HUMAN RESOURCE

MANAGEMENT
OBJECTIVES

 Learn the organization of the department

 Discuss the process of recruitment, selection and
promotion
 Discuss the procedure for termination
 Enlist the employee benefits
 Discuss the problem faced in the department
ORGANIZATION OF THE HR
DEPARTMENT
ORGANIZATION CHART OF
HR DEPARTMENT
PROCESS OF RECRUITMENT,SELECTION &
PROMOTION

 Recruitment and selection for all categories of staffs is done by

the HR department based on the budgeted posts and available
vacancies.
 Analyzing need, for manpower in the department in case of
planned to expand the department or to fill an existing position
after the retirement, resignation or dismissal of an existing
employee.
CONT..
 The same has to be reported to the director SJNAHS and he
has to approve the vacancy to be filled.
 Position specification: job specifications and job descriptions
shall be defined.
 Advertising internal and external media.
 Assessment of applications.
 Summoning applications for interview.
 Planning the interview
 Assessment of the candidates
PROMOTION
 Promotion of teaching faculty is based on the
manpower need of the department, INC norms,
performance appraisal (360), involvement in research
related activities.
 Candidates must apply through principal or CNS for
promotion. They need to undergo a personal interview.
Promotion is granted if found fit for the post.
 EMPLOYEE BENEFITS
Provident fund benefit
 As per the president Provident fund rules, 12% of the wages
(Basic + D.A) which will be deducted from the employee salary
as the contribution and remitted to Provident Fund Scheme. A
corresponding contribution will be made by management.
GRATUITY BENEFIT
 The Gratuity Benefit Scheme, introduced from 1st April 1984, will
be applicable only to permanent and full- time employee of the
hospital.
 For every completed year of service or part there of in excess of 6
months, gratuity payable will be calculated at rate of half months
salary, which include basic pay plus dearness allowance.
 The gratuity shall be calculated on the basis of the last drawn salary
Basic + DA for all the members of the staff with a maximum
ceiling of Rs. 20 L.
STAGNATION INCREMENT

Employee who have reached the maximum of their scale can apply
to the management for stagnation increment, equivalent of the last
increment drawn, to be given once in 2 years. The Management
will normally sanction this on an application from the employee
concerned. The sanctioned increment will be effective for a period
of 6 years of a time.
MEDICAL BENEFITS RULES

All employees shall subject themselves to regular medical examination

every year and avail all immunization programs.

1. Concessional medical benefits: are eligible for all probationary,

permanent, temporary and contract basis employees.

2. Authorized dependence of probationary and permanent employees are

eligible for Concessional medical benefits

 Unemployed wife or husband

 Unmarried, unemployed dependent children under 21 years of age

 Unemployed depended father and mother

 In case of unmarried staff: unmarried, unemployed and dependent

brothers and sisters and 21 years of age
3. Every employee on appointment shall declare in the prescribed form
his dependence and should be ensured by ADH.

4. Rate of concession for employees and dependence are divided in to

3 categories A, B, C.
Family benefit fund
 As a measures of death relief St. John’s Medical College
Hospital has instituted with effect from 1 st May 1981 a
family Benefit fund for the benefit of dependents of
deceased employees.
 A monthly contribution of Rs. 10/- will be made by every
employee who has contribute to the PF and his contribution
shall continue till the calendar month preceding the date of
superannuation.
 If employee dies while in service, his nominee shall be paid
RS. 20,000/- in lump sum in lieu of his contribution within
a period of one week from the date of claim.
TRAVELLING ALLOWANCE

 For local journeys undertaken by staffs solely

in connection with their official duties will be
paid as per the rate approved by the
management from time to time
 For claiming reimbursement of travel expenses
the staff member is required to maintain
register.
In-charge allowance
 When an employee is appointed as in-charge in addition to
his own duties he is entitled to an in-charge allowance.
 In case of teaching staff 10% of basic pay in other 5% of
basic pay.

Time bound dvancement of pay scale

 It is introduced for those who may not have opportunities of
promotion with a view to provide proper motivation.
INCENTIVE AWARDS

 Incentive awards are given in following reasons:

 Extraordinary, originality, imagination or brilliance,
high devotion to duty, suggestion for reduction of
expenditure without affecting efficiency, completing
25 years of meritorious and satisfactory services in
SJMCH.
 Incentive awards not exceeding 3 months of basic
pay.
Festival advance
 It is given only to the members of the staff WHOSE
BASIC SACLE OF PAY IS Rs. 5000/- or below and
advance of 2000 will be paid as festival advance.
 Only once such advance in a calendar year is
admissible
Leave rules and procedures

All employees of SJMCH other than those appointed on the

temporary or causal basis are permitted the following absences from

the duty:
 Weekly off(WO)
 Extra off (EO)
 Public Holiday (PH)
 Restricted Holiday (RH)
 Casual Leave(CL)
 Special casual leave (SCL)
 Maternity leave (ML)
 Earned leave (EL)
 Leave without pay(LP)
 Study leave (SL)
 Terminal leave(TL)
 Weekly off (WO): Weekly off(WO) Availed on Sundays or
week days at the convenience of department
 Extra off: Employees of the hospital that is non teaching who
are on probation and permanent who are on duty for 6 days a
week and who put in at least 8 hours of work each day are
eligible for an extra off each month. It may be availed only on
approval of the department head. If not availed will not be
carried over to the next month
 Special casual leave: Members of the hospital
staff shall be eligible for the 20 days of special
casual leave in calendar year. It may be availed
for participating in academic meetings such as
seminars, symposium, and conference and
training courses organized by national and
international organization.
 Sick leave: sick leave will be minimum 2 days. Leave on half pay
may be granted to an employee on medical grounds only if
supported by a medical certificate in accordance with prescribed
procedures.
 Maternity leave: 26weeks of maternity leave at a stretch either
from the date of delivery or from the date at which the doctors
advices. However it should be supported by medical certificates.
Earned leave:
 a. Each employee account of leave will be credited with 30 days
and 31 days earned leave in alternate years. This will be done in
two installment 15th days on the 1st of January and July every year.
b. Earned leave will be credited at the rate of 2/1.5 days for each
completed month of service.
 Leave without pay: It is granted when no other leave are
admissible. Staff who are on LOP get the annual increment
postponed.
 PROCEDURE FOR DISCIPLINARY
ACTION
 No order of punishment shall be made without the
employee having been given an opportunity of explaining
to the satisfaction of the Management the circumstances
alleged against him through an oral or recorded enquiry.
 In the case of any major misconduct there shall be a
recorded enquiry in accordance with the procedure stated
below. The employee concerned shall be issued a charge-
sheet, otherwise called a show cause notice, clearly setting
forth the charge against him/her.
CONT..
 If the employee does not admit the charge or if the
charge or if his explanation is not satisfactory, and
when the circumstances appear to warrant it.
 For conducting the enquiry, the management may
appoint an enquiry officer from amongst the staff of
the hospital or an outsider to hold the enquiry.
CONT..
 An employee shall present himself at the assign
time for enquiry into the misconduct alleged
against him or against another employee.
 On conclusion of the enquiry, the enquiry
officer shall record his findings and whether all
or any of the charges leveled against the
employee are established.
THANK YOU