Documente Academic
Documente Profesional
Documente Cultură
Course: MGT351
Submitted to:
Shahanara Bhuiyan
Lecturer
Submitted by:
Syed Mahjad Nur
ID# 051 727 030 (BBA)
Ishtiaque Ahmed Syed
ID# 052 108 030 (BBA)
S.M. Rakibul Hassan
ID# 052 079 030 (BBA)
M. Mozammel Hossain
ID# 052 421 030 (BBA)
School of Business
North South University
April 14, 2007
_______________________________________________Letter of Transmittal
Shahanara Bhuiyan
Lecturer
School of Business
North South University
Dhaka
Dear Madam,
It is been a great pleasure for us to submit this report on Recruitment &
Selection, Training & Development and Performance Appraisal. This report
has been prepared by group of four people as a part of the MGT351 Course. It is
prepared after having extensive surveying and analysis. Apollo Hospitals Dhaka
in Bangladesh has provided all information provided in this report.
The report gave us an opportunity to apply theoretical knowledge in real world. It
also gave us a glimpse of our individual understanding and skills in various
situations. We sincerely hope that you will enjoy reading this report and will get
some idea about Recruitment & Selection, Training & Development and
Performance Appraisals of Apollo Hospitals Dhaka in Bangladesh.
Thank you
Syed Mahjad Nur
M. Mojammel Hossain
________________________________________________Acknowledgement
This project has been a revelation for us and we really have numerous people to
thank regarding our work.
We have been fortunate to have the support, assistance and encouragement of a
number of individuals while preparing this report, without their support, it would
be hard to complete this study.
We express our sincere gratitude to our Institutional Supervisor Shahanara
Bhuiyan, Lecturer, School of Business, North South University, Dhaka for guiding
us in completing this study.
We convey our profound gratitude to Mr. Nurullah Mamun Chowdhury
(General Manager, Human Resource Department) for his unbelievable support
for this project. It seemed almost impossible on his part to give us some time out
of his busy schedule but somehow we were never given a cold response from
him.
Md.
Shohrab
Hossain
(Manager-Training
&
Administration,
Human
Resource Department) is the other man we would like to thank sincerely for
helping us. He supported us with a whole lot of information, which we required for
the comprehensive fulfillment of our project. He was so generous to provide us
the information we asked for and inspired us all the way.
Rivals
Portfolio of Category Competitors
United Hospital,
Ibne-Sina Hospital
_______________________________________________Executive Summery
The report on communication technology in Apollo Hospitals, Dhaka is submitted
on 15th March 2007, to Shahanara Bhuiyan, faculty of BBA Department, at North
South University. The purpose of preparing the project is to fulfillment of
requirements of the course Human Resource Management.
Human Resource Management is an important task for any company. Every
company should keep a Human Resource Department. Organizational objectives
are related with the Human Resource Functions. If a company recruits, select
best employees and provide training program for their development. If companies
appraise employees positively or negatively then the working quality of employee
will develop highly.
The term paper contains three main parts of Human Resource Management.
These are 1) Recruitment and Selection, 2) Training and Development 3)
Performance Appraisal.
First part contains Recruitment and Selection. Recruitment is the process of
collecting best employees that the company will able to achieve organizational
objectives. Selection is the process of assessment, making decision and
adjusting.
Second part contains the Training and development that is really important to
develop the employees working ability for present and future development.
Last part contains the performance appraisals at the workplace. If the workers
quality of performance will evaluate then they will know about their quality.
_________________________________________________Table of Contents
Contents
Page No
Introduction
Function of HR
8-9
Recruitment Methodology
10
Sources of Applicants
11-12
External Recruitment
13
14-15
16-17
19-25
Performance Appraisal
26-32
SWOT Analysis
33-34
Conclusion
35
Refference
36-37
Manager Admin
Deputy
Manager
Executiv
e
Executiv
e
Executiv
e
Manager HR
Manager Training
Deputy
Manager
Deputy
Manager
Executiv
e
Executiv
e
Executiv
e
________________________________________Functions of HR Department
Apollo Hospitalss people are the most important asset of their business.
HRDs(Human Resourse Department) overall function is to support and to
develop those people, enabling them to deliver outstanding business
performance. Their main function is to perform with the combination of different
activitiesHuman Resource Planning: At first a organization should make Human
Resource Plan to operate the human resource. According to that plan a company
recruits the required employees at the right time, at the right place.
Job Analysis: A organization make a analysis about the job. Job analysis is the
process of getting detailed information about jobs. After reviewing the jobs
functions organization can determine what skills are required to accomplish the
job. Job analysis provides information what the job entails and what human
characteristics are required to perform these activities.
Job Design: Job design is a important task of the Human Resource Department.
In job design a company deals with making decisions about what tasks should be
grouped into particular job. The way that jobs are designed should have an
important tie to the strategy of an organization.
______________________________________________________Recruitment
Recruitment is the process through which the organization seeks applicants for
potential employment. (Noe, Hollenback, Gerhart, Wright; 2000)
Recruiting is a process by which organizations locate and attract individuals to fill
job vacancies. It is an even more important activity when employment rates are
low and economic growth is strong, as firms compete to attract the qualified
employees they need to succeed. (Fisher et al; 2000)
Most organizations have a continuing need to recruit new employees to replace
those who leave or are promoted, to acquire new skills and to permit
organizational growth.
Recruitment Methodology
Recruitment methodology is an important technique of collecting the efficient
workforce. Every organization follow a recruitment policy, that help them to get
efficient workforce. Apollo Hospitals always recruit a diverse workforce that
appropriately reflects the demographics of their consumer base and fulfills the
talent needs that will keep Apollo Hospitals competitive and successful. They
always support the individual in realizing their potential and they recognize the
value of difference. They use a mixture of internal and external sources. Their
10
entry level jobs are filled externally but for other positions, the companys policy
prefers internal sources. If they do not find employees who are qualified enough
to fill the vacant position, they look for external candidates.
Depending on the position, Apollo Hospitals uses both Make and Buy
approach for recruiting people. In maximum time they prefer the Buying
approach. Though they have vast training plan but they want to recruit efficient
employees. On the other side, they also follow making approach that employees
can be high aimed and loyal to the company. Entry level employees usually
require guidelines and training programs. So they use Make approach for entry
level recruitment. But executive level jobs require skilled people and
professionals. Therefore they use the Buy approach for recruiting people for
executive level. Most career areas are open to graduates of any discipline,
although there are some exceptions.
Apollo Hospitals usually prefer to recruit people by themselves rather than
depending on Agencies. But in some cases they do involve agencies for external
recruiting.
Sources of applicants
Sources of candidates
Internal Recruiting: Internal Recruiting is the approach of collecting
employees from the existing employees of the organization. If posts will vacant or
new post create then HR Department recruit employees from the organization. It
is so attractive to the existing employees. After getting the new post in the same
organization employees turn to be more motivated and confident to their work. If
11
the get efficient employees from own cultures employee then they do not have to
expense much time for socialization and orientation activities. There are four type
of internal recruiting system in Apollo Hospital:
12
External Recruitment:
13
BD
jobs.com, jobsbd.com,
jobsa1.com,
chakri.com.bd,
Campus recruiting: They are planning to recruit employees from many
medical colleges. Already they contact with top medical colleges to get the
fresher doctors for the Apollo Hospital.
________________________________________________________Selection
With a pool of candidates, the next step is to select the best candidates for the
job. Personnel selection is a process of measurement decision making and
evaluation.
The goal of employee selection is to bring to an organization individuals who will
perform well on the job and at the same time be fare to all applicants. (Fisher et
al; 2000))
Selection is a process by which an organization attempts to identify applicants
with the necessary knowledge, skills, abilities and other characteristics that will
help it to achieve its goals. (Noe, Hollenback, Gerhart, Wright; 2000) Selecting
the efficient and experienced employees are important for three main reasons:-
14
15
16
Step 3: Then this need is consulted with the Human resource department so that
they can carry out the recruitment.
Step 4: The Human Resource Department then advertises on the web, news
papers, and magazines available posts.
Step 5: Then HR Department then collects all the applications from CV Bank,
and other sources are reviewed and analyzed according to job description and
competency requirements.
Step 6: The resumes are collected and sent to Medical Secretary who handles
all the departments from different departments and chooses the best resume
based on qualifications. The General Manager-Human Resource Department
and concerned departmental head then confirms the resumes chosen.
Step 7: Then chosen applicants are called by the Human Resource Department
for written test and then elected applicants are called for the selection test.
Step 8: Dates are issued for the examined candidates and are then called upon.
Step 9: Individual reports are made for every elected candidate individual assess
and review is summarized.
Step 10: An offer is made to the selected candidate for a particular job.
17
18
19
Recognize the need for change: The training process begins by recognizing
commercial changes caused by internal or external environment. One of the
most prominent changes in Apollo Hospitals is the expansions of any particular
department where the company may need to promote or recruit some employees
for those new positions. These employees may need training. If the company
introduces new technology, for example, a new medical equipment within the
hospital the employees also need training of how to maintain and use it. There
are also some other basic reasons for which Apollo Hospitals has training
programs. These are-
To keep them effective and competitive with regards to the new age
employees
20
transmitted live through the web and can be viewed on a big screen in
Bangladesh by local surgeons and doctors.
Web based learning doctors have online communities and chat sessions
where they can discuss about medical related problems, doubts, discoveries, etc.
22
Diversity TrainingSince Apollo Hospitals has doctors, nurses and staff from
a variety of countries diversity training diversity training is carried out by the HR
department by processes like including topics of cultural differences in seminars.
Socialization
Socialization is the process of adaptation that takes places as individuals
attempt to learn the values and norms of work roles. Every organization has its
own unique culture. So it is very important for a new recruit to go through proper
socialization process to understand what is acceptable and desirable. Like every
23
Orientation Process
Orientation is the first step of socialization. Apollo Hospitals Bangladesh has
informal and collective orientation program for the new recruits.
24
The new employees get the opportunity to observe the functional activities of
the company. They acquire information about the functions of the departments
and Apollo Hospitals Management Development Philosophy, Policy and Practice.
New employees work under close supervision during probation period of 6
months. Department head evaluates the performance of the new employees after
the probation period.
_____________________________________________Performance appraisal
Performance appraisal is a formal system of periodic review and evaluation of an
individuals job performance.
26
Formal performance appraisals are generally conducted annually for all staff in
the organization or when the administrator feels that the gap between actual
standard and target standard is.
Each staff member is appraised by their line managers and their respective
departmental heads.
Their performance appraisal process involves:
1. Setting work standards
2. Assessing the employees actual performance relative to these standards.
3. Providing feedback to the employee with the aim of motivating that person
to eliminate deficiencies or to continue to perform above par.
The most common and widely used performance appraisal technique used by
Apollo is the graphic rating scale system.
27
past
performance
and
future
potential
to
improve
subsequent performance.
28
1. Well designed,
2. With clear guidelines and goals,
3. Administered by trained supervisors
4. Supported by upper management.
Apollo believes that performance appraisals provide these key benefits for
employees and managers:
29
performances.
So
colleagues
asses
his/her
coworkers
performance.
Self Reviews: Self-reviews are based on the idea that employees are
most familiar with their work, and that their involvement is essential.
Employees rate themselves, usually with a formal survey form.
30
Checklist: It is used by the appraisers to rate nurses, doctors and other staff
of their behavior towards patients and customers. There are opinion boxes
situated at different locations of the hospital where the patients and customers
can give their feedback about the quality of services of the doctors, nurses and
staff.
Graphic Rating Scale: It is used to assess employees quality of work, job
knowledge, loyalty by their supervisors.
360 Evaluation:
31
360 degree feedback is the most comprehensive and costly type of appraisal. It
includes self ratings, peer review, and upward assessments; feedback is sought
from everyone. It gives people a chance to know how they are seen by others; to
see their skills and style; and may improve communications between people.
32
33
SWOT Analysis:
Strengths:
World class services
The Hospital is at the forefront of medical technology and expertise and provides
a complete range of the latest diagnostic, medical and surgical facilities for the
care of its patients. The hospital is having all the characteristics of a world-class
hospital with wide range of services and specialists, equipment, & technology,
ambience and service quality.
Specialized doctors
The skilled doctors, nurses, technologists and administrators at Apollo Hospital
Dhaka, aided by state-of-the-art equipment provides a congenial infrastructure
for the medical professional in providing healthcare of international standards.
Weaknesses:
High cost
The cost of Apollo Hospitals is the highest in Bangladesh and so not all the
people in Bangladesh can afford its services.
Location
Another factor which may be a disadvantage is that it is situated in a secluded
area (inside Bashundhara residential area) so transportation of patients to the
hospital will take a long time.
34
Opportunities:
Information & Technology system
Although Apollo hospitals uses an advanced technology and latest medical
equipments, there is a scope to improve it further by making the human
department resource more computer based
Develop an online diagnostic centre
So that it can advice a lot more patients and it is much more convenient.
Threats:
Strong competitors
Apollo has many strong competitors like United Hospitals, Labaid Specialist
and cardiac hospital, Square hospital.
Unable to reduce cost
As there are many foreign doctors in Apollo their demand of salary is very
high so they cant reduce costs very well.
35
Conclusion
150 million times a day, someone somewhere chooses a Apollo Hospitals
product for feeding the family to keeping the home clean and fresh; their brands
are part of our everyday life. We have tried to arrange all the information we
possibly could cover about the Human resource Management of Apollo
Hospitals, Bangladesh. Most of the time, we have found that the company has
strong positive sides in every matter in this regard. However, there are some
weaknesses too, but those can be removed very easily. In either way, this
company has proved their strength in Human Resource Management. The more
accurately their works are done, the more perfectly their business will accomplish
its objective.
36
References
1. Human Resource Management
By Monday, R.A. Noe, S.R. Premeaux
5th Edition
2. Human Resource management
By C.D. Fisher
5th Edition
3. Human Resource Management
By Gary Dessler
10th Edition
4. Apollo Hospital Website
www.apollodhaka.com (Accessed 15th March, 19th March, 2nd April,
and 9th April)
5. Lecture Sheet
6. Interview:
Md. Nurullah Mamun Chowdhury
General Manager
Human Resources
Md. Shohrab Hossain
Manager-Training & Development
Human Resources Department
37