Project Report On Human Resource Planning

A STUDY ON HUMAN RESOURCE PLANNING With reference to VIJAYA DIAGNOSTIC CENTRE, HYDERABAD A project report submitted to Vignan University
In partial fulfillment for the award of the degree of MASTER OF BUSINESS ADMINISTRATION Submitted By Y.ADITYA (Regd.No.091FC01059) Under the guidance of Mrs.K.KALPANA M.B.A., L.L.B
SCHOOL OF MANAGEMENT STUDIES VADLAMUDI-522213.
DECLARATION
I, hereby declare that the project work titled A STUDY ON HUMAN RESOURCE PLANNING at VIJAYA DIAGNOSTIC CENTRE, HYDERABAD is a bonafide work done by me under the guidance of Mrs.K.KALPANA, Asst.Professor Department of Management studies, VIGNAN UNIVERSITY. This project report is submitted in partial fulfillment for the award of degree of Master of Business Administration from VIGNAN UNIVERSITY. This project work is a result of my own efforts and has not been submitted to any other university or institution.
PLACE: VADLAMUDI (Y.ADITYA) DATE:
ACKNOWLEDGEMENT
The project report titled A STUDY ON HUMAN RESOURCE PLANNING is done by me at VIJAYA DIAGNOSTIC CENTRE, in partial fulfillment for the award of degree of Master of Business Administration. I would like to thank Mr. P.N.NARAYANA VYAS (Sr. Manager HR) of VDC for providing me an opportunity to pursue my project work in the esteemed organization. I convey my sincere thanks to MR.D.VIJAY KRISHNA, HEAD of the School of Management studies, VIGNAN UNIVERSITY, VADLAMUDI I also thank Mrs.K.KALPANA, Asst.Professor Department of Management studies, VIGNAN UNIVERSITY VADLAMUDI, under whose supervision the study has been successfully completed. I also thank the employees of VIJAYA DIAGNOSTIC CENTRE, for their cooperation during my study.
Y.ADITYA
LIST OF CONTENTS CHAPTER TOPICS 1 1.1 INTRODUCTION PAGE NO. 1

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2 3 4
1.2 REVIEW OF LITERATURE 1.1 NEED FOR THE STUDY 1.3 OJECTIVES AND LIMITATIONS 1.4 METHODOLOGY 2.1 INDUSTRY PROFILE 2.2 COMPANY PROFILE 3.1 DATA ANALYSIS AND INTERPRETATION 4.1 FINDINGS AND SUGGESTIONS BIBILOGRAPHY ANNEXURES/APPENDICES
2 11 13 13 15 33 48 95 99
LIST OF TABLES: 3.1 3.2 3.3 3.4 3.5 3.6 3.7 3.8 3.9 3.10 3.11 Comparision of services offered by vijaya diagnostic centre and other private diagnostic centres Comparision of services offered by vijaya diagnostic centre and other corporate hospital networks Table showing work load analysis of ultrasound Table showing work load analysis of ct Table showing work load analysis of mri Table showing work load analysis of pet/ct & nuclear medicine Table showing work load analysis of x-ray Table showing work load analysis of sample collection department Table showing work load analysis of sample separation department Table showing work load analysis of cash billing cum reception Table showing work load analysis of dispatch counter 51-52 53-54 75-76 76 77 78 79 80 81 82 82-83
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3.12 3.13 3.14 3.15 3.16 3.17 3.18 3.19 3.20 3.21 3.22
Table showing work load analysis of ecg/2d-echocardiography/tmt Table showing work load analysis of eeg/enmg/pft Table showing work load analysis of auditing Table showing work load analysis of immunopathology Table showing work load analysis of biochemistry: routine Table showing work load analysis of biochemistry-2: speciality labs Table showing work load analysis of cytology and histopathalogy Table showing work load analysis of clinical pathology Table showing work load analysis of haematology: Table showing work load analysis of cytogenetics: Table showing work load analysis of microbiology:
83-84 84-85 85 85-86 86-87 87-88 89-90 90-91 91-92 93 94
LIST OF FIGURES/DIAGRAMS:
1.1 2.1 2.2 2.3 2.4 3.1 3.2 3.3 3.4 3.5 3.6 3.7 3.8 3.9 3.10 3.11 Human resource planning system Services industry Acupressure Reflexology Organogram Work-flow diagram of cash billing: type-1 medical representative Work-flow diagram of cash billing: type 2 patient with prescription Work-flow diagram of cash billing: type3: patient with discount Work-flow diagram of cash billing: type 4: medical representative /patient`s queries Work-flow diagram of cash billing: type 5: credit billing Work-flow diagram of 2d-echo/tmt department Work-flow diagram of clinical pathology Work-flow diagram of cytogenetics Work-flow diagram of cytology&histopathology Work-flow diagram of dispatch counter Work-flow diagram of ecg department 9 15 19 22 47 53 54 55 56 57 58 59 60 61 62 63 5
3.12 3.13 3.14 3.15 3.16 3.17 3.18 3.19 3.20 3.21 3.22
Work-flow diagram of eeg/enmg/pft department Work-flow diagram of gamma scan Work-flow diagram of haematology Work-flow diagram of immunopathology Work-flow diagram of microbiology Work-flow diagram of mri /ct department Work-flow diagram of pet/ct Work-flow diagram of sample collection Work-flow diagram of sample separation Work-flow diagram of ultrasound Work-flow diagram of x-ray department
64 65 66 67 68 69 70 71 72 73 74
INTRODUCTION Today in every organization Human resource planning as an activity is necessary. It is an important part of an organization. Human Resource Planning is a vital ingredient for the success of the organization in the long run. The objective of human resource department is Human resource planning , Recruitment and Selection, training and development, Career planning , transfer and Promotion, risk Management, Performance Appraisal and so on. Each objective needs special attention and proper Planning and implementation. With reference to this context, my project has been prepared to throw light on Human resource planning at the Vijaya Diagnostic Centre to make effective and efficient use of human resources available and requirements of the organization. meet the present and future human resources
NEED FOR THE STUDY Human resource planning is necessary for all the organizations for the following reasons:
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To carry on its work every organization needs human resources with the necessary qualifications, skills, knowledge, work experience and aptitude for work. These are provided through Human resource Planning.
Human resource planning is essential because of frequent labor turnover which is unavoidable
The nature of present workforce in relation to its changing needs also necessitates the recruitment of new human resources. To meet the challenge of a new and changing technology and the new techniques of production, existing employees need to be trained or new blood injected in an organization.
Human resources are also needed in order to identify the areas of surplus personnel or areas where there is a shortage of personnel
HUMAN RESOURCE PLANNING: Human Resource is the most precious resource for any nation. Deploying the resource without proper training and inductions can lead with less productive results. The same is obvious in Services sector and even needs more substantiation. In many countries, not enough attention is paid to planning for manpower and this is due to lack of qualified manpower planning specialists. HR Planning is not mere having the right people in the right place at the right time. Its about instituting the people related practices and activities that will help the organization achieve, and improve its business results. HR Planning in its simplest form is about answering 4 questions:
What are the business needs? How to meet those needs? What are the requirements to meet those needs? What could be the best strategy required to fulfill the needs? 7
HRP is a forward looking function and an organizational tool to identify skill and competency gaps and subsequently develop plans for development of deficient skills and competencies in human resources to remain competitive. HRP ensures benefits to the organizations by creating a reservoir of talent, preparing people for future cost cutting and succession planning besides creating a back up in case of diversification and expansion. Manpower Planning includes four aspects FDIC

F-forecasting manpower needs, D-developing appropriate policies and programmes for meeting those needs, I-implementing policies and programmes, and C- Controlling these programmes.
Definition: Manpower planning (HRP) is the process-including forecasting, developing
implementing, and controlling by which a firm ensures that it has the right number of people and right kind of people, at the right place, at the right time, doing this for which they are economically most suitable. - E.Geisler Human resource planning includes the estimation of how many qualified people are necessary to carry out the assigned activities, how many people will be available and what if anything must be done to ensure that personnel supply equals personnel demand at the appropriate point in the future. - Leap and Crino
REVIEW OF LITERATURE Take away my people, but leave my factories, & soon grass will grow on the factory floors. Take away my factories, but leave my people, & soon we will have a new & better factory
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-Andrew Carnegie
Strategic planning: the systematic determination of goals and the plans to achieve them
Business strategy plans to build a competitive focus in one line of business
Human resource management can be viewed as an umbrella term that encompasses the following: Specific HR practices, such as recruitment, selection, and appraisal Formal HR policies that direct and partially constrain the development of specific practices Overarching HR philosophies, which specify the values that inform an organizations policies and practices Linking HR Processes to Strategy Start with organizational strategy and then create HR strategy. Start with HR competencies and then craft corporate strategies based on these competencies. Do a combination of both in a form of reciprocal relationship Corporate Strategies leads to HR Strategy KPO, BPO, LPO etc.
HR Strategy is HR Planning: All other functions like staffing, training, performance management, compensation management, labor relation, & employee separations are derived from it.
HRP is a proactive function- it scans & anticipates various factors- internal & external to develop a plan It is more important during organizational turbulence M&A, disinvestment
HR Planning always starts with understanding the business needs of the organization
Human resource planning is an integral part of business planning. It`s all about: Identifying and acquiring the right number of people with the proper skills Motivating them to achieve high performance Creating interactive links between business objective and resource planning activities HR Planning is both top down and Bottom up. While HR plans should be based on overall business needs and strategies, they should take into account the needs and realities of organizational units. The HR planning process should involve managers at all levels. An organization's HR plans are usually developed at the departmental or business line level where business directions are set and decisions made. But HR plans are implemented (and adapted) by individual managers in the conduct of their ongoing operations. It is important that managers understand the HR plans and priorities of their organizations so they can guide their actions accordingly. Strategic Manpower Planning is a dynamic, proactive, ongoing process of systematically attracting, identifying, developing, mentoring, and retaining employees to support current and future organizational goals. Strategic Manpower Planning focuses specifically on proactive planning to meet
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anticipated or unanticipated vacancies due to retirement and other factors for classes that serve as essential elements in meeting your public service mandate. Some of the long and short-term strategies that may support the strategic Manpower Planning process, may be retention, induction Programme, employee assistance Programme, HRP is a forward looking function and an Organizational tool to identify skill and competency gaps and subsequently develop plans for development of deficient skills and competencies in human resources to remain competitive. HRP ensures benefits to the Organizations by creating a reservoir of talent, preparing people for future cost cutting and succession planning besides creating a back up in case of diversification and expansion
Human resource planning, therefore, aims at: Balancing demand, supply, distribution and allocation of manpower, Controlling cost of human resources, Formulating policies on transfer, succession, relocation of manpower. HRP is a planning process by which an organization can move from its current manpower position to its desired manpower position. Manpower planning may be defined as a strategy for acquisition, utilization, improvement and retention of human resources. HRP AT DIFFERENT LEVELS: Different institutions make HRP at different levels for their own purposes, of which national level, sectoral level, industry level, unit level, departmental level and job level are important.
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National Level: Adjust the supply through its population policy, family planning, educational policy etc. HRP at national level helps to plan for educational facilities, hospitals, employment plans, agricultural and industrial developments etc.
Sector Level: Manpower requirements for a particular sector like agricultural sector, industrial sector or tertiary sectors are projects based on the government policy, projected output/operations.
Industry level: Manpower needs of a particular industry like cement, textiles, chemical are predicted, taking into account the output/operational level of that particular industry.
Unit Level: This covers the estimation of human resource needs of an Organization or company based on its corporate/business plans.
Departmental Level: This covers the manpower needs of a particular department in a company.
Job Level: Manpower needs of a particular job within department are forecasted at this level.
Characteristics of Manpower Planning: Ascertaining manpower needs in number and kind. It presents an inventory of existing manpower of the organization. Helps in determining the shortfall or surplus of manpower. Initiation of various organizational programmes. Acquisition, utilization, improvement and prevention of human resources.
Importance of human resource planning: Human resource planning is of primacy nature and, therefore, it precedes all other HRM functions. Without HRP, no other function can be undertaken in any meaningful way. HRP contributes in the following ways in managing human resources in an organization.
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It checks the corporate plan of the organization. It helps to face the shortage of certain categories of employees and/or
variety of skills despite the problem of unemployment. It offsets uncertainty and change and helps to have right men at right time
and in right place. It provides scope for advancement and development of employees through
training, development etc. It helps to anticipate the cost of salary enhancement, better benefits etc. To foresee the changes in values, aptitude and attitude of human resources
and to change the techniques of interpersonal, management etc. To foresee the need for redundancy and plan to check it or to provide
alternative employment in consultation with trade unions, other organizations and government through remodeling organizational, industrial and economic plans. To plan for physical facilities, working conditions and volume of fringe
benefits like canteen, schools, hospitals, conveyance, child care centers, quarters, company stores etc. It gives an idea of type of tests to be used and interview techniques in
selection based on the level of skills, qualifications, intelligence, values etc. of future human resources. It causes the development of various sources of human resources to meet
the organizational needs. It helps to take steps to improve human resource contributions in the form
of increased productivity, sales, turnover etc. It facilitates the control of all the functions, operations, contribution and
cost of human resources.

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Benefits of Human resource planning: Create reservoir of talent Prepares people for future Expand or contract strength Cut Cost Succession planning
Responsibility for Human resource planning: Formulation of human resource plans is a shared task between top management line managers and HR department Top management is involved in HRP process because ultimately, it approves various plans of the Organization as a whole. Functional managers under whom people work.
The responsibilities of HR department in regard to HRP process have been described by Geisler as follows: To assists, counsel and pressurize the operating management to plan and establish objectives; To collect and summaries data in total organizational terms and to ensure consistency with long-term objectives and other elements of the total elements of the total business plan; To monitor and measure performance against the plan and keep the top management informed about it To provide the research necessary for effective manpower and Organizational planning Human resource planning process
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HRP is a process and it proceeds through various interrelated activities. Forecasting future manpower requirements, either in terms of
mathematical projection of trends in the economy and developments in the industry or of judgmental estimates based upon specific future plans of the company. Inventorying present manpower resources and analyzing the degree to
which these resources are employed optimally;
O R G A N I S A T I O N
LONG-RANGE OBJECTIVES AND PLANS
OVERALL REQUIREMENTS
INVENTORY OF PRESENT HUMAN RESOURCES
NET NEW HUMAN RESOURCES REQUIREMENTS
ACTION PROGRAMMES FOR RECRUITING & SELECTING NEEDED PERSONNEL
PROCEDURES FOR EVALUATING EFEFFECTIVE NESS OF HUMAN RESOURCES PLANNING
S U B U N I T S
SHORT -TERM GOALS PLANS PROGRAMMES AND BUDGETS
WORK FORCE REQUIREMENTS BY OCCIPATIONAL CATEGORIES, JOB SKILLS, DEMOGRAPHIC CHARACTERISTICS
INVENTORY BY OCCUPATIONAL CATEGORIES, JOB SKILLS, DEMOGRAPHIC CHARACTERISTICS
NEEDED REPLACEMEN TS FOR ADDITIONS
PLANS FOR DEVELOPING, UPGRADING, TRANSFERRING, IN RECRUITING AND SELECTING NEEDED PEOPLE
Figure: Human Resource Planning System
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Anticipating manpower problems by projecting present resources into the future and comparing them with the forecast of the requirements, to determine their adequacy, both quantitatively and qualitatively and
Planning the necessary programmes of recruitment, selection, training deployment, utilization, transfer, promotion, development. Motivation and compensation.
Human Resource Plan Component: The Human resource plan can be broken down into three components:
Forecasting- estimating future needs and stocktaking of available resources in the Organization
Recruitment plan- to meet the gap between the internal resource and estimated need by external recruitment
Training and Development plan to utilize fully human resources of the Organization and to develop potential resources
Human Resource Planning: A Win- Win Process WINS FOR EMPLOYEES Competitive pay and benefits plants WINS FOR THE ENTERPRISE Appropriate organization structure and people to face challenges and meet corporate objectives, both short and long term.
Career development and opportunities for Development of internal resources, growth leading to stability and culture building. Improved motivation and morale of employees, leading to improved performance leading to Productivity reduction gains, leading to cost
Reduced fear of redundancy. Training and development, continued marketability.
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Continuity of employment due to Improved customer satisfaction, leading to organization's ability to retain workforce. improvement in business. Fuller realization of potential, leading to job Reduction in hiring and training costs due satisfaction. to the improved ability to retain employees and development of internal resources to fill future vacancies Barriers to effective human resource planning: Improper linkage between HRP and Corporate Strategy. Inadequate appreciation of HRP Rigidly in Attitudes Environment Uncertainty Conflict between Long-term and Short-term HRP. Inappropriate HR Information Systems
Measures for making HRP Effective: Commitment and involvement of top management in HRP. Proactive, rather than reactive, human resources management approach. Greater participation of line managers at all levels in HRP process. Effective design of HR information system integrated with the Organizations management information system. Linking HRP to corporate strategic management process. Enough flexibility in HR plans to take care of changing situations
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OBJECTIVES AND LIMITATIONS OBJECTIVES:
To understand the present manpower arrangement in Vijaya Diagnostic Centre using WORK-LOAD ANALYSIS
To design a HRP system for Vijaya Diagnostics centre.
LIMITATIONS OF THIS STUDY: Time and resources constraint Since, the HRP is a wider subject to be dealt with , the present study is confined only to analysis and application using Workload analysis and Markow analysis. Getting information about various aspects for study purpose was difficult. RESEARCH METHODOLOGY For the purpose of study on HRP at VIJAYA DIAGNOSTIC CENTRE data were collected from both the primary and secondary sources.
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The data source: Primary as well as Secondary. The research approach: Observation Method. The respondents: The technicians and employees of the Organization. Primary data: Primary data needed for the study is collected through interview with employees of VIJAYA DIAGNOSTIC CENTRE and discussion with the staff and by observing their operating procedures. Secondary data: Secondary data is collected from internal records, manuals of the Organization, various textbooks and the website of the organization.
Statistical Tools used:
Workload analysis: Workload analysis techniques are series process to calculate the workload of a position / sub position, and also needs the number of people to fill the position / sub position. Workload analysis is very important to calculate exactly how many employees needed to complete all of tasks in a section or department.
Markov analysis: Markov analysis provides a means of analysing the reliability and availability of systems whose components exhibit strong dependencies.
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SERVICES INDUSTRY
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Figure 2.1 The Economy of India is the tenth largest in the world by nominal GDP and the fourth largest by purchasing power parity (PPP). The country's per capita GDP (PPP) is $3,339 (IMF, 129th) in 2010. Following strong economic reforms from the postindependence socialist economy, the country's economic growth progressed at a rapid pace, as free market principles were initiated in 1991 for international competition and foreign investment. India's large service industry accounts for 57.2% of the country's GDP while the industrial and agricultural sectors contribute 28.6% and 14.6% respectively. [14] Agriculture is the predominant occupation in India, accounting for about 52% of employment. The service sector makes up a further 34%, and industrial sector around 14%. However, statistics from a 2009-10 government survey, which used a smaller sample size than earlier surveys, suggested that the share of agriculture in employment had dropped to 45.5%. INDUSTRY AND SERVICES: Industry accounts for 28% of the GDP and employ 14% of the total workforce. In absolute terms, India is 12th in the world in terms of nominal factory output. Textile manufacturing is the second largest source of employment after agriculture and accounts for 20% of manufacturing output, providing employment to over 20 million people. India is 13th in services output. The services sector provides employment to 23% of the work force and is growing quickly, with a growth rate of 7.5% in 19912000, up from 4.5% in 195180. It has the largest share in the GDP, accounting for 55% in 2007, up from 15% in 1950. MINING forms an important segment of the Indian economy, with the country producing 79 different minerals (excluding fuel and atomic resources) in 200910, including iron ore, manganese, mica, bauxite, chromate, limestone, asbestos, fluorite,
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gypsum, ochre, phosphorus and silica sand. Organized retail supermarkets accounts for 24% of the market as of 2008 INFORMATION TECHNOLOGY AND BUSINESS PROCESS OUTSOURCING: These are among the fastest growing sectors, The IT/ITeS sector in India displayed tenacity and resilience during the recessionary years of 2009 and 2010. The sector clocked export revenues of $50.1 billion in the financial year ended March 31, 2010, registering a growth of 5.4% over the previous fiscal. The fiscal year 2010-11 reflected a strong rebound in growth for the Indian IT-BPO industry which is estimated to aggregate revenues of USD 76 billion this year, a growth of over 19 percent from the previous year. FINANCIAL SERVICES The financial sector in India includes services like broking firms, investment services, financial consulting, national banks, private banks, mutual funds, car and home loans, equity market and other banking services. BANKING: The Indian money market is classified into the Organized sector, comprising private, public and foreign owned commercial banks and cooperative banks, together known as scheduled banks, and the unorganized sector, which includes individual or family owned indigenous bankers or money lenders and non-banking financial companies. ENERGY AND POWER India's oil reserves meet 25% of the country's domestic oil demand. India is the fourth largest consumer of oil in the world and imported $82.1 billion worth of oil in the first three quarters of 2010, which had an adverse effect on its current account deficit. The petroleum industry in India mostly consists of public sector companies such as Oil and Natural Gas Corporation (ONGC), Hindustan Petroleum Corporation Limited (HPCL) and Indian Oil Corporation Limited (IOCL). There are some major private
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Indian companies in the oil sector such as Reliance Industries Limited (RIL) which operates the world's largest oil refining complex. TOURISM
Hospitality in India is based on the Sanskrit adage Atithi Devo Bhava or guest is god. The concept was adapted by the Ministry of Tourism, Government of India which aims at creating awareness about rich variety of tourism in India.
MEDIA Media and Entertainment (M&E) is one of the fastest growing sectors in India. The sector consists of creation, aggregation and distribution of content, products and services, news and information, advertising and entertainment through various channels and platforms. HEALTH Sector Structure: The art of healthcare in India can be traced back nearly 3500 years. From the early days of Indian history the Ayurvedic tradition of medicine has been practiced. During the rule of Emperor Ashoka Maurya (third century BCE), schools of learning in the healing arts were created. Many valuable herbs and medicinal combinations were created. Even today many of these continue to be used. During his reign there is evidence that Emperor Ashoka was the first leader in world history to attempt to give health care to all of his citizens, thus it was the India of antiquity which was the first state to give its citizens national health care. The Indian healthcare sector is expected reach US$ 280 billion by 2020, according to a report by an industry body. "Healthcare has emerged as one of the most progressive and largest service sectors in India with an expected GDP spend of 8 per cent by 2012 from 5.5 per cent in 2009. It is believed to be the next big thing after IT and predicted to become a US$ 280 billion industry by 2020," the report said.
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TRADITIONAL PRACTICES:

Acupressure: Acupuncture: Ayurveda Homeopathy : Magnet therapy: Meditation: Naturopathy: Panchakarma: Reflexology: Reiki: Siddha: Unani: Yoga :
MEDICAL FACILITIES The total Indian healthcare sector is today 34 billion USD and it is projected to grow to nearly 40billion by 2012. The diagnostic and pathology market is around two percent of the total market. Indian diagnostic market has been growing fast, at 15-20 percent growth rate but there are lots of development needs. The growth rate is estimated to remain the same for the following ten years. As in all India related issues, again the scale is so amazing - as the Indian interviewees put it: it is all about numbers in India! Also funding is always an issue. One of the major driving forces is the basic demographic change: the migration to urban cities, with increasing number of people having access to modern healthcare. Consequently, more and more investments are being made in hospitals and clinical laboratories. However, the rural sector is not to be forgotten.Despite the quick economic growth and increasing number of middle class representatives, India is still a developing country with a huge number of rural inhabitants
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with massive sanitation problems. The basic market requirement is to come up with more indigenous products with affordable prices, bearing in mind that the usability is also in issue: the diagnostic kits should be easy to use, not requiring a doctor. Medical facilities are classified into two: Medical facilities: The medical treatment in India has depicted a massive growth in infrastructure in the private and voluntary sector. The private sector, which was very unpretentious in the early stages, has now become an affluent industry prepared with the most modern state-of-the-art technology at its disposal. It is expected that 75-80 percent of healthcare services and investments in India are now provided by the private sector. In addition to that India has one of the largest pharmaceutical industries in the world. It is self-sufficient and self- reliant in drug production and exports drugs to more than 180 countries. Using the latest technical apparatus and the services of highly expert medical personnel, these hospitals are in a position to provide a spectrum of general as well as specialist's services. These services are offered at awfully cutthroat prices; cheering patients not only from developing countries but even from a number of developed ones to come to India for medical treatment packages.
Amidst varied general and specialty medical treatment packages the noteworthy packages are as beneath: Bone Marrow Transplant Cardiac Care and surgery package Cosmetic Surgery package Dialysis and Kidney Transplant package Gynaecology & Obstetrics Healthcare facilities
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Joint Replacement Surgery package Neuro-surgery & Trauma Surgery treatment package Osteoporosis medical treatment package Refractive Surgery package Urology Vascular Surgery package Dental care medical package
As far as the cost of medical treatment packages are concerned, India offer the most competitive treatment package price to the world with its up- to- the- minute medical devices. The prices of different pathological tests range from Rs.50 to 3000. And that depends upon the nature of the test. Now, the specialty hospitals are using Nuclear medicines for treatment. Here radioactive isotopes are injected or administered orally and that is again scanned by sophisticated Gamma camera. So for high quality treatment at lowest possible cost one must select India as his medical treatment destination. Diagnostics facilities: Market Overview: The Indian diagnostic market comprising primarily of reagents and kits is to a large extent import driven. India currently has over 11,500 hospitals and 14,000 diagnostic laboratories. Diagnostics is poised to become a $700 million industry by 2010 with significant improvements occurring in the area of early detection. Reagents and kits will also be major contributors to growth. There is increasing need for indigenous products with affordable prices. Diagnostic Market: Today the total Indian healthcare sector, is currently valued at $34 billion, is projected to grow to nearly $40 billion by 2012. The diagnostic and pathology market is
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around 2 percent of the overall healthcare market. The diagnostic market has been growing at 15-20 percent and by all indications shall continue to grow for another 10years at this rate The fast growing diagnostic sector opens several avenues for partnership between the Indian and International diagnostic companies. There is huge potential in the clinical research and trials market by combining the unique strengths of Indian and US companies, US companies are the leader in pharmaceuticals and biologics research and development. Indian companies can leverage their extensive expertise in life sciences, the large number of CAP accredited labs in India and the huge patient base to collaborate with US companies in organizing large scale and complex clinical trials at low costs. There is good potential to develop training and accreditation programmes for the Indian market. There is a need to design cheap, high quality equipment for Indian markets and device creative financing options and low cost, effective solutions for the Indian market. Growth Drivers in India: Increased purchasing power among the middle to upper-tier economic groups. Along with the increasing wealth of Indians is the emergence of a more Westernized attitude which brings along also increased health awareness. One important sub-sector are the non-resident Indians (NRIs) who have spent much of their lifetime in the West but often return to India in later stage of life. Medical services in particular have flourished with the establishment of NRI hospital" The arrival of multinational corporations in large numbers to the Indian scene has been accompanied by a similar growth in indigenous corporate entities (in particular ITsector and business process outsourcing (BPO). New corporate mentality brings along employee health issues, especially those of managers and executives. A parallel development has been the progressive expansion of health insurance programs that cover curative, diagnostic, and health screening programs.The rapidly increasing noncommunicable disease burden on Indian population, without forgetting the rural masses who still struggle with a vast number of communicable diseases.
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Growth Restraints in India: India is a very cost and price sensitive market, i.e. imported products are often too expensive. The healthcare spending of the common people is 65% of disposable income, as the healthcare insurance penetration is still in the initial stages, and according to recent studies, lower income groups need to pay bribes to get access to public health structures (in southern states in almost 65 per cent of cases) Lack of awareness of newer methods and tests among public healthcare personnel and lack of professionals Current use of diagnostics in India: Infectious Diseases Diagnosis Hormones diagnosis Blood Grouping reagents diagnosis Pregnancy diagnosis Cancer Markers Molecular Diagnostics
Unorganized Sector in India Major branded players in the Indian diagnostics market are: Elbit:
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Super Religare Laboratories, Dr Lal Pathlabs, Thyrocare and Pathcare labs Vimta labs Lucid Medical Elbit Diagnostics
Elbit is established as the seamless link between doctors, the hospitals, in-house consultants and the visiting patients as a trustworthy Quality Service Provider, attending to all their Medical Diagnostic needs.
Elbit presently enjoys a noticeable existence in the Health Care Industry. Elbit offers a winning combination of contemporary equipment, international technology and effective personal care.
Elbit provides the patients and their families with high-standard medical care and the most qualitative and quantitative data regarding the etiology and pathogenesis of a disease.
PathCare Labs (P) Limited: PathCare Labs is an emerging Diagnostic Service provider on the horizon with a promise to ensure Quality, Reliability and Customer Care. PathCare has ventured into the foray of complete Diagnostic Services by setting up a State of the Art Central Clinical Reference Lab at Hyderabad, Andhra Pradesh and plans to grow and acquire bigger dimensions with an aim to become a global network of highly automated and sophisticated diagnostic laboratories synonymous with cutting-edge technology, accuracy, efficiency, dedicated customer service and above all the stringent ethical practices. Pathcare has spread across the country with a promise to ensure Quality, Reliability and Customer Care. The exquisite management ethics of Pathcare has made it the first company to be Networked, Bar-coded, certified and accredited. Vimta Labs: Vimta Labs is Indias leading contract research and testing organization. Established in 1984 VIMTA has an envious track record of serving several market leaders across the globe. VIMTA is a team of 692 professionals comprising 460 scientists in various disciplines such as Chemistry, Pharma, Medicine, Microbiology, Molecular biology and Informatics. The team is slated to double in next three years.
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VIMTA is a multi-site organization with more than 300,000 sqft world class laboratory facilities.The technologies deployed at VIMTA are current and leading edge, duly validated.
Super Religare Laboratories: SRL is servicing nearly 1550 hospitals/path labs along with its subsidiary Piramal Diagnostic Services Private Limited, offering a comprehensive range of over 3,300 diagnostic tests, from the routine to the highly specialized tests. Dr. Lal PathLabs: Dr. Lal PathLabs has 65 laboratories at present in India and it is looking to add another 35 this year. The company has decided to invest 150crore this year on acquisitions in India and abroad. The company is also looking to acquire in Middle East, Bangladesh, Sri Lanka and other South Asian nations. Thyrocare: Thyrocare is one among the top laboratory brands in India. It is moving at 40 percent annually. Another major player Metropolis has created an Indian Association of Pathology Labs in view to represent the industry to the government under the umbrella structure of CII (Confederation of Indian Industry). Lucid: Medical Diagnostics is a comprehensive health care facility with dedicated resources for enhancement of health. Designed to be one of the most advanced imaging centers in India, it has brought the finest Medical Technology to south India. Combined with a comprehensive team of Health Care Professionals, LUCID is here to deliver superior service for individuals from all walks of life.
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Opportunities and Challenges: Indian healthcare market is large but still fragmented and underserved. India is one of fastest growing and strongest global economies with about 8 percent growth rate. Our nation has 17 percent Facts that count In India, out of the 60,000 laboratories where testing is done, only 200 are accredited and only 1000 are worth being called as laboratories. By the year 2020, at least 60 percent of in-vitro business will become organized since, though slow, things are moving in right direction. Unorganized laboratories are growing at the rate of 10 15 percent, while the organized corporate chains having less than 10% share of the total market are growing in a much faster rate at 25 30 percent, annually. As on date only 10 percent is organized and though it has taken 40 years to move to 10 percent, this is likely to grow to 50 percent in just next 10 years. The growing middle-class also recognizes the value of pathology testing and is willing to pay for these tests. This is reflected in the over 20 percent CAGR in the last five years in Indias diagnostics industry. The diagnostics industry is highly fragmented with the largest players account for less than 15 percent of the total diagnostics market Facts that count In India out of the 60,000 laboratories where testing is done, only 200 are accredited and only 1000 worth are being called as laboratories. Unorganized laboratories are growing at the rate of10-15 percent, while the organized corporate chains having less than 10% share of the total market are growing at a faster rate at 25-30 percent, annually. As on date only 10% percent is organized and though it has taken 40 years to move to 10 percent, this is likely to grow 50 % in just next 10 years. The growing middle class also recognizes the value of pathology testing and is willing to pay for these test. This is reflected in the over 20percent CAGR in the last five years in India`s diagnostic industry
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The whole diagnostic industry is fragmented with the largest players account for less than 15 percent of the total diagnostics market.
RETAILING Retailing is one of the pillars of the economy in India and accounts for 13% of GDP.The retail industry is divided into organized and unorganized sectors. Unorganized retailing, on the other hand, refers to the traditional formats of low-cost retailing, for example, the local kirana shops, owner manned general stores, paan/beedi shops, convenience stores, hand cart and pavement vendors, etc. In India, a shopkeeper of such kind of shops is usually known as a dukandar. EDUCATION Education is the most crucial investment and an essential element in human resource development. It has always been accorded an honored place in every economy. It implies ability of the people to read, write and understand. It has the fundamental aspects of imparting knowledge, wisdom and culture. It helps in drawing out the latent potentials and talents of an individual. The Indian educational structure mainly consists of the three stages, namely: Elementary education Secondary education Higher education Adult education Technical education
REAL ESTATE: India is the most viable investment destination in real estate The real estate sector in India is of great importance. According to the report of the Technical Group on Estimation of Housing Shortage, an estimated shortage of 26.53 million houses during the Eleventh Five Year Plan (2007-12) provides a big investment opportunity.
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ABOUT VDC: Founded in 1981 by Dr Surender Reddy, as the first centre of its kind to offer a comprehensive range of all diagnostic modalities, under one roof, Vijaya has emerged as the pioneers in diagnostic medicare, in Andhra Pradesh. Vijaya`s commitment to quality and philosophy of always putting the patient first, has ensured that over the past 28 years, it has established a reputation for excellence and reliability and has become a household name for quality diagnostic services. VISION & MISSION: Vijaya is guided by vision and philosophy of: Offering reliable and accurate diagnostic services to our customers, at affordable prices, in a customer centric manner Keeping pace with the technological advances in diagnostics and offering our customers access to the latest developments in diagnostic medicare Complying with the most stringent quality and ethical norms and ensuring a human touch to our services Today, Vijaya has 14 centres spread across the city of Hyderabad to ensure easy access and convenience to our patients. Centres in Kolkata, Chennai, Warangal and Nizamabad also. Delivered quality diagnostic services to over 2,000,000 patients since inception. Team Vijaya has over 35 qualified Radiologists, Pathologists, Microbiologists and other doctors in addition to over 400 qualified and competentA technologists, working full time.
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Most comprehensive range of diagnostic services spanning Radiology & Imaging, Nuclear Medicine, Conventional & Specialty Lab Services and Diagnostic Cardiology. MILESTONES: Over the past 28 years, Vijaya always had passion for quality and is committed to delivering the latest in technology to its customers, having translated into a number of Firsts including First centre to introduce Ultrasound and Echocardiography, in 1981 First centre to introduce Thyroid hormone testing , in 1985 First centre to offer Nuclear Medicine, in 1986 First centre to offer 4th generation CT Scan, in 1993 First centre to offer Mammography, in 1994 First centre to offer Bone Densitometry, in 1999 First centre to offer rt PCR based DNA testing and Flow Cytometry, in 2000 First centre to offer Digital X-Ray, in 2001 First centre to offer automated microbiology culture (BACTEC), in 2003 Hawk eye Gamma Camera with SPECT CT in 2006 Independent Cardiac CT in 2007 Independent 3.0 Tesla MRI in 2007 Independent PET CT in 2008
SERVICES OFFERED CORPORATE HEALTH PACKAGES NUCLEAR MEDICINE RADIOLOGY SPECIALITY LAB LAB SERVICES
Over the last two decades, there have been tremendous technological advances, in the field of diagnostic healthcare which have resulted in new and innovative modalities that are focused on
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prevention and early detection of disease. Vijaya believes that prevention is the best cure and periodic health checkups are essential for individuals to monitor their health status and take appropriate health and lifestyle precautions. VDC offers a wide range of preventive health check packages, based on the age, gender and medical history of the patient including. Vijaya master health checkup Vijaya cardiac profile Vijaya advance cardiac profile Vijaya whole body checkup Vijaya well women checkup Vijaya general health checkup Vijaya diabetic health checkup Vijaya executive health checkup
NUCLEAR MEDICINE: Nuclear Medicine is an advanced and specialized imaging modality that allows analysis of the functionality and structure of organs like brain, heart, liver, kidneys, and bone etc, bones or tissues by using radiopharmaceuticals and imaging by a Gamma Camera. Today, it has vital applications in various fields including the diagnosis & treatment of Cancer, Heart disease, Thyroid disorders, Renal & Liver disease and many other areas. The Nuclear Medicine department at Vijaya, is approved by the AERB (under the Department of Atomic Energy) and is equipped with the most advanced and state of the art GE Infinia Hawkeye Dual Head SPECT Gamma Camera with a built in multi slice helical CT scanner. The GE Infinia "Hawkeye" system offers: Fastest scan cycle times and unparalleled clinical flexibility with an open design, for patient comfort Optimized imaging performance, at lower patient doses provides diagnostic confidence
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SPECT/CT enables fusion of the anatomical and functional information for clinical diagnosis broad coverage and 1 etched detectors to enable high, medium and low energy imaging of the highest quality
PET-CT Diagnosing and planning treatment for cancer, heart or brain disease requires technology that lives up to the challenge. With the highest sensitivity in the industry the Discovery STS 100 has set new standards in image quality. This helps in accurate diagnosis and treatment plan for patients. RADIOLOGY: Radiology is the science which deals with the use of radiant energy for the diagnosis and treatment of a disease. A minimally invasive form of medicare, it allows the doctor to study a patients internal system, without making any cuts on the body All imaging procedures are performed, keeping the patient safety in mind, and care is taken to ensure that results of the highest quality are obtained while minimizing the patient exposure to radiation. Every procedure is undertaken under the supervision of our team of highly qualified and experienced Radiologists, to ensure that the results are clinically relevant and enable better diagnosis. MRI Philips Achieva 3 Tesla MRI incorporates the latest in magnetic resonance imaging technology that combines outstanding image quality with a patient friendly short bore gantry, to eliminate claustrophobia and a dual gradient system, to enable ultra high resolution imaging. The Achieva 3.0T is a truly complete MR system, for the routine exams of brain, spine and musculoskeletal to the most advanced ones. Some of the advanced applications offered by the Achieva 3.0T include Multi Voxel Spectroscopy, DWIBS for Oncology application, 4D THRIVE, Fiber Trak, High Resolution MR Angiography, MR Diffusion and MR Perfusion imaging. The result is clinical excellence combined with patient comfort and clinical relevance.
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CT: Philips Brilliance 64 slice CT is one of the most advanced CT systems in the market and can expand clinical boundaries in cardiac, pulmonary, trauma, and pediatric imaging. This system is built on innovative Essence technology that delivers image quality, dose efficiency and rapid reconstruction times. The system enables faster scan times and lower patient exposure to radiation, while delivering unmatched image quality. The Brilliance CT offers a comprehensive range of clinical applications, not found on many other systems including high resolution Cardiac & Coronary imaging, CT Angiography, 3D Reconstruction and MPR, Virtual Endoscopy, Oncology and Pediatic Imaging, which span from early detection and diagnosis to treatment of disease. Digital X-Ray Digital X-Ray (CR) is truly a breakthrough technological development in the field of X-Ray imaging. At Vijaya, we were the pioneers in introducing Digital X-Ray, in AP, in 2000 and today we have over seven digital CR X-Ray systems installed, across our various centres. The system allows for accurate high resolution x-ray imaging, while reducing patient exposure to radiation, eliminating the need for retakes and also allows for electronic transfer of images from one location to another.
Mammography: Vijaya offers Mammography screening for Breast Cancer detection, on our Siemens Mammomat system, which is one of the most advanced systems available. Breast cancer is one of the 3 major risks for women over the age of 40 and a yearly mammogram is the most reliable method of ensuring early diagnosis of this disease, which can be treated effectively, if detected early
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Ultrasound/Color Doppler: Our Philips IU 22 color Doppler system is one of the most advanced ultrasound platforms in the world and pushes the boundaries for imaging in conventional radiology, vascular and ob/gyn imaging. The IU 22 also offers real time 3D imaging to offering a wide variety of applications in pediatric and vascular imaging. Speciality lab: Vijaya, has a dedicated specialty lab services division that caters to the outsourced needs of such hospitals and laboratories, allowing them to expand their diagnosis and treatment options, while ensuring that patients have access to the very diagnostic expertise and technology. Some of the highly specialized and state of the art modalities offered at Vijaya, include Flow Cytometry (CD4/CD8, Oncology markers, HLA typing etc) Rt PCR based DNA detection ( infectious diseases) Chemiluminescence (cancer markers, hormonal assays, endocrinology etc) Immunofluoroscence (auto immune disorders) Nephelometry (high resolution analysis of proteins etc) Immunohistochemistry (IHC)
Lab services: Today Vijaya`s lab services offerings encompass a wide range of investigations from routine tests to highly specialized ones, not offered by other hospitals or laboratories. Typically, most specialized investigations require huge capital investments in equipment, in addition to requiring highly skilled and trained technical staff to undertake these investigations. On the other hand, these tests may not be required in large volumes leading to cost inefficiencies and making it unviable for most hospitals or laboratories to offer these investigations.
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Vijaya offers a comprehensive test menu covering the key disciplines of conventional lab services: Clinical Biochemistry Haematology Clinical Pathology Histopathology & Cytopathlogy Microbiology Serology Immunology
They offer a complete spectrum of services from routine tests such as CBP or Blood Glucose to highly specialized investigations for infectious diseases, cancer markers, hormonal assays, therapeutic drug assays etc. Each individual discipline is headed by experienced, professionally qualified medical doctors supported by a team of qualified and trained technologists. All quantitative investigations are undertaken on fully automated state of art the analyzers, which eliminate the chance of any human error. It also offers a complete spectrum of services from routine tests such as CBP or Blood Glucose to highly specialized investigations for infectious diseases, cancer markers, hormonal assays, therapeutic drug assays etc. Each individual discipline is headed by experienced, professionally qualified medical doctors supported by a team of qualified and trained technologists. All quantitative investigations are undertaken on fully automated state of art the analyzers, which eliminate the chance of any human error.
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QUALITY: Vijaya is always commited to quality and uncompromising. It is implemented through design and compliance to a quality system that is focused on ensuring reliable and accurate results, every time. Our procedures ensure Use of vacationers instead of syringes for sample collection, to eliminate sample contamination or preanalytical errors Use of fully automated analyzers that eliminate the chance of human error Periodic calibration of all instruments and measuring devices Implementation of an online Quality Control (QC) program including participation in international EQA programs from reputed vendors Involvement of highly qualified, competent and dedicated professionals, in every step of the testing procedures Our unwavering commitment to quality has also resulted in us having achieved ISO 9001:2000 Certification and NABL-ISO 15189:2007 Accreditation ( under Dept of Science & Technology, Govt of India) for our laboratory services NABL - ISO 15189:2007 ISO 9001:2000
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The process of Human Resource Planning: The process of Human Resource Planning at Vijaya diagnostic centre is mainly based on Workload analysis which is one of the traditional methods of estimating the manpower requirement.
Workload analysis:
The need for manpower is also determined is also
determined on the basis of work-load analysis, wherein the company tries to calculate the number of persons required for various jobs with reference to planned output-after giving weightage to factors such as absenteeism ,idle time, etc. the following example would throw light on this: WORK LOAD ANALYSIS OF VARIOUS DEPARTMENTS ULTRASOUND: NO. OF EXISTING PERSONNEL PERSONNEL PRESENT IN A SHIFT TECHNICIAN 1 TECHNICIAN 2 TECHNICIAN 3 MINIMUM QUALIFICATION INTER/DEGREE ANY 9.00-18.00 8.30-17.30 7.30-12.30,
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SHIFTS
HUMAN RESOURCES RECOMMENDED
TECHNICIANS-5 17.00-21.00 TECHNICIAN 4 TECHNICIAN 5 8.00-17.00 11.00-20.00
SUFFICIENT
Patients who have to undergo the Ultrasound test must have their bladder full The device used is Ultrasound/Color Doppler(Philips IU 22 Color Doppler System)
Mostly, pregnant women undergo this test This department consists of 3 Doctors and 5 Technicians There are 3 rooms and 3 devices. Technicians operate in shifts Around 120 patients undergo tests a day The technicians help the Doctors in recording the data related to patient i.e.,

patient name contact number reference Doctor part to be scanned patient in-time, out-time case done by Doctor name
Technicians also help in positioning the patient and would be accompanying the Doctors.
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Interpretation: Human resources available in this department are sufficient. CT: NO. OF EXISTING PERSONNEL
MINIMUM PERSONNEL PRESENT IN A QUALIFICATION SHIFT SHIFTS HUMAN RESOURCES RECOMMENDED
TECHNICIAN 1
TECHNICIANS-3
Inter/Degree(Bio-Medical)
7.00-16.00 9.00-18.00 13.00-22.00 SUFFICIENT
TECHNICIAN 2 TECHNICIAN 3
CT is used to detect tumors in the body The device used is Philips Brilliance 64 slice CT No. of technicians are 3 The minimum qualification for the technician are inter and degree(bio-medical) The number of patients visiting per day are:35 The various activities done by the technicians are:

They gather patient health information Anesthesia Positioning the patient
Interpretation: Human resources available in this department are sufficient. MRI: NO. OF EXISTING PERSONNEL PRESENT IN A
MINIMUM QUALIFICATION SHIFTS HUMAN RESOURCES RECOMMENDED 43
PERSONNEL
SHIFT TECHNICIAN 1 TECHNICIAN 2

Inter /deg(Bio-Medical) Inter /deg(Bio-Medical) Inter /deg(Bio-Medical) Inter /deg(Bio-Medical) Inter /deg(Bio-Medical) Inter /deg(Bio-Medical) 8.00-17.00(2 members) 7.00-16.00 13.30-10.30 10.00-19.00 6.30-15.30 1.30-22.30 SUFFICIENT
TECHNICIANS-6
TECHNICIAN 3 TECHNICIAN 4 TECHNICIAN 5 TECHNICIAN 6
Magnetic resonance imaging is used to detect cancer tumors and perform tests on other parts of the body such as brain, spinal cord, etc.
The device used is PHILIPS Achieva 3.0 Tesla. The no. of technicians working here are 6.

They gather patient health information Anesthesia Positioning the patient
The minimum qualification for technician is INTERMEDIATE, DEGREE (BIO MEDICAL).
The number of patients visiting per day is 25. The minimum time to undergo this test is 15minutes.
Interpretation: Human resources available in this department are sufficient. PET/CT & NUCLEAR MEDICINE:
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NO. OF EXISTING PERSONNEL PERSONNEL PRESENT IN A SHIFT

ASSISTANT-1 ASSISTANT-2 SENIOR-1 SENIORS-2 SENIOR-2 CONSULTANT-1 CONSULTANTS CONSULTANT-2 OFFICE BOYS-2 OFFICE BOY-1 OFFICE BOY-2
MINIMUM SHIFTS QUALIFICATION
Diploma In Radiation Medicine Diploma In Radiation Medicine Diploma In Radiation Medicine Diploma In Radiation Medicine Diploma In Radiation Medicine Diploma In Radiation Medicine X standard X standard
8.30-17.30 8.00-17.00
ASSISTANTS-2
SUFFICIENT
This is used to detect tumors in the body. The device used is GE Discovery STS 100 positron immigration system with built in 16 Slice CT and GE INFINIA 4 HAWKEYE(Gamma Camera and Multi Slice CT)
The no. of technicians working here are 6 and 2 office boys The minimum qualification required is Diploma in Radiation Medicine(DRM) The technicians perform the following duties:

Radiation adjust Performing scanning Patient positioning

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Medicine preparation and Anesthesia
There are 2 consultants who write the reports for the PET/CT scan On an average 4-5 patients undergo PET/CT scan and it is done only in the morning
It takes 15-20min to undergo the scanning process On an average 10-15 patients undergo GAMMA scan.
Interpretation: Human resources available in this department are sufficient X-RAY: NO. OF EXISTING PERSONNEL PERSONNEL PRESENT IN A SHIFT
TECHNICIANS1 TECHNICIANS6 TECHNICIAN-2 TECHNICIAN-3 TECHNICIAN-4 TECHNICIAN-5 MINIMUM QUALIFICATION SHIFTS HUMAN RESOURCES RECOMMENDED
Diploma in X-ray Diploma in X-ray Diploma in X-ray Diploma in X-ray Diploma in X-ray
7.0016.00 11.0020.00 13.0022.00 12.0021.00 8.0017.00 (2TEC) SUFFICIENT
This department consists of 6 technicians The minimum qualification required is Diploma in X-ray The devices they use is drypix7000 FCR CAPSULAX-II,Collimax-III
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They perform X-Ray, Digital Orthopantogram (OPG), mammography and bone mineral density.
On an average 120 patients will undergo this test. The technicians perform the following duties:

Patient positioning Record the values told by the other technician Analyses the scanning process
The time taken for doing the X-ray are as follows:

X-ray : 2min OPG : 15min
Mammography: 15min Chest X-ray : 2min
Bone Mineral Density: 20min
Interpretation: Human resources available in this department are sufficient SAMPLE COLLECTION DEPARTMENT: NO. OF EXISTING PERSONNEL PERSONNEL PRESENT IN A SHIFT
TECHNICIAN-1 TECHNICIAN-2 MINIMUM QUALIFICATION SHIFTS HUMAN RESOURCES RECOMMENDED
MLT,DMLT MLT,DMLT
9.00-18.00 7.00-16.00 (2members)
TECHNICIAN-3 TECHNICIAN-4
MLT,DMLT MLT,DMLT
13.30-22.30 6.30-15.30 47
TECHNICIANS - 8 TECHNICIAN-5 TECHNICIAN-6 MLT,DMLT MLT,DMLT
(2members) 13.00-22.00 6.30-10.30 & 17.30-22.30
SUFFICIENT
The no of technicians are:7/8 There are 5 counters to collect the samples The minimum qualification required is MLT, DMLT. The various devices used here are: Rotator Bar coding Machines
The frequency of patients in a day : Morning -400 Evening-200
The work done by them is samples drawing and samples receiving.
Interpretation: Human resources available in this department are sufficient SAMPLE SEPARATION DEPARTMENT: NO. OF EXISTING PERSONNEL PERSONNEL PRESENT IN A SHIFT
TECHNICIAN-1 MINIMUM QUALIFICATION SHIFTS HUMAN RESOURCES RECOMMENDED
MLT,DMLT
6.30-10.30 &17.30-22.30 48
TECHNICIANS-4
TECHNICIAN-2 TECHNICIAN-3 TECHNICIAN-4 OFFICE BOY-1
MLT,DMLT MLT,DMLT MLT,DMLT X STD X STD X STD
11.00-20.00 7.00-16.00 8.00-17.00 12.00-21.00 --SUFFICIENT
OFFICE BOYS-3
OFFICE BOY-2 OFFICE BOY-3
The no of employees are:6 Technicians-3 Office boys -3 The technicians separate the samples using Centrifuge 2 office boys collect the samples from other branches and 1 gives separated the samples to the laboratory for further testing
The minimum qualification for technicians is MLT, DMLT. The minimum qualification for Office boy is 10th Standard. The various devices used here are: Centrifuge5702 EPENDORF They receive samples of around 600 per day
Interpretation: Human resources available in this department are sufficient CASH BILLING CUM RECEPTION: NO. OF PERSONNEL
MINIMUM SHIFTS HUMAN 49
EXISTING PERSONNEL
PRESENT IN A SHIFT
RECEPTIONIST-1 RECEPTIONIST- 2
QUALIFICATION
RESOURCES RECOMMENDED 6.30-17.30 6.30-17.30 7.00-16.00 12.30-22.30 SUFFICIENT
DEGREE DEGREE DEGREE DEGREE
RECEPTIONISTS-4/5
RECEPTIONIST- 3 RECEPTIONIST- 4
The no of employees are:8 They perform various activities such as :

cash billing Credit billing Answering to queries of the patients
The minimum qualification for them is any degree.
Interpretation: Human resources available in this department are sufficient.
DISPATCH COUNTER: NO. OF EXISTING PERSONNEL PERSONNEL PRESENT IN A SHIFT

EMPLOYEE-1 EMPLOYEE-2 EMPLOYEE-3 EMPLOYEES-6 EMPLOYEE-4 EMPLOYEE-5 MINIMUM QUALIFICATION SHIFTS HUMAN RESOURCES RECOMMENDED
INTER/DEGREE INTER/DEGREE INTER/DEGREE INTER/DEGREE INTER/DEGREE
8.00-17.00 11.00-20.00 9.00-18.00 6.30-10.30 &17.30-22.30 13.30-22.30 50 SUFFICIENT
EMPLOYEE-6
INTER/DEGREE
12.00-21.00
Here the customers collect their reports for the various tests undergone The no of employees in these department are: 6 The shift duties are as follows:

Morning-2 Evening-4
They work between 6.30am -22.30pm The employees store the records of all the reports from various departments. The minimum qualification required is intermediate, degree (any back ground)
MLT, DMLT& B.Sc
ECG/2D-ECHOCARDIOGRAPHY/TMT:
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NO. OF EXISTING PERSONNEL
PERSONNEL PRESENT IN A SHIFT

MINIMUM QUALIFICATION
SHIFTS
MLT,DMLT&B.Sc MLT,DMLT&B.Sc MLT,DMLT&B.Sc MLT,DMLT&B.Sc
8.30-17.30 8.00-17.00 7.30-16.30 7.00-16.00 IN SUFFICIENT
TECHNICIANS-4
The No. of technicians in these department are 4 and 2 Doctors and they work on
a rotation basis ECG:

The minimum qualification required for technicians is Intermediate, MLT,DMLT Frequency of patients is high during early hours On an average 50 patients undergo this test/day and 70 on weekends The device used in ECG is SCHILLER AT-2PLUS The technician will perform the test and submit the results in a graphical
format to the concerned Doctor. 2D-ECHOCARDIOGRAPHY:

This device used for Heart Scan The device model is 2d-Echo GE VIVID 7. The minimum qualification that is required is MLT,DMLT and Degree 2d-Echocardiography is performed under the supervision of a Doctor.
No. of patients undergoing this test per day are: 20-25
TMT:
This test has to be done in the presence of a Doctor

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This test is mainly done to examine the proper functioning of Heart The minimum qualification that is required is MLT,DMLT and Degree The device used here is GE T2100 Another device Holter system is attached to the patient to monitor the Heart-Beat rate for 24hrs.
The number of patients visiting per day : 30
Intrepretation: Presently, this department needs 1 more technician.
EEG/ENMG/PFT: NO. OF EXISTING PERSONNEL PERSONNEL PRESENT IN A SHIFT

Technicians-1 Technicians-3 Technicians-2 Technicians-3 MINIMUM QUALIFICATION SHIFTS HUMAN RESOURCES RECOMMENDED
MLT,Neurology MLT,Neurology MLT, Neurology
9.00-18.00 8.00-17.00 12.00-16.00 SUFFICIENT
The no. of technicians available are 3 and Doctors-2 The minimum qualification are MLT, Neurology The devices used are: Nicolet machine- EEG,ENMG RMS Machine -PFT The number of patients visiting per day :
ENMG/EEG :100-150/DAY
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PFT
: 3-4/DA
AUDITING: NO. OF EXISTING PERSONNEL PERSONNEL PRESENT IN A SHIFT

Employee-1 Employee-2 Employee-3 Employee-4 MINIMUM QUALIFICATION SHIFTS HUMAN RESOURCES RECOMMENDED
B.com B.com B.com B.com
9.3018.30 9.3018.30 9.3018.30 9.3018.30 SUFFICIENT
Employees-7 /3-4
The total no of employees are:7 The number of accountants : 5; one manager and an Assistant Manager are also
present.

The minimum qualification is B.Com. The various activities they perform are: Bills verification Check payments and credit bills will be verified.
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This department will oversee the billing of all the branches.
IMMUNOPATHOLOGY NO. OF EXISTING PERSONNEL PERSONNEL PRESENT IN A SHIFT

Technician-1 Technician-2 MINIMUM SHIFTS QUALIFICATION HUMAN RESOURCES RECOMMENDED
M.sc Biochemistry M.sc Biochemistry
11.0020.00 10.0019.00/ 9.00-12.00 & 15.0021.00 10.0019.00 SUFFICIENT
Technicians-3
Technician-3
M.sc Biochemistry
The number of technicians are :3 The various instruments used in this lab and their throughputs are mentioned below:

Cyclomixer Rotary shaker.

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Centrifuge. Water bath. Flow cytometric Heater Twincubator
All the technicians have good knowledge of all the instruments operating and the minimum qualification is :M.sc Biochemistry
The tests conducted are for various parameters This department receives samples of around 36-48/day and 3-5samples/weekend The various activities the technicians perform are:

Receiving the samples Processing the samples Writing the reports
Interpretation: Human resources available in this department are sufficient. BIOCHEMISTRY: ROUTINE NO. OF EXISTING PERSONNEL PERSONNEL PRESENT IN A SHIFT
Technician-1 Technician-2 Technician-3 MINIMUM QUALIFICATION SHIFTS HUMAN RESOURCES RECOMMENDED
MLT MLT MLT
9.00-18.00 13.00-22.00 11.00-20.00 (2 members) 56
Technicians-7
Technician-4 Technician-5 Technician-6 Technician-7
MLT MLT MLT MLT
IN SUFFICIENT
The number of technicians are :7 The various instruments used in this lab and their throughputs are mentioned below:

AU-OLYMPUS-2700
: 2000 TESTS/HR : 480 TESTS/HR
AU-480 BECKMEN COULTER
AVL ELECTROLYTEANALYSER : 180TESTS/HR ROCHE-P800 VITROS CAOAGULATIONS MANUAL TEST :1800 TESTS/HR : 25O TESTS/HR : 10 MIN/SAMPLE : 1-2 HR/TEST
All the technicians have good knowledge of all the instruments operating and the min qualification is : MLT
The tests conducted are for various parameters This department receives samples of around 1800-2000/day The various activities the technicians perform are:

Interpretation:
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This department requires 2 technicians. BIOCHEMISTRY-2: SPECIALITY LABS NO. OF EXISTING PERSONNEL PERSONNEL PRESENT IN A SHIFT
Technician-1 Technician-2 Technicians-4 Technician-3 Technician-4 MINIMUM QUALIFICATION SHIFTS HUMAN RESOURCES RECOMMENDED
MLT MLT MLT MLT
12.00-21.00 9.00-18.00 8.00-17.00 12.00-21.00 SUFFICIENT
The number of technicians are:4 All the technicians have good knowledge of all the instruments operating and the min qualification is : MLT
The tests conducted are for various parameters The various instruments used in this lab and their throughput are mentioned
below:

ADVIA CENTAUR XP COBAS-6000 BIO RAD D-10
: 260 TESTS/HR
: 180 TESTS/HR : 20 SAMPLES/HR
BIO RAD TURBO-II : 40 SAMPLES/HR KRYPTOR COMPACT BN-PROSPECT IMMULITE PARAMETERS

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: 6 SAMPLES/HR
: 6 SAMPLES/HR : DIFFERENT TIME DURATIONS FOR DIFERRENT
BIO RAD D-10(HB-ELECTROPHORESIS): 8MIN/TEST ELECYS-2010 OSMOMAT MANUAL TESTS : 30 SAMPLES/HR :6 SAMPLES/HR :2DAYS
The various activities the technicians perform are:

Interpretation: This department is deficit of 1 technician. CYTOLOGY AND HISTOPATHALOGY: NO. OF EXISTING PERSONNEL PERSONNEL PRESENT IN A SHIFT
Technician1 Technician2& Technician3 Technician4 Technicians -7 Technician5 Technician6 Technician7 Typist -1 MINIMUM QUALIFICATION SHIFTS HUMAN RESOURCES RECOMMENDED
MLT MLT
8.30-17.30 9.00-18.00 (2members)
MLT MLT MLT MLT INTER
11.00-20.00 8.00-17.00 (2members) 12.00-21.00 9.00-18.00 SUFFICIENT
The number of technicians are: 7 and typist-1

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The minimum qualification is MLT In BIOPSY 40 samples/day are processed The report generation time for different samples: Small sample- 3days Large sample- 5 to 7days
The various activities performed by the technicians in Cytology and
Histopathology are: Book entry of the sample Labeling checks patient history Sample separation Grossing Staining Reporting to Doctor Checking and dispatching the sample
The various devices used in this department are: CELLSPIN -I THERMACCENTRIFUGATION REMI CENTRIFUGE LEICA BLOCK CUTTING MACHINE LEICA AUTOMATIC TISSUE PROCESSOR LEICA EMBEDDING S/N LEICA EG1156
60
OVEN BACTERIOLOGICAL INCUBATOR R-8C LABORATORY CENTRIFUGE SLIDE WARMING TABLE SEROLOGICAL WATERBATH ESR ANALYSER THERMA ME
CLINICAL PATHOLOGY: NO. OF EXISTING PERSONNEL PERSONNEL PRESENT IN A SHIFT

Technician1 Technician2 Technician3 Technicians- 7 Technician4 Technician5 Technician6 Technician7 MINIMUM QUALIFICATION SHIFTS HUMAN RESOURCES RECOMMENDED
B.sc MLT, DMLT B.sc MLT B.sc MLT B.sc MLT B.sc MLT B.sc MLT B.sc MLT
8.00-17.00 12.00-21.00 13.00-22.00 9.00-18.00 10.00-19.00 7.30-16.30 9.00-18.00 SUFFICIENT
The number of technicians are: 6 to 7 The minimum qualification is B.sc MLT, DMLT.
61
The samples are processed in a serial order and on an average 250 samples are
processed per day. The various activities performed by them are: Check the sample barcode Separate the sample based on sample i.e., CUE A& FASTING They enter the details into system then into the log book Once samples results are generated they are reviewed Sr. technician and concerned Doctor The various devices used in this department are:
UROMETER 120SD MICROSCOPE-1 HOT AIR OVEN BACTERIOLOGICAL INCUBATOR R-8C LABORATORY CENTRIFUGE SLIDE WARMING TABLE SEROLOGICAL WATERBATH ESR ANALYSER THERMA ME
Interpretation: Human resources available in this department are sufficient. HAEMATOLOGY: NO. OF EXISTING PERSONNEL PRESENT IN A
MINIMUM SHIFTS HUMAN RESOURCES 62
PERSONNEL
SHIFT
technician1 Technician2 Technician3 Technician4 Technician5
QUALIFICATION MLT,DMLT MLT, DMLT MLT, DMLT MLT ,DMLT MLT ,DMLT MLT ,DMLT MLT ,DMLT MLT ,DMLT MLT ,DMLT MLT ,DMLT 9.00-18.00 12.00-21.00 13.00-22.00 9.00-18.00/ 10.00-19.00 8.00-17.00 18.00-22.00 (part time) 10.00-19.00 9.00-18.00 11.00-20.00 8.00-17.00
RECOMMENDED
Technicians-10
Technician6 Technician7 Technician8 Technician9 Technician10
OVER SUFFICENT
The number of technicians are- 10 and Doctors- 5 This department has more than required technicians and 3 can be
transferred to other branches or can be trained in new areas to meet the shortage in other departments The minimum qualification is MLT, DMLT. On an average 350-400 samples are processed per day. The various activities performed by them are: Check the sample Sample processing and grouping is done Different test are performed depending on various parameters. They enter the results into the worksheets
63
Once samples results are generated they are reviewed Sr. technician and concerned Doctor
The various devices used in this department are: ADVIA2120 PENTRA 60CPLUS MICROSE 60 AND 5 MICROSCOPES
Interpretation: Human resources available in this department are over-sufficient and they can be utilized for other functions CYTOGENETICS: NO. OF EXISTING PERSONNEL PERSONNEL PRESENT IN A SHIFT
Technician1 Technicians-2 Technician2 M.Sc Biotechnology MINIMUM QUALIFICATION SHIFTS HUMAN RESOURCES RECOMMENDED
M.Sc Biotechnology
9.00-19.00 9.00-19.00 INSUFFICIENT
The number of technicians are- 2 and Doctor- 1 The minimum qualification is M.sc Biotechnology On an average 30 to 40 samples are processed per weekend. The various activities performed by them are: Sample procession Chromosomal Analysis
The various devices used in this department are:

64
CARBONDIOXIDE INCUBATOR GALAXY 170S NEW BRUNSWICK LAMINAR AIRFLOW CHAMBER BACTERIOLOGICAL INCUBATOR REMI CENTRIFUGE MICROCSCOPE MICROSE 60 AND 5 MICROSCOPES
Interpretation: This department needs one more technician. MICROBIOLOGY: NO. OF EXISTING PERSONNEL PERSONNEL PRESENT IN A SHIFT
Technician1 MINIMUM QUALIFICATION SHIFTS HUMAN RESOURCES RECOMMENDED M.Sc, B.Sc Microbiology 8.30-16.30, 16.00-19.00, Serology technicians-4 15.00-17.00 Technician2 Technician3 Technician4 Bacteriology1 Bacteriology2 & Bacteriology3 Bacteriology-8 Bacteriology4 Bacteriology5 Bacteriology6 Bacteriology7 Bacteriology8 M.Sc, B.Sc Microbiology M.Sc, B.Sc Microbiology M.Sc, B.Sc Microbiology M.Sc, B.Sc Microbiology M.Sc, B.Sc Microbiology M.Sc, B.Sc Microbiology M.Sc, B.Sc Microbiology M.Sc, B.Sc Microbiology M.Sc, B.Sc Microbiology M.Sc, B.Sc Microbiology 12.00-21.00 9.00-18.00 8.30-17.30 8.00-17.00 8.00-11.00& 15.0021.00 (2members) 10.00-19.00 12.00-21.00 11.00-20.00 12.00-21.00 Part time 65 SUFFICIENT
The number of technicians are- 14 and Doctor-2 The minimum qualification is B.Sc , M.Sc Microbiology On an average 200 to 300 samples are processed per day. The various activities performed by them are: Sample procession depending upon the tests i.e., Serology and Bacteriology Generated test values are entered into worksheets Reports are sent to Dispatch counter through online
The various devices used in this department are: ROCHE COBASE 411 BACTERIOLOGICAL INCUBATOR & BOD INCUBATOR
Interpretation: This department needs one more technician. The Workload Analysis carried out in the Vijaya diagnostics is for a duration of 1 month and when continued for a year the number of personnel required would be 128. The process of HRP usually followed in an Organisation, consists of the following steps: 1. Forecasting the demand for Human resources Most firms estimate how many employees they require in future. The demand for human talent at various levels is primarily due to the following factors :
66
a. External challenges: These challenges arise from three important sources:
Economic developments: Liberalisation, opening up of banking sector, capital market reforms, the on-line trading systems have created huge demand for finance professionals during 1990-1995 in India. Auto components, Healthcare, and chemical industries in a steady manner. Consequently, the demand of Engineering and Management graduates, Scientists and healthcare professionals has picked up in recent times.
Political, legal, social and technical changes: The demand for certain categories of employees and skills is also influenced by changes in political legal and social structure in an economy.
Competition: Companies operating in fields where a large number of players are bent upon cutting each other`s throat often reduce their workforce. Competition is beneficial to customers but suicidal for companies operating on thin margins.
b. Oganisational decisions: The Organisation`s strategic plan, sales and production
forecasts and new ventures must all be taken into account in employment planning.
c. Workforce
factors: Demand is modified by retirements, terminations,
negotiations, deaths and leaves of absence. Past experience, however, makes the rate of occurrence of these actions by employees fairly predictable.
d. Forecasting techniques: The manpower forecasting techniques commonly
employed by modern Organisations are given below:
Expert forecasts: effect.
in this method, managers estimate future human
resource requirements, using their experiences and judgments to good
67
Trend Analysis: HR needs can be estimated by examining past trends. Past rates of change can be projected into the future or employment growth can be estimated by its relationship with a particular index
Other methods: Several mathematical models, with the aid of computers are also used to forecast HR needs, e.g., regression optimization models, budget and planning analysis. To proceed systematically, human resource professional generally follow three steps. Let`s examine these steps as applied in respect of, say a commercial bank.
Workforce analysis: The average loss of manpower due to leave, retirement,
death, transfers, discharge, etc., during the last 5 years may be taken into account. The rate of absenteeism and labour turnover should also be taken into account. The nature of competition say from foreign banks, other non-banking financial institutions may also be considered here to find out actual requirements in a year.
Job Analysis: job analysis helps in finding out the abilities or skills required to do the jobs efficiently. A detailed study of jobs is usually made to identify the qualifications and experience required for them. Job analysis includes two things job description and Job specification.
2. Preparing Manpower Inventory (Supply Forecasting) The basic purpose of preparing manpower inventory is to find out the size and quality of personnel available within the Organization to man various positions. Every Organization will have two major sources of supply of manpower; internal and external.
(a) Internal Labour supply: A profile of employees in terms of age, sex, education,
training, experience, job level, past performance and future potential should be kept ready for use whenever required. Requirements in terms of growth/diversification, internal movement of employees (transfer, promotions, retirement , etc.) must also be assessed in advance. The possibilities of absenteeism and turnover should be kept in mind while preparing the workforce
68
analysis. Frequent manpower audits must be carried out to find out the available talent in terms of skills, performance, and potential.
ESTIMATED LABOUR SUPPLY IN A FIRM

Sources of Inflows Projected Outflows Transfers Promotions New Recruits Recalls Current internal supply Projected outflows Projected + inflows this year Employees In Current Staffing level The Firm Employees Out Promotions Quits Terminations Retirements
Firm`s =
Markov Analysis: This technique uses historical rates of promotions, transfer and turnover to estimate future availabilities in the work force. Based on past probabilities, one can estimate the number of employees who will be in various positions with the Organization in the future. Skills inventory: A skills inventory is an assessment of the knowledge, skills, abilities, experience and career aspirations of each of the current employees. This record should be updated at least every two years and should include changes such as new skills, additional qualifications, changed job duties etc. Of course, confidentiality is an important issue in setting up such an inventory. Once established, such a record helps an Organisation to quickly match forthcoming job openings with employee backgrounds. b. External labour supply: When the Organization grows rapidly, diversifies into newer areas of operations or when it is not able to find the people internally to fill the vacancies, it has to look into outside sources. To the extent an organization is able to anticipate its outside requirement needs and looks into possible sources of supply keeping the market trends in mind, its problem in finding the right personnel with appropriate skills at the required time would become easier. Organizations, nowadays, do not generally track the qualifications of thousands of employees manually. Details of employees in terms of
69
Staffing level this year for this time next year
knowledge, skills, experience, abilities etc., are computerized, using various packaged software systems. IMPORTANT BAROMETERS OF LABOUR SUPPLY 1. Net migration info and out of the area 2. Education levels of workforce The 3. Demographic changes in population 4. Technological developments and shifts 5. Population density 6. Demand for specific skills 7. National, regional unemployment rates 8. Actions of competing employers 3. Determining Manpower Gaps The existing number of personnel and their skills (from human resource inventory) are compared with the forecasted manpower needs (demand forecasting) to determine the quantitative and qualitative gaps in the workforce. A reconciliation of demand and supply forecasts will give us the number of people to be recruited or made redundant as the case may be. This forms the basis for preparing the HR plan. 4. Formulating HR plans: Organizations operate in a changing environment. Consequently, human resource requirements also change continually. Changes in product mix, union agreements, competitive actions are some of the important things that need special attention. The human resource requirements identified in an organization need to be translated into a concrete HR plan, backed up by detailed policies, programmes and strategies
Recruitment plan: Will indicate the number and type of people required and when they are needed; special plans to recruit people and how they are to be dealt with via the recruitment programme.
70
Redeployment plan: Will indicate the programmes for transferring or retraining existing employees for new jobs
Redundancy plan: Will indicate who is redundant, when and where; the plans for retraining, where this is possible; and plans for golden handshake, retrenchment, layoff, etc.
Training plan: Will indicate the number of trainees or apprentices required and the programme for recruiting and training them; existing staff requiring training or retraining; new courses to be developed or changes to be effected in existing courses.
Productivity plan: Will indicate reasons for employee productivity or reducing employee costs through simplification studies, mechanization, productivity bargaining; incentives and profit sharing schemes, job redesign, etc.
Retention plan: Will indicate reasons for employee turnover and show strategies to avoid wastage through compensation policies; changes in work requirements and improvement in working conditions
Control points: The entire manpower plan be subjected to close monitoring from time to time. Control points be set up to find out deficiencies, periodic updating of manpower inventory, in the light of changing circumstances, be undertaken to remove deficiencies and develop future plans.
71
Human Resource Process at Vijaya Diagnostics on the basis of Human resources Planning Model mentioned above:
1. Forecasting the demand for Human resources :
72
It is one of the forecasting techniques which is extensively used.HR needs can be estimated by examining past trends. Past rates of change can be projected into the future or employment growth can be estimated by its relationship with a particular index. Its application at Vijaya Diagnostics is mentioned below. Application of Trend Analysis at Vijaya Diagnostics
2009-2010: NO. OF WORKING HOURS NO. OF WORKERS PRESENT RATIO 2009-2010 ESTIMATED WORKING HOURS : 4800 : 590 : 590:4800 : 5840 : 5840*(590 /4800)=128(APPROX)
NO. OF WORKERS REQUIRED INTREPRETATION:
IF THE DEPARTMENT HEADS HAVE A SPAN OF 16 TECHNICIANS, 8 DEPARTMENT HEADS OR SUPERVISORS ARE ALSO REQUIRED.
Workforce analysis: The average loss of manpower due to leave, retirement, death, transfers, discharge, etc., during the last 5 years may be taken into account. The application of Workforce analysis at Vijaya Diagnostics helps in deternining the loss of its manpower and the main reasons behind their exit. The application of Workforce analysis at Vijaya Diagnostics is mentioned below
Promotions Out >Job Hopping Transfers In> >Transfers Out Recruits in> >Retirement
2. Preparing Manpower Inventory (Supply Forecasting)

Promotions in> The basic purpose of preparing manpower inventory is to find out the size and quality of Discharge or Dismissal >
personnel available within the Organization to man various positions. Markov Analysis in
73
any Organization uses historical rates of promotions, transfer and turnover to estimate future availabilities in the work force. Based on past probabilities, one can estimate the number of employees who will be in various positions with the Organization in the future. Application of Markov Analysis in Vijaya Diagnostics 2009-2010 Doctors N=20 HOD`S N=10 Doctors 18 90
%
HOD`s
Mgr`s
S.E
Tech
O.B
EXIT 2 10
%
90 %
10 % 10 % 50 % 22 % 20 %
Mgr`s N=10
9 90
%
S.E N=16
50 %
Technicians N=510 O.B N=16 Forecasted supply 18 9 9 8
398 78
%
112 16 80
%
4 128
398
15
Skills inventory: A skills inventory is an assessment of the knowledge, skills, abilities, experience and career aspirations of each of the current employees. Skills inventory at Vijaya Diagnostics is done in the following way to represent the KSA`s required in an employee.
74
Skills Inventory system in Vijaya Diagnostics: Name: A.K.Sen Number:429 Word Accounting Description Tax Date printed:1-4-2010 Department:41 Keywords Work experience Activity From To Company Supervision 2004 2006 Taxclerk Tradewell Company and Analysis Supervision 2006 Auditing Records Education Degree MBA B.Com Computer Literacy Tally French Major Finance Accounts Languages Year 2004 2001 Position preference Accounting 2008 2009 Chief Accounts City Union Bank Special Qualifications Memberships Course NCFM Date 1999 1.AIMA 2.ISTD 3.ICA Hobbies Chess Football Computer Supervision 2008 Accountant Elixir Organization
Book Keeping
Ledger
Risk Management 2004 Location choice Kolkata Delhi
Employee Signature_______________ Date ____________________________ 3. Determining Manpower Gaps
Hyderabad Swimming HR Department___________________ Date_____________________________
The existing number of personnel and their skills (from human resource inventory) are compared with the forecasted manpower needs (demand forecasting) to determine the quantitative and qualitative gaps in the workforce. By determining manpower gaps Vijaya Diagnostics can estimate the required manpower for the present and future needs. This forms the basis for preparing the HR plan.
75
Determining manpower requirements at Vijaya diagnostics:

1. Number required at the beginning of the year 2. Total requirements at the end of the year : 718 3. Number available at the beginning of the year 4. Additions (transfers, promotions) : 590 : 20 : 20 : 128
5. Separations (retirement, wastage, promotions out and other losses) 6. Total available at the end of the year 7. Additional numbers needed in the year : 590 : 128.
FINDINGS: Vijaya Diagnostic centre is an Organization which was functioning based on traditional values but it`s now coping with the changes and working towards modernization. The human resources available are self sufficient for handling present in patient flow The Organization has well qualified technicians 76
The Organization lacks Employee-engagement activities The Organization has Centralized power of Authority
SUGGESTIONS: The Human Resources presently available are sufficient but in the future there may be a dearth of qualified technicians due to increase in-patient flow. So, to tackle this job enrichment must be encouraged so as to have bench strength of qualified personnel and help in succession planning. Employee engagement activities must be initiated so that trust develops between the employees and the management which creates harmony and better relations. 77
Management has to change its view towards the manpower i.e., from cost centered to profit centered.
CONCLUSION
78
BIBILOGRAPHY
TEXT BOOKS
Aswathappa K. "Human Resource and Personal Management" Text and Cases, Tata McGraw Hill Publishing Company Ltd., New Delhi.
79
Chhabra T.N. "Human Resources Management Concepts and Issues, Fourth Edition", Shampat Rai & Co., Delhi.
Gupta, C. B. (2004), "Human Resource Management", Sixth Edition, Sultan Chand & Sons, New Delhi.
Kothari, C. R. (2005), "Research Methodology", Second Edition, New Age International Publishers, New Delhi.
WEBSITES
www.vijayadiagnostics.com http://www.whereincity.com http://health.allrefer.com http://www.medterms.com http://modernmedicare.co.in http://www.themedica.com http://www.indiaincorporated.com http://business.gov.in http://en.wikipedia.org http://www.ibef.org
ANNEXURE
ORGANOGRAM OF VIJAYA DIAGNOSTIC CENTRE
80
Chairman and Managing director Dr.Surender Director Ms. Suprita Reddy
Technical
Non Technical Audiometr ic Test Sample Collection Managing director Dr.Surend er Reddy
Lab Biochemistry Dr. Kanaka Sabapathi Dr.Surender Reddy Pathology Dr. Kalyani
Radiology Dr MGK Murthy MRI
Cardiology
Managing director Dr.Surend er Reddy
Front Office and Patients Relations
Treadmill
Operations
CT
2DEcho
Haematology
PET CT
Human Resources Chairman and -P N Managing Narayana director Vyas Dr.Surender Finance and Accounts P Venkat Reddy Purchases and Stores
Serology
Ultra Sound
Microbiology Dr Vijaya Lakshmi X Ray
Administrati on Internal Audit Cyril Joseph Billing Chandra Reddy Marketing Joseph
Cytogenetics
TABLE SHOWING COMPARISION OF SERVICES OFFERED BY VIJAYA DIAGNOSTIC CENTRE AND OTHER PRIVATE DIAGNOSTIC CENTRES:
S.N O
SERVICE DIAGNOSTIC CENTRES
81
VIJAYA 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 BIOCHEMISTRY Clinical Biochemistry Routine Biochemistry Immunology Hematology Serology Molecular Biology Microbiology Radioimmunoassa y Central Lab facility for Clinical Trials Clinical Pathology Histopathology & Cytology Cytogenetics Toxic Metals Immuno Phenotyping RADIOLOGY MRI CT Digital X-Ray Mammography Ultrasound/Color Doppler HSG IVU MCU Dental OPG SPECIALITY LABS Flow Cytometry Rt PCR based DNA detection Chemiluminescen ce Immunofluorosce nce Nephelometry Immunohistochem istry NA
DR.L AL NA NA NA NA NA NA NA
PATH CARE NA NA NA NA NA NA NA
VIMT A NA
LUC ID NA NA NA NA NA
SR L NA NA NA NA NA NA NA NA NA NA NA
THYROC ARE NA NA NA NA NA NA
ELBIT NA NA NA NA NA
17
NA NA NA NA NA NA
NA NA NA NA NA NA
NA NA
82
18
19 20 21 22
CARDIOLOGY ECG 2d echo cardiography Colour Flow Studies Doppler Evaluation TMT EEG ENMG PFT NUCLEAR MEDICINE PET/CT GAMMA SCAN
NA NA NA NA NA NA NA
NOTE:-The above information has been obtained through their Company portals -SERVICE AVAILABLE -SERVICE NOT AVAILABLE NA- INFORMATION ABOUT SERVICE NOT AVAILABLE Intrepretation: From the above comparative analysis I found that services offered by most of the Private diagnostic centres differ from one another but, Vijaya Diagnostic Centre has provided various diagnostic procedures to the people.
83
TABLE SHOWING COMPARISION OF SERVICES OFFERED BY VIJAYA DIAGNOSTIC CENTRE AND OTHER CORPORATE HOSPITAL NETWORKS:
S.N O
SERVICES
VIJA YA MYTH REMED CORPORATE HOSPITAL ORANGE ADITYA RI Y NETWORKS NA NA NA NA NA NA NA NA NA NA NA NA NA NA NA
1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16
BIOCHEMISTRY Clinical Biochemistry Routine Biochemistry Immunology Hematology Serology Molecular Biology Microbiology Radioimmunoassay Central Lab facility for Clinical Trials Clinical Pathology Histopathology & Cytology Cytogenetics Toxic Metals Immuno Phenotyping RADIOLOGY MRI CT Digital X-Ray Mammography Ultrasound/Color Doppler HSG IVU MCU Dental OPG SPECIALITY LABS Flow Cytometry Rt PCR based DNA detection Chemiluminescence Immunofluoroscence Nephelometry Immunohistochemistry CARDIOLOGY
17
18
84
19 20 21 22
ECG 2d echo cardiography Colour Flow Studies Doppler Evaluation TMT EEG ENMG PFT NUCLEAR MEDICINE PET/CT GAMMA SCAN
NA NA
NA NA
NA NA NA NA
NOTE:-The above information has been obtained through their Company portals -SERVICE AVAILABLE -SERVICE NOT AVAILABLE NA- INFORMATION ABOUT SERVICE NOT AVAILABLE Interpretation: From the above Comparative analysis I found that some of the Corporate Hospital Networks also offer Diagnostics services. When we compare the services offered by them with Vijaya Diagnostics centre, Vijaya is ahead by providing most of the services better than them.
85
WORK-FLOW DIAGRAMS
CASH BILLING TYPE -1 MEDICAL REPRESENTATIVE
Medical representative from other agencies
Meets the cash counter executive
Sample verification
If the sample is valid
No statu
Bring new sample
Yes
Bill will be processed and test the sample
TYPE 2: PATIENT WITH PRESCRIPTION

86
Patient With Prescription visits VDC
Executive Records the Demographic Details Of Patient
Executive processes the bill
lab technician is available
No statu
Patient has to wait for some time to undergo the test
Yes Patient can undergo the test directly
CASH BILLING
TYPE3: PATIENT WITH DISCOUNT

87
Patient with recommendation for discount
Executive checks the prescription of Patient
Is prescription valid Yes
No Discount is not applicable
Process the bill with discount availed
Patient can undergo the test
TYPE 4: MEDICAL REPRESENTATIVE /PATIENT`S QUERIES:
Medical representatives or patients visits VDC regarding a query
88
Meets the PRO
PRO clears their doubts
TYPE 5: CREDIT BILLING
89
Medical representatives from other agencies
Medical representative gives the sample for testing
Sample is sent for verification
Valid Sample Yes
No statu
Collect the new sample from the patient
Process the bill and doesn`t mention the amount
Sample is tested
2D-ECHO/TMT DEPARTMENT:
90
Patient with bill and Doctor`s prescription meets the lab technician
Lab technician checks them
No statu Valid details Yes Patient will undergo the test Patient has to resubmit the necessary details
Reports Are Sent to the Dispatch Counter
Patient collects the report form dispatch counter
CLINICAL PATHOLOGY
Sample collection 91
Sample separation
Cytology department
Checks the sample and bar coding
Separate the sample i.e., based on fasting and CUE Enter the details into system and then into Log book Sample processing If any doubts arise during processing samples are verified by concerned Doctor Reports are generated and sent to Typing department review -1 by srsr Sr.Technician srsr Authentication of reports by Doctor and sent to Typist srsr
Results are checked and sent to dispatch CYTOGENETICS Counter
92
Patient approaches them directly
Technicians take the sample from the patient
Sample is tested
Reports are sent to Dispatch counter
CYTOLOGY&HISTOPATHOLOGY
Sample collection 93
Sample separation
Cytology department Checks the sample and notes details in entry book
Labeling and checks the patient history Separate the samples based on the test i.e., Cytology and Biopsy
Sample processing Labeling and reporting to Doctor for results generation Reports are generated and sent to Typing department srsr
Results are checked and sent to dispatch Counter
DISPATCH COUNTER
Customer or patient enters the VDC
94
Customer has to come the next day Customer or patient meets the Executive at the dispatch counter
Report delay
Executive checks the prescription Status updat e
Reports are ready
Repor t
No
Follow up to technical department
Ye s
Reports delivered
ECG DEPARTMENT
95
EEG/ENMG/PFT DEPARTMENT
96
GAMMA SCAN
Patients meet the cash counter executive Scanned images are reviewed by the Bill collects the and Patientis processed reports The reportconsultants reference are sent to Patients undergo the the executive directs from the dispatch counter dispatch counter and they write the them test to the lab reports 97
HAEMATOLOGY
Sample collection
Sample separation
98
Haematology department
Checks the sample and notes the details i.e., signature and time in entry book
Sample processing
Results are entered into the worksheets Results are sent to typing department srsr Results 1st review by Sr.Technician srsr
Authentication by Doctor tication
IMMUNOPATHOLOGY
Results are sent to dispatch Counter Sample collection
99
Sample separation
Immunopathology department
Test the sample
Generated reports are sent to Dispatch counter Patients collect their reports at Dispatch counter
MICROBIOLOGY
Sample collection
Sample separation
100
Microbiology department
Serology
Bacteriology
Test the sample
Generated test values are entered into worksheets Reports are sent to Dispatch counter through online Patients collect their reports at Dispatch counter
MRI /CT DEPARTMENT:
Patients meet the executive at the cash counter 101 Patients take and MRI processedthe Bill is Receptionist Patient Executive directs the collects theform report Patient undergoes thefrom appointment for the gives a test code to patient waits the at specified time test dispatch counter them to MRI LAB receptionist the patient appointment time
PET/CT
Patients who have to undergo this test meet PRO
Scanned images are PRO gives them reviewed by the appointment for the Patient collects the reports The report consultants reference are sent to Patients test undergo the Bill processing fromdispatch counter the dispatch the and they writecounter test reports
102
SAMPLE COLLECTION
Patients meet the cash counter executive for giving the sample Lab technician affixes After the sample is a barcode to the tubes Submits the necessary collected technician Patient collects the reports The report are sent to for collecting the documents to counter directs them and bill from the dispatch other dispatch counter sample processing is done tests if required 103
SAMPLE SEPARATION Technicians collect the sample from the sample collection department and other branches 104 The Samples are are sent to test reports sent to Technicians keep the dispatch counter laboratory for testing sample in centrifuge
ULTRASOUND
Patient meets the executive regarding the test
Technician records If details of patient i.e., No.of Executive directs them name, in time, out to doctor`s name, tests time, the Ultrasound >1 part to dept be scanned
105
Patient undergoes the test
Patient has to wait for other tests to be conducted
Reports are generated and sent to Dispatch counter
Reports are generated and sent to dispatch counter
Patients collect the test reports from the Dispatch X-RAY DEPARTMENT counter
106 Lab technician checks Valid Patient will undergo the test them details Yes No Patient has to resubmit the necessary details
107

Project Report On Human Resource Planning

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A STUDY ON HUMAN RESOURCE PLANNING With reference to VIJAYA DIAGNOSTIC CENTRE, HYDERABAD A project report submitted to Vignan University

SCHOOL OF MANAGEMENT STUDIES VADLAMUDI-522213.

PLACE: VADLAMUDI (Y.ADITYA) DATE:

LIST OF CONTENTS CHAPTER TOPICS 1 1.1 INTRODUCTION PAGE NO. 1

83-84 84-85 85 85-86 86-87 87-88 89-90 90-91 91-92 93 94

Definition: Manpower planning (HRP) is the process-including forecasting, developing

Business strategy plans to build a competitive focus in one line of business

cost of human resources.

which these resources are employed optimally;

LONG-RANGE OBJECTIVES AND PLANS

INVENTORY OF PRESENT HUMAN RESOURCES

NET NEW HUMAN RESOURCES REQUIREMENTS

ACTION PROGRAMMES FOR RECRUITING & SELECTING NEEDED PERSONNEL

PROCEDURES FOR EVALUATING EFEFFECTIVE NESS OF HUMAN RESOURCES PLANNING

SHORT -TERM GOALS PLANS PROGRAMMES AND BUDGETS

WORK FORCE REQUIREMENTS BY OCCIPATIONAL CATEGORIES, JOB SKILLS, DEMOGRAPHIC CHARACTERISTICS

INVENTORY BY OCCUPATIONAL CATEGORIES, JOB SKILLS, DEMOGRAPHIC CHARACTERISTICS

NEEDED REPLACEMEN TS FOR ADDITIONS

Figure: Human Resource Planning System

Reduced fear of redundancy. Training and development, continued marketability.

OBJECTIVES AND LIMITATIONS OBJECTIVES:

To design a HRP system for Vijaya Diagnostics centre.

Statistical Tools used:

The need for manpower is also determined is also

HUMAN RESOURCES RECOMMENDED

TECHNICIANS-5 17.00-21.00 TECHNICIAN 4 TECHNICIAN 5 8.00-17.00 11.00-20.00

7.00-16.00 9.00-18.00 13.00-22.00 SUFFICIENT

They gather patient health information Anesthesia Positioning the patient

SHIFT TECHNICIAN 1 TECHNICIAN 2

TECHNICIAN 3 TECHNICIAN 4 TECHNICIAN 5 TECHNICIAN 6

They gather patient health information Anesthesia Positioning the patient

The minimum qualification for technician is INTERMEDIATE, DEGREE (BIO MEDICAL).

NO. OF EXISTING PERSONNEL PERSONNEL PRESENT IN A SHIFT

MINIMUM SHIFTS QUALIFICATION

HUMAN RESOURCES RECOMMENDED

Radiation adjust Performing scanning Patient positioning

Medicine preparation and Anesthesia

7.0016.00 11.0020.00 13.0022.00 12.0021.00 8.0017.00 (2TEC) SUFFICIENT

The time taken for doing the X-ray are as follows:

X-ray : 2min OPG : 15min

Mammography: 15min Chest X-ray : 2min

Bone Mineral Density: 20min

9.00-18.00 7.00-16.00 (2members)

TECHNICIANS - 8 TECHNICIAN-5 TECHNICIAN-6 MLT,DMLT MLT,DMLT

(2members) 13.00-22.00 6.30-10.30 & 17.30-22.30

The frequency of patients in a day : Morning -400 Evening-200

The work done by them is samples drawing and samples receiving.

TECHNICIAN-2 TECHNICIAN-3 TECHNICIAN-4 OFFICE BOY-1

MLT,DMLT MLT,DMLT MLT,DMLT X STD X STD X STD

11.00-20.00 7.00-16.00 8.00-17.00 12.00-21.00 --SUFFICIENT

OFFICE BOY-2 OFFICE BOY-3

RESOURCES RECOMMENDED 6.30-17.30 6.30-17.30 7.00-16.00 12.30-22.30 SUFFICIENT

DEGREE DEGREE DEGREE DEGREE

The no of employees are:8 They perform various activities such as :

cash billing Credit billing Answering to queries of the patients

The minimum qualification for them is any degree.

Interpretation: Human resources available in this department are sufficient.

DISPATCH COUNTER: NO. OF EXISTING PERSONNEL PERSONNEL PRESENT IN A SHIFT

INTER/DEGREE INTER/DEGREE INTER/DEGREE INTER/DEGREE INTER/DEGREE

8.00-17.00 11.00-20.00 9.00-18.00 6.30-10.30 &17.30-22.30 13.30-22.30 50 SUFFICIENT

MLT, DMLT& B.Sc

Interpretation: Human resources available in this department are sufficient.

NO. OF EXISTING PERSONNEL

Employee Signature_ Date ______________ 3. Determining Manpower Gaps

Hyderabad Swimming HR Department_ Date___________