1. Why Hospitals Should Hire HR Consultancy

An HR consultancy brings professional expertise to streamline hospital workforce management, improve staff performance, ensure compliance with labor laws, and create a patient-centric service culture. Consultants enable hospitals to:

• Set up structured HR departments

• Standardize hiring, onboarding, and appraisal processes

• Reduce attrition and improve employee engagement

• Align HR practices with NABH and JCI standards

2. Scope of HR Consultancy Services

Choose consultants who offer comprehensive, end-to-end HR solutions, including:

• HR policy drafting and employee handbook creation

• Recruitment strategy and manpower planning

• Job descriptions, KRAs, and KPIs formulation

• Performance appraisal system design

• HRMS system selection and implementation

• Training needs analysis and L&D programs

• Grievance redressal mechanism and labor law compliance

3. Experience in Healthcare Sector

Prefer consultants with proven experience in the healthcare domain. Hospitals operate in a unique environment with:

• Round-the-clock staffing requirements

• Clinician and paramedic workforce dynamics

• Criticality of soft skills and empathy training

• NABH/JCI-specific HR documentation and compliance

4. Customization and Scalability

Every hospital has different HR needs based on size and specialty. Ensure the consultant can:

• Customize HR structures for eye hospitals, multi-specialty centers, or diagnostic chains

• Design scalable HR systems for single units or large networks

• Adapt solutions for both corporate-owned and doctor-led hospitals

5. Cost Considerations

Cost typically depends on the hospital size, complexity, and service duration. A general estimate:

Also account for training sessions, travel expenses, and optional HRMS implementation fees.

6. Post-Setup Support and Training

Ensure the consultancy provides:

• On-site or virtual HR training for hospital managers

• Leadership coaching for department heads

• Templates for interviews, evaluations, and appraisals

• HR dashboards and MIS reporting tools

• Periodic reviews and update mechanisms for HR policies

• Support during NABH assessments and renewals