At Liaquat National Hospital & South City Hospital

Presented by: Aisha faheemMisbah Maqsood Tahira Sultana

About South City Hospital…• It is a privately owned facility in.  Karachi, Pakistan.

• It covers a wide spectrum of specialties, with an aim to provide top grade medical care.

• In 2004, the owners of a private hospital in an upscale locality of Karachi, i.e. Clifton, announced its demolition to make way for a shopping centre and hotel complex.

•  The destruction of a functional hospital created a vacuum that motivated a group of Pakistan’s top medical professionals to form a consortium and acquire an existing hospital in Clifton.

• In addition to the original consortium, SCH has since attracted some of Pakistan’s top doctors and surgeons.

•  It is a top grade facility that rivals the finest hospitals in Europe and USA.

•  Construction for the new SCH facility started in March 2005 and phase 1 became operational in December 2006 whereas phase 2 was recently completed in March 2008. 

• The facility covers an area of 3,250 square yards and has a total capacity of 124 beds.

•  It houses a pharmacy, laboratory, fully equipped radiology unit, 6 state of the art operating theatres, labor and delivery suites and a cardiac unit.

About liaquat national hospital• It is located at Stadium Road, Karachi, Sindh, Pakistan and was established on October 16,

1958.

• At a meeting chaired by Begum Rana Liaquat Ali Khan, the committee decided to establish a hospital in Karachi, Pakistan under the name "The National Hospital.

• In memory of Nawabzada Liaquat Ali Khan, the first Prime Minister of Pakistan who was assassinated in 1951, the National Hospital was renamed as Liaquat National Hospital.

• In 1978, the institute entered into the field of education.

• It has 700 beds with 32 specialty services, providing diagnostic and therapeutic facilities.• It has a residency training program, representing a majority of the existing disciplines,

recognized for fellowship by the CPSP.

• The hospital has MRI machines, pathology laboratory facilities, additional Executive II and III Wards, CCU, MICU, dialysis machines and ventilators. An operation theatre, intensive care unit. and transplant unit complex are under construction.

Recruitment

• The process of generating a pool of candidates.

ORThe process of discovering potential

candidates.

Recruitment

Recruitment is a two way process..

Recruitment Process

As a whole…

Selection

Selection criteria

Selection Methods

CAREER AT LNH

RECRUITMENT & SELECTION AT LNH

• By qualification, merit and fitness. 

• Progress depends on employee’s ability, dedication and loyalty towards hospital.  

• Hospital's practice to promote its own staff to higher positions.

• Managers set clear, ambitious and inspiring goals.

• Leading on the basis of trust, we empower our people to make their own decisions.

• Demonstrates courage and conviction when introducing necessary changes.

• Expect out managers to serve as role models in everything they do. 

• The hospital reserves the right to transfer the employee within the organization.

• Employment is subject to obtaining a satisfactory medical report from the hospital appointed doctor and presentation of previous employer reference.

• The Sourcing and Recruitment policy aims to define a uniform framework of standards that support the presence of as a technology leader in the market.

• These policies structure our internal standards and processes for excellence in selection and recruiting.

PROCEDURE OF RECRUITMENT AND SELECTION

• Job Analysis– : Job Specification– : Job Description

• Orientation• Selection

SWOT analysis of LNHSTRENGTHS

1.Strong brand helps in recruiting best

available candidates.2.Vital knowledge

sharing on regional bases

3.One of the few Hospitals whose H.R department is I.S.O

certified.4. Due to service level agreements

H.R department is a profit center.

WEAKNESS1.Internal brain

drains, as most of the employees of

LNH are interested in Middle East

markets.

2.High Employee turnover rate

Opportunity:1. Availability of more qualified

workforce.2. New job

openings as new projects in

Pakistan are opening up.

Threats:1. Uncertain 

economic stituation makes it difficult for H.R to develop 

short and long term strategies.

2. Law and order situation is resulting in quicker brain 

drain from Pakistan.

Job description example -LNH

FOR THE POST OF MANAGER HR• Job Description:

Will be responsible for manpower planning, recruitment of employees, processing separations, coordinating new employees orientation, exit interviews and other hr activities.

Our Reference letter

Questionnaire-LNH• Q1.What is current strength of organization?• Permanent • Temporary • Daily Wages • Total:

• Q2. Does the organization do proper Job Analysis before Selection Process begins?• a. Yes

b. No

• Q3.If yes what is the procedure of job Analysis?• Position, Placement, Department

• Q4. Does the Job Responsibilities and Job Description are clearly defined to the candidates appearing for selection process?a. Yesb. No

• Kindly share JD and JS

• Q5. Do you think organization prefers referred candidates?a. Yesb. No

• Q6.What is the selection methods by organization in use currently?• Written test , M.c.q.s ,Interviews.

• Q7.Kindly share different steps leading to recruitment and selection?• Short listing, Interview, Reference Check

Q8. Does the selection methods used by the Organization are reliable?a. Yesb. No

• Q9. Is the organization doing timeliness recruitment and Selection process?a. Yesb. No

• Q10 .How do you come to know the recruitment needs?• Resignations

Questionnaire-LNH• Q11. Does HR have an adequate pool of quality applicants /screened applicants?• Yes

b. No

• Q12. Rate the effectiveness of the interviewing process and other selection instruments, such as testing?a. Application Forms

• b. Employment Interviews• c. Tests of Abilities, Aptitudes, and Skills• d. Personality Test

• Q13. Does the HR team act as a consultant to enhance the quality of the applicant pre-screening process?a. Yesb. No

• Q14. Rate how well HR finds good candidates from non-traditional sources when necessary?a. Poorb. Adequatec. Excellent

• As per situation

• Q15. Do you think organization looks for experienced employees in selection Process?a. Yesb. No

• Q16. Which is the most important soft skill quality the organization looks for in a candidate?a. Knowledgeb. Interpersonal skillsc. Optimistic Natured. Disciplinee. Team Work Abilityf. Others

• g. Change adaptability • h. Team player • i. Team Leader

Questionnaire-LNH• Q17. Do you think organization is using satisfactory methods of interview?

a. Yesb. No

• Q18. Is the Resume screening and Short listing method used by the organization is satisfactory?a. Yesb. No

• Q19. Do you think criteria for short listing of candidates used by the organization is satisfactory?a. Yesb. No

• Q20. Does the organization do employee verification before and after selection?a. Yesb. No

• Q21. How do you rate the Selection Policy of the organization?a. Goodb. Averagec. Poor

• Q22. Can you share employee turnover ratio /year?• 50+

• Q 23: Do you have a policy for internal promotion?• yes• Kindly share procedure and process for internal selection• Observation, achievement, Time Frame, Evaluation

• Q24.How many employees have resigned on their own during 2013, 2014, and 2015?• 20,40,30+

• Q25 Did you ever carry salary survey. If you where do you stand in terms of industry/market?• no

CAREER-AT SOUTH CITY HOSPITAL

South city-Want to work with us?• Its H.R has a strategy to attract

and retain talented, highly qualified individuals who are focused on achievement and productivity. 

• It offers health insurance policy, benefit schemes and transport facilities.

• It emphasizes on training and supporting quality standards to maintain optimum service for our clients

EMPLOYEE SELECTION PROCESS:

• Vacancy• Trainee test• Test Qualify (HR Interview)• Short list offered• Letter issue• Orientation

Questionnaire-South City• Q1.What is current strength of organization?• Permanent • Temporary • Daily Wages • Total:

• Q2. Does the organization do proper Job Analysis before Selection Process begins?• a. Yes

b. No

• Q3.If yes what is the procedure of job Analysis?• Position, Place, Department

• Q4. Does the Job Responsibilities and Job Description are clearly defined to the candidates appearing for selection process?a. Yesb. No

• Kindly share JD and JS

• Q5. Do you think organization prefers referred candidates?a. Yesb. No

• Q6.What is the selection methods by organization in use currently?• Written Test,Interview

• Q7.Kindly share different steps leading to recruitment and selection?• Screening,Shortlisting,IOP,Profile Check,Refrence check,written test,Interview.

• Q8. Does the selection methods used by the Organization are reliable?a. Yesb. No

• Q9. Is the organization doing timeliness recruitment and Selection process?a. Yesb. No

• Q10 .How do you come to know the recruitment needs?• Resignations,•  

Questionaire-South City• Q11. Does HR have an adequate pool of quality applicants /screened applicants?• Yes

b. No

• Q12. Rate the effectiveness of the interviewing process and other selection instruments, such as testing?a. Application Forms

• b. Employment Interviews• c. Tests of Abilities, Aptitudes, and Skills• d. Personality Test

• Q13. Does the HR team act as a consultant to enhance the quality of the applicant pre-screening process?a. Yesb. No

• Q14. Rate how well HR finds good candidates from non-traditional sources when necessary?a. Poorb. Adequatec. Excellent

• d. as per situation

• Q15. Do you think organization looks for experienced employees in selection Process?a. Yesb. No

• Q16. Which is the most important soft skill quality the organization looks for in a candidate?a. Knowledgeb. Interpersonal skillsc. Optimistic Natured. Disciplinee. Team Work Abilityf. Others

• g. Change adaptability • h. Team player • i. Team Leader

Questionnaire-South City• Q17. Do you think organization is using satisfactory methods of interview?

a. Yesb. No

• Q18. Is the Resume screening and Short listing method used by the organization is satisfactory?a. Yesb. No

• Q19. Do you think criteria for short listing of candidates used by the organization is satisfactory?a. Yesb. No

• Q20. Does the organization do employee verification before and after selection?a. Yesb. No

• Q21. How do you rate the Selection Policy of the organization?a. Goodb. Averagec. Poor

• Q22. Can you share employee turnover ratio /year?• 100+

• Q 23: Do you have a policy for internal promotion?• yes• Kindly share procedure and process for internal selection• Selection, Target, Time frame ,Evaluation

• Q24.How many employees have resigned on their own during 2013, 2014, and 2015?• 42,93,70+

• Q25 Did you ever carry salary survey. If you where do you stand in terms of industry/market?• No

Employee Requisition Form

Cont…

Cont..

Job training form

KEY TERMS:

• PERFORMANCE APPRAISAL Process of evaluating employee’s performance.• UNIONIZED EMPLOYEES Employees who are covered under union

management agreement. In Pakistan ,workers and staff from Grade 1 to Grade 16 are entitled for union membership.

• NON-UNIONIZED EMPLOYEES All employees of LNH Pakistan working in grade S0 or

above.

E-RECRUITMENT• E-Recruitment is an application of internet used to recruit / hire the

right employee for each position. • Its objective is to have a one stop information center’ for each

potential candidate as per hiring guidelines of Pakistan Medical and Dental Council.

• With the approval of each ERF, a Job is opened on e-Recruitment in order to receive applications against the required Job Position, track CV’s short-list candidates, call for tests and interviews.

• Test scores are also maintained in this application. • The Interview status is also available for the Key Account.• Officers to view and follow the status of each interview.

.

E-Recruitment• How to access the application: Passwords and

demonstrations of the system have been offered to business units.

• New Employee Integration - The purpose of this method is to describe a set of activities to be performed in order to integrate new employees in as fast and efficient a manner as possible. 

• Employee Joining Package – The purpose of this package is to provide new employees with all the required information and documents to facilitate a safe and successful transition into new working environment

INTERVIEW PROCESS• Intelligent and effective interviews form the cornerstone of good hiring

techniques. • Interviewing is also an art that few people possess but most can master. • Interview Evaluation Form is used for the evaluation of candidates. It must

be filled and returned to the Key Account Officers once the interview has been conducted.

• Feedback from the interview is entered into the E-Recruitment application in order to maintain track of the applicant while he/she goes the various phases of selection.

• This is of benefit to both HR and the business units.

INTERVIEW EVALUATION FORM                                        • Interview Evaluations Guidelines provide a list of questions as per the

hospital Leadership Capabilities. Both condensed and details user guidelines are available on how to evaluate candidates.

ORIENTATION PROGRAMS• – Orientation Programs are conducted for all new

employees.  HR holds a session to describe the purpose and intent of the Joining Packet and the correct utility of the enclosed forms.

Items covered:• Organization overview• HR Policies• INTEGRATION OF EMPLOYEES

The Orientation Program is held every month by HR on scheduled dates.

PERORMANCE MANAGEMENT  Confirmation of Service Upon completion of the probation period or the training period, HR sends

out an Adviser to the business units. This is basically a confirmation, by the business unit and it is done:

•      To extend probation •      To extend training •      To offer a contract position •      To separate • In the event of non-receipt of return advice from the BU, the employment/training stands

terminated. There is, hence, no employment contract between the company and the candidate upon expiration of services.

• 1. PURPOSE: • To define the procedure for performance appraisals, increments and promotions of the

employees. • 2. SCOPE: • The procedure is applicable for unionized (staff only) and non-unionized • Permanent Employees. Trainees, Contract employees, workers and those • Compensated through MBO are not covers in this process.

Thought of the day..