Respected Heads, Good Evening, As I am new to the hospital, kindly support me for HR Policies - Disciplinary, Grievances - NABH certification documents for our hospital Regards Mohana 8072193485
From India, Chennai
From India, Chennai
Dear Mohana,
Creating HR policies for disciplinary actions and grievance handling, especially for a hospital aiming for NABH (National Accreditation Board for Hospitals & Healthcare Providers) certification, is crucial. Here is an overview of what you need to include and how to align with NABH standards:
Disciplinary Policy
Purpose:
Define the scope and purpose of the policy.
Ensure compliance with legal and ethical standards.
Maintain a safe and professional working environment.
Definitions:
Define what constitutes a disciplinary issue (e.g., misconduct, non-compliance with hospital policies, unethical behavior).
Process:
Investigation: Outline the steps for investigating alleged misconduct.
Documentation: Maintain records of the investigation and outcomes.
Disciplinary Action: Specify the range of possible disciplinary actions (e.g., warning, suspension, termination) and criteria for each.
Rights and Responsibilities:
Ensure the rights of employees to fair treatment.
Define the responsibilities of managers and HR in enforcing the policy.
Appeal Process:
Provide a clear process for employees to appeal disciplinary decisions.
Grievance Policy
Purpose:
Provide a systematic process for employees to raise concerns or complaints.
Promote a positive and responsive work environment.
Definitions:
Clarify what constitutes a grievance (e.g., workplace harassment, discrimination, unfair treatment).
Grievance Procedure:
Filing a Grievance: Outline how employees can submit grievances (e.g., written form, online submission).
Acknowledgement: Ensure timely acknowledgment of the grievance.
Investigation: Detail the steps for a thorough and impartial investigation.
Resolution: Describe the process for resolving grievances and communicating the outcome to the employee.
Confidentiality:
Ensure the confidentiality of the grievance process.
Non-Retaliation:
Guarantee protection against retaliation for employees who raise grievances.
NABH Certification Requirements
To align these policies with NABH standards, consider the following points:
Compliance with NABH Standards:
Ensure policies are in line with the NABH guidelines for Human Resource Management (Chapter 5).
Documentation:
Maintain detailed records of all disciplinary and grievance processes as required by NABH.
Training:
Provide regular training for staff on these policies and procedures to ensure understanding and compliance.
Internal Audits:
Conduct regular internal audits to ensure adherence to the policies and identify areas for improvement.
Example Documents
Disciplinary Policy Template:
Disciplinary Policy Template (PDF)
Grievance Policy Template:
Grievance Policy Template (PDF)
Action Plan
Draft the Policies:
Use the templates to draft the policies tailored to your hospital's needs.
Review and Approval:
Get the policies reviewed by the hospital management and legal team.
Training and Communication:
Conduct training sessions for staff to ensure everyone understands the new policies.
Monitor and Update:
Regularly review and update the policies to ensure they remain relevant and effectively
Thanks
From India, Bangalore
161Creating HR policies for disciplinary actions and grievance handling, especially for a hospital aiming for NABH (National Accreditation Board for Hospitals & Healthcare Providers) certification, is crucial. Here is an overview of what you need to include and how to align with NABH standards:
Disciplinary Policy
Purpose:
Define the scope and purpose of the policy.
Ensure compliance with legal and ethical standards.
Maintain a safe and professional working environment.
Definitions:
Define what constitutes a disciplinary issue (e.g., misconduct, non-compliance with hospital policies, unethical behavior).
Process:
Investigation: Outline the steps for investigating alleged misconduct.
Documentation: Maintain records of the investigation and outcomes.
Disciplinary Action: Specify the range of possible disciplinary actions (e.g., warning, suspension, termination) and criteria for each.
Rights and Responsibilities:
Ensure the rights of employees to fair treatment.
Define the responsibilities of managers and HR in enforcing the policy.
Appeal Process:
Provide a clear process for employees to appeal disciplinary decisions.
Grievance Policy
Purpose:
Provide a systematic process for employees to raise concerns or complaints.
Promote a positive and responsive work environment.
Definitions:
Clarify what constitutes a grievance (e.g., workplace harassment, discrimination, unfair treatment).
Grievance Procedure:
Filing a Grievance: Outline how employees can submit grievances (e.g., written form, online submission).
Acknowledgement: Ensure timely acknowledgment of the grievance.
Investigation: Detail the steps for a thorough and impartial investigation.
Resolution: Describe the process for resolving grievances and communicating the outcome to the employee.
Confidentiality:
Ensure the confidentiality of the grievance process.
Non-Retaliation:
Guarantee protection against retaliation for employees who raise grievances.
NABH Certification Requirements
To align these policies with NABH standards, consider the following points:
Compliance with NABH Standards:
Ensure policies are in line with the NABH guidelines for Human Resource Management (Chapter 5).
Documentation:
Maintain detailed records of all disciplinary and grievance processes as required by NABH.
Training:
Provide regular training for staff on these policies and procedures to ensure understanding and compliance.
Internal Audits:
Conduct regular internal audits to ensure adherence to the policies and identify areas for improvement.
Example Documents
Disciplinary Policy Template:
Disciplinary Policy Template (PDF)
Grievance Policy Template:
Grievance Policy Template (PDF)
Action Plan
Draft the Policies:
Use the templates to draft the policies tailored to your hospital's needs.
Review and Approval:
Get the policies reviewed by the hospital management and legal team.
Training and Communication:
Conduct training sessions for staff to ensure everyone understands the new policies.
Monitor and Update:
Regularly review and update the policies to ensure they remain relevant and effectively
Thanks
From India, Bangalore
Hello, I'm not an expert in the field, however I try to introduce you to the requirements to the extent possible. Rest, you have put in your hard work to full fill your responsibilities:
Pl.go through the details provided in this link/site:
https://expresshealthcaremanagement.blogspot.com/2017/06/checklist-hospitals-human-resources-nabh-accreditation.html
What are the documents required for NABH Accreditation? Though this list may not be totally related to HR duties but still better get acquaint with it:
Documents for Hospital Accreditation:
1.General Information Brochure.
2.Download 5th Edition of NABH Hospital Standards.
3.Policies & Procedures for Assessment, Surveillance and Re-Assessment of HCO.
4.Accreditation Time line (in table form )
5.NABH Standard Accreditation Agreement.
So far as the HRM concerned in addition to the generalist documentation there are other documents peculiar to the Hospital Management. You have to master these documentation.
What are the documents required for HR department?
Policies, Procedures, Performance Management, and Statutory Documents form the core of Important HR documents. These are important to outline the expected employee behavior and workplace standards that need to be maintained orderly in which the employees know what is expected of them.
What are the documents required for HR department?
Policies, Procedures, Performance Management, and Statutory Documents form the core of Important HR documents. These are important to outline the expected employee behavior and workplace standards that need to be maintained orderly in which the employees know what is expected of them.
1. Job Descriptions
A Job Description gives both the business and the employee a clear idea of the necessities of a specific Job. The JD templates outlines every one of the obligations and duties that are related to a specific job role. It likewise gives a sign of the sorts of abilities that are required to efficiently carry out that specific work. For the most part, a nitty-gritty JD will comprise of all the significant information of any specific employment like Job Role, Job Title, Responsibilities, Job Summary, and so on.
2. Employment Contract
An Employment contract is a written proof of the professional relationship between an employer and an employee. The document is explicit to an employee or to a whole organization. An employment contract can totally negate voluntarily work, which makes it a helpful document for luring new employees.
It is a signed piece of document that acts as proof of the agreement between an employer and an employee. The employment contract states the rights & responsibilities of both parties.
3. Recruitment Process Documents
The selection procedure has many steps, for example, screening, interviewing, meeting, selection, induction, and onboarding. A hiring specialist plays out every one of these procedures to choose a qualified candidate the shortlisted ones.
All these processes need to be recorded in official documents to keep a track of how and where the process is heading.
The following documents are vital when it comes to the recruitment process,
Offer Letter
Manpower Requisition
Job Description
Employment Agreement and contract
Recruitment Tracker
Candidate Evaluation Form
Reference Check Guide
4. Performance Appraisal Documents
A Performance Appraisal Document helps in performance management and measurement for both parties.
A strong performance management system is based on the simple concept of SMART goals (Specific. Measurable. Attainable. Relevant. Time-based)
Also, the feedback exercise can help an organization in the basic future decision-making process. For the board, input from an employee can prompt upgrades in procedures and the management style.
Creating a standardized and a uniform format to define performance and in setting goals across various levels of employees.
Following are some of the Performance appraisal document examples,
Performance Management Process
Performance Review
Performance Improvement Plan
Performance Appraisal Letter
Performance Warning Letter
KRA
5. Employee Handbook
An employee handbook consists of all the procedures, policies, authority & responsibility, and expectations from a certain employee who is carrying out a specific job in the organization.
It is one of the important HR documents as it contains businesses’ administrative procedures. Generally, it is handed over to an employee on the first day of employment. The employee handbook is utilized by employers to outline important policies of the company and to protect the roles and responsibilities of both the employer and the employee.
An employee handbook contains legal information like employment policies, anti-harassment policies, as well as the expected level of safety for employees in the organization.
An employee handbook forms a very important part of the employee policies of a company.
7. Statutory Documents
For a business to run proficiently and comply with the statutory requirements, it is vital to keep up specific records and registers. Maintaining such records and registers are significant for satisfying the statutory disclosure purposes. Keeping up such records helps in guaranteeing that the activities of the business are systematic.
The following are essential statutory documents that need to be maintained by an organization,
PF, ESIC, and MWLF
ESIC New Wage Ceiling
Wage Ceiling Under EPF Act
Payment of Gratuity Act
Professional Tax
Statutory Forms
Rules for Statutory Deductions Exemptions Perquisites-Payroll
https://www.startuphrtoolkit.com/hr-documents/
At times you need to handle medico-legal cases especially of emergency/ accident trauma cases, others connected to domestic violence, rioting, poisoning, burning/acid attacks, abortions/ adolescents involved, gender identification-scanning issues, claims on a/c of fatality of patients treated, organ transplantation procedures, mortuary-if any, security arrangements & related matters etc. All these can be learnt not only from relevant rules & regulations and govt.guidelines issued from time to time but also from experienced personnel and past practices.
It may be also essential to keep track of experts, specialists coming-in and quitting/their paneling/ recruiting, their remuneration methods etc. This also one of the main areas required for accreditation.
You have keep on browsing for your needs from time to time and by interacting experienced seniors to get to know nuances of Hospital Management. Notes on HM would also will be handy.
All the very best.
From India, Bangalore
Pl.go through the details provided in this link/site:
https://expresshealthcaremanagement.blogspot.com/2017/06/checklist-hospitals-human-resources-nabh-accreditation.html
What are the documents required for NABH Accreditation? Though this list may not be totally related to HR duties but still better get acquaint with it:
Documents for Hospital Accreditation:
1.General Information Brochure.
2.Download 5th Edition of NABH Hospital Standards.
3.Policies & Procedures for Assessment, Surveillance and Re-Assessment of HCO.
4.Accreditation Time line (in table form )
5.NABH Standard Accreditation Agreement.
So far as the HRM concerned in addition to the generalist documentation there are other documents peculiar to the Hospital Management. You have to master these documentation.
What are the documents required for HR department?
Policies, Procedures, Performance Management, and Statutory Documents form the core of Important HR documents. These are important to outline the expected employee behavior and workplace standards that need to be maintained orderly in which the employees know what is expected of them.
What are the documents required for HR department?
Policies, Procedures, Performance Management, and Statutory Documents form the core of Important HR documents. These are important to outline the expected employee behavior and workplace standards that need to be maintained orderly in which the employees know what is expected of them.
1. Job Descriptions
A Job Description gives both the business and the employee a clear idea of the necessities of a specific Job. The JD templates outlines every one of the obligations and duties that are related to a specific job role. It likewise gives a sign of the sorts of abilities that are required to efficiently carry out that specific work. For the most part, a nitty-gritty JD will comprise of all the significant information of any specific employment like Job Role, Job Title, Responsibilities, Job Summary, and so on.
2. Employment Contract
An Employment contract is a written proof of the professional relationship between an employer and an employee. The document is explicit to an employee or to a whole organization. An employment contract can totally negate voluntarily work, which makes it a helpful document for luring new employees.
It is a signed piece of document that acts as proof of the agreement between an employer and an employee. The employment contract states the rights & responsibilities of both parties.
3. Recruitment Process Documents
The selection procedure has many steps, for example, screening, interviewing, meeting, selection, induction, and onboarding. A hiring specialist plays out every one of these procedures to choose a qualified candidate the shortlisted ones.
All these processes need to be recorded in official documents to keep a track of how and where the process is heading.
The following documents are vital when it comes to the recruitment process,
Offer Letter
Manpower Requisition
Job Description
Employment Agreement and contract
Recruitment Tracker
Candidate Evaluation Form
Reference Check Guide
4. Performance Appraisal Documents
A Performance Appraisal Document helps in performance management and measurement for both parties.
A strong performance management system is based on the simple concept of SMART goals (Specific. Measurable. Attainable. Relevant. Time-based)
Also, the feedback exercise can help an organization in the basic future decision-making process. For the board, input from an employee can prompt upgrades in procedures and the management style.
Creating a standardized and a uniform format to define performance and in setting goals across various levels of employees.
Following are some of the Performance appraisal document examples,
Performance Management Process
Performance Review
Performance Improvement Plan
Performance Appraisal Letter
Performance Warning Letter
KRA
5. Employee Handbook
An employee handbook consists of all the procedures, policies, authority & responsibility, and expectations from a certain employee who is carrying out a specific job in the organization.
It is one of the important HR documents as it contains businesses’ administrative procedures. Generally, it is handed over to an employee on the first day of employment. The employee handbook is utilized by employers to outline important policies of the company and to protect the roles and responsibilities of both the employer and the employee.
An employee handbook contains legal information like employment policies, anti-harassment policies, as well as the expected level of safety for employees in the organization.
An employee handbook forms a very important part of the employee policies of a company.
7. Statutory Documents
For a business to run proficiently and comply with the statutory requirements, it is vital to keep up specific records and registers. Maintaining such records and registers are significant for satisfying the statutory disclosure purposes. Keeping up such records helps in guaranteeing that the activities of the business are systematic.
The following are essential statutory documents that need to be maintained by an organization,
PF, ESIC, and MWLF
ESIC New Wage Ceiling
Wage Ceiling Under EPF Act
Payment of Gratuity Act
Professional Tax
Statutory Forms
Rules for Statutory Deductions Exemptions Perquisites-Payroll
https://www.startuphrtoolkit.com/hr-documents/
At times you need to handle medico-legal cases especially of emergency/ accident trauma cases, others connected to domestic violence, rioting, poisoning, burning/acid attacks, abortions/ adolescents involved, gender identification-scanning issues, claims on a/c of fatality of patients treated, organ transplantation procedures, mortuary-if any, security arrangements & related matters etc. All these can be learnt not only from relevant rules & regulations and govt.guidelines issued from time to time but also from experienced personnel and past practices.
It may be also essential to keep track of experts, specialists coming-in and quitting/their paneling/ recruiting, their remuneration methods etc. This also one of the main areas required for accreditation.
You have keep on browsing for your needs from time to time and by interacting experienced seniors to get to know nuances of Hospital Management. Notes on HM would also will be handy.
All the very best.
From India, Bangalore
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