1. Welcome to
Aesculapius
Family INDUCTION
PROGRAM

2. KNOW YOUR LOGO
Aesculapius is the God
of Medicine and Healing.
LOGO :The rod of Aesculapius, a
snake-entwined staff, remains a
symbol of medicine today .

3. • Today Aesculapius Hospital is recognized as
the "Architect of Healthcare" in India setting
new benchmarks in quality standards in
healthcare delivery.
• It was founded by chairman Dr. Vinod Sachdev
on December 1999
• VISION
• To make a niche in health care industry and to
provide affordable medical services to patient
with care, compassion & commitment .

4. MISSION
To endow the quality of life of patients
suffering from diseases, by utilisation
of technology and human expertise,
combined with compassionate patient
care there by fostering , protecting,
and sustaining health.

5. CORE VALUES
The legacy of touching lives stems from
the four pillars of our philosophy :
• Experience
• Excellence
• Expertise
• Research

6. CONTINUOUS QUEST FOR
EXCELLENCE
•Acknowledged leader in bringing
super -specialist world class health
care.
•Our endeavour is to achieve
excellence in healthcare delivery
system by bringing together the
best of technology, medical
expertise, and patient care.

7. Aesculapius- The Health care power
house
•Touched 18 million lives
•4 million preventive health
checks
•41000 cardiothoracic surgeries
•3000 kidney transplants
•6000 knee replacement surgeries
• 2600 hip replacement surgeries
•300 bone marrow, liver
transplants

8. CORE COMPETENCIES
• Minimal access surgery
• Laparoscopic surgery
• Bone and joint care
• Vascular surgery
• Brain and spine care
• Rheumatology
• Aesthetic Surgery

9. SPECIALITIES
 Neonatal Intensive Care Unit
 Paediatric Intensive Care Unit
Medical/Surgical Intensive Care
Unit
Coronary Intensive Care Unit
 Provincial Child and Adolescent
Psychiatric unit
Burn Unit

11. STEM CELL BANKING
• Umbilical cord blood bank
• Aesculapius cancer Hospital has
experience with 268 Bone marrow
transplants
• 84 autologus,186 allogenous

12. UPCOMING PLANS
• MOBILE HEALTH
Collaboration with Sony
Ericson has initiated the
concept of Telemedicine
affordable, accessible to
millions of people in remote
and rural areas.

13. Community Social
Responsibility
.
Social outreach program
Free Health Camps
Public Awareness Talks
Outstation OPDs etc.
Few of the initiatives are as follows:
• Mega health Check up camp at 33 societies in association
with Radio Mirchi where nearly 2000 participants have
taken benefit of this camp (2007)
• Every year World Kidney Donor’s Day is celebrated with
series of activities like Aescalapiothon,kidney donors
felicitated by giving them a trophy & Certificate for saving
lives.

14. Benefits
• In addition to an excellent salary we also provide our
employees
• Paid time off
• Health insurance
• Life insurance
• Dental insurance
• Defined contribution retirement plan
• Tuition assistance
• Short Term Disability
• Long term disability
• Child care discounts
• Health club discounts
• flexible spending accounts and many more

15. Aesculapius
OPEN-DOOR POLICY
Philosophy of open communication
All employees have the right and
encouraged to speak freely with
management about job-related concerns.
Entire management team, committed to
resolving individual concerns in a timely
and appropriate manner

16. EQUAL EMPLOYMENT OPPORTUNITY
• Provide equal employment opportunity to all
employees and applicants
• Does not discriminate on any basis prohibited by
law, including race, color, sex, age, religion, national
origin, disability, marital status or veteran status.
• Employees directed to bring any violation of this
policy to immediate attention of supervisor or the
company chairman.
• Complaints will be promptly investigated and
handled with due regard for the privacy and respect
of all involved.

17. HARASSMENT POLICY
Zero tolerance for harassment or
intimidation of employees on any basis
prohibited by law, including race, color,
sex, age, religion, national origin, handicap,
disability, marital status, or veteran status
Hospital will investigate all such claims
with due regard for privacy of individuals
involved
Hospital’s policy : any harassment,
including acts creating a hostile work
environment or other discriminatory acts
directed against our employees, will result
in discipline, up to and including discharge

18. Sexual Harassment
• Unwelcome sexual jokes, language, epithets, advances or
propositions;
• Written or oral abuse of a sexual nature, sexually degrading or
vulgar words to describe an individual;
• The display of sexually suggestive objects, pictures, posters or
cartoons;
• Unwelcome comments about an individual’s body;
• Asking questions about sexual conduct;
• Unwelcome touching, leering, whistling, brushing against the
body, or suggestive, insulting or obscene comments or
gestures;
• Demanding sexual favors in exchange for favorable reviews,
assignments, promotions, or continued employment, or
promises of the same

19. WORKDAY HOURS AND
SCHEDULING
Monday to Friday, 8:30-9:30 a.m. to 5:30-6:00 p.m.
For lunch or meals, our policy is:
Field employee meals will be 30 minutes.
Office employee meals will be 1 hour.
The meal period is unpaid.
All employees are required to take a lunch break and
no employee is authorized, without prior supervisory
approval, to perform work during the lunch period.

20. RECORDING HOURS WORKED AND
PAYDAY
• Employees required to keep a time
sheet.
• Failure to turn in time sheets by
deadline may delay your paycheck.
• Hospital issues paychecks one first
of every month.

21. HOLIDAYS
• ALL EMPLOYEES ARE GRANTED WITH TWO CASUAL PAID LEAVES ONLY PER MONTH.
• HOLIDAYS
• The hospital observes the following holidays:
• Republic Day,
• Independence Day,
• Mahatma Gandhi's Birthday,
• Budha Purnima
• Christmas Day
• Dussehra (Vijay Dashmi)
• Diwali (Deepavali)
• Good Friday
• Guru Nanak's Birthday
• Eid ul-Fitr
• Eid al-Adha (Bakrid)
• Mahavir Jayanti
• Muharram
• Prophet Mohammad's Birthday (Id-e-Milad)

22. MAINTAINING YOUR PERSONNEL
RECORDS
• Responsibility of employee to provide
current information regarding address,
telephone number, insurance
beneficiaries, change in dependents,
marital status, etc
• PERSONNEL FILES
• Employee personnel files are the
property of the company, and do not
belong to the employee.

23. CODE OF ETHICAL CONDUCT
• Employees should not solicit anything of value from any
person or organization with whom the company has
current or potential business relationship.
• Should not accept any item of value from any party in
exchange for or in connection with a business
transaction between the company and that other party.
• If faced with and are unsure how to handle a situation
that you believe has the potential to violate this code of
ethical conduct, notify your supervisor or the chairman.
• Violations of this code may lead to disciplinary action, up
to and including termination

24. PERFORMANCE REVIEW
• Powerful tool to help the manager meet the
objectives of the hospital.
• The benefits of conducting performance review include:
– Providing information necessary for improving
performance and motivating employees.
– Important records for the hospital.
– Used for making decisions on promotions and
appraisals.

25. PURPOSE OF PERFORMANCE
REVIEW
• To provide feedback to the employee
• Allow the employee to join in the process of
performance improvement.
• Form rank orders of all employees to find the
best employee.
– Help motivate employees.
• Employees like to hear how they are doing,
and behaviors that are evaluated or
measured tend to get more attention from
individuals.

26. …continued
– Useful source of information
when deciding on raises,
promotions, and discipline.
– Provide evidence of fair
administration.
– In the case of employee behavior
or performance problems, an
appraisal documents the
problem.

27. Benefits of Conducting a
Performance Review
• Performance feedback: Formal feedback on how well an
employee is performing his or her job.
– Accomplished with the use of a standard form,
including questions or items to guide the process.
– Accomplished without a standard form.
• In either case, the evaluation should be based on
predetermined performance expectations that are
communicated to employees.

28. Systematically reviewing
Performance
• For appraisals to deliver their
potential benefits, they must
be as fair and accurate as
possible.
–Supervisors should be
systematic in reviewing
employee performance.

29. Review Process
• Establish and communicate
expectations for performance.
• Observe and measure
individual performance against
standards.
• Reinforce performance to
provide remedies

30. Establish and Communicate
Expectations
• During planning process and action plans, the
supervisor spells out who is to do what in
order to accomplish the department
objectives.
– Information indicates : what each employee
must do in order to help the department or
work group meet its objectives.
• One approach is to:
list three to five major responsibilities of
each position; then focus on these
responsibilities.

31. Continued..
• Important : Each employee
knows and understands what is
expected.
– Objectives to be clearly
communicated and
understood by hospital
employees.

32. Observe and Measure
Individual Performance
• Control process: supervisor
continuously gather information
about each employee’s
performance.
– Ongoing process, not something
the supervisor saves to do when
filling out appraisal forms.

33. continued
• Performance reviews focus on Behavior
and Results.
– Focusing on Behavior:
The appraisal should describe specific
actions or patterns of behaving.
– Focusing on Results:
The extent to which the employee has
satisfied the objective for which he or
she is responsible.

34. Reinforce Performance
• To keep employees motivated and
informed, the supervisor needs to
tell them when they are doing
something right, not just when
they are making a mistake.
– Reinforce good performance by
pointing out to employees the
areas in which their performance
is good.

35. continued
• In areas where the employee falls
short of the standards, he or she
needs to know how to improve.
– An effective way to help the
employee is for the supervisor
and employee to work together
in solving performance
problems.

36. RULES OF CONDUCT AND
PROGRESSIVE DISCIPLINARY
PROCEDURE
– Excessive absenteeism or tardiness.
– Dishonesty, including falsification of
Company-related documents, or
misrepresentation of any fact.
– Fighting, disorderly conduct, horseplay, or
any other behavior which is dangerous or
disruptive.
– Possession of, consumption of, or being
under the influence of alcoholic beverages
while on Company or customer premises or
on Company business.
•

37. Continued..
– Reporting for work with illegal drugs or
unprescribed controlled substances in your
body.
– Possession of weapons, firearms,
ammunition, explosives, or fireworks on
Company or customer premisesWillful
neglect of safety practices, rules, and policies.
– Speeding or reckless driving on Company
business.
– Commission of a crime, or other conduct which
may damage the reputation of Company.
• Use of profane language while on Company
business

38. Continued..
– Interference with the work performance of
other employees.
– Failure to cooperate with an internal
investigation, including, but not limited to,
investigations of violations of these work
rules.
– Failure to maintain the confidentiality of
trade secrets or other confidential
information belonging to the Company or its
customers.
• Failure to comply with the personnel
policies and rules of the Company

39. We look forward to a long
and successful alliance
with you.
THANK YOU