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 UniversityIn 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.

1

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:

2

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

3

LIST OF CONTENTS

CHAPTER TOPICS PAGE NO.

1 1.1 INTRODUCTION 1

1.2 REVIEW OF LITERATURE 2

1.1 NEED FOR THE STUDY 11

1.3 OJECTIVES AND LIMITATIONS 13

1.4 METHODOLOGY 13

2 2.1 INDUSTRY PROFILE 15

2.2 COMPANY PROFILE 33

3 3.1 DATA ANALYSIS AND

INTERPRETATION

48

4 4.1 FINDINGS AND SUGGESTIONS 95

BIBILOGRAPHY 99

ANNEXURES/APPENDICES

4

LIST OF TABLES:

3.1 Comparision of services offered by vijaya diagnostic centre and other private diagnostic centres 51-52

3.2 Comparision of services offered by vijaya diagnostic centre and other corporate hospital networks

53-54

3.3 Table showing work load analysis of ultrasound 75-763.4 Table showing work load analysis of ct 763.5 Table showing work load analysis of mri 773.6 Table showing work load analysis of pet/ct & nuclear medicine 783.7 Table showing work load analysis of x-ray 793.8 Table showing work load analysis of sample collection department 803.9 Table showing work load analysis of sample separation

department81

3.10 Table showing work load analysis of cash billing cum reception 823.11 Table showing work load analysis of dispatch counter 82-833.12 Table showing work load analysis of ecg/2d-echocardiography/tmt 83-843.13 Table showing work load analysis of eeg/enmg/pft 84-853.14 Table showing work load analysis of auditing 853.15 Table showing work load analysis of immunopathology 85-863.16 Table showing work load analysis of biochemistry: routine 86-873.17 Table showing work load analysis of biochemistry-2: speciality

labs87-88

3.18 Table showing work load analysis of cytology and histopathalogy 89-903.19 Table showing work load analysis of clinical pathology 90-913.20 Table showing work load analysis of haematology: 91-923.21 Table showing work load analysis of cytogenetics: 933.22 Table showing work load analysis of microbiology: 94

5

LIST OF FIGURES/DIAGRAMS:

1.1 Human resource planning system 9

2.1 Services industry 152.2 Acupressure 192.3 Reflexology 222.4 Organogram 473.1 Work-flow diagram of cash billing: type-1 medical representative 533.2 Work-flow diagram of cash billing: type 2 patient with prescription 543.3 Work-flow diagram of cash billing: type3: patient with discount 553.4 Work-flow diagram of cash billing: type 4: medical representative

/patient`s queries56

3.5 Work-flow diagram of cash billing: type 5: credit billing 573.6 Work-flow diagram of 2d-echo/tmt department 583.7 Work-flow diagram of clinical pathology 593.8 Work-flow diagram of cytogenetics 603.9 Work-flow diagram of cytology&histopathology 613.10 Work-flow diagram of dispatch counter 623.11 Work-flow diagram of ecg department 633.12 Work-flow diagram of eeg/enmg/pft department 643.13 Work-flow diagram of gamma scan 653.14 Work-flow diagram of haematology 663.15 Work-flow diagram of immunopathology 673.16 Work-flow diagram of microbiology 683.17 Work-flow diagram of mri /ct department 693.18 Work-flow diagram of pet/ct 703.19 Work-flow diagram of sample collection 713.20 Work-flow diagram of sample separation 723.21 Work-flow diagram of ultrasound 733.22 Work-flow diagram of x-ray department 74

6

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 meet the present and future human resources

requirements of the organization.

NEED FOR THE STUDY

Human resource planning is necessary for all the organizations for the following reasons:

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.

7

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?

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,

8

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”

-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

9

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

organization’s 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

10

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

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

11

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.

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.

12

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.

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.

13

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.

Benefits of Human resource planning:

Create reservoir of talent

Prepares people for future

Expand or contract strength

14

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

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.

15

Inventorying present manpower resources and analyzing the degree to which

these resources are employed optimally;

Figure: Human Resource Planning System

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.

16

PROCEDURES FOR EVALUATING EFEFFECTIVENESS OF HUMAN RESOURCES PLANNING

LONG-RANGE OBJECTIVES AND PLANS

OVERALL REQUIREMENTS

INVENTORY OF PRESENT HUMAN RESOURCES

NET NEW HUMAN RESOURCES REQUIREMENTS

ACTION PROGRAMMES FOR RECRUITING & SELECTING NEEDED PERSONNEL

SHORT -TERM GOALS PLANS PROGRAMMES AND BUDGETS

WORK FORCE REQUIREMENTS BY OCCIPATIONAL CATEGORIES, JOB SKILLS, DEMOGRAPHIC CHARACTERISTI-CS

INVENTORY BY OCCUPATIONAL CATEGORIES, JOB SKILLS, DEMOGRAPHIC CHARACTERIST-ICS

NEEDED REPLACEMENTS FOR ADDITIONS

PLANS FOR DEVELOPING, UPGRADING, TRANSFERRING, IN RECRUITING AND SELECTING NEEDED PEOPLE

ORGANISATION

SUB

UNITS

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

WINS FOR THE ENTERPRISE

Competitive pay and benefits plants Appropriate organization structure and people to face challenges and meet corporate objectives, both short and long term.

Career development and opportunities for growth

Development of internal resources, leading to stability and culture building.

Reduced fear of redundancy.

Improved motivation and morale of employees, leading to improved performance

Training and development, leading to continued marketability.

Productivity gains, leading to cost reduction

Continuity of employment due to organization's ability to retain workforce.

Improved customer satisfaction, leading to improvement in business.

Fuller realization of potential, leading to job satisfaction.

Reduction in hiring and training costs due to the improved ability to retain employees and development of internal resources to fill future vacancies

Barriers to effective human resource planning:17

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 Organization’s

management information system.

Linking HRP to corporate strategic management process.

Enough flexibility in HR plans to take care of changing situations

18

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.

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.

19

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.

20

SERVICES INDUSTRY

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 post-

21

http://en.wikipedia.org/wiki/IMF

http://en.wikipedia.org/wiki/List_of_countries_by_GDP_(PPP)_per_capita

http://en.wikipedia.org/wiki/Per_capita_GDP

http://en.wikipedia.org/wiki/List_of_countries_by_GDP_(PPP)

http://en.wikipedia.org/wiki/List_of_countries_by_GDP_(PPP)

http://en.wikipedia.org/wiki/Gross_domestic_product

http://en.wikipedia.org/wiki/List_of_countries_by_GDP_(nominal)

independence 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 1991–2000, up from

4.5% in 1951–80. 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 2009–10,

including iron ore, manganese, mica, bauxite, chromate, limestone, asbestos, fluorite,

gypsum, ochre, phosphorus and silica sand. Organized retail supermarkets accounts for

24% of the market as of 2008

INFORMATION TECHNOLOGY AND BUSINESS PROCESS OUTSOURCING:

22

http://en.wikipedia.org/wiki/Business_process_outsourcing

http://en.wikipedia.org/wiki/Information_technology

http://en.wikipedia.org/wiki/Silica

http://en.wikipedia.org/wiki/Phosphorite

http://en.wikipedia.org/wiki/Ochre

http://en.wikipedia.org/wiki/Gypsum

http://en.wikipedia.org/wiki/Fluorite

http://en.wikipedia.org/wiki/Asbestos

http://en.wikipedia.org/wiki/Limestone

http://en.wikipedia.org/wiki/Chromite

http://en.wikipedia.org/wiki/Bauxite

http://en.wikipedia.org/wiki/Mica

http://en.wikipedia.org/wiki/Manganese

http://en.wikipedia.org/wiki/Iron_ore

http://en.wikipedia.org/wiki/List_of_countries_by_GDP_sector_composition

http://en.wikipedia.org/wiki/Textile

http://en.wikipedia.org/wiki/List_of_countries_by_GDP_sector_composition

http://en.wikipedia.org/wiki/Sample_size

http://en.wikipedia.org/wiki/Industrial_sector

http://en.wikipedia.org/wiki/Service_(economics)

http://en.wikipedia.org/wiki/Economy_of_India#cite_note-FOOTNOTEEconomic_Survey20104.E2.80.935-13

http://en.wikipedia.org/wiki/Free_market

http://en.wikipedia.org/wiki/Economic_growth

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

Indian companies in the oil sector such as Reliance Industries Limited (RIL) which

operates the world's largest oil refining complex.

TOURISM

23

http://en.wikipedia.org/wiki/Reliance_Industries_Limited

http://en.wikipedia.org/wiki/Hindustan_Petroleum_Corporation_Limited

http://en.wikipedia.org/wiki/Oil_and_Natural_Gas_Corporation

http://en.wikipedia.org/wiki/Oil_and_Natural_Gas_Corporation

http://en.wikipedia.org/wiki/Current_account_deficit

http://en.wikipedia.org/wiki/Oil_reserves

http://en.wikipedia.org/wiki/Non-banking_financial_company

http://en.wikipedia.org/wiki/Non-banking_financial_company

http://en.wikipedia.org/wiki/Moneylending

http://en.wikipedia.org/wiki/Cooperative

http://en.wikipedia.org/wiki/Commercial_bank

http://en.wikipedia.org/wiki/Money_market

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.

TRADITIONAL PRACTICES:

Acupressure: Acupuncture:

24

http://en.wikipedia.org/wiki/Ashoka_Maurya

http://en.wikipedia.org/wiki/Emperor

http://en.wikipedia.org/wiki/Ayurveda

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

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.

25

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

Joint Replacement Surgery package

Neuro-surgery & Trauma Surgery treatment package

Osteoporosis medical treatment package26

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

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

27

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 IT-

sector 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 non-

communicable disease burden on Indian population, without forgetting the rural masses

who still struggle with a vast number of communicable diseases.

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, 28

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:

Super Religare Laboratories,

Dr Lal Pathlabs,

Thyrocare and

Pathcare labs

Vimta labs

Lucid Medical

Elbit Diagnostics

29

Elbit:

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 India’s leading contract research and testing organization.

Established in 1984 VIMTA has an envious track record of serving several market

leaders across the globe.

30

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.

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

31

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.

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 India’s 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.

32

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

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

33

http://en.wikipedia.org/wiki/Shopkeeper

http://en.wikipedia.org/wiki/Paan

http://en.wikipedia.org/wiki/Kirana

http://en.wikipedia.org/wiki/Industry

http://en.wikipedia.org/wiki/India

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.

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

34

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.

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

35

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

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:

36

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

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 patient’s 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 37

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.

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-RayDigital 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

38

mammogram is the most reliable method of ensuring early diagnosis of this disease,

which can be treated effectively, if detected early

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

39

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.

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.

40

All quantitative investigations are undertaken on fully automated state of art the

analyzers, which eliminate the chance of any human error.

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

41

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

MINIMUMQUALIFICATION

SHIFTS HUMAN RESOURCES RECOMMENDED

TECHNICIAN 1 INTER/DEGREE ANY

9.00-18.00

TECHNICIAN 2 “ 8.30-17.30

42

TECHNICIANS-5

SUFFICIENTTECHNICIAN 3 “ 7.30-12.30,17.00-21.00

TECHNICIAN 4 “ 8.00-17.00

TECHNICIAN 5 “ 11.00-20.00

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.

Interpretation:

Human resources available in this department are sufficient.

CT:

43



MINIMUM QUALIFICATION


TECHNICIANS-3TECHNICIAN 1 Inter/Degree(Bio-Medical) 7.00-16.00

SUFFICIENTTECHNICIAN 2 “ 9.00-18.00

TECHNICIAN 3 “ 13.00-22.00

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:


MRI:





TECHNICIANS-6

TECHNICIAN 1 Inter /deg(Bio-Medical) 8.00-17.00(2 members)

SUFFICIENTTECHNICIAN 2 Inter /deg(Bio-Medical) 7.00-16.00

TECHNICIAN 3 Inter /deg(Bio-Medical) 13.30-10.30



44


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:


PET/CT & NUCLEAR MEDICINE:





ASSISTANTS-2

ASSISTANT-1 Diploma In Radiation Medicine

8.30-17.30

SUFFICIENT

ASSISTANT-2 Diploma In Radiation Medicine

8.00-17.00

SENIORS-2SENIOR-1 Diploma In

Radiation Medicine

SENIOR-2 Diploma In Radiation Medicine

CONSULTANT-1 Diploma In

45

CONSULTANTS Radiation Medicine

CONSULTANT-2 Diploma In Radiation Medicine

OFFICE BOYS-2“

OFFICE BOY-1 X standard

OFFICE BOY-2 X standard

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

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:





TECHNICIANS- Diploma in X-ray 7.00-

46

TECHNICIANS-6

1 16.00

SUFFICIENTTECHNICIAN-2 Diploma in X-ray 11.00-20.00

TECHNICIAN-3 Diploma in X-ray 13.00-22.00

TECHNICIAN-4 Diploma in X-ray 12.00-21.00

TECHNICIAN-5 Diploma in X-ray 8.00-17.00 (2TEC)

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

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:


SAMPLE COLLECTION DEPARTMENT:

47





TECHNICIANS - 8

TECHNICIAN-1 MLT,DMLT 9.00-18.00

SUFFICIENT

TECHNICIAN-2 MLT,DMLT 7.00-16.00(2members)


TECHNICIAN-4 MLT,DMLT 6.30-15.30 (2members)


TECHNICIAN-6 MLT,DMLT 6.30-10.30 & 17.30-22.30

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:


SAMPLE SEPARATION DEPARTMENT:

48





TECHNICIANS-4

TECHNICIAN-1 MLT,DMLT 6.30-10.30 &17.30-22.30

SUFFICIENT




OFFICE BOYS-3OFFICE BOY-1 X STD 12.00-21.00

OFFICE BOY-2 X STD --

OFFICE BOY-3 X STD --

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:


CASH BILLING CUM RECEPTION:

NO. OF EXISTING

PERSONNEL PRESENT IN A

MINIMUM SHIFTS HUMAN RESOURCES

49

PERSONNEL SHIFT QUALIFICATION RECOMMENDED

RECEPTIONISTS-4/5

RECEPTIONIST-1 DEGREE 6.30-17.30

SUFFICIENT

RECEPTIONIST- 2 DEGREE 6.30-17.30



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:


DISPATCH COUNTER:





EMPLOYEES-6

EMPLOYEE-1 INTER/DEGREE 8.00-17.00

SUFFICIENT



EMPLOYEE-4 INTER/DEGREE 6.30-10.30 &17.30-22.30



Here the customers collect their reports for the various tests undergone50

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

Interpretation:


ECG/2D-ECHOCARDIOGRAPHY/TMT:




SHIFTS HUMAN RESOURCES

RECOMMENDED

TECHNICIANS-4

TECHNICIAN-1 MLT,DMLT&B.Sc 8.30-17.30

IN SUFFICIENT




The No. of technicians in these department are 4 and 2 Doctors and they work on a

rotation basis

ECG:

51

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

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:





Technicians-1 MLT,Neurology 9.00-18.00

52

Technicians-3 SUFFICIENTTechnicians-2 MLT,Neurology 8.00-17.00

Technicians-3 MLT, Neurology 12.00-16.00

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

PFT : 3-4/DA

Interpretation:


AUDITING:





Employees-7 /3-4

Employee-1 B.com 9.30-18.30

SUFFICIENTEmployee-2 B.com 9.30-

18.30



53

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.

This department will oversee the billing of all the branches.

Interpretation:


IMMUNOPATHOLOGY





Technicians-3

Technician-1 M.sc Biochemistry 11.00-20.00

SUFFICIENTTechnician-2 M.sc Biochemistry 10.00-

19.00/ 9.00-12.00 & 15.00-21.00

Technician-3 M.sc Biochemistry 10.00-19.00

54

The number of technicians are :3

The various instruments used in this lab and their throughputs are mentioned

below:

Cyclomixer

Rotary shaker.

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:


BIOCHEMISTRY: ROUTINE





Technicians-7

Technician-1 MLT 9.00-18.00


Technician-3 MLT 11.00-20.00 (2 members)

55

IN SUFFICIENTTechnician-4 MLT

Technician-5 MLT

Technician-6 MLT

Technician-7 MLT

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

AU-480 BECKMEN COULTER : 480 TESTS/HR

AVL ELECTROLYTEANALYSER : 180TESTS/HR

ROCHE-P800 :1800 TESTS/HR

VITROS : 25O TESTS/HR

CAOAGULATIONS : 10 MIN/SAMPLE

MANUAL TEST : 1-2 HR/TEST


min qualification is : MLT


This department receives samples of around 1800-2000/day




Writing the reports

Interpretation:

This department requires 2 technicians.

BIOCHEMISTRY-2: SPECIALITY LABS





56

Technicians-4


SUFFICIENT




The number of technicians are:4


min qualification is : MLT


The various instruments used in this lab and their throughput are mentioned

below:

ADVIA CENTAUR XP : 260 TESTS/HR

COBAS-6000 : 180 TESTS/HR

BIO RAD D-10 : 20 SAMPLES/HR

BIO RAD TURBO-II : 40 SAMPLES/HR

KRYPTOR COMPACT : 6 SAMPLES/HR

BN-PROSPECT : 6 SAMPLES/HR

IMMULITE : DIFFERENT TIME DURATIONS FOR DIFERRENT

PARAMETERS

BIO RAD D-10(HB-ELECTROPHORESIS): 8MIN/TEST

ELECYS-2010 : 30 SAMPLES/HR

OSMOMAT :6 SAMPLES/HR

MANUAL TESTS :2DAYS




Writing the reports

Interpretation:

57

This department is deficit of 1 technician.

CYTOLOGY AND HISTOPATHALOGY:





Technicians -7

Technician1 MLT 8.30-17.30

SUFFICIENT

Technician2& Technician3

MLT 9.00-18.00(2members)


Technician5 MLT 8.00-17.00 (2members)



Typist -1 INTER

The number of technicians are: 7 and typist-1

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

58

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

OVEN

BACTERIOLOGICAL INCUBATOR

R-8C LABORATORY CENTRIFUGE

SLIDE WARMING TABLE

SEROLOGICAL WATERBATH

ESR ANALYSER THERMA ME

Interpretation:


CLINICAL PATHOLOGY:





Technicians- 7

Technician1 B.sc MLT, DMLT 8.00-17.00

SUFFICIENT

Technician2 B.sc MLT 12.00-21.00






The number of technicians are: 6 to 7

59

The minimum qualification is B.sc MLT, DMLT.

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


UROMETER 120SD

MICROSCOPE-1

HOT AIR OVEN


R-8C LABORATORY CENTRIFUGE

SLIDE WARMING TABLE

SEROLOGICAL WATERBATH

ESR ANALYSER THERMA ME

Interpretation:


HAEMATOLOGY:





Technicians-10

technician1 MLT,DMLT 9.00-18.00

Technician2 MLT, DMLT 12.00-21.00

Technician3 MLT, DMLT 13.00-22.00

Technician4 MLT ,DMLT 9.00-18.00/ 10.00-19.00

60

OVER SUFFICENTTechnician5 MLT ,DMLT 8.00-17.00

Technician6 MLT ,DMLT 18.00-22.00 (part time)

Technician7 MLT ,DMLT 10.00-19.00




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.


Check the sample

Sample processing and grouping is done

Different test are performed depending on various parameters.

They enter the results into the worksheets

Once samples results are generated they are reviewed Sr. technician and

concerned Doctor


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 PERSONNEL MINIMUM SHIFTS HUMAN RESOURCES

61

EXISTING PERSONNEL

PRESENT IN A SHIFT

QUALIFICATION RECOMMENDED

Technicians-2Technician1 M.Sc Biotechnology 9.00-19.00

INSUFFICIENTTechnician2 M.Sc Biotechnology

9.00-19.00

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.


Sample procession

Chromosomal Analysis


CARBONDIOXIDE INCUBATOR GALAXY 170S NEW BRUNSWICK

LAMINAR AIRFLOW CHAMBER


REMI CENTRIFUGE

MICROCSCOPE

MICROSE 60 AND 5 MICROSCOPES

Interpretation:

This department needs one more technician.

MICROBIOLOGY:




SHIFTS HUMAN RESOURCESRECOMMENDED

Serology technicians-4

Technician1 M.Sc, B.Sc Microbiology 8.30-16.30,16.00-19.00, 15.00-17.00

Technician2 M.Sc, B.Sc Microbiology 12.00-21.00



62

SUFFICIENT

Bacteriology-8

Bacteriology1 M.Sc, B.Sc Microbiology 8.00-17.00

Bacteriology2 & Bacteriology3

M.Sc, B.Sc Microbiology 8.00-11.00& 15.00-21.00 (2members)





Bacteriology8 M.Sc, B.Sc Microbiology Part time

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

63

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 :

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: in this method, managers estimate future human

resource requirements, using their experiences and judgments to good

effect.

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

64

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

analysis. Frequent manpower audits must be carried out to find out the available

talent in terms of skills, performance, and potential.

65

ESTIMATED LABOUR SUPPLY IN A FIRM

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

knowledge, skills, experience, abilities etc., are computerized, using various packaged

software systems.

IMPORTANT BAROMETERS OF LABOUR SUPPLY66

Current Staffing

level

Transfers Promotions New Recruits Recalls Employees In

Promotions Quits Terminations Retirements Deaths Layoffs

Employees Out

Current Projected outflows Projected Firm`s internal supply

Staffing level - this year + inflows this year = for this time next year

Sources of Inflows The Firm Projected Outflows

1. Net migration info and out of the area 2. Education levels of workforce 3. Demographic changes in population 4. Technological developments and shifts5. Population density6. Demand for specific skills7. National, regional unemployment rates8. Actions of competing employers9. Government policies, regulations, pressure10. Economic forecasts for the next few years11. The attractiveness of an area12. The attractiveness of an industry in a particular place

The

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.

Redeployment plan: Will indicate the programmes for transferring or retraining

existing employees for new jobs

67

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.

68

Human Resource Process at Vijaya Diagnostics on the basis of Human resources Planning Model mentioned above:

1. Forecasting the demand for Human resources :

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

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 69

2009-2010: NO. OF WORKING HOURS : 4800

NO. OF WORKERS PRESENT : 590

RATIO : 590:4800

2009-2010 ESTIMATED WORKING HOURS : 5840

NO. OF WORKERS REQUIRED : 5840*(590 /4800)=128(APPROX)

INTREPRETATION:

IF THE DEPARTMENT HEADS HAVE A SPAN OF 16 TECHNICIANS, 8 DEPARTMENT HEADS OR SUPERVISORS ARE ALSO REQUIRED.

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

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. Markov Analysis in

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 HOD`s Mgr`s S.E Tech O.B EXIT

Doctors N=20 18 2

HOD`S N=10 9 1

Mgr`s N=10 9 1

S.E N=16 8 8

Technicians N=510 398 112

70

90%

90%

90%

50%

78%

10%

10%

10%

50%

22%

Promotions Out

>Job Hopping

Transfers In> >Transfers Out

Recruits in> >Retirement

Promotions in> > Discharge or Dismissal

O.B N=16 16 4

Forecasted supply 18 9 9 8 398 15 128

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.

Skills Inventory system in Vijaya Diagnostics:

Name: A.K.Sen

Number:429

Date printed:1-4-2010

Department:41 Keywords Word Description Activity

Accounting Tax Supervision

and Analysis

Book Keeping Ledger Supervision

Auditing Computer Supervision

Records

Work experience

From To Company

2004 2006 Taxclerk Tradewell Company

2006 2008 Accountant Elixir Organization

2008 2009 Chief Accounts City Union Bank Education

Degree Major Year

MBA Finance 2004

Special Qualifications Memberships

Course Date 1.AIMA

NCFM 1999 2.ISTD

71

80%

20%

B.Com Accounts 2001 Risk Management 2004 3.ICA Computer Languages Position

Literacy preference

Tally French Accounting

Location choice Hobbies

Kolkata Chess

Delhi Football

Hyderabad Swimming Employee Signature_______________

Date ____________________________

HR Department___________________

Date_____________________________

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. 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.

Determining manpower requirements at Vijaya diagnostics:

72

1. Number required at the beginning of the year : 128

2. Total requirements at the end of the year : 718

3. Number available at the beginning of the year : 590

4. Additions (transfers, promotions) : 20

5. Separations (retirement, wastage, promotions out and other losses) : 20

6. Total available at the end of the year : 590

7. Additional numbers needed in the year : 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

The Organization lacks Employee-engagement activities

The Organization has Centralized power of Authority

73

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.

Management has to change its view towards the manpower i.e., from cost centered to

profit centered.

74

CONCLUSION

75

BIBILOGRAPHY

TEXT BOOKS

Aswathappa K. "Human Resource and Personal Management" – Text and Cases, Tata McGraw Hill Publishing Company Ltd., New Delhi.

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

76

http://www.vijayadiagnostics.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

77

Chairman and Managing director Dr.Surender Reddy

Director Ms. Suprita Reddy

Non Technical

Chairman and Managing director Dr.Surender Reddy

Front Office and Patients Relations

Operations

Human Resources -P N Narayana Vyas

Finance and Accounts – P Venkat Reddy

Purchases and Stores

Administration

Internal Audit Cyril Joseph

Billing Chandra Reddy

Marketing – Joseph

Treadmill MRI

Ultra Sound

Biochemistry – Dr. Kanaka Sabapathi

Dr.Surender Reddy

Technical

Sample Collection

Managing director Dr.Surender Reddy

Lab Radiology –Dr MGK Murthy

Cardiology Audiometric Test

Managing director Dr.Surender Reddy

2DEchoCT

X Ray

PET CTHaematology

Serology

Microbiology Dr

Vijaya Lakshmi

Pathology Dr. Kalyani

Cytogenetics

http://www.ibef.org/

http://en.wikipedia.org/

http://business.gov.in/

http://www.indiaincorporated.com/

TABLE SHOWING COMPARISION OF SERVICES OFFERED BY VIJAYA DIAGNOSTIC CENTRE AND OTHER PRIVATE DIAGNOSTIC CENTRES:

S.NO SERVICE

DIAGNOSTIC CENTRES

VIJAYA DR.LAL PATH CARE VIMTA LUCID SRL THYROCARE ELBIT1 BIOCHEMISTRY 2 Clinical Biochemistry NA NA

3 Routine Biochemistry NA 4 Immunology NA NA NA NA NA5 Hematology NA NA6 Serology NA NA NA NA7 Molecular Biology NA NA NA NA NA NA8 Microbiology NA NA

9 Radioimmunoassay NA NA NA

10Central Lab facility for Clinical Trials NA NA

11 Clinical Pathology NA NA

12Histopathology & Cytology

13 Cytogenetics 14 Toxic Metals 15 Immuno Phenotyping NA 16 RADIOLOGY MRI NA NA CT NA NA Digital X-Ray NA

78

Mammography NA NA

Ultrasound/Color Doppler NA

HSG NA IVU NA MCU NA Dental OPG NA NA

17 SPECIALITY LABS Flow Cytometry NA NA

Rt PCR based DNA detection NA NA NA

Chemiluminescence NA NA Immunofluoroscence NA NA Nephelometry NA NA

Immunohistochemistry NA NA NA 18 CARDIOLOGY ECG NA

2d echo cardiography NA

Colour Flow Studies NA

Doppler Evaluation NA TMT NA

19 EEG 20 ENMG NA 21 PFT NA 22 NUCLEAR MEDICINE

PET/CT GAMMA SCAN

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.

79

TABLE SHOWING COMPARISION OF SERVICES OFFERED BY VIJAYA DIAGNOSTIC CENTRE AND OTHER CORPORATE HOSPITAL NETWORKS:

S.NO SERVICES VIJAYA

ADITYA MYTHRI REMEDY ORANGE1 BIOCHEMISTRY 2 Clinical Biochemistry NA NA NA NA3 Routine Biochemistry NA NA NA NA4 Immunology NA 5 Hematology NA6 Serology NA7 Molecular Biology NA8 Microbiology 9 Radioimmunoassay

10Central Lab facility for Clinical Trials NA NA

11 Clinical Pathology NA12 Histopathology & Cytology 13 Cytogenetics 14 Toxic Metals 15 Immuno Phenotyping 16 RADIOLOGY

MRI

CT Digital X-Ray

80

CORPORATE HOSPITAL NETWORKS

Mammography Ultrasound/Color Doppler HSG IVU MCU Dental OPG

17 SPECIALITY LABS Flow Cytometry Rt PCR based DNA detection Chemiluminescence Immunofluoroscence Nephelometry Immunohistochemistry

18 CARDIOLOGY ECG 2d echo cardiography NA Colour Flow Studies NA Doppler Evaluation NA TMT NA

19 EEG NA NA 20 ENMG NA NA 21 PFT 22 NUCLEAR MEDICINE PET/CT GAMMA SCAN

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.

81

WORK-FLOW DIAGRAMS

CASH BILLING

TYPE -1 MEDICAL REPRESENTATIVE

82

Medical representative from other agencies

Sample verification

Meets the cash counter executive

No staIf the

sample is valid

Bring new sample

TYPE 2: PATIENT WITH PRESCRIPTION

83

Patient With Prescription visits VDC


Executive Records the Demographic Details Of

Patient

Executive processes the bill

lab technician is

available

No sta

Patient has to wait for some time to undergo

the test

Bill will be processed and test the sample

Yes

CASH BILLING

TYPE3: PATIENT WITH DISCOUNT

84

Yes

Patient can undergo the test directly

Patient with recommendation for discount

Executive checks the prescription of Patient

Is prescription

valid

No

Yes

Discount is not applicable


TYPE 4: MEDICAL REPRESENTATIVE /PATIENT`S QUERIES:

85

Process the bill with discount availed

Patient can undergo the test

Medical representatives or patients visits VDC regarding a

query

Meets the PRO

PRO clears their doubts

TYPE 5: CREDIT BILLING

86

Medical representatives from other agencies


Medical representative gives the sample for

testing

Sample is sent for verification

Process the bill and doesn`t mention the amount

Valid Sample

No sta

Yes

Collect the new sample from the patient

2D-ECHO/TMT DEPARTMENT:

87

Sample is tested

Patient with bill and Doctor`s prescription meets the lab technician

Lab technician checks them

Patient has to re-submit the necessary details

Yes

Valid details

No

Patient collects the report form dispatch counter

Patient will undergo the test

Reports Are Sent to the Dispatch Counter

CLINICAL PATHOLOGY

88

Sample collection

Sample separation

Cytology department

Separate the sample i.e., based on fasting and CUE

Sample processing

Reports are generated and sent to Typing department

srsr

Results are checked and sent to dispatch Counter

Checks the sample and bar coding

If any doubts arise during processing samples are

verified by concerned Doctor

Enter the details into system and then into Log book

review -1 by Sr.Technician

srsr

Authentication of reports by Doctor and sent to Typist

srsr

CYTOGENETICS

89

Patient approaches them directly

Technicians take the sample from the patient

Sample is tested

Reports are sent to Dispatch counter

CYTOLOGY&HISTOPATHOLOGY

90

Sample collection

Sample separation

Cytology department

Labeling and checks the patient history

Sample processing

Reports are generated and sent to Typing department

srsr

Results are checked and sent to dispatch Counter

Checks the sample and notes details in entry book

Labeling and reporting to Doctor for results generation

Separate the samples based on the test i.e., Cytology and

Biopsy

DISPATCH COUNTER

91

Customer or patient enters

the VDC

Customer or patient meets the Executive at the dispatch counter

Executive checks the prescription

Follow up to technical

department

Reports delivered

Report status

No

Yes

Status update

Customer has to come the next day

Report

delay

Reports are ready

ECG DEPARTMENT

92




Yes

Valid details

No




EEG/ENMG/PFT DEPARTMENT

93




Yes

Valid details

No




GAMMA SCAN

94

Patients meet the cash counter executive

Bill is processed and the executive directs them to the

lab

Patient collects the reports from the dispatch counter

Patients undergo the test

The report are sent to dispatch counter

Scanned images are reviewed by the reference consultants and they write the reports

HAEMATOLOGY

95

Sample collection

Sample separation

Haematology department

Sample processing

Results are entered into the worksheets

Results 1st review by Sr.Technician

srsr

Authentication by Doctor

tication

Results are sent to dispatch Counter

Checks the sample and notes the details i.e., signature and

time in entry book

Results are sent to typing department

srsr

IMMUNOPATHOLOGY

96

Sample collection

Sample separation

Immunopathology department

Test the sample

Generated reports are sent to Dispatch counter

Patients collect their reports at Dispatch counter

MICROBIOLOGY

97

Sample collection

Sample separation

Microbiology department

Serology Bacteriology

Test the sample

Generated test values are entered into worksheets

Reports are sent to Dispatch counter through online

MRI /CT DEPARTMENT:

98

Patients collect their reports at Dispatch counter

Patients meet the executive at the cash counter

Patient collects the report from the dispatch counter

Executive directs them to MRI LAB

Patients take the appointment form the

receptionist

MRI Receptionist gives a test code to the

patient

Patient undergoes the test at specified time

Bill is processed and patient waits for the appointment

time

PET/CT

99

Patients who have to undergo this test meet PRO

PRO gives them appointment for the test


Bill processing

Patients undergo the test


Scanned images are reviewed by the reference consultants and they write the reports

SAMPLE COLLECTION

100

Patients meet the cash counter executive for giving the sample

Submits the necessary documents and bill processing is done

Lab technician affixes a barcode to the tubes for

collecting the sample



After the sample is collected technician directs them to

other tests if required

SAMPLE SEPARATION

101

Technicians collect the sample from the sample collection department and

other branches

Technicians keep the sample in centrifuge

Samples are sent to laboratory for testing

The test reports are sent to dispatch counter

ULTRASOUND

102

Patient meets the executive regarding the test

Executive directs them to the Ultrasound dept

Technician records details of patient i.e., name, in time,

out time, doctor`s name, part to be scanned

If No.of

tests >1

Patient undergoes the test

Patient has to wait for other tests to be conductedReports are generated and

sent to dispatch counter

X-RAY DEPARTMENT

103

Patients collect the test reports from the Dispatch counter

Reports are generated and sent to Dispatch counter




Yes

Valid details

No


104

Documents

Project Report on Human Resource Planning