MBA (Hospital Administration)

PROJECT PROPOSAL SYNOPSIS

Tile of the Project:

TRAINING AND DEVELOPMENT OF HEALTHCARE PROFESSIONALS
A STUDY WITH REFERENCE TO CARE HOSPITALS

Synopsis of the project Proposal submitted to the School of Distance Education,

Andhra University, Visakhapatnam in the partial fulfillment for the award of the Degree of
MASTER OF BUSINESS ADMINISTRATION

Submitted by
Ms. ANUSHA RAVI
Regd. No:

Under the guidance of

Dr. V. Krishna Mohan, PhD
Professor, DCMS

SCHOOL OF DISTANCE EDUCATION

ANDHRA UNIVERSITY, VISAKHAPATNAM
2015 – 2018
TRAINING AND DEVELOPMENT OF HEALTHCARE PROFESSIONALS
A STUDY WITH REFERENCE TO CARE HOSPITALS

1. Introduction:
Human Resource Development may be defined as the process of increasing the
knowledge skills and capacities of people. It is important not only for enterprise but for the
nation to develop in human resources.

“Training and Development is any attempt to improve current or future employee

performance by increasing an employee’s ability to perform through learning, usually by
changing the employee’s attitude or increasing his/her skills and knowledge”

Training refers to the process of imparting specific skills. An employee undergoing

training is pressured to have had some formal education. No Training program is complete
without education. The purpose of education is to teach theoretical concepts and develop a sense
of reasoning and judgment.

Development means those learning opportunities design to help employees to grow.

Development activities such as those supplied by management development program are
generally voluntary in nature. Development provides knowledge about business environment,
management principles and techniques and human relations.

2. Significance of Training and Development in Healthcare:

The importance of Human Resource needs no emphasis in any organisation, more so in a

healthcare organisation. The key aspect of a service organisation such as hospital requires not
only qualified staff but also well-trained in the domain skills of the job assigned. Thus, there is
an imperative need for properly orienting and training healthcare professionals for their better
job performance in maintaining quality of healthcare provided in a hospital. It is not an
exaggeration if trained healthcare professionals of a corporate hospital constitute competitive
advantage and can be regarded as core competency of such hospital.
The specific benefits or importance of training are as follows:

 Increased probability and adherence to quality standards of an organization.

 Increasing organizational stability and flexibility.
 Reduced supervision and direction.
 Economical use of resources and heightened morale of an organization.
 Role and career flexibility and reduced learning time of an employee.
 Future manpower needs for an organization.
 Reduction of errors and accidents at workplace.
 Globalization and speed of change.
 New appraisal techniques.
 Reduction of turnover and absenteeism of an employee.

3. PROFILE OF THE HOSPITAL:

CARE HOSPITALS is an integral part of the CARE HOSPITAL GROUP and has been
delivering quality health care since 1999. Care hospital is a specialty for cardiac surgeons,
critical care and emergency medicine. CARE HOSPITALS is founded by Bhupathiraju
Somaraju in 1997, Chairman and Managing Director of Care Hospitals Group. Dr. Mohan
Maharaj is the Medical Director and Mr. Ashim Kumar is the facility COO of Care Hospitals.

The CARE HOSPITAL GROUP is a multispecialty health care provider, with 14 hospitals
serving 6 cities across 5 states of India. It offers comprehensive patient – focused care, with
state-of-the-art infrastructure, medical equipment and facilities, complemented by globally
trained and experienced Doctors and Professional support staff, available 24*7 hour service.
CARE HOSPITALS is a complete health care ecosystem with related components of education /
training and research, pursuing innovations that make health care more affordable.

SPECIALITIES AVAILABLE IN CARE HOSPITAL:

 ANESTHESIOLOGY AND PAIN MANAGEMENT

 CARDIOLOGY

 CARDIOTHORACIC SURGERY

 CLINICAL PATHOLOGY

 BIOCHEMISTRY

 CRITICAL CARE MEDICINE

 DIALYSIS
  DIETETICS AND NUTRITION

 ENT

 EMERGENCY SURGERY

 GENERAL SURGERY

 GASTROENTEROLOGY

 OBSTETRICS AND GYNECOLOGY

 JOINT REPLACEMENT SURGERY

 INTERNAL MEDICINE

 LAPROSCOPIC SURGERY

 MICRO BIOLOGY

 NEPHROLOGY

 NEUROSURGERY AND NEUROLOGY

 ORTHOPEDICS AND TRAUMA

 PHYSIOTHERAPY

 PLASTIC SURGERY

Organisation of the Care Hospitals: The organisation structure of the hospitals is

depicted in the following diagram.
ORGANISATION STRUCTURE:
4. Statement of the Problem:

Training and Development is one of the important aspects of Human Resource

Management activity aimed to betterment of individual and group performances in organization.
Training is a human resource function that involves developing employee’s skills, knowledge
and abilities to meet the organization’s needs. Training creates a competent, motivated and high-
performing workforce that is prepared to meet future demands. The Human Resource department
may encounter problems in implementing training due to inappropriate training, lack of interest
of an employee/trainee, Management support and insufficient budget.

All employees want to be valuable and remain competitive in the same field at all times, because
they make some demand for employee in an organization. This can only be achieved through
training and development programs.

5. Aim and Objectives of the Study:

The study aim is to analyze impact of the training and development programs executed for
healthcare professionals in CARE HOSPITALS, Visakhapatnam.
The specific objectives are:
 i. To examine the role and importance of training and development programs in a
healthcare organization;

ii. To study the importance of training in maintaining the safety standards of a

healthcare organization;

iii. To analyze how the care hospitals is inculcating the basic knowledge and skill to
the new entrants to perform their jobs well;

iv. To know the employee awareness and level of satisfaction on the Training and
Development programs organised by Care hospitals;

v. To assess the impact of training programs on the healthcare professionals and

measure its productivity;

vi. To identify gaps in the current training programs and suggest for the design of
suitable programs for the development of healthcare professionals.

6. METHODOLOGY:

There are several Training and Development methods available. The use of particular
method depends which method accomplishes the Training needs and objectives of organization.
Training methods can be classified into two categories: (i) on-the-job method and (ii) off-the-job
method.

ON-THE-JOB METHOD: On-the-job method refers to the methods of training in which a

person learns a job by actually doing/performing it. A person works on a job and learns and
develops expertise at the same time. The main On-the-job methods are Job Rotation, Special
Projects, Experience, Committee assignment and coaching.

OFF-THE-JOB METHOD: These methods require trainees to leave their workplace and
concentrate their entire time towards the Training Objectives. These days’ Off-the-job Training
methods have become popular due to limitations of the On-the-job training method such as
facilities and environment, lack of group discussion and full participation among the trainees
from different disciplines, etc. In the Off-the-job methods, the development of trainees is the
primary task rest everything is secondary. The main off-the-job methods are special courses &
lectures, conferences & seminars, selected reading, case study method, programmed
instruction/learning, brainstorming, role playing, apprenticeship training, In-basket exercise,
business games, sensitivity (T-group) training and multiple management.

SAMPLING DESIGN:

A sample design is a finite plan for obtaining a sample from a given population. Simple random
sampling technique is used for this study.

Universe: The universe chosen for the study will be the trainees / employees of CARE
HOSPITALS, VISAKHAPATNAM.

Sample Size: Number of sampling units collected from the population is called size of the
sample. Sample of 20 respondents were obtained from the population.

Sampling Procedure: The procedure adopted in the present study is probability sampling, which
is also known as chance sampling. Under this sampling design, every item of the frame has an
equal chance of inclusion in the sample.

7. METHODS OF DATA COLLECTION:

Primary Sources: Primary data is in the form of “raw material” to which statistical methods are
applied for the purpose of analysis and interpretation. The primary sources are discussion with
employee/trainees, data’s collected through questionnaire.

Secondary Sources: Secondary data’s are in the form of finished products as they have already
been treated statistically in some form or other. The secondary data mainly consists of data and
information collected from records, company websites and also discussion with the management
of the organization. Secondary data also collected from journals, magazines and books.

Statistical Techniques: Statistical research is also known as descriptive research, describes data
and characteristics about the population or phenomenon being studied. Statistical techniques are
used for need analysis like training evaluation and performance of employee/trainee through bar,
pie and chart diagram.
Questionnaire: A well-defined questionnaire that is used effectively can gather information on
both over-all performance of the test system as well as information on specific components of the
system. The questions were arranged in proper order, in accordance with the relevance.

8. Scheme of Presentation:

The proposed study after completion will be submitted in five chapters. The first chapter is
meant for providing introduction to the topic chosen and study design. The second chapter will
be devoted for profile of the organisation. The third chapter covers various training and
development programmes organised in Care hospitals. The fourth chapter analyses the survey
data collected through the questionnaire from the healthcare professional trainees. The fifth
chapter gives summary of findings and suggestions offered for designing suitable training
programmes for the advancement of healthcare professionals in Care hospitals.