

6. Performance Management:

- Set performance goals.

- Monitor and assess employee performance.

- Provide feedback and coaching.

7. Compensation and Benefits:

- Determine salaries and benefits.

- Administer payroll and benefits programs.

8. Employee Relations:

- Address conflicts and grievances.

- Foster a positive work environment.

9. Health and Safety:

- Ensure workplace safety.

- Develop safety protocols.

10. Talent Management:

- Identify high-potential employees.

12
 - Create career development plans.

11. HR Information Systems (HRIS):

- Manage HR data and records.

- Generate reports for decision-making.

12. Compliance and Legal:

 Ensure compliance with labor laws.

 Handle legal HR issues.

13
 CHAPTER - 2
COMPANY PROFILE

14
 Parvathy Multispeciality Hospital

Type: Private

Industry: Healthcare

Founded: 1992 in Chennai, Tamil Nadu, India

Founder: Dr.S.Muthukumar

Headquarters: Chennai, Tamil Nadu, India, Chennai, India

Services: Hospitals, Rehabilation Centre

About:

Parvathy Hospital is a well-renowned multi-speciality hospital founded by Dr.S.Muthukumar in

1992 as a trauma care for accident victims. In 2016, the hospital received Full NABH Accreditation
located in Chromepet, Chennai. It has a capacity of 108 beds and is widely known for its
excellent health care services in the region. The hospital offers a comprehensive range of
services and specialties, including orthopedics, cardiology, neurology, nephrology,
gastroenterology, and many others.

The hospital is equipped with the latest and most advanced medical technologies, such as
digital X-ray, CT scan, ECHO Cardiogram, DEXA Scan, and MRI. It also has a 24-hour
emergency service with a fleet of ventilated ambulances, as well as a specialized L1 trauma
care centre. In addition, the hospital provides preventive healthcare services through health
check-ups and health camps in the surrounding area.

15
Furthermore, the hospital has a dedicated team of doctors and nurses who are committed to
providing the highest quality of care and treatment to their patients. Parvathy Hospital also
has a robust research and development program aimed at improving the quality of care
provided to patients.

Over the years, Parvathy Hospital has grown and expanded its services to include multiple
specialties. Plus, the hospital has earned several accolades for its exceptional care, including
being recognized as the first to perform a Navigated Hip Replacement in the Asia Pacific
region in 2011 and as the Best Asian Healthcare Brand by the Economic Times in 2017.

In 2018, the hospital performed Asia's first Day Care Knee Replacement Surgery, which has
gained popularity globally.

In response to the increasing demand for superior healthcare services in the area, the hospital
has opened a second location in Oragadam, Sriperumbudur, and launched Parvathy
Homecare Services in 2021. To further enhance patient care, the hospital has also established
two institutes, the Institute of Foot and Ankle and the Knee Institute, and the Institute of
Cardiac Sciences.

Ethos:

Continuous research and innovation in Orthopedics and Traumatology.

Mission:

 The continuous enhancement of patient care with updated knowledge of unprecedented

technology.

 Caring with a smile and an essential human touch to create patients’ delight.

Vision:

To open up new horizons in healthcare technology and make it available for everyone while
delivering standardized healthcare at all times.

16
Awards and achievements:

 Performed cranioplasty surgery using a newly designed titanium plate to fit the skull of the
accident victim of 26 years old.

 Best Healthcare Brands in India in 2017.

Community Partner:

Parvathy Hospital’ heart lies in the many communities it serves. This “Rise Again” is what leads
Parvathy Hospital and staff to get involved in community health fairs, Walkathon, free lectures, and
each year.

Leading the charge is the “Parvathy Hospital team” a group of dynamic teams who are the face of
the organization at many of these events. Hand out health information and answer questions from the
public. They also gather feedback about Parvathy Hospital medical care and Patients care; valuable
information that helps the practice continuously improves.

17
 CHAPTER - 3
LEARNING EXPERINCE

18
 WEEKLY OVERVIEW OF INTERNSHIP ACTIVITY

Date Day Work done

16-05-2023 Tuesday Joint in the Hospital as intern

Week – 1

17-05-2023 Wednesday Explore the Hospital

18-05-2023 Thursday Went to Induction Program

19-05-2023 Friday Celebrated the HR Day

20-05-2023 Saturday Co-ordinate with on boarding Process

Date Day Work done

22-05-2023 Monday Filing the Documents of new joiners

23-05-2023 Tuesday Auditing the employees file

Week-2

24-05-2023 Wednesday Auditing the employees file

25-05-2023 Thursday Attendance tracking for Consultant Doctors

26-05-2023 Friday Attendance tracking for Nurses

27-05-2023 Saturday Attendance tracking for Securities

Date Day Work done

29-05-2023 Monday Sourcing the candidate in Nakuri

30-05-2023 Tuesday Sourcing the candidate in Apna

Week-3

31-05-2023 Wednesday Scheduling for the interview

01-06-2023 Thursday Scheduling for the interview

02-06-2023 Friday Arrangements are done for the event (Pot Luck)

03-06-2023 Saturday Co-ordinate and conduct the pot luck event

19
 Date Day Work done

05-06-2023 Monday Co-ordinate with on boarding Process

06-05-2023 Tuesday Filing the Documents of new joiners

Week-4

07-05-2023 Wednesday Went for Observation

08-06-2023 Thursday Went for Observation

09-06-2023 Friday Updating the training attendance and marks in excel

10-06-2023 Saturday Updating the training attendance and marks in excel

Date Day Work done

12-06-2023 Monday Sourcing the candidate in Nakuri

13-05-2023 Tuesday Sourcing the candidate in Nakuri

Week-5

14-05-2023 Wednesday Scheduling for the interview

15-06-2023 Thursday Scheduling for the interview

16-06-2023 Friday Hand over process

SOURCING

20
Sourcing candidates is a proactive approach to finding, identifying, and engaging individuals who
might be potential hires for current or future job openings. This involves collecting valuable candidate
information, pre-screening candidates for matching skills, and building long-term relationships.

Steps in Sourcing:

Sourcing candidates effectively involves a series of steps to identify and attract potential candidates
for job openings.

1. Define Job Requirements: The first step in candidate sourcing is to clearly define the job
requirements and qualifications for the open position. This includes identifying the specific skills,
experience, education, and other criteria that are essential for success in the role. Having a well-
defined job description is crucial for targeting the right candidates.

2. Identify Sourcing Channels: Determine the most appropriate sourcing channels to find potential
candidates. This can include online job boards, social media platforms, industry-specific websites,
internal databases, employee referrals, networking events, and recruitment agencies. Consider the
nature of the job and the target audience when selecting these channels.

3. Search and Identify Candidates: Use the selected sourcing channels to search for potential
candidates who match the job requirements. This often involves conducting searches using keywords,
Boolean search strings, and filters to narrow down the candidate pool. Recruiters may also proactively
reach out to passive candidates who may not be actively seeking a job but possess the desired
qualifications.

4. Engage and Evaluate Candidates: Once potential candidates are identified, engage with them
through personalized outreach. Send messages, emails, or make phone calls to introduce the job
opportunity and assess their interest and qualifications. Conduct initial screenings to evaluate their
skills, experience, and alignment with the company's culture and values.

5. Build Talent Pipelines: While sourcing for the immediate job opening, consider building talent
pipelines for future needs. Keep track of potential candidates who may not be the right fit for the
current role but could be valuable for future positions. Maintain relationships with these candidates
and keep them informed about upcoming opportunities within the organization.

INTERVIEW SCHEDULE

21
An interview schedule is an organizational tool that recruiters and hiring managers can use to plan the
course of a meeting with a candidate and identify the questions they want to ask.

Here's a list of steps you can follow to help you make an interview schedule effectively:

1. Consider the candidate

When you begin to draft an interview schedule, you may benefit from first considering the candidate,
their qualifications and what you want to learn about them over the course of the conversation. While
you may interview several people for the same position, you can choose to ask them all the same role-
related questions or personalize the questions based on their various levels of training, professional
experience and unique skills. Considering the candidate can help you create an interview schedule that
allows you to learn the information you want to know from an individual based on their credentials.

2. Craft your opening

You can begin your interview schedule by crafting your opening statement and planning how you
want to establish a positive rapport with the candidate. Consider discussing the position and the
company and reviewing why you're interested in interviewing them for the role. An opening statement
allows you to discuss the purpose of the interview and inform a prospective employee of key details
they may want to know about the application process timeline.

3. Determine the questions you want to ask

After adding your opening statement, you can begin to identify the questions you want to ask.
Consider starting with lighter questions that allow the candidate to introduce themselves and their
credentials because this may help them feel comfortable speaking with you. Then, you can include
more significant questions related to the role they're pursuing and add follow-up questions depending
on their responses.

4. Leave space for notes

Consider leaving space for notes on the interview schedule you create. You can leave an empty space
below each question and follow-up question or add a general notes section underneath each topic.
This can help you remain focused and attentive while the candidate speaks and allows you to review
the information they shared after you meet with them, which is especially important if you're
considering several prospective employees.

5. Write a closing statement

After outlining the questions you want to ask, you can conclude your interview schedule by planning
a closing statement. This allows you to review the information the candidate shared with you, discuss
the next steps in the application process and find out if they have any additional questions for you
about the position or the company. Maintain the positive rapport you've developed with the candidate
and thank them for their time and interest in the role.

EMPLOYEE FILING

22
An employee file is a document or collection of documents that contain personal and employment-
related information about an employee. Files may include, but are not limited to, the employee's
name, Social Security number, and date of birth, address, job title, salary, and benefits information.

Here are some of the most common documents found in a personnel file:

 Employment application
 Resume
 Cover letter
 Education verification
 Employment verification
 Job description
 Job offer letter or contract
 Orientation checklists
 Other training documentation
 Official forms such as promotion requests
 Contracts
 Employment agency paperwork when relevant
 Formal feedback
 Employee handbook receipt
 Self-evaluations, manager evaluations and other assessments
 Any documentation of disciplinary action
 Complaints filed against the employee
 Medical fitness certificate
 Recognition for achievements
 Termination documentation, including resignation letters, exit interview records and end-of-
employment checklists
 Any other documents related to the employee’s job

23
CHAPTER - 4
CONCULUSION

24
 CONCLUSION

Throughout my internship, I could understand more about the HR Practices and prepare myself to
become a responsible Human Resource Manager. During my internship period, I realized that
observation is a main element to find out the root cause of a problem. During my internship, I
received advice and gained experience from the company. The two main things that I’ve learned are
the importance of Responsibility and Time-Management. Internship are not only a way to gain
valuable experience and training, it is also a way to stand out from other candidates.

25