5/25/2015

UNIVERSITY
OF LAHORE

HR POLICIES OF SKMCH&RC

A research on the HR policies which are being implemented at SKMCH&RC

| Saad Salman

Winter 15

HR policies of SKMCH

HR Policies of SKMCH&RC
Submitted To:
Prof. Khawaja Ali Qadeer

Author/Research Worker:
Saad Salman

Semester:
4th

Section:
C

Project:
Human Resource Management

Department:
CS Department

1
Human Resource Management

Winter 15

HR policies of SKMCH

Table of Contents
TOPIC

PAGE #

About

HR Policies of the Organization

Recruitment & Selection

4-5

Training & Development

Performance Appraisal

Employees Compensation

6-7

2
Human Resource Management

Winter 15

HR policies of SKMCH

About:
Shaukat Khanum Memorial Cancer Hospital and
Research Centre (SKMCH&RC) is a research-oriented
cancer specialized hospital located in Lahore and
Peshawar in Pakistan founded by Imran Khan. It is
Pakistan's largest cancer hospital and its largest radiation
oncology center. It is doing a feasibility study for a third hospital,
located in Karachi.
The hospital claims that 75 percent of its patients are being treated free
of cost. In 2013, the hospital admitted 9,211 new cancer patients while
the hospital recorded nearly 175,000 visits of cancer patients in the
outpatient department. About 33,783 patients received chemotherapy
and 53,451 got radiation treatment in 2013.
It is a project of the Shaukat Khanum Memorial Trust, which is a
charitable organization established under the Societies Registration Act
XXI of 1860 of Pakistan. It is named after the mother of Imran Khan,
who died after battling with cancer. Inaugurated on 29 December 1994,
SKMCH&RC's 195-bed Lahore hospital spends $198 million annually
as financial support for patients and employees 90 consultants,
physicians and surgeons.
Its second hospital is under construction in Peshawar, spread over 6
acres; the hospital is expected to be operational by the end of 2015; the
total cost of the second hospital is Rs. 6.8 billion. 1

https://en.wikipedia.org/wiki/Shaukat_Khanum_Memorial_Cancer_Hospital_%26_Research_Centre

3
Human Resource Management

Winter 15

HR policies of SKMCH

HR Policies of the Organization

SKMCH&RC believes that human talent is one of its most
valuable resources a resource needed to ensure its mission and
values are successfully met. When we visited the HR
Department of SKMCH&RC, we inquired their HR Manager
Mr. Muhammad Ali Khan about the implementation of the
following HR practices:

Recruitment and selection

Training and development
Performance appraisal
Employees Compensation

Recruitment and Selection:

The hospital makes every effort to recruit from a competitive labor
market to the most highly qualified candidates, seeking to advance a
culture of excellence.
First of all, advertisement is published on the print media
(including countrys leading newspapers) and hospitals website
for the vacant posts with the eligibility criteria.
Then the candidates/applicants fill and submit the application form
to the HR department.
Then the eligible candidates are called for tests and their panel
based interview is taken.
A reference check is made for that candidate whom the hospital is
going to select, in which his/her criminal records, commercial
records and financial records are looked up so that the hospital has
as much information about a candidate as possible.
4
Human Resource Management

Winter 15

HR policies of SKMCH

After that, the candidates who fulfill the required criteria are
selected for that particular post.
Regret letters are sent to all candidates who are no longer under
consideration.
Moreover, the selection is done on merit without any discrimination
on the basis of caste, color or creed.

Training and Development:

The hospital believes that it is good policy to invest in the development
of the employees skills, so they can increase their productivity.
New employees are effectively oriented.
Employees Training Need Analysis is performed.
Employees are trained according to the training plan (tentative
annual training calendar).
Trainers are selected.
The hospital uses 3 methods to train their employees:
1. In-house
2. External
3. Distance
Meeting of Top Management with frontline staff is organized.
Training facilities are provided to employees in the form of Elibrary and Employee Handbook.
Training records are kept and feedback is collected from the
employees.
Employees are evaluated by comparing their newly acquired skills
with the skills defined by the goals of the training program.
Training is evaluated several times during this process because timely
evaluation will prevent the training from straying from its goals.
5
Human Resource Management

Winter 15

HR policies of SKMCH

Performance Appraisal:
The hospital believes that appraisals are also important to help staff
members improve their performance and as an avenue by which they can
be rewarded or recognized for a job well done.
The hospital uses 3 appraisal method:
1. Annual (For regular employees)
2. Bi-annual (For supervisory, managerial positions & nursing
staff)
3. Quarterly 360 Degree Feedback (For consultants and HODs)
Make employees understand the importance of goal setting in
generating results.
Make employees aware of the power of reward, recognition and
positive reinforcement.
Develops an approach to correcting employee's mistakes which
leads to improved performance and confidence.
Performance review helps to assess and estimate training needs.
It enhances rapport-building, questioning, and listening skills to
ensure open communication.

Employees Compensation:
The hospital believes that the compensation strategy of any organization
is the extremely important piece of the overall HR Strategy to keep the
company competitive and successful.

Compensation surveys are conducted.

Merit based salary increments are done.
Incentives are provided on achievement of targets.
Best Employee of the year award is awarded.
6

Human Resource Management

Winter 15

HR policies of SKMCH

Medical Care is provided.

Employees have the right to take leave to handle certain
responsibilities and manage certain problems arising in their lives.
Official vehicle is provided.
Facilities like gymnasium, cafeterias, cricket ground, internet
connection, mosque etc. are provided.
Exit interviews are conducted with departing employees, just
before they leave.
Hospital believes that exit interviews are a unique chance to survey
and analyze the opinions of departing employees, who generally
are more forthcoming, constructive and objective than staff still in
their jobs.
Just because of SKMCH&RCs excellent HR policies, the employees
are committed, dedicated and loyal to the organization and therefore
according to the latest survey of 2015, the turnover rate is reduced to
11.9% which was 39% in the past.

7
Human Resource Management