Paucity of manpower in

healthcare industry
Barca
20-12-2020

Confidential statement
 Executive summary

Problem statement

Solution brief

Uniqueness of solution
Agenda
Impact and scalability

Potential roadblocks

About us

Additional information (optional)

© 2020 ZS 2
 Problem statement

1 Description of problem
PAUCITY OF MANPOWER- DOCTORS , NURSES , PARAMEDICS

Why is this problem important to solve?

Even before the onset of the pandemic, India was suffering from a shortage of 2 million
nurses (WHO, 2019). The nurse-to-patient ratio for India is only 1:483, i.e., 2.1 nurses per
1000 population. Countries with a much higher nurse: population ratio such as Italy (5.8) and
USA (8.5) are facing dire shortages of nursing staff, especially since nurses are the most
2 vulnerable, given their direct exposure to patients. India will, thus, need to add close to
30,000 (to match PRC) to 1.5 million (to match Germany) nursing staff in the coming
weeks to even reach to the international standards (Figure 1).

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 Solution brief
1 Points to include:
Existing infrastructure for health care needs to be strengthened. Health should be perceived as an investment and receive greater budgetary allocation

Education, safe water and sanitation need priority

Vaccination coverage to be improved

Better implementation of national health programs

Judicious use of the scant resources by promoting most cost-effective strategies for disease prevention

Inclusion of all level of stakeholders in planning and policy making using tremendous human resource available in the country

Prevention, and early diagnosis and treatment, if feasible, are the most cost-effective strategies for most diseases

There is need for increasing public awareness of the benefits of healthy lifestyle

Abstinence from tobacco use

Regular physical exercise

Balanced nutritious diet rich in vegetables and fruits, and low in fats and refined sugar

Avoidance of pre and extramarital sex

Yoga and meditation

Avoidance of alcohol and substance abuse

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 Uniqueness of solution
1 Elaborate on the Novelty/Innovativeness of the idea in the chosen problem area when compared to
existing solutions and ongoing research (400 words max)
Moderate physical activity for 30-45 minutes on all days of the week is required. Additional benefits can bds. Physical activity reduces the risk of premature death, CAD,
hypertension, diabetes and colon cancer. It also improves mental health. A large number of adults including youths are not regularly physically active. Certain
interventions to promote physical activity in schools, work site and health care settings have been found to be beneficial.
Interventions with a large potential impact on health outcomes
Immunization (EPI plus) HIV/AIDS prevention

DOTs for tuberculosis Integrated management of childhood illnesses

Maternal health and safe motherhood interventions Treatment of STD

Family planning Malaria control

School health interventions Tobacco control

2
Why should your solution be considered for the next round?
A hospital has a very systematic recruitment procedure where the vacancies are notified
Name of the %increase in the Increase/decrease in through newspapers and the interview is taken together by the concerned department head and
department number the the HR person and then the required candidate is short listed.
Performance appraisal system followed in A hospital is a grade-based system and all the
of patients number of employees important decisions like promotions and terminations are based on this and through
X ray 18% Increase by 1 performance appraisal system, training and developments needs of the employees are also
Pathology lab 10% Increase by 1 identified.
Physiotherapy 4% - There are continuous training and development programmes conducted to increase the effectiveness
of all the staff members through various seminars, lectures and on job training processes.
pharmacy 10% -
Employees are given awards on the basis of their performance and these awards are given in all the
categories and these awards are both in terms of mementos and cash reward.
Department wise manpower planning results
Therefore, the number of employees need to be increased by 1 in X-ray and pathology department and
although there is an increase in the % of employees in physiotherapy and pharmacy department, the
number of employees need not be increased as there is no marked difference in the workload per © 2020 ZS 5
employee.
 Impact and scalability
1 Provide evidence to establish confidence in the proposed idea that it will likely lead to change in
status quo in the relevant area when at scale?
 It was observed that the ward secretaries (care takers of the ward )wear same coat with absolutely no differentiating feature, which the doctors wear and the patients and
their relatives mistake them for doctors, and it so happens that the relatives of the patients come calling for help when the patients suffering increases to the secretaries, and
these secretaries say that the doctor would be coming in few minutes and the relatives think that being doctors themselves they are not attending to the patients problems.
And this gives a wrong impression that A’ s doctors are having very casual attitude towards the patients.
Therefore, to avoid this problem either the color of the coat for members other than doctors should be changed or instead of SIOR which is the only and common tag on
every one's coat, job positions should be specified on the coat, for e.g., SIOR doctor, SIOR lab technician, SIOR ward secretary etc.
 It was observed that due to A’ s growing popularity, it could attract patients from not only different parts of India but also from other Asian countries, and although Indian
patients are not facing any problem on the basis of language as there are nurses who can communicate in various Indian languages, patients coming from other countries
are definitely having hard time in communicating their problems, this issue becomes all the more important when A has undergone a big tie- up recently with local
government.
To avoid this problem, A’s management should either give preference to those candidates who can speak more Indian and foreign languages while recruiting or should
provide a crash course to the staff members on those Indian and foreign languages of which the patients are more in number.

 Finally, It was found that almost all the nurses came under B grade that is average category in performance, to increase their performance to good or very good category A’ s
management should revise the training and development programmes for nurses and should also set up a grievance cell to find out why their performance is low.

2 How easy will it be to adapt the solution specially with regards to meeting the growth and demand in
the impacted area?
PROCEDURE FOR PERFORMANCE APPRAISAL
•Performance appraisal form is filled up by concerned HOD. Which involves giving grades to the employees on a five points scale ( a to e)
•A review committee comprising of HR manager HOD and DA reviews each case and pass their judgment accordingly.
•An appraisal is based on performance approach, attitude loyalty job knowledge, ability to work cooperation etc.
`
•Increment promotion, training etc are based on the above points.

Performance appraisal data is useful in human resource development in several manners

It becomes the basic tool in administrative purposes for e.g.
Performance appraisal system indirectly helps in strengthening the manpower of the organization as it help in spotting the potential to train and develop them to create an inventory of
executives.It can also help the management in determining whether an individual should be considered for promotion because the system not only appraise the worth of the employee on the
present job but also evaluates his potentialities for higher job.

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 About us
Rajat Ranjan Arsheen Chugh
IIM Ranchi IIM Ranchi
Presenter’s rajat.ranjan20@iimranchi.ac.in Presenter’s arsheen.kchugh20@iimranchi.ac.in
picture picture

1 He is currently pursuing her MBA from IIM Ranchi.
Previously he was working with a engineering, design ,
project management and con firm- Atkins for 2 years. He is
a B.Tech graduate from PES University , Bangalore.
She is currently pursuing her MBA from IIM Ranchi.
Previously she was working with a telecommunications
firm- Tata Communications for 2 years. She is a B.Tech
graduate from Indira Gandhi Delhi Technical University for
Women, Delhi.

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Thank you!