A REPORT ON INTERNSHIP TRAINING AT

PRASHANTH SUPER SPECIALITY HOSPITAL, CHENNAI

Submitted in partial fulfillment for the award of the degree

M.A. HUMAN RESOURCE MANAGEMENT

BY

VARSHA M

(Register No: 2213422022019)

SHRIMATHI DEVKUNVAR NANALAL BHATT VAISHNAV

COLLEGE FOR WOMEN
Re-Accredited with A+ Grade by NAAC
Chromepet, Chennai-600044
2022-2024
 CERTIFICATE
This is to certify that this Internship Report on “A report on Internship Training at Prashanth
Super Speciality Hospital” submitted by VARSHA M (2213422022019) in partial fulfillment of
curriculum of M.A Human Resource Management course 2021-2023, Shrimathi Devkunvar
Nanalal Bhatt Vaishnav College for Women, Chennai-600044 is her original work.

Class-In-Charge Head of the Department

(MA.HRM)

Internal Examiner

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3
 DECLARATION
I, VARSHA M (2213422022019), a bonafide student of M.A. Human Resource
Management, Shrimathi Devkunvar Nanalal Bhatt Vaishnav College for Women,
Chennai-600044 would like to declare that the internship titled “A REPORT ON
INTERNSHIP TRAINING AT PRASHANTH SUPER SPECIALITY HOSPITAL,
CHENNAI” in partial fulfillment of M.A. Human Resource Management is my

original work.

SIGNATURE OF THE STUDENT

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 ACKNOWLEDGEMENT

I extend my heartfelt thanks to our Principal in-charge Dr. R. Radha for giving me an
opportunity to study in this esteemed institution.

I would like to express my sincere thanks to head in-charge Mrs. Sridevi R, B.Sc., MBA, M.Phil.,
SET and all other staff members of M.A. Human Resource Management for ensuring the
opportunity and sufficient permissions for the completion of the work.

I wish to express my gratitude to the officials and other staff members of PRASHANTH SUPER
SPECIALITY HOSPITAL for allowing me to undergo the internship training.

I would also thank the Almighty for his blessings throughout my endeavors.

SIGNATURE OF THE STUDENT

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 TABLE OF CONTENTS

CHAPTER PARTICULARS PAGE NO

01 Introduction to Human 9
Resource Management
02 Company Profile 15
03 Learning Experience 19
04 Conclusion 26

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 WEEKLY OVERVIEW OF INTERSHIP ACTIVITIES

WEEK 1

DATE DAY NAME OF THE TOPIC COMPLETED

05/06/2023 Monday Orientation Program

06/06/2023 Tuesday Prepared joining kit, Segregated the Active and Exit
Files

07/06/2023 Wednesday Aadhar verification for onboarding

08/06/2023 Thursday Filed the details of Abscond employees

09/06/2023 Friday Filed onboarding files

WEEK 2
DATE DAY NAME OF THE TOPIC COMPLETED

12/06/2023 Monday Joining employees Aadhar card and bank passbook

verified

13/06/2023 Tuesday Filed Man Request Form in separate department files

14/06/2023 Wednesday Filed warning letters

15/06/2023 Thursday Verified and filed hepatitis vaccine form and named
MRF files in separate departments

16/06/2023 Friday Verified new joiners forms

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 WEEK 3
DATE DAY NAME OF THE TOPIC COMPLETED

19/06/2023 Monday Filed warning letters

20/06/2023 Tuesday Verified Duty Doctors files

21/06/2023 Wednesday Printed all new joiners appointment and offer letters

22/06/2023 Thursday Filed appointment and offer letters

23/06/2023 Friday Filed abscond files and verified Aadhar of new joiners

24/06/23 Saturday Filed New Joiners Kit and documented appointment

letters

WEEK 4
DATE DAY NAME OF THE TOPIC COMPLETED

26/06/2023 Monday Documentation of New Duty Doctors files

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 CHAPTER-1

INTRODUCTION

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INTRODUCTION TO HUMAN RESOURCE MANAGEMENT

Human Resource Management (HRM) is an operation in companies designed to maximize

employee performance in order to meet the employer's strategic goals and objectives. More
precisely, HRM focuses on management of people within companies, emphasizing on policies and
systems. In short, HRM is the process of recruiting, selecting employees, providing proper
orientation and induction, imparting proper training and developing skills.

HUMAN RESOURCE MANAGEMENT DEFINITION

Employee Training and Development in Human Resource Management is defined as a system

used by an organization to improve the skills and performance of the employees. It is an
educational tool which consists of information and instructions to make existing skills sharp,
introduce new concepts and knowledge to improve the employee performance. An effective
training & development initiative based on training needs analyst is helps the company to enhance
the skills of working manpower and improve productivity.

ROLE OF HUMAN RESOURCE MANAGEMENT

A human resources department is focused on the recruiting and retention of employees within a
company. HR typically finds, hires (and fires), and trains employees. It oversees employee
relations. It manages benefit programs. It's the place an employee goes with questions about their
position at the company, to address concerns, and to air grievances.

IMPORTANCEOFHUMANRESOURCEMANAGEMENT

The practice of HRM must be viewed through the prism of overall strategic goals for the
organization instead of a standalone tint that takes a unit based or a micro approach. The idea here
is to adopt a holistic perspective towards HRM that ensures that there are no piecemeal strategies
and the HRM policy enmeshes itself fully with those of the organizational goals.

Thus, the practice of HRM is considered to be important as it integrates with the overall strategy
to ensure effective use of people and provide better returns to the organizations in terms of ROI
(Return on Investment) for every dollar or rupee spent on them. Unless the HRM practice is
designed in this way, the firms stand to lose from not utilizing people fully. And this does not bode
well for the success of the organization.

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OBJECTIVES OF HUMAN RESOURCE MANAGEMENT

The main objectives of HRM are:

➔ To help the organization achieve its goals:

HRM is the means to assist the organization to achieve its goals. It ensures effective utilization of
Human Resources which in turn results in the efficient utilization of all the other organizational
resources.

➔ To employ a skilled work force and focus on their training and development:

HRM aims at employing the skills and abilities of the workforce efficiently. It generates maximum
development of Human Resources within the organization by offering opportunities for growth to
employees through training and development.

➔ To ensure employee job satisfaction and maintain a quality of work-life:

HRM focuses on fulfilling the personal objectives of the employees which helps in enhancing their
contribution to the organization. Their objective is to ensure respect for human beings by providing
various services and welfare facilities to the personnel.

➔ Societal Objective:

HRM must ensure that there is compliance with the legal and ethical standards of the society at
each level and function of the organization. It implies that organizations manage human resources
in an ethical and socially responsible manner.

FUNCTIONS OF HUMANRESOURCE MANAGEMENT

● HR Planning

● Job Analysis and Design

● Recruitment and Selection

● Orientation and Placement

● Training and Development

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➔ HR Planning:

Human Resource Planning is a process that identifies current and future human resource needs for
an organization to achieve its goals.

➔ Job Analysis and Design:

Job Analysis is the determination of the precise characteristics of a job through an in-depth and
detailed examination of the activities to be performed. Job design allows job analysis. It involves
designing the content of a job, it combines the tasks into a job to be assigned to an individual and
further fixes the duties and responsibilities to do the job.

➔ Recruitment and Selection:

Recruitment is the process of searching for the best-qualified candidate from within or outside the
organization in a cost-effective manner.

➔ Orientation and Placement:

Orientation is the process in which the new employees are introduced and made familiar to their
jobs, complex processes, co-workers, and organizations. Placement includes assigning tasks to
new employees and the promotion or transfer of present employees.

➔ Training and Development:

Training is the process of enhancing the knowledge and skill of an employee required for a
particular job. Development is an ongoing and continuous process that aims at improving the
personality and attitude of employees.

SIGNIFICANCE OF HUMAN RESOURCE MANAGEMENT

➔ Objective:

Human Resource Management helps a company to achieve its objective from time to time by
creating a positive attitude among workers. Reducing wastage and making maximum use of
resources etc.

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➔ Facilitates professional growth:

Due to proper Human Resource policies employees are trained well and this makes them ready for
future promotions. Their talent can be utilized not only in the company in which they are currently
working but also in other companies which the employees may join in the future.

➔ Better relations between union and management:

Healthy Human Resource Management practices can help the organization to maintain co-ordinal
relationship with the unions. Union members start realizing that the company is also interested in
the workers and will not go against them, therefore chances of going on strike are greatly reduced.

➔ Helps an individual to work in a team/group:

Effective Human Resource practices teach individuals team work and adjustment. The individuals
are now very comfortable while working in a team thus teamwork improves.

➔ Identifies person for the future:

Since employees are constantly trained, they are ready to meet the job requirements. The company
is also able to identify potential employees who can be promoted in the future for the top level
jobs. Thus one of the advantages of HRM is preparing people for the future.

➔ Allocating the jobs to the right person:

If proper recruitment and selection methods are followed, the company will be able to select the
right people for the right job. When this happens the number of people leaving the job will reduce
as they will be satisfied with their job leading to decrease in labor turnover.

➔ Improves the economy:

Effective Human Resource practices lead to higher profits and better performance by companies
due to this the company achieves a chance to enter into new business and start new ventures thus
industrial development increases and the economy improves.

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RECRUITMENT AND RECRUITMENT PROCESS

Recruiting refers to the process of attracting potential job applicants from the available labor force.
Every organization must be able to attract a sufficient number of the job candidates who have the
abilities and aptitudes needed to help the organization to achieve its objectives. An effective
employee selection procedure is limited by the effectiveness of the recruiting process. Outstanding
job candidates cannot be selected if they are not included in the applicant pool. The recruitment
process also interacts with other personnel functions, especially performance evaluation
compensation training and development and employee relations. Recruiting is typically a human
resource function.

Recruitment and Selection are interchangeable words used frequently by many and Recruitment is
the most commonly used word than the word selection. But there is a difference between these
two terms. Recruitment is an activity to find people who like to join an organization. In other words
it is the process of inviting candidates for applying to jobs through various modes in which the
organization asks for selection takes place only after inviting candidates. As the human resource/
Manpower/ employees are pillars and key assets for any organization, recruitment is the only way
to raise manpower needed for an organization.

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 CHAPTER-2
COMPANY PROFILE

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 PRASHANTH SUPER SPECIALITY HOSPITAL

ABOUT PRASHANTH SUPER SPECIALITY HOSPITAL:

Providing 360-degree healthcare to everyone who needs it is one of our foundational values. To
this end, at Prashanth Hospitals, we strive every day to continually improve our expertise,
infrastructure, technology and culture to cater to our patients’ unique needs. As part of our cultural
ethos, we focus on providing value to our patients by understanding their needs better and
delivering healthcare that is based on care, compassion, a friendly approach and a deeper
understanding of what makes them comfortable.

We believe that healthcare is a wholesome experience and shouldn’t just be clinical in nature. We
approach healthcare that takes all of a patient’s unique needs into account and delivers them in as
affordable a manner as possible.

This is how we have earned the trust of millions of patients who have walked through our doors
and on to better, happier and healthier lives. This is how we have grown to be the super-specialty
hospital we are today. And, it is how we continue to be a beacon of personalized healthcare through
our journey of growth.

MISSION OF THE ORGANISATION:

To sustain the trust of the patients by providing good quality health care services.

GOAL OF THE ORGANISATION:

To become an Internationally acclaimed medical institution, providing excellent health care

services to the patients from all walks of life.

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OVERVIEW:

When they began operations at Prashanth Fertility Research Centre, they focused exclusively
on Infertility. They offered the latest methodologies and technologies to assist childless
couples realise their dreams and delivered on that promise and much more. In a sho rt span of
time, they widened our scope and started Prashanth Multi Speciality Hospital.

To extend their reach further to the southern part of Chennai, they started Prashanth Super
Speciality Hospital. This tertiary care hospital offers the finest medical and surgical care
across multiple specialities in a world-class environment.

EXPECT CARE:

An experienced physician's clinical examination is the first step towards diagnosis. The skill
and experience of the doctor is vital in guiding the treatment to a successful completion. That
is where they stand out. Their medical team is renowned. You will get the best of Medicare
there.

SURGICAL SKILLS:

Cuts like a knife is a popular saying, but where and how the cut lies determines the success in a
surgery. Their renowned and expert surgical teams are well versed in traditional surgeries as well
as minimally invasive Laparoscopic surgeries with the latest technology. If experience is the best
teacher then their team has had the best teacher and take pride in being trained to deliver the best
surgical solutions.

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ADVANCED TECHNOLOGY:

Technology driven is the mantra of the modern man and they live up to it. The technological
advances in medicine have made what was unthinkable yesterday, possible today. They have the
latest technology in place in every department to save lives and deliver the most modern
therapeutic and surgical remedies, be it for the just born or in the emergency room.

PERSONALISED CARE:

All medicines in the world cannot match the comforting word. Clinical efficiency, surgical
precision and diagnostic accuracy will cure while our caring and empathetic care will heal.

Our nursing and support team is a highly motivated and compassionate unit that works well
with the medical and surgical teams to provide the best care.

WORLD CLASS INFRASTRUCTURE:

Multiple disciplines have multiple demands and a sound infrastructure helps cater to them all.
Right from the entry till the exit, everything is in place ensuring smooth functioning. We offer
additional services to make your stay a pleasant one.

24 hours Accident and Trauma, Pharmacy, Laboratory, Radiology services (X Ray, MRI, CT),
PICCU / NICU/ Ambulance ( 95001 39000 ), Emergency Services.

COMPREHENSIVE CARE:

o Accident and trauma care

o Cardiology and Cardiothoracic surgery
o Nephrology and Kidney Transplant
o Neurology and Neurosurgery
o Urology
o Neonatology and Paediatrics
o Obstetrics and Gynaecology
o Infertility
o Orthopaedics
o Diabetology
o Gastroenterology and Liver Diseases
o Plastic and Cosmetic Surgery
o General Medicine, General Surgery
o Oncology
o Critical Care

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 CHAPTER-3
LEARNING EXPERIENCE

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 RECRUITMENT PROCESS
Recruitment is a process of finding and attracting the potential resources for filling up the vacant
positions in an organization. It sources the candidates with the abilities and attitude, which are
required for achieving the objectives of an organization.

RECRUITMENT PLANNING
Recruitment planning is the first step of the recruitment process, where the vacant positions are
analyzed and described. It includes job specifications and its nature, experience, qualifications and
skills required for the job, etc.
A structured recruitment plan is mandatory to attract potential candidates from a pool of
candidates. The potential candidates should be qualified, experienced with a capability to take the
responsibilities required to achieve the objectives of the organization.

IDENTIFYING VACANCY
The first and foremost process of the recruitment plan is identifying the vacancy. This process
begins with receiving the requisition for recruitments from different department of the organization
to the HR Department, which contains −

➢ Number of posts to be filled

➢ Number of positions
➢ Duties and responsibilities to be performed
➢ Qualification and experience required

When a vacancy is identified, it is the responsibility of the sourcing manager to ascertain whether
the position is required or not, permanent or temporary, full-time or part-time, etc. These
parameters should be evaluated before commencing recruitment.

JOB ANALYSIS
Job analysis is a process of identifying, analyzing, and determining the duties, responsibilities,
skills, abilities, and work environment of a specific job. These factors help in identifying what a
job demands and what an employee must possess in performing a job productively.
Job analysis helps in understanding what tasks are important and how to perform them. Its purpose
is to establish and document the job relatedness of employment procedures such as selection,
training, compensation, and performance appraisal.

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The following steps are important in analyzing a job −
➢ Recording and collecting job information
➢ Accuracy in checking the job information
➢ Generating job description based on the information
➢ Determining the skills, knowledge and skills, which are required for the job

JOB DESCRIPTION
Job description is an important document, which is descriptive in nature and contains the final
statement of the job analysis. This description is very important for a successful recruitment
process.
Job description provides information about the scope of job roles, responsibilities and the
positioning of the job in the organization. And this data gives the employer and the organization a
clear idea of what an employee must do to meet the requirement of his job responsibilities.
Job description is generated for fulfilling the following processes −

➢ Classification and ranking of jobs

➢ Placing and orientation of new resources
➢ Promotions and transfers
➢ Describing the career path
➢ Future development of work standards

A job description provides information on the following elements −

➢ Job Title / Job Identification / Organization Position

➢ Job Location
➢ Summary of Job
➢ Job Duties
➢ Machines, Materials and Equipment
➢ Process of Supervision
➢ Working Conditions
➢ Health Hazards

JOB SPECIFICATION
Job specification focuses on the specifications of the candidate, whom the HR team is going to
hire. The first step in job specification is preparing the list of all jobs in the organization and its
locations. The second step is to generate the information of each job.

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This information about each job in an organization is as follows −

➢ Physical specifications
➢ Mental specifications
➢ Physical features
➢ Emotional specifications
➢ Behavioral specifications

A job specification document provides information on the following elements −

➢ Qualification
➢ Experiences
➢ Training and development
➢ Skills requirements
➢ Work responsibilities
➢ Emotional characteristics
➢ Planning of career

JOB EVALUATION
Job evaluation is a comparative process of analyzing, assessing, and determining the relative
value/worth of a job in relation to the other jobs in an organization.
The main objective of job evaluation is to analyze and determine which job commands how much
pay. There are several methods such as job grading, job classifications, job ranking, etc., which
are involved in job evaluation. Job evaluation forms the basis for salary and wage negotiations.

Screening starts after completion of the process of sourcing the candidates. Screening is the process
of filtering the applications of the candidates for further selection process.
Screening is an integral part of the recruitment process that helps in removing unqualified or
irrelevant candidates, which were received through sourcing. Reviewing is the first step of
screening candidates. In this process, the resumes of the candidates are reviewed and checked for
the candidates’ education, work experience, and overall background matching the requirement of
the job
While reviewing the resumes, an HR executive must keep the following points in mind, to ensure
better screening of the potential candidates −

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 ➢ Reason for change of job
➢ Longevity with each organization
➢ Long gaps in employment
➢ Job-hopping
➢ Lack of career progression

Conducting telephonic or video interviews is the second step of screening candidates. In this
process, after the resumes are screened, the candidates are contacted through phone or video by
the hiring manager. This screening process has two outcomes −

It helps in verifying the candidates, whether they are active and available.
It also helps in giving a quick insight about the candidate’s attitude, ability to answer interview
questions, and communication skills.

SCREENING / SHORTLISTING
Screening starts after completion of the process of sourcing the candidates. Screening is the process
of filtering the applications of the candidates for further selection process.
Screening is an integral part of the recruitment process that helps in removing unqualified or
irrelevant candidates, which were received through sourcing. Reviewing is the first step of
screening candidates. In this process, the resumes of the candidates are reviewed and checked for
the candidates’ education, work experience, and overall background matching the requirement of
the job
While reviewing the resumes, an HR executive must keep the following points in mind, to ensure
better screening of the potential candidates −

➢ Reason for change of job

➢ Longevity with each organization
➢ Long gaps in employment
➢ Job-hopping
➢ Lack of career progression

CONDUCTING TELEPHONE OR VIDEO INTERVIEW

Conducting telephonic or video interviews is the second step of screening candidates. In this
process, after the resumes are screened, the candidates are contacted through phone or video by
the hiring manager. This screening process has two outcomes −

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It helps in verifying the candidates, whether they are active and available.
It also helps in giving a quick insight about the candidate’s attitude, ability to answer interview
questions, and communication skills.

MAINTAINING EMPLOYEE RECORDS

One of the primary responsibilities of the HR department is to maintain employee records
and regularly keep them updated. It is not just a good practice but it is also made mandatory by the
law. These records help companies gather and analyze comprehensive information
about their workforce at a micro as well as macro level.
PERSONAL DETAILS
These are basic details that need to be maintained in order to formulate and review personnel
policies and procedures. It gives a background about the employee’s personal attributes,
demographic information and essential identity proofs that are required to be recorded as per the
law.
• Name –
• Age –
• Birth date –
• Gender –
• Marital status –
• Nationality –
• Blood Group –
• Educational Qualification –
• Permanent Address –
• Passport No. -
• PAN Details –
• Aadhar Details –

EMPLOYMENT DETAILS
Employment records consist of details about an employee's past experience, date of joining the
current organization and referrals from previous managers and colleagues (if any). Other
information such as employee id number, work week and leave policies are also recorded in this
section. Even bank details are recorded here through which employees receive their
salaries.

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• Employee Identification Code –
• Employment Type –
• Employment Status – Active/Exit
• Date of Joining –
• Name of Bank –
• Bank Account number –
• IFSC code –
• Work week –
• Last day of working –

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CHAPTER – 4
CONCLUSION

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 CONCLUSION

Throughout my internship, I could understand more about the HR Practices and prepare myself to
become a responsible Human Resource Manager. During my internship period, I realized that
observation is a main element to find out the root cause of a problem. During my internship, I
received advice and gained experience from the company. The two main things that I’ve learned
are the importance of Responsibility and Time-Management. Internships are not only a way to
gain valuable experience and training, it is also a way to stand out from other candidates.

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