Page 1 of 9
Chapter Name: HRM
Version No. : 01 Date : 01.06.2024
Validity :
Apollo Clinic (Licensee of Sanjeevani Health and Document No: ACN/HRM/RD/05
Lifestyle Private Limited)
Policy on Staff Training
Policy on Staff Training
Prepared By: Authorized By: Issued By:
Quality Manager Chief Executive Officer Operations Head
Page 2 of 9
Chapter Name: HRM
Version No. : 01 Date : 01.06.2024
Validity :
Apollo Clinic (Licensee of Sanjeevani Health and Document No: ACN/HRM/RD/05
Lifestyle Private Limited)
Policy on Staff Training
Original and Master copy. Any hardcopy, printed or photocopied, is considered an uncontrolled copy, unless it is
the original, signed-off version.
Apollo Clinic (A Licensee of Sanjeevani Health and Lifestyle Pri-
vate Limited)
The Galleria, 1B, Street Number 124, BG Block, Action Area- I, New Town, Kolkata, West Bengal, 700156
Issue Date: 01.06.2024
Version / Issue No.: 01
Next date of revision: 01.06.2025
Prepared By: Quality Manager:
Authorized By: Administrator:
Issued By: Chief Executive Officer:
Copy Type : Master Copy
Publication, reproduction, photocopying, storage, or transmission electronically or otherwise, of all or any part of
these documents without the prior written permission from Apollo Clinic (New Town) is strictly prohibited. It is il -
legal to make copies of all or any part of these documents (whether internally or externally) without the prior
written permission of the owner of the document. For permission regarding the use of all or any part of the docu -
ments, contact Apollo Clinic (New Town).
Prepared By: Authorized By: Issued By:
Quality Manager Chief Executive Officer Operations Head
Page 3 of 9
Chapter Name: HRM
Version No. : 01 Date : 01.06.2024
Validity :
Apollo Clinic (Licensee of Sanjeevani Health and Document No: ACN/HRM/RD/05
Lifestyle Private Limited)
Policy on Staff Training
Amendment Record
Sl. Page Clause Date of Amendment Sign of Head-
No. No. /Standard Amendment Made Quality
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Purpose:
Prepared By: Authorized By: Issued By:
Quality Manager Chief Executive Officer Operations Head
Page 4 of 9
Chapter Name: HRM
Version No. : 01 Date : 01.06.2024
Validity :
Apollo Clinic (Licensee of Sanjeevani Health and Document No: ACN/HRM/RD/05
Lifestyle Private Limited)
Policy on Staff Training
ACN encourages and promotes learning opportunities for all of its employees to ensure that the services
they render for ACN may be made more effective and is on a road to continuous improvement of services.
The purpose of this policy is to develop maximum efficiency in the performance of patient care through the
provision of employee training in their official duties and by assisting them in the fulfillment of their broad
duties and responsibilities.
ACN’s training philosophy is designed to:
Support the organizational Vision and Mission by providing requisite training to all staff so that they
may provide high quality services to meet the customers ‘/ patient’s needs
Promote an operational philosophy of staff as ACN’s most important resource and hence supports
lifelong learning for all employees;
Provide a fully supported learning and development program based on the Patient’s needs &
Satisfaction at ACN;
Help ACN employees develop and enhance their skills and abilities to meet the numerous functions
and responsibilities relating to their jobs and to provide opportunities for career development and
upward mobility.
Help all units of ACN and develop their human resources in all aspects of patient care, equipment
safety, infection control and manage all kinds of undesirable conditions and achieve a level of
efficiency which can be recognized by the National Accreditation Board of Hospitals and Laboratories.
(Local and international accreditation bodies).
Scope:
All Staff. The term "staff" refers to all personnel working in the organization including employees, "fee for
service" medical professionals, part-time workers, contractual personnel and volunteers.
Definition / Abbreviations (If Any):
HR : Human Resource
HOD: Head of the Department
NABH: National Accreditation Board for Hospitals
Responsibility: -
HR Department , all HOD’s, Unit Heads of the Clinic
Distribution: -
HR department, Administration and Departmental HODs.
Policy & Procedure: All new staff members shall undergo a comprehensive orientation program for
familiarization. Department wise specific orientation / on the job training program is conducted by the
Heads of Department to ensure that the employees perform their job safely and efficiently in their
Prepared By: Authorized By: Issued By:
Quality Manager Chief Executive Officer Operations Head
Page 5 of 9
Chapter Name: HRM
Version No. : 01 Date : 01.06.2024
Validity :
Apollo Clinic (Licensee of Sanjeevani Health and Document No: ACN/HRM/RD/05
Lifestyle Private Limited)
Policy on Staff Training
respective work environments. Competency Assessment will be the basis for structuring unit-based
competency education program by Head of the Department
It is the policy of the hospital to give training to all employees depending upon the assessment of the
needs. To start with, every patient facing staff and employee will attend training of at least 84 hours every
year. Such training may include induction training, as well as the needs which have been identified like
change in technology, patient feedback, critical incidents, career planning during PMS check-in’s, job
rotation etc. The training can be suggested by the Head of department or by the employee himself
indicated by either party in the appraisal form.
Need Identification:
Training needs of every patient facing staff is identified by the observations of the Department Heads,
customer feedback, critical incidents and performance appraisal. The feedback and assessment forms of
the previous training programs are also used to identify the training needs of an employee.
On successful induction of new joinees, Departmental heads would be responsible to conduct a training
need analysis in case the performance of any staff member is not found to be as per expectations. Also any
training needs could be shared at the time of performance appraisal.
Training needs which are organizational in nature would be shared by the HR/ Safety/Quality teams which
would need to be met mandatorily by the staff member. The departmental head carries the responsibility
of ensuring all staff members complete all mandatory trainings including orientation.
Training need analysis shall be done at three levels: exclusive of induction –
a. On job training need analysis – done by the departmental head / supervisors (based on the
demonstrated competency by the staff) –
b. Mandatory training need analysis – done by L&D team, different hospital committees, respective
HODs – to be able to adhere to and execute different hospital policies and regulatory requirements
(e.g. safety training, resuscitation training, mock drills).
c. Special training need analysis – situational training needs arising out of any untoward trend /
adverse event / sentinel alert / epidemic outbreak – done by L&D Team, different hospital
committees, respective HODs.
d. Horizontal or Vertical movement in the job - Training need also arises when an employee assumes
additional (or new) responsibilities or when the employee is promoted to a higher position carrying
more responsibilities hence for better job performance the employee is required to be trained.
These lateral/vertical moves also strengthen the organization by increasing cross-functional
understanding. Records of the training which an employee receives during his/her role change are
maintained in the Training Card/LMS.
Prepared By: Authorized By: Issued By:
Quality Manager Chief Executive Officer Operations Head
Page 6 of 9
Chapter Name: HRM
Version No. : 01 Date : 01.06.2024
Validity :
Apollo Clinic (Licensee of Sanjeevani Health and Document No: ACN/HRM/RD/05
Lifestyle Private Limited)
Policy on Staff Training
e. Change of technology - Technology change usually happens when a new machine is introduced in
the work schedule of the employee hence the need for training arises to enable the staff to use the
machine effectively and efficiently.
The fundamental purpose of technology training is to produce users with practical skills that enable
them to use equipment. A more ambitious goal of technology training is to create motivated users
who can apply learned skills and knowledge to their jobs, and who can continue to learn as skill and
technology requirements change.
Training for new medical equipment installed in the hospital is provided by Bio Medical Team and
records of such training (Attendance, Feedback and Evaluation) is maintained by the Biomedical
team in their departmental Learning Records file. Departments receiving such training would
maintain their own attendance sheets and training cards of respective staff.
Analysis of Data
The specific departments analyze the various forms and the training needs are maintained by the HOD’s.
Planning
Based on the training needs of Employees, in-house training and in-service program are planned.
The topics are identified based upon the categorized needs.
The speakers are identified for the selected topics.
A periodical schedule is prepared for the program
In case of certain specific requirements, the employees are sent for external programs.
Organizing
A systematic method is followed for organizing and conducting the training programs.
Evaluation and Assessment
Evaluation of the Training / In-service program is carried out through feedback mechanism (feedback
forms).
Periodic assessments are done post training to evaluate the outcome effectiveness of training.
On the Job Training
Planning, scheduling and conducting on the job training are a responsibility of the respective Department
Heads. Department Education Record/Training Card is maintained by the Departmental Training
Coordinator/HOD for a period of one year and forwarded annually to the HR Team for filing in the
Personnel file of the employees.
In-house Training and In-Service Program
• Orientation / Induction program
• Training for service standards delivery
• Skills based training
Prepared By: Authorized By: Issued By:
Quality Manager Chief Executive Officer Operations Head
Page 7 of 9
Chapter Name: HRM
Version No. : 01 Date : 01.06.2024
Validity :
Apollo Clinic (Licensee of Sanjeevani Health and Document No: ACN/HRM/RD/05
Lifestyle Private Limited)
Policy on Staff Training
• CPR and BLS / ACLS Training
• Safety Training including POSH Policy Awareness.
• Infection Control Training
• Quality Assurance Awareness program
Process Details:
Procedure:
Every patient facing employee’s training card would be filed in his/her personal file. Also all staff members
facing patients would have to complete a minimum of 84 hours of training in a year (@ 7 hours per month
of training) to be eligible for performance appraisal for the following year. (The hours are subject to change
based on hospital policy).
Training hours would be a compilation of the following types of training that the staff may attend:
Departmental specific / clinical training / on job training
Mandatory training and certification for all patient care staff like CPR, BLS ACLS, NALS PALS
Software Training (if required during a particular month)
Communication training
Soft Skills Training
Any other external training program which the staff may be nominated to.
Mock Drills and Practical Training.
Online Webinars/sessions/case discussions.
For new joinees, hours devoted to organizational orientation and departmental specific orientation would
also be counted as a part of training received in the first three months of joining. (Please refer to Staff
Orientation policy for details on the same.)
The HR Team (in units which do not have dedicated HR resource members) would be responsible for
formulation of the Monthly Training Calendar. Every departmental head facing patients, Safety Training
Stakeholders and Quality Team either directly or through departmental Learning coordinators would be
responsible to submit the Departmental training plan (Please refer to annexure for format) for the following
month latest by the 25th of that month and the same would be updated by the HR team in the monthly
training calendar of the unit. In case of LMS, the Learning Coordinators would need to freeze their inputs wrt
Training sessions scheduled for the next month by 25th of the previous month. Also, departmental Learning
Coordinators and HOD’s would be responsible for submitting to the HR Team the Training report (Form
available in the annexure) and Staff Training Hours Report which would give details of actual trainings
attended by the 5th of the following month for training sessions conducted in the previous month. This
would enable the HR team to monitor month on month the number of training hours devoted per staff and
trends of trainings taking place in the hospital.
Prepared By: Authorized By: Issued By:
Quality Manager Chief Executive Officer Operations Head
Page 8 of 9
Chapter Name: HRM
Version No. : 01 Date : 01.06.2024
Validity :
Apollo Clinic (Licensee of Sanjeevani Health and Document No: ACN/HRM/RD/05
Lifestyle Private Limited)
Policy on Staff Training
The Department education record/ Training Card shall be maintained by the departmental Learning
Coordinator/HOD and annually shall be forwarded to the HR team for filing in the respective personnel files.
The following information shall be recorded on the Training Card as appropriate:
a. Name of the Employee
b. Date of joining
c. Department
d. Program Title
e. Name of the facilitator
f. Date(s) time(s) program/duration
g. Venue
Time of Training
Trainings shall be considered as an integral part of the activities of each of the departments and ample time
during working hours shall be permitted for this purpose. Training periods may be conducted before, during
or after regular working hours. Attendance by employees at training sessions conducted other than during
regular working hours shall be voluntary, unless otherwise directed by the HODs. Training sessions conducted
during regular working hours should be arranged so as to minimize interference with work schedules.
However, it would be the responsibility of the staff member and the Head of the Department to complete
the minimum number of annual training hours along with the mandatory NABH training required to be
attended by staff members.
Training Methodology: Training methodology includes any one of the following:
Class room training
On the job training.
Guided self-study.
External training courses
Professional conferences / seminars , etc.
CMEs and CNE’s
Virtual /Online sessions and Webinars
Training administration: Adequate resources are provided primarily by the Leadership/Unit Heads of Units
which includes:
Tools to support training program activities
Appropriate facilities to conduct training
Maintaining training records including LMS
To sensitize the importance of learning and training in all forums.
Training Evaluation
Prepared By: Authorized By: Issued By:
Quality Manager Chief Executive Officer Operations Head
Page 9 of 9
Chapter Name: HRM
Version No. : 01 Date : 01.06.2024
Validity :
Apollo Clinic (Licensee of Sanjeevani Health and Document No: ACN/HRM/RD/05
Lifestyle Private Limited)
Policy on Staff Training
On completion of every training session, the effectiveness of the same on the staff would be evaluated
through an evaluation exercise. All evaluation forms of trainings held in the month would be maintained by
respective HOD’s/HR Team/ Safety/ Infection Control/ Quality Teams in respective Departmental/Functional
Training Record Files.
Departmental heads would be responsible for formulation of evaluation exercises to assess the effectiveness
of departmental/clinical training.
With respect to Continuous Nursing Education, all nurses would need to complete annual examinations and
score a required percentage to be applicable for performance appraisal.
If evaluation is not satisfactory repeat sessions shall be organized for the staff and the same continued
until they qualify.
Measuring the effectiveness of the training attended by the employee is a very important task for ensuring
the usefulness of the training and the degree of knowledge it provided to the trainees.
Evaluating the training effectiveness is a 360* process where in the trainees evaluate the trainer (Ref
annexure) and the trainer evaluates the trainees (in terms of objective type of questions relating to topic for
training). Evaluation of the trainer is essential to understand the capability of the trainer to impart useful
training. Trainee’s evaluation is done to measure the effectiveness of the training imparted and the resultant
improvement in the level of knowledge.
Training Evaluation Record: Training analysis is done once a quarter trainer wise and is reviewed every year.
The analysis of the feedback forms received begins in Jan every year. Calculation of training feedback
percentage:
Training feedback percentage = (Category wise sum / Max. total score) * 100.
Reference:
HRM.2.b
Records and Formats:
Training Needs Matrix
Training Plan
Training & Development Record/Training Card
Training feedback form (Hospital and Departmental)
Training Attendance Sheet.
Prepared By: Authorized By: Issued By:
Quality Manager Chief Executive Officer Operations Head
