Welcome to

Aesculapius
Family
INDUCTION
PROGRAM
KNOW YOUR LOCO
Aescu|ap|us ls Lhe Cod
of ,ed|c|ne and Peallng
LCGC1he rod of Aescu|ap|us a
snakeenLwlned sLaff remalns a
symbol of medlclne Loday
W @oday Aescu|ap|us nosp|ta| |s recogn|zed as
the 4rchitect of neo/thcore |n Ind|a sett|ng
new benchmarks |n qua||ty standards |n
hea|thcare de||very
W It was founded by cha|rman Dr V|nod Sachdev
on December 1999
W VISICN
W @o make a n|che |n hea|th care |ndustry and to
prov|de affordab|e med|ca| serv|ces to pat|ent
w|th care compass|on comm|tment
&&ON
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.
ORE vALUE&
The legacy of touching lives stems from
the four pillars of our philosophy :
W xperience
W xcellence
W xpertise
W Research
ONTNUOU& QUE&T FOR
EXELLENE
WAcknow|edged |eader |n br|ng|ng
super spec|a||st wor|d c|ass hea|th
care
WCur endeavour |s to ach|eve
exce||ence |n hea|thcare de||very
system by br|ng|ng together the
best of techno|ogy med|ca|
expert|se and pat|ent care
Aesculapius The Health care power
house
W@ouched 18 m||||on ||ves
W4 m||||on prevent|ve hea|th
checks
W41000 card|othorac|c surger|es
W3000 k|dney transp|ants
W6000 knee rep|acement surger|es
W 2600 h|p rep|acement surger|es
W300 bone marrow ||ver
transp|ants
ORE O#ETENE&
W ,|n|ma| access surgery
W Laparoscop|c surgery
W 8one and [o|nt care
W Vascu|ar surgery
W 8ra|n and sp|ne care
W kheumato|ogy
W Aesthet|c Surgery
&#EALTE&
Neonata| Intens|ve Care Un|t
aed|atr|c Intens|ve Care Un|t
,ed|ca|]Surg|ca| Intens|ve Care
Un|t
Coronary Intens|ve Care Un|t
rov|nc|a| Ch||d and Ado|escent
sych|atr|c un|t
8urn Un|t
&TE ELL BANKNC
W Umb|||ca| cord b|ood bank
W Aescu|ap|us cancer nosp|ta| has
exper|ence w|th 268 8one marrow
transp|ants
W 84 auto|ogus186 a||ogenous
U#ONC #LAN&
W ,C8ILL nLAL@n
Co||aborat|on w|th Sony
Lr|cson has |n|t|ated the
concept of @e|emed|c|ne
affordab|e access|b|e to
m||||ons of peop|e |n remote
and rura| areas
ommunity &ocial
Responsibility

Soc|a| outreach program

Iree nea|th Camps
ub||c Awareness @a|ks
Cutstat|on CDs etc
Iew of the |n|t|at|ves are as fo||ows
W ,ega hea|th Check up camp at 33 soc|et|es |n assoc|at|on
w|th kad|o ,|rch| where near|y 2000 part|c|pants have
taken benef|t of th|s camp (2007)
W Lvery year Wor|d k|dney Donor's Day |s ce|ebrated w|th
ser|es of act|v|t|es ||ke Aesca|ap|othonk|dney donors
fe||c|tated by g|v|ng them a trophy Cert|f|cate for sav|ng
||ves
Benefits
W In add|t|on to an exce||ent sa|ary we a|so prov|de our
emp|oyees
W a|d t|me off
W nea|th |nsurance
W L|fe |nsurance
W Denta| |nsurance
W Def|ned contr|but|on ret|rement p|an
W @u|t|on ass|stance
W Short @erm D|sab|||ty
W Long term d|sab|||ty
W Ch||d care d|scounts
W nea|th c|ub d|scounts
W f|ex|b|e spend|ng accounts and many more
Aesculapius
O#ENDOOR #OLY
PhiIosophy of open communication
AII empIoyees have the right and
encouraged to speak freeIy with
management about job-reIated concerns.
Entire management team, committed to
resoIving individuaI concerns in a timeIy
and appropriate manner
EQUAL E#LOYENT O##ORTUNTY
W rov|de equa| emp|oyment opportun|ty to a||
emp|oyees and app||cants
W Does not d|scr|m|nate on any bas|s proh|b|ted by
|aw |nc|ud|ng race co|or sex age re||g|on nat|ona|
or|g|n d|sab|||ty mar|ta| status or veteran status
W Lmp|oyees d|rected to br|ng any v|o|at|on of th|s
po||cy to |mmed|ate attent|on of superv|sor or the
company cha|rman
W Comp|a|nts w||| be prompt|y |nvest|gated and
hand|ed w|th due regard for the pr|vacy and respect
of a|| |nvo|ved
HARA&&ENT #OLY
ero toIerance for harassment or
intimidation of empIoyees on any basis
prohibited by Iaw, incIuding race, coIor,
sex, age, reIigion, nationaI origin, handicap,
disabiIity, maritaI status, or veteran status
HospitaI wiII investigate aII such cIaims
with due regard for privacy of individuaIs
invoIved
HospitaI's poIicy : any harassment,
incIuding acts creating a hostiIe work
environment or other discriminatory acts
directed against our empIoyees, wiII resuIt
in discipIine, up to and incIuding discharge
&exual Harassment
W Unwe|come sexua| [okes |anguage ep|thets advances or
propos|t|ons
W Wr|tten or ora| abuse of a sexua| nature sexua||y degrad|ng or
vu|gar words to descr|be an |nd|v|dua|
W @he d|sp|ay of sexua||y suggest|ve ob[ects p|ctures posters or
cartoons
W Unwe|come comments about an |nd|v|dua|'s body
W Ask|ng quest|ons about sexua| conduct
W Unwe|come touch|ng |eer|ng wh|st||ng brush|ng aga|nst the
body or suggest|ve |nsu|t|ng or obscene comments or
gestures
W Demand|ng sexua| favors |n exchange for favorab|e rev|ews
ass|gnments promot|ons or cont|nued emp|oyment or
prom|ses of the same
WORKDAY HOUR& AND
&HEDULNC
Monday to Friday, 8:30-9:30 a.m. to 5:30-6:00 p.m.
For Iunch or meaIs, our poIicy is:
FieId empIoyee meaIs wiII be 30 minutes.
Office empIoyee meaIs wiII be 1 hour.
The meaI period is unpaid.
AII empIoyees are required to take a Iunch break and
no empIoyee is authorized, without prior supervisory
approvaI, to perform work during the Iunch period.
REORDNC HOUR& WORKED AND
#AYDAY
W Lmployees requlred Lo keep a Llme
sheeL
W lallure Lo Lurn ln Llme sheeLs by
deadllne may delay your paycheck
W PosplLal lssues paychecks one flrsL
of every monLh
"&
W ALL LMLC?LLS A8L C8An1Lu Wl1P 1WC CASuAL Alu LLAvLS CnL? L8 MCn1P
W nCLIDAS
W 1he hosplLal observes Lhe followlng holldays
W 8epubllc uay
W lndependence uay
W MahaLma Candhls 8lrLhday
W 8udha urnlma
W ChrlsLmas uay
W uussehra (vl[ay uashml)
W ulwall (ueepavall)
W Cood lrlday
W Curu nanaks 8lrLhday
W Lld ulllLr
W Lld alAdha (8akrld)
W Mahavlr !ayanLl
W Muharram
W ropheL Mohammads 8lrLhday (ldeMllad)
ANTANNC YOUR #ER&ONNEL
REORD&
W kespons|b|||ty of emp|oyee to prov|de
current |nformat|on regard|ng address
te|ephone number |nsurance
benef|c|ar|es change |n dependents
mar|ta| status etc
W LkSCNNLL IILLS
W Lmp|oyee personne| f||es are the
property of the company and do not
be|ong to the emp|oyee
ODE OF ETHAL ONDUT
W Lmp|oyees shou|d not so||c|t anyth|ng of va|ue from any
person or organ|zat|on w|th whom the company has
current or potent|a| bus|ness re|at|onsh|p
W Shou|d not accept any |tem of va|ue from any party |n
exchange for or |n connect|on w|th a bus|ness
transact|on between the company and that other party
W If faced w|th and are unsure how to hand|e a s|tuat|on
that you be||eve has the potent|a| to v|o|ate th|s code of
eth|ca| conduct not|fy your superv|sor or the cha|rman
W V|o|at|ons of th|s code may |ead to d|sc|p||nary act|on up
to and |nc|ud|ng term|nat|on
#ERFORANE REvEW
W owerfu| too| to he|p the manager meet the
ob[ect|ves of the hosp|ta|
W @he benef|ts of conduct|ng performance rev|ew |nc|ude
rov|d|ng |nformat|on necessary for |mprov|ng
performance and mot|vat|ng emp|oyees
Important records for the hosp|ta|
Used for mak|ng dec|s|ons on promot|ons and
appra|sa|s
#UR#O&E OF #ERFORANE
REvEW
W @o prov|de feedback to the emp|oyee
W A||ow the emp|oyee to [o|n |n the process of
performance |mprovement
W Iorm rank orders of a|| emp|oyees to f|nd the
best emp|oyee
ne|p mot|vate emp|oyees
W Lmp|oyees ||ke to hear how they are do|ng
and behav|ors that are eva|uated or
measured tend to get more attent|on from
|nd|v|dua|s
continued
Usefu| source of |nformat|on
when dec|d|ng on ra|ses
promot|ons and d|sc|p||ne
rov|de ev|dence of fa|r
adm|n|strat|on
In the case of emp|oyee behav|or
or performance prob|ems an
appra|sa| documents the
prob|em
Benefits of onducting a
#erformance Review
W erformance feedback Iorma| feedback on how we|| an
emp|oyee |s perform|ng h|s or her [ob
Accomp||shed w|th the use of a standard form
|nc|ud|ng quest|ons or |tems to gu|de the process
Accomp||shed w|thout a standard form
W In e|ther case the eva|uat|on shou|d be based on
predeterm|ned performance expectat|ons that are
commun|cated to emp|oyees
&ystematically reviewing
#erformance
W Ior appra|sa|s to de||ver the|r
potent|a| benef|ts they must
be as fa|r and accurate as
poss|b|e
Superv|sors shou|d be
systemat|c |n rev|ew|ng
emp|oyee performance
Review #rocess
W Lstab||sh and commun|cate
expectat|ons for performance
W Cbserve and measure
|nd|v|dua| performance aga|nst
standards
W ke|nforce performance to
prov|de remed|es
Establish and ommunicate
Expectations
W Dur|ng p|ann|ng process and act|on p|ans the
superv|sor spe||s out who |s to do what |n
order to accomp||sh the department
ob[ect|ves
Informat|on |nd|cates what each emp|oyee
must do |n order to he|p the department or
work group meet |ts ob[ect|ves
W Cne approach |s to
||st three to f|ve ma[or respons|b|||t|es of
each pos|t|on then focus on these
respons|b|||t|es
ontinued..
W Important Lach emp|oyee
knows and understands what |s
expected
Cb[ect|ves to be c|ear|y
commun|cated and
understood by hosp|ta|
emp|oyees
Observe and easure
ndividual #erformance
W Contro| process superv|sor
cont|nuous|y gather |nformat|on
about each emp|oyee's
performance
Cngo|ng process not someth|ng
the superv|sor saves to do when
f||||ng out appra|sa| forms
continued
W erformance rev|ews focus on ehovior
and kesu/ts
Iocus|ng on 8ehav|or
@he appra|sa| shou|d descr|be spec|f|c
act|ons or patterns of behav|ng
Iocus|ng on kesu|ts
@he extent to wh|ch the emp|oyee has
sat|sf|ed the ob[ect|ve for wh|ch he or
she |s respons|b|e
Reinforce #erformance
W @o keep emp|oyees mot|vated and
|nformed the superv|sor needs to
te|| them when they are do|ng
someth|ng r|ght not [ust when
they are mak|ng a m|stake
ke|nforce good performance by
po|nt|ng out to emp|oyees the
areas |n wh|ch the|r performance
|s good
continued
W In areas where the emp|oyee fa||s
short of the standards he or she
needs to know how to |mprove
An effect|ve way to he|p the
emp|oyee |s for the superv|sor
and emp|oyee to work together
|n so|v|ng performance
prob|ems
RULE& OF ONDUT AND
#ROCRE&&vE D&#LNARY
#ROEDURE
Lxcess|ve absentee|sm or tard|ness
D|shonesty |nc|ud|ng fa|s|f|cat|on of
Companyre|ated documents or
m|srepresentat|on of any fact
I|ght|ng d|sorder|y conduct horsep|ay or
any other behav|or wh|ch |s dangerous or
d|srupt|ve
ossess|on of consumpt|on of or be|ng
under the |nf|uence of a|coho||c beverages
wh||e on Company or customer prem|ses or
on Company bus|ness
W
ontinued.
keport|ng for work w|th |||ega| drugs or
unprescr|bed contro||ed substances |n your
body
ossess|on of weapons f|rearms
ammun|t|on exp|os|ves or f|reworks on
Company or customer prem|sesW|||fu|
neg|ect of safety pract|ces ru|es and po||c|es
Speed|ng or reck|ess dr|v|ng on Company
bus|ness
Comm|ss|on of a cr|me or other conduct wh|ch
may damage the reputat|on of Company
W Use of profane |anguage wh||e on Company
bus|ness
ontinued..
Interference w|th the work performance of
other emp|oyees
Ia||ure to cooperate w|th an |nterna|
|nvest|gat|on |nc|ud|ng but not ||m|ted to
|nvest|gat|ons of v|o|at|ons of these work
ru|es
Ia||ure to ma|nta|n the conf|dent|a||ty of
trade secrets or other conf|dent|a|
|nformat|on be|ong|ng to the Company or |ts
customers
W Ia||ure to comp|y w|th the personne|
po||c|es and ru|es of the Company
We look forward to a long
and successful alliance
with you.
THANK YOU