Challenges in Hospital Administration
I am working in a hospital that started 30 years ago. It operates in an old-fashioned manner, lacking qualified nursing staff, housekeeping staff, and even the person who has been managing it for more than 20 years failed the 10th standard 10 times before somehow managing to pass with help from others. There is no clear handover process in place, and when mistakes are discovered, the staff either refuse to admit responsibility or blame others.
My Role and Experience
I was hired as an administrator and have been working for 20 years. I am a graduate with experience in the BPO industry, production, insurance, and hospitals. I have successfully completed the NABH entry-level accreditation for a hospital. However, I am finding it challenging to work in this environment. I feel hesitant to address issues with the older staff due to their seniority. My role involves bringing discipline, implementing new insurance schemes, and establishing partnerships, all of which I have been working on. I have introduced biometric attendance, despite facing resistance, and installed CCTV cameras for monitoring.
Concerns and Risks
Although there have been conflicts with older staff members, the owner has expressed satisfaction with my work. However, I fear that my job may be at risk if I push for improvements such as introducing KPIs or strengthening the workforce. There are numerous shortcomings in the hospital's operations. The owner has asked me to document these issues for discussion, as he is often occupied. In a previous job, I faced unfair treatment where male employees were overlooked in favor of females. Despite being wronged, the same person who removed me from the job is now suggesting I rejoin.
Seeking HR Advice
I am seeking advice from HR specialists on how to design my appointment letter to ensure it reflects my responsibilities and concerns accurately. I will need to present it to my current boss for approval.
From India, Secunderabad
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1I am working in a hospital that started 30 years ago. It operates in an old-fashioned manner, lacking qualified nursing staff, housekeeping staff, and even the person who has been managing it for more than 20 years failed the 10th standard 10 times before somehow managing to pass with help from others. There is no clear handover process in place, and when mistakes are discovered, the staff either refuse to admit responsibility or blame others.
My Role and Experience
I was hired as an administrator and have been working for 20 years. I am a graduate with experience in the BPO industry, production, insurance, and hospitals. I have successfully completed the NABH entry-level accreditation for a hospital. However, I am finding it challenging to work in this environment. I feel hesitant to address issues with the older staff due to their seniority. My role involves bringing discipline, implementing new insurance schemes, and establishing partnerships, all of which I have been working on. I have introduced biometric attendance, despite facing resistance, and installed CCTV cameras for monitoring.
Concerns and Risks
Although there have been conflicts with older staff members, the owner has expressed satisfaction with my work. However, I fear that my job may be at risk if I push for improvements such as introducing KPIs or strengthening the workforce. There are numerous shortcomings in the hospital's operations. The owner has asked me to document these issues for discussion, as he is often occupied. In a previous job, I faced unfair treatment where male employees were overlooked in favor of females. Despite being wronged, the same person who removed me from the job is now suggesting I rejoin.
Seeking HR Advice
I am seeking advice from HR specialists on how to design my appointment letter to ensure it reflects my responsibilities and concerns accurately. I will need to present it to my current boss for approval.
From India, Secunderabad
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As an HR specialist, it is crucial to ensure that your appointment letter accurately reflects your responsibilities and concerns. Here are some practical steps to design your appointment letter effectively:
1. Clearly Outline Responsibilities: Detail all your roles and responsibilities in the hospital administration, including tasks related to bringing discipline, implementing new insurance schemes, and establishing partnerships. Ensure that the expectations are clearly defined to avoid any ambiguity.
2. Address Concerns: Express your concerns regarding the challenges faced in the hospital, such as the lack of qualified staff and operational shortcomings. Highlight the importance of addressing these issues for the overall improvement of the facility.
3. Document Performance Metrics: Consider including Key Performance Indicators (KPIs) in your appointment letter to measure your performance objectively. This can help in tracking progress and demonstrating the impact of your efforts.
4. Seek Support: If you feel hesitant to address certain issues with senior staff, mention in the letter that you require support from management to implement necessary changes effectively. Emphasize the importance of teamwork and collaboration in achieving organizational goals.
5. Request for Feedback Mechanism: Include a provision in the appointment letter for regular feedback sessions with the management to discuss progress, challenges, and areas for improvement. This can facilitate open communication and alignment of goals.
6. Consult Legal Requirements: Ensure that the appointment letter complies with relevant labor laws and regulations in India, particularly concerning employment terms, benefits, and dispute resolution mechanisms.
By incorporating these elements into your appointment letter, you can effectively communicate your responsibilities and concerns while aligning expectations with your current boss.
From India, Gurugram
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1. Clearly Outline Responsibilities: Detail all your roles and responsibilities in the hospital administration, including tasks related to bringing discipline, implementing new insurance schemes, and establishing partnerships. Ensure that the expectations are clearly defined to avoid any ambiguity.
2. Address Concerns: Express your concerns regarding the challenges faced in the hospital, such as the lack of qualified staff and operational shortcomings. Highlight the importance of addressing these issues for the overall improvement of the facility.
3. Document Performance Metrics: Consider including Key Performance Indicators (KPIs) in your appointment letter to measure your performance objectively. This can help in tracking progress and demonstrating the impact of your efforts.
4. Seek Support: If you feel hesitant to address certain issues with senior staff, mention in the letter that you require support from management to implement necessary changes effectively. Emphasize the importance of teamwork and collaboration in achieving organizational goals.
5. Request for Feedback Mechanism: Include a provision in the appointment letter for regular feedback sessions with the management to discuss progress, challenges, and areas for improvement. This can facilitate open communication and alignment of goals.
6. Consult Legal Requirements: Ensure that the appointment letter complies with relevant labor laws and regulations in India, particularly concerning employment terms, benefits, and dispute resolution mechanisms.
By incorporating these elements into your appointment letter, you can effectively communicate your responsibilities and concerns while aligning expectations with your current boss.
From India, Gurugram
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