A comparative Study of HRD Climate

At
Lumbini Zonal Hospital and Butwal
Hospital Pvt Ltd

Presented By:
Janaki Chhetri
 Background
World of cut throat competition only those
organization survive that have an edge over others in
resources.
HRD climate is the best tool for employees to acquire
required competencies for improving wok life balance
Hospitals are the major health care service providers
in Countries.
HRD climate can greatly benefit them.
Introduction of Hospitals
Lumbini Zonal Hospital
 Situated at the Junction of
Mahendra and Sidhdharth
highway in Butwal Municipality
of Rupandehi District
 has total 135 beds The hospital
has manpower as total 230 staffs
among them 33 doctors, 46 nurses,
37 paramedics and supportive
staffs.
 
General Medicine, General
Surgery, Paediatric, Orthopaedic
Surgery, Ear Nose and Throat
(ENT) Surgery, Obstetrical and
Gynaecological departments and
OPD services for dental and
dermatology etc….
Butwal Hospital Pvt Ltd
 A compassionate provider of
patient-centered health services with
an emphasis on affordable specialty
medical care, for its patients.
 It was established in 2000 A.D.
There are overall 92 staffs. The
hospital has 50 beds including 9
emergency beds.
24-Hour Emergency Service
Inpatient Medical and Surgical care ,
Obstetrics and Gynecology, Birthing
Center, Pediatrics, Orthopedics ,
Intensive Care Unit, Outpatient
Services , General medicine etc..
Statement of Problem
The study of HRD climate is very important for all the
organization and hospitals is not an exception, especially in
the present situation of competitive environment.
Nepalese hospitals are no longer untouched and
uninfluenced from the global trend of increasing
competition, rapid technology and demand for competent
and multi-skilled workforce organizations. But still, the
potential of the human resource is not fully optimized in
hospitals.
Human resource development has remained an area of
least priority in Nepalese Hospitals.
Purpose of the Study:
 To study the scenario of organizational climate prevailing in the
hospitals.
 To study the factors influencing companies organizational climate,
HRD mechanism and OCTAPAC culture.
 To suggest and recommend how to enhance the HRD climate in the
organization

Research Questions:
 What are the prevailing HRD Climate in Lumbini Zonal Hospital and
Butwal Hospital Pvt Ltd
 What are the factors affecting the general climate of the organization,
HRD mechanisms and OCTAPAC culture?
 What the organizations should do to improve its HRD climate in their
organization?
Theoretical Framework

Dependent Variable Independent

Variable
General Climate

HRD Climate HRD Mechanism

OCTAPAC Culture
 General Climate HRD Mechanism

•Good personnel policies and

attitudes for development
•Concern by top management
and managers for
development of capabilities of
employees
•Top management’s helps to
motivate
•Helps to discover skills and
abilities
•Proper Planning and
Allocation of resources
•Commitment
•Potential appraisal
•Performance appraisal
•Feedback Counseling
•Training
•Career Planning
•Job Rotation
•Quality circle
•Reward
•Quality of Working Life
•Human Resource Planning
Research Plan and Design
Research was conducted to find out the “ A comparative study
of HRD Climate At Lumbini Zonal Hospital and Butwal
Hospital Pvt Ltd.
It aim to identify the problems and obtain required information
of the hospitals
Descriptive Statistical methods were used to meet the
objectives.
Questions were close ended and were handed out to
respondents personally as well as through friends.
Description of the sample and
Instrumentation
The research was based on 120 samples i.e. 60
respondents from Lumbini Zonal Hospital and 60
from Butwal Hospital Pvt Ltd.
The questionnaires were close ended, structured &
likert scale questions.
To analyze the data Microsoft excel was used
Both primary and secondary sources of data were used
Served as basis for tabulation, calculation and analysis
of the data collected and its presentation.
Data Presentation and Analysis
Among 60 respondents on each hospitals, 3l% male and
70% female in LZH while 38% male and 62 % female in
BHPL. Females are larger in proportion in both hospitals.
the age group of 21-25 i.e. 35% is higher in Butwal Hospital
Pvt Ltd while 31-35 i.e. 32% age group is higher in Lumbini
Zonal Hospital. It shows there are large numbers of
energetic employees.
 In LZH, highest 3-4 years experience respondents are
around 58% .While in BHPL, there are 1-2 years i.e. 38% of
respondents having highest work experience. LZH has
more experienced employees than LZH.
General Climate

There is top and senior level management's commitment

LZH BHPL

42% 42%

30%

25% 25%

17%
13%

3% 3%
0%

Strongly agree Agree Neutral Disagree Strongly disagree

There is good personnel policies and positive attitudes towards
development of employees.
LZH BHPL

45%

40%

33% 33%

17%

12%
8% 7%
5%

0%
Strongly agree Agree Neutral Disagree Strongly disagree
 Top management helps to discover the skills and abilities of the
employees.
LZH BHPL
40%
38%

28%
27%
25%
17%

17%

3%
2%
3%
BHPL

LZH
Strongly agree Agree Neutral Disagree Strongly disagree
Organization facilitates the HRD process by planning for it and by allocating resources for the purposes

Strongly disagree

Disagree

Neutral

Agree

Strongly agree

5% 15% 25% 35% 45% 55% 65%

Strongly agree Agree Neutral Disagree Strongly dis-
agree
LZH 0.28 0.27 0.32000000000 0.07 0.07
0008
BHPL 0.35 0.31000000000 0.27 0.05 0.02
0002
The organization focus on employee welfare and quality of work life by
continually examining the employee needs

BHPL LZH

0%
Strongly disagree 0%

8%
Disagree 15%

32%
Neutral 30%

32%
Agree 33%

28%
Strongly agree 22%
HRD Mechanism:
Performance Appraisal is based on fair assessment and adequate information and not in favoritism.

35%
32% 35%
33%
30%
28%
25%
22%
23%
20% 17%

15%

10%

5%

5%
0% 3%
Strongly agree 2%
Agree
Neutral
Disagree
Strongly disagree

LZH BHPL
 There are mechanisms in the organization to identify and
utilize the potential of the employees

BHPL LZH

4%
Strongly disagree
8%

10%
Disagree 17%

33%
Neutral 38%

38%
Agree
32%

15%
Strongly agree
5%
OCTAPAC Culture:
There is free interaction amongst employees, each respecting other’s feelings, competence and sense of judgment

LZH BHPL
48%

38%

30%
28% 22%
25%

9%
0% 0%

Strongly agree
Agree 0%
Neutral
Disagree
Strongly disagree
Seniors encouraging their subordinates to think about their development and
take action in that direction.

BHPL LZH

Strongly 0%
disagree 0%

3%
Disagree 7%
29%

Neutral 35%

38%
Agree 35%

30%
Strongly agree 23%
Making genuine attempts to change behavior on the basis of
feedback received.

LZH BHPL

38%

33%

28% 27% 28% 28%

12%

5%

0% 0%

Strongly agree Agree Neutral Disagree Strongly disagree

Employees are satisfied with prevailing HRD climate

45%

32%
33%
28%
23%

17%
15%

7%

Strongly agree
Agree 0%
Neutral 0%
Disagree
Strongly
disagree

LZH BHPL
 Descriptive Analysis
 Descriptive Analysis of General Climate at LZH and BHPL

Item No: Minimum Maximum Mean Mean of

of LZH BHPL

Commitment 1 5 3.12 4.05

Good personnel policies and attitudes for
development
1 5 3.35 4.07

Practical concern by top management and

managers for developing the capabilities of
1 5 3.82 4.02
employees.

Top management’s motivates employees. 1 5 3.87 4.18

Top Management helps to discover skills and
abilities.
1 5 3.55 4.10

Proper Planning and Allocation of resources 1 5 3.63 3.93

Total 3.56 4.06
Descriptive analysis of HRD Mechanism at LZH and BHPL
Item No: Minimum Maximum Mean of Mean of
LZH BHPL
Performance appraisal 1 5 3.22 3.85
Potential appraisal 1 5 3.08 3.52
Feedback Counseling 1 5 4.00 4.28
Career Planning 1 5 3.47 3.68
Training 1 5 3.40 4.23
Generating Awareness about 1 5 4.08 4.45
strength and weakness
Reward 1 5 3.87 3.68
Employee welfare and Quality 1 5 3.62 3.80
circle
job enrichment programmes, 1 5 3.83 3.60
educational subsidies,
recreational activities, health and
medical benefits
Total 3.62 3.89
Descriptive analysis of HRD Mechanism at LZH and BHPL

Items Minimum Maximum Mean of Mean of

LZH BHPL

Openness 1 5 3.97 4.18

Confrontation 1 5 4.1 4.28
Trust 1 5 3.77 3.98
Proactivity 1 5 3.75 3.95
Autonomy 1 5 3.83 4.23
Authencity 1 5 4.1 4.32
Collaboration 1 5 3.72 4.00
Total 3.89 4.14
Conclusion
HRD climate of the organization plays a very vital role in
ensuring the competency, motivation and development of its
employees in hospitals
The analysis shows that the employees of BHPL seems more
satisfied than employees from LZH.
The employees of LZH are mostly dissatisfied with top
management commitment towards the employees. And lack of
good personnel policies and attitudes of top management in the
hospital.
 While BHPL should focus on HRD Mechanism like reward
system and job enrichment programmes, educational subsidies,
health and medical benefits to generate sense of belonging
among the employees to work more effective.
The analysis shows that in both LZH and BHPL
employees are not satisfied with the performance
appraisal and potential appraisal.
The major reason of the joining BHPL is top
management focus for career planning and growth,
autonomy and team work.
There are rooms for improvement for both the
hospitals but comparatively LZH should focus more on
improvement of its HRD Climate for overall
development and motivation of its employees and
hospital
Recommendation

Top management commitment

 Good personnel policies
Discover skills and abilities of the employees.
Improvement of performance appraisal system
Mostly focus on identifying and evaluating the
potential of the employees
THANK YOU