SUMMER INTERNSHIP

PROJECT REPORT
A Study of Employee Perceptions at the
time of exit towers HR practices

INTERNAL GUIDE: CORPORATE

GUIDE:
Dr. Mayur Shah Mrs. Radhika Joshi
Compiled By:
Parshwa Shah
(167680592084)
OBJECTIVE
To know the perceptions of out-employees and in-
employees of selected hospitals

To study the current practices going on in the

organization

reason an employee's leave the organization

To analyse the factors responsible an employee's leave

the CIMS Hospital
INTRODUCTION TO SECTOR

During 2008-20, the market is expected to record a Compound annual

growth rate (CAGR) of 16.5 per cent.
The total industry size is expected to touch US$ 160 billion by 2017 and
US$ 280 billion by 2020.
As per the Ministry of Health, development of 50 technologies has been
targeted in the FY16, for the treatment of disease like Cancer and TB.
 INTRODUCTION OF CIMS HOSPITAL
Established: 2010
Chairperson: DR. Keyur Parikh
Managing Director: DR. Milan Chag
Chief Operating Officer: DR. Ashwani Bansal
Vision: To be one of the most trusted hospital in India by providing
personalised care for best patient experience.
Mission: Care
Innovation
Manage lives
Save lives
Value: Patient Always First
 SWOT ANALYSIS
Strengths:
1. Maintain quality standards
2. Maintain good relationship
with employees.
3. Equipped with world class
technology.
4. Respected Medical
experts.
Weakness:
1. Location disadvantage.
2. Language barrier.
Opportunities:
1. CIMS increasing their
services day by day.
2. Capability of achieving
global standards.
3. More specialised in various
fields.
Threats:
1. More number of hospitals
entered into global market.
2. Fails in advertisement &
promotion.
INTRODUCTION OF EMPLOYEE EXIT
When an employee terminates or resigns
from a position within a department then it is
called Employee EXIT.
Exit is one of the biggest challenges and it
represents significant costs to Hospital.
A high Exit reflects poorly on the hospitals
ability to hold on to its people.
The toughest concern for an HR manager is
the high turnover rate
literature review
Author name Years of Topic
publication
Patil and Choudhari 2013 Investigation of HRM Practices
in hospitals of Jalgaon districts
the study found that HRM
practices are very skilfully
applied by private hospitals.
They have applied all superficial
practices in higher proportion
as compared to govt hospital
Lamba and Chaudhary 2013 study on Impact of Human
resource management practices
on organisational commitment
of employees,
Singh and Negi 2013 the study analyse the human
resource management process
and practices into large hospitals
of Dehradun
 Author name Years of Topic
publication
Sonappa Dajiba Goral 2010 An analytical study of human
resource management in private
hospitals with special reference
to Kolhapur district
(MAHARASHTRA)

The study recommended that these

hospitals have a long way to go in
establishing cordial relationship
with their staffs, create warm
workplace environment
Wright et al 2003 The impact of HR practices on
performance of business units The
purpose of this study is to examine
the relationship between HR
practices and firm performance
in a way that improves the casual
inferences that can be drawn.
Cost of EXIT to Hospital
Exit interviews
Advertising
Recruiting
Interviewing
Testing
Hiring
Orientation
Training
Lost productivity until they learn the job
Benefits
Poor performers may choose to leave and can be
replaced with better employees.

Leavers are replaced with people with more up-to-

date job skills.

Vacancies are created to allow for internal promotions

of other employees, thus increasing their career
satisfaction and motivation.

Receptiveness to innovation and change may

increase.

Voluntary turnover is less painful than retrenchment.

Research methodology
Research Design: Descriptive Study
Data: primary data & Secondary data
Research: Pre-existing CIMS Exit NOC documents
Research instrument: Questionnaire
Sampling Method: simple random sampling
Data Collection: The required data for the project has collected from
Primary and Secondary Data.

Type of sampling:
Type of sampling used in this survey was simple random
sampling from the total ex-employees at all the levels of the
organization.
Reason for Leaving
CLOSER TO HOME 17%

Social or Personal Reason 16%

BETTER CAREER OPPORTUNITY 17%

BETTER PERKES 3%

CAREER CHANGE 15%

HIGHER PAY 8%

JOB DISSATISFACTION 3%

ON ACCOUNT OF MARRIAGE 3%

GOING ABROAD 5%

CONFLICT WITH OTHER EMPLOYEESORSENIOR 3%

HIGHER STUDIES 10%

 What Are The Reason For Leaving
CLOSER TO HOME Social or Personal Reason

BETTER CAREER OPPORTUNITY BETTER PERKES

CAREER CHANGE HIGHER PAY

JOB DISSATISFACTION ON ACCOUNT OF MARRIAGE

GOING ABROAD CONFLICT WITH OTHER EMPLOYEESORSENIOR

HIGHER STUDIES 3% 10% 17%

5%
3%
3%
16%
8%

15%
17%
3%
 What Irritants Did You Face While Working
HOME SICKNESS POLITICSORWORKING ENVIRONMENT
LONG WORKING HOUR ATTITUDE OF SENIORS
COMPANY POLICIES ATTITUDE OF COLLEAGUES
ATTITUDE OF JUNIORS TOUGH TARGETS

2% 1%
6%

17% 30%

12%
8%
24%
 Joining Formalities

Joining Formalities
FAIR
POOR
0%
3%
FAIR POOR
0% 3%
EXCELL
EXCELLENT 30% ENT
30% 30%
EXCELLENT
GOOD
42%
GOOD
42%
Very good 25%
Very
good
Very good

25%
25%

GOOD 42%

FAIR 0%

POOR 3%
 Training Opportunity
FAIR POOR
5% 4%
EXCELLENT 31%
EXCELLE
NT
GOOD 31%
Very good 32% 28%

Very
GOOD 28%
good
32%

FAIR 5%

POOR 4%
 Employee Morale

POOR,
FAIR, 8%
EXCELLENT 22% 6%
EXCELLE
NT, 22%
Very good 26%
Very
GOOD,
GOOD 38% good,
38%
26%

FAIR 8%

POOR 6%
 Communication Between Performance & Development
Management & Employees Planning & Evaluation

POOR EXCELL POOR EXCELL

11% ENT 8% ENT
FAIR
FAIR 22% 11% 28%
14%

Very Very
GOOD good GOOD
good
28% 25% 33%
20%
Administrative Policy & Concern With Quality &
Procedure Excellence

POOR POOR
FAIR
11% 5%
FAIR EXCELL 6%
EXCELL
6% ENT ENT
22% 24%
GOOD
27%
Very
GOOD Very
good
34% good
27%
38%
Behaviour Of Hr Internal Communication Worked
Well

STRONG
LY STRONG
DISAGR LY
POOR EXCELL EE
DISAGR AGREE
FAIR 7% ENT 11%
EE 16%
8% 24%
14%

GOOD
27% Very
good AGREE
34% 59%

Neutral
0%
Supervisor line Manager Was Supervisor line Manager Was
Open To Suggestions Available To Discuss Job Related Issues

DISAGR STRONG
EE STRONG STRONG
STRONG LY
14% LY LY
LY DISAGR
DISAGR AGREE
AGREE DISAGR EE
EE 8%
13% EE 6%
5%
Neutral 18%
0%

AGREE
AGREE 68%
68% Neutral
0%
FINDINGS
It was observed from the study that most of the
employees exit the organization due to the
distance of the organization from their homes.

17% employees leave an organization just

because new organization are closer to home

16% employees Goes out of the organization due

to social or personal reasons

Only and only 17% employees leave an

organization just because Better career
opportunity
Manage employee Exit in Hospital
Compensation and Management:
Create Opportunities for Employees:
Engaging Employees:
Technology Opportunities:
Career Path for Employees:
Feel Valued in Hospital:
Feel Part of the Hospital's Mission:
Educate Employees on their Impact:
Flexibility:
 http://www.cims.org
Bibliography
www.wikipedia.com

https://www.scribd.com

http://writingcenter.unc.edu

http://shodhganga.inflibnet.ac.in

International Journal of Research in Business Management (IMPACT: IJRBM)

ISSN(E): 2321-886X; ISSN(P): 2347-4572 Vol. 2, Issue 5, May 2014, 129-136

Human Resource Management Gary Dessler

CIMS Portal

Google Scholar

African Journal of Business Management pp. 049-054, June 2007 Available

online http://www.academicjournals.org/ajbm ISSN 1993-8233 2007
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