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
Acknowledge(0)
Amend(0)
From India, Chennai
Acknowledge(0)Amend(0)
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 effective.
Thanks
From India, Bangalore
Acknowledge(0)Amend(0)
218Creating 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 effective.
Thanks
From India, Bangalore
Acknowledge(0)Amend(0)
Hello, I'm not an expert in the field; however, I will try to introduce you to the requirements to the extent possible. Rest assured, you have put in your hard work to fulfill your responsibilities.
Please 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, it is still better to acquaint yourself 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 Timeline (in table form)
5. NABH Standard Accreditation Agreement.
Regarding HRM, in addition to the generalist documentation, there are other documents peculiar to Hospital Management that you must master.
What are the documents required for the HR department?
Policies, Procedures, Performance Management, and Statutory Documents form the core of important HR documents. These are crucial to outline the expected employee behavior and workplace standards that need to be maintained orderly so that 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 template outlines all the obligations and duties associated with a particular job role. It also indicates the types of skills required to efficiently carry out that work. Generally, a detailed JD will consist 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 specific to an employee or to a whole organization. An employment contract can entirely negate voluntarily work, making it a useful document for attracting new employees. It is a signed document that acts as proof of the agreement between an employer and an employee, stating the rights & responsibilities of both parties.
3. Recruitment Process Documents
The selection process involves many steps, such as screening, interviewing, meeting, selection, induction, and onboarding. A hiring specialist performs all these procedures to select a qualified candidate from the shortlisted ones. All these processes need to be documented in official documents to keep track of how and where the process is heading. The following documents are vital for 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 aids in performance management and measurement for both parties. A robust performance management system is based on the concept of SMART goals (Specific, Measurable, Attainable, Relevant, Time-based). Additionally, the feedback exercise can help an organization in future decision-making processes. For the board, input from an employee can lead to improvements in procedures and management styles. Creating a standardized and uniform format to define performance and set goals across various levels of employees. Some examples of Performance appraisal documents are:
- Performance Management Process
- Performance Review
- Performance Improvement Plan
- Performance Appraisal Letter
- Performance Warning Letter
- KRA
5. Employee Handbook
An employee handbook comprises all the procedures, policies, authority, responsibilities, and expectations for an employee performing a specific job in the organization. It is an essential HR document as it contains the administrative procedures of the business. Typically, it is given to an employee on their first day of employment. The employee handbook is used by employers to outline important company policies and to define the roles and responsibilities of both the employer and the employee. An employee handbook includes legal information like employment policies, anti-harassment policies, and the expected safety level for employees in the organization. It forms a crucial part of the employee policies of a company.
7. Statutory Documents
For a business to run efficiently and comply with statutory requirements, it is essential to maintain specific records and registers. Keeping such records and registers is significant for meeting statutory disclosure requirements and ensuring that the business's activities 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
You may need to handle medico-legal cases, especially emergency/accident trauma cases, and those related to domestic violence, rioting, poisoning, burning/acid attacks, abortions/adolescents involved, gender identification-scanning issues, claims due to the fatality of treated patients, organ transplantation procedures, mortuary operations, security arrangements, and related matters. All these aspects can be learned not only from relevant rules & regulations and government guidelines but also from experienced personnel and past practices. It may also be essential to keep track of experts, specialists coming in and leaving, their paneling, recruitment, and remuneration methods, as this is one of the main areas required for accreditation. Keep exploring your needs from time to time and interact with experienced professionals to understand the nuances of Hospital Management. Notes on HM would also be helpful.
All the best.
From India, Bangalore
Acknowledge(0)Amend(0)
Please 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, it is still better to acquaint yourself 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 Timeline (in table form)
5. NABH Standard Accreditation Agreement.
Regarding HRM, in addition to the generalist documentation, there are other documents peculiar to Hospital Management that you must master.
What are the documents required for the HR department?
Policies, Procedures, Performance Management, and Statutory Documents form the core of important HR documents. These are crucial to outline the expected employee behavior and workplace standards that need to be maintained orderly so that 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 template outlines all the obligations and duties associated with a particular job role. It also indicates the types of skills required to efficiently carry out that work. Generally, a detailed JD will consist 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 specific to an employee or to a whole organization. An employment contract can entirely negate voluntarily work, making it a useful document for attracting new employees. It is a signed document that acts as proof of the agreement between an employer and an employee, stating the rights & responsibilities of both parties.
3. Recruitment Process Documents
The selection process involves many steps, such as screening, interviewing, meeting, selection, induction, and onboarding. A hiring specialist performs all these procedures to select a qualified candidate from the shortlisted ones. All these processes need to be documented in official documents to keep track of how and where the process is heading. The following documents are vital for 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 aids in performance management and measurement for both parties. A robust performance management system is based on the concept of SMART goals (Specific, Measurable, Attainable, Relevant, Time-based). Additionally, the feedback exercise can help an organization in future decision-making processes. For the board, input from an employee can lead to improvements in procedures and management styles. Creating a standardized and uniform format to define performance and set goals across various levels of employees. Some examples of Performance appraisal documents are:
- Performance Management Process
- Performance Review
- Performance Improvement Plan
- Performance Appraisal Letter
- Performance Warning Letter
- KRA
5. Employee Handbook
An employee handbook comprises all the procedures, policies, authority, responsibilities, and expectations for an employee performing a specific job in the organization. It is an essential HR document as it contains the administrative procedures of the business. Typically, it is given to an employee on their first day of employment. The employee handbook is used by employers to outline important company policies and to define the roles and responsibilities of both the employer and the employee. An employee handbook includes legal information like employment policies, anti-harassment policies, and the expected safety level for employees in the organization. It forms a crucial part of the employee policies of a company.
7. Statutory Documents
For a business to run efficiently and comply with statutory requirements, it is essential to maintain specific records and registers. Keeping such records and registers is significant for meeting statutory disclosure requirements and ensuring that the business's activities 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
You may need to handle medico-legal cases, especially emergency/accident trauma cases, and those related to domestic violence, rioting, poisoning, burning/acid attacks, abortions/adolescents involved, gender identification-scanning issues, claims due to the fatality of treated patients, organ transplantation procedures, mortuary operations, security arrangements, and related matters. All these aspects can be learned not only from relevant rules & regulations and government guidelines but also from experienced personnel and past practices. It may also be essential to keep track of experts, specialists coming in and leaving, their paneling, recruitment, and remuneration methods, as this is one of the main areas required for accreditation. Keep exploring your needs from time to time and interact with experienced professionals to understand the nuances of Hospital Management. Notes on HM would also be helpful.
All the best.
From India, Bangalore
Acknowledge(0)Amend(0)Engage with peers to discuss and resolve work and business challenges collaboratively. Our AI-powered platform, features real-time fact-checking, peer reviews, and an extensive historical knowledge base. - Register and Log In.
Strategic-hr-ma nagement2_422.p df
Job Description - HR & Admin.doc
Tangent HR Solutions.ppt