Can't help but be immensely intrigued with Dr Iliana's effort in teaching and guiding houseofficers. Although I can't join the simulation ward physically, I created this video as my feedback and some tips on how to refer to paeds MO, as well as example of HOW I WOULD REFER TO PAEDS STANDBY.
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Forwarded from y’s
Honestly kan, tempoh menunggu sekarang sebenarnya dah jauh better dah.
Sekarang tak payah tunggu konvo pun, dah boleh apply HO guna surat tawaran bersyarat. Intake pun bukan setahun sekali dah, tapi 4–6 kali setahun. So dari segi sistem, memang dah laju dah sebenarnya.
Cuma masalah dia bukan sangat pada intake, tapi execution + behaviour kita sendiri.
Selalu jadi macam ni
– tak dapat first choice → defer – rayuan tukar tak lepas → defer – tunggu hospital “top” je
- sehari tagging - quit
So atas kertas yg sepatutnya lapor diri 15 orang, tapi yang betul-betul lapor maybe 9–10 je.
Last-last 10 orang ni kena cover kerja 15 orang. Then start lah understaff → overwork → stress → MC → lagi kurang orang → workload double/triple
Cycle tak habis-habis.
Ironically semua nak hospital top sebab training better, kes banyak, nama besar. Tapi bila semua fokus tempat sama, hospital lain kosong → lagi teruk → lagi orang tak nak pergi.
So sistem makin stuck.
Tbh, at this point mungkin bukan semata-mata MOH kena “mudahkan pengambilan”, tapi kita pun sebagai generasi baru maybe kena tahan sikit dulu.
Few batches ni memang kena jadi “shock absorber” sementara nak stabilkan manpower.
Kalau semua defer/choose-selective sangat, workforce takkan pernah cukup. Someone has to fill the gap dulu baru sistem boleh balance.
Penat memang penat, tapi kalau semua tunggu tempat perfect, memang sampai bila-bila tak cukup HO.
Hang in there. Ramai sebenarnya tengah struggle sama-sama. Kita survive dulu phase ni 💪🏻
Sekarang tak payah tunggu konvo pun, dah boleh apply HO guna surat tawaran bersyarat. Intake pun bukan setahun sekali dah, tapi 4–6 kali setahun. So dari segi sistem, memang dah laju dah sebenarnya.
Cuma masalah dia bukan sangat pada intake, tapi execution + behaviour kita sendiri.
Selalu jadi macam ni
– tak dapat first choice → defer – rayuan tukar tak lepas → defer – tunggu hospital “top” je
- sehari tagging - quit
So atas kertas yg sepatutnya lapor diri 15 orang, tapi yang betul-betul lapor maybe 9–10 je.
Last-last 10 orang ni kena cover kerja 15 orang. Then start lah understaff → overwork → stress → MC → lagi kurang orang → workload double/triple
Cycle tak habis-habis.
Ironically semua nak hospital top sebab training better, kes banyak, nama besar. Tapi bila semua fokus tempat sama, hospital lain kosong → lagi teruk → lagi orang tak nak pergi.
So sistem makin stuck.
Tbh, at this point mungkin bukan semata-mata MOH kena “mudahkan pengambilan”, tapi kita pun sebagai generasi baru maybe kena tahan sikit dulu.
Few batches ni memang kena jadi “shock absorber” sementara nak stabilkan manpower.
Kalau semua defer/choose-selective sangat, workforce takkan pernah cukup. Someone has to fill the gap dulu baru sistem boleh balance.
Penat memang penat, tapi kalau semua tunggu tempat perfect, memang sampai bila-bila tak cukup HO.
Hang in there. Ramai sebenarnya tengah struggle sama-sama. Kita survive dulu phase ni 💪🏻
Forwarded from Dr Iliana9
All the best for #E_placement tomorrow 😇
May the internet be with you 💪🏻
.
P/s sorry no hospital #review session this time due to my tight schedule 🙏🏻
.
Will have #Mentorship_ revision as usual - will let you know the details later once E-placement rush ia over tomorrow😁
Here’s a few E-placement guide that might be helpful;
May the internet be with you 💪🏻
.
P/s sorry no hospital #review session this time due to my tight schedule 🙏🏻
.
Will have #Mentorship_ revision as usual - will let you know the details later once E-placement rush ia over tomorrow😁
Here’s a few E-placement guide that might be helpful;
Forwarded from Dr Iliana9
List of Guide on Choosing your hospital 🏥
▶️ 5 factors to #consider when choosing your hospital for HOship training
https://t.me/driliana9/3025
▶️ Banyak hospital #dekat2 dgn rumah saya, nak pilih yg mana satu?
https://t.me/driliana9/3043
▶️ Is it advisable to do HO at #Sabah/Sarawak?
https://www.facebook.com/100000012518463/posts/5154646941212339/?d=n
▶️ E-HO tips & live E-HO experience
https://t.me/driliana9/3030
(Please look for latest tips/sharing on E-placement too ✅)
▶️ #New hosp for HOship, ok ke?
https://t.me/driliana9/3033
▶️ I have specific #interest in certain field (surgery/O&G/psy etc), which hospital is the best for my HOship training?
https://t.me/driliana9/3038
▶️ 5 factors to #consider when choosing your hospital for HOship training
https://t.me/driliana9/3025
▶️ Banyak hospital #dekat2 dgn rumah saya, nak pilih yg mana satu?
https://t.me/driliana9/3043
▶️ Is it advisable to do HO at #Sabah/Sarawak?
https://www.facebook.com/100000012518463/posts/5154646941212339/?d=n
▶️ E-HO tips & live E-HO experience
https://t.me/driliana9/3030
(Please look for latest tips/sharing on E-placement too ✅)
▶️ #New hosp for HOship, ok ke?
https://t.me/driliana9/3033
▶️ I have specific #interest in certain field (surgery/O&G/psy etc), which hospital is the best for my HOship training?
https://t.me/driliana9/3038
Telegram
Dr Iliana9
5 important factors to consider in Choosing the RIGHT hospital for HOship;
1st ▶️ most important factor; near your family/support system❗️
Why?
✅ less time spend to travel/commute to work, more time to rest
✅ family support (tolong masak, do the laundry…
1st ▶️ most important factor; near your family/support system❗️
Why?
✅ less time spend to travel/commute to work, more time to rest
✅ family support (tolong masak, do the laundry…
Forwarded from Dr Iliana9
Recording of Live Hospital Review session for previous HO intake, since I couldn't arrange another one for this intake 🙏🏻
You will learn;
1️⃣ what to expect from your hosp based on the hosp;
✅ #status 👉🏻 small ie secondary hospital vs big ie tertiary hosp?
✅ #system 👉🏻 fully computerized vs hybrid vs manual
✅ KKM vs university hosp
.
2️⃣ working environment
3️⃣ assessment & extension rate
4️⃣ mentoring & teaching
https://www.youtube.com/live/cKDeJAu7Vk4?si=adooHKznPdHTN4wV
.
This link will be available for the next 72 hours here, so please watch it while it's available ✅
You will learn;
1️⃣ what to expect from your hosp based on the hosp;
✅ #status 👉🏻 small ie secondary hospital vs big ie tertiary hosp?
✅ #system 👉🏻 fully computerized vs hybrid vs manual
✅ KKM vs university hosp
.
2️⃣ working environment
3️⃣ assessment & extension rate
4️⃣ mentoring & teaching
https://www.youtube.com/live/cKDeJAu7Vk4?si=adooHKznPdHTN4wV
.
This link will be available for the next 72 hours here, so please watch it while it's available ✅
Youtube
- YouTube
Enjoy the videos and music you love, upload original content, and share it all with friends, family, and the world on YouTube.
Attention to HOs included in intake Bil 2/2026;
Medicorp just manage to confirm the date for Clinical Skills workshop before your PTM soon.
You can find the details & register for the workshop here;
https://medicorp.onpay.my/order/form/clinicalskillsuturing_workshop
Medicorp just manage to confirm the date for Clinical Skills workshop before your PTM soon.
You can find the details & register for the workshop here;
https://medicorp.onpay.my/order/form/clinicalskillsuturing_workshop
OnPay
Clinical Skills, Episiotomy Repair & Suturing Workshop
Hands on practical session on compulsory procedures for HOs.
Practice 17+3 procedures & optional session for episiotomy repair & suturing skills.
Practice 17+3 procedures & optional session for episiotomy repair & suturing skills.
Learn (almost) everything you need to #know about HOship at Medicorp's ⚡#Flash HO induction!
This Friday - 17th April, 9 am - 5pm.
Register for #free here; https://medicorp.onpay.my/order/form/freeliveflash0426
This Friday - 17th April, 9 am - 5pm.
Register for #free here; https://medicorp.onpay.my/order/form/freeliveflash0426
Would the kind seniors share us the #common diseases & emergencies that we need to familiarize before start #Tagging soon? 🙏🏻
.
👉🏻 #Medical
1)ACS; covered in ECG #online course
2) HPT urgencies 💊, emergencies
3) DKA, uncontrolled DM, hypoglycaemia
4) Hyper & hypokalaemia
5) Approach to SOB
(these topics available in Med. #emergencies online course👍🏻)
6) AKI, CKD, ESRF (Free modules available on these at https://medicorp-class.teachable.com, under Excellent Dr series)
7) TIA, CVA 🧠
.
👉🏻 #O&G 🤰
1) PPROM/PROM
2) reduce FM
3) labour #management & complications (ARM, CTG, labour & shoulder dystocia, PPH)
4) GDM, PIH; dx, management, #complication - IE/ PE
5) IOL vs augmentation of labour
(All above topics will be explained in details by O&G #specialist in ❤️Medicorp Obstetric online course
6) Ectopic pregnancy, miscarriage
.
👉🏻 #SURGICAL
1) ICB / intraab trauma
2) hernia
3) abscess
4) pancreatitis, cholecy
5) breast abcess/CA
6) appendicitis, PGU
7) UGIB, LGIB
👉🏻 #ORTHOPEDIC 🦴
1) DFU, NF
2) MVA , open #
3) ortho #emergencies ‼️; joint dislocation, compartment syndrome, FES, cauda equina
4) tib /fib #, NOF, IT#
5) distal end radius #, OA
(All these, plus trauma Xray #interpretation & wound description; will be explained by on Ortho surgeon in ❤️Medicorp Ortho online course)
👉🏻 #PAEDIATRIC
1) NNJ, IDM, respi distress in newborn, neonatal sepsis
2) asthma, pneumonia, Bronchiolitis
3) DF
4) AGE; including fluid resuscitation, maintenance & deficit IVD calculation & potassium correction
5) febrile/afebrile fit
(All above topics, including #case_discussion- will be explained in details by few paediatricians & MO in #Neonatology & Gen. Paeds online course)
.
👉🏻 #Medical
1)ACS; covered in ECG #online course
2) HPT urgencies 💊, emergencies
3) DKA, uncontrolled DM, hypoglycaemia
4) Hyper & hypokalaemia
5) Approach to SOB
(these topics available in Med. #emergencies online course👍🏻)
6) AKI, CKD, ESRF (Free modules available on these at https://medicorp-class.teachable.com, under Excellent Dr series)
7) TIA, CVA 🧠
.
👉🏻 #O&G 🤰
1) PPROM/PROM
2) reduce FM
3) labour #management & complications (ARM, CTG, labour & shoulder dystocia, PPH)
4) GDM, PIH; dx, management, #complication - IE/ PE
5) IOL vs augmentation of labour
(All above topics will be explained in details by O&G #specialist in ❤️Medicorp Obstetric online course
6) Ectopic pregnancy, miscarriage
.
👉🏻 #SURGICAL
1) ICB / intraab trauma
2) hernia
3) abscess
4) pancreatitis, cholecy
5) breast abcess/CA
6) appendicitis, PGU
7) UGIB, LGIB
👉🏻 #ORTHOPEDIC 🦴
1) DFU, NF
2) MVA , open #
3) ortho #emergencies ‼️; joint dislocation, compartment syndrome, FES, cauda equina
4) tib /fib #, NOF, IT#
5) distal end radius #, OA
(All these, plus trauma Xray #interpretation & wound description; will be explained by on Ortho surgeon in ❤️Medicorp Ortho online course)
👉🏻 #PAEDIATRIC
1) NNJ, IDM, respi distress in newborn, neonatal sepsis
2) asthma, pneumonia, Bronchiolitis
3) DF
4) AGE; including fluid resuscitation, maintenance & deficit IVD calculation & potassium correction
5) febrile/afebrile fit
(All above topics, including #case_discussion- will be explained in details by few paediatricians & MO in #Neonatology & Gen. Paeds online course)
Teachable
Homepage
https://www.facebook.com/share/p/18aLeR4Wbi/
Over the past few days (after the last post) , I’ve received a steady stream of messages from specialists across the country. The tone is consistent. They feel the national conversation around housemanship training has tilted too far in one direction and they want a more balanced discussion.
I want to be upfront: nothing I write here is an endorsement of bullying, harassment or toxic supervision. Those problems are real, well-documented and indefensible. But if we are serious about fixing housemanship in Malaysia, we cannot keep having a one-sided conversation. There are uncomfortable truths on the other side of the table that need to be said out loud.
The competency problem nobody wants to name
A significant number of house officers entering the system are not ready for the real world.
This is not a hot take. This is what supervising clinicians are reporting across specialties and across hospitals, consistently and repeatedly.
Some house officers are barely competent in basic clinical tasks. Some show little interest in learning. Some are physically present but functionally absent, “snaking away” during working hours, disappearing when there is work to be done, reappearing when the heavy lifting is over.
This is not about one or two bad apples. The volume of these complaints suggests something systemic. Whether it’s a problem with undergraduate training, selection, attitude or all three combined is a separate discussion. But the frontline reality is that many supervisors feel they are babysitting rather than teaching.
The transfer carousel
Here is what happens when a house officer is flagged as underperforming or genuinely dangerous to patients.
In theory, there is a process. In practice, the most common outcome is a transfer to another hospital. The problem doesn’t get resolved. It gets relocated. The next department inherits the same house officer with the same deficiencies and the cycle repeats.
Meanwhile, the supervising clinician who raised the flag pays a price. There is paperwork. Mountains of it. Forms to fill, reports to write, documentation to compile. Then comes the meeting where you sit across a panel and explain your assessment, defend your observations and justify why you flagged the issue in the first place. It’s an interrogation dressed up as a review.
The message this sends is clear: raising concerns about a house officer’s performance is more trouble than it’s worth. So many supervisors stop bothering. They sign off, move on and hope the problem sorts itself out downstream. It rarely does.
Mental health is valid. It is not a free pass.
Some house officers have been diagnosed with mental illness. That is a legitimate medical reality and it deserves compassion and proper support.
But here is where the conversation gets difficult.
A diagnosis cannot become an indefinite shield against accountability. If a house officer is consistently going missing from duties, failing to perform basic tasks or putting patients at risk, those problems need to be addressed regardless of the underlying cause. Support and accountability are not opposites. They should work together.
The current approach often treats them as mutually exclusive. A house officer with a mental health diagnosis becomes untouchable. Supervisors are afraid to document poor performance for fear of being accused of insensitivity. The result is a system where genuine illness and strategic weaponisation of that illness become indistinguishable. That helps nobody, least of all house officers who are actually struggling and need real intervention.
The ones who pay the price
The good house officers are absorbing the cost of this broken system.
Every time an incompetent colleague disappears, someone has to cover their patients.
Every time a dangerous house officer gets transferred instead of remediated, the remaining team carries a heavier load. Every time accountability is avoided because the paperwork is too painful, the conscientious ones pick up the slack.
Over the past few days (after the last post) , I’ve received a steady stream of messages from specialists across the country. The tone is consistent. They feel the national conversation around housemanship training has tilted too far in one direction and they want a more balanced discussion.
I want to be upfront: nothing I write here is an endorsement of bullying, harassment or toxic supervision. Those problems are real, well-documented and indefensible. But if we are serious about fixing housemanship in Malaysia, we cannot keep having a one-sided conversation. There are uncomfortable truths on the other side of the table that need to be said out loud.
The competency problem nobody wants to name
A significant number of house officers entering the system are not ready for the real world.
This is not a hot take. This is what supervising clinicians are reporting across specialties and across hospitals, consistently and repeatedly.
Some house officers are barely competent in basic clinical tasks. Some show little interest in learning. Some are physically present but functionally absent, “snaking away” during working hours, disappearing when there is work to be done, reappearing when the heavy lifting is over.
This is not about one or two bad apples. The volume of these complaints suggests something systemic. Whether it’s a problem with undergraduate training, selection, attitude or all three combined is a separate discussion. But the frontline reality is that many supervisors feel they are babysitting rather than teaching.
The transfer carousel
Here is what happens when a house officer is flagged as underperforming or genuinely dangerous to patients.
In theory, there is a process. In practice, the most common outcome is a transfer to another hospital. The problem doesn’t get resolved. It gets relocated. The next department inherits the same house officer with the same deficiencies and the cycle repeats.
Meanwhile, the supervising clinician who raised the flag pays a price. There is paperwork. Mountains of it. Forms to fill, reports to write, documentation to compile. Then comes the meeting where you sit across a panel and explain your assessment, defend your observations and justify why you flagged the issue in the first place. It’s an interrogation dressed up as a review.
The message this sends is clear: raising concerns about a house officer’s performance is more trouble than it’s worth. So many supervisors stop bothering. They sign off, move on and hope the problem sorts itself out downstream. It rarely does.
Mental health is valid. It is not a free pass.
Some house officers have been diagnosed with mental illness. That is a legitimate medical reality and it deserves compassion and proper support.
But here is where the conversation gets difficult.
A diagnosis cannot become an indefinite shield against accountability. If a house officer is consistently going missing from duties, failing to perform basic tasks or putting patients at risk, those problems need to be addressed regardless of the underlying cause. Support and accountability are not opposites. They should work together.
The current approach often treats them as mutually exclusive. A house officer with a mental health diagnosis becomes untouchable. Supervisors are afraid to document poor performance for fear of being accused of insensitivity. The result is a system where genuine illness and strategic weaponisation of that illness become indistinguishable. That helps nobody, least of all house officers who are actually struggling and need real intervention.
The ones who pay the price
The good house officers are absorbing the cost of this broken system.
Every time an incompetent colleague disappears, someone has to cover their patients.
Every time a dangerous house officer gets transferred instead of remediated, the remaining team carries a heavier load. Every time accountability is avoided because the paperwork is too painful, the conscientious ones pick up the slack.
They do it because they care about patients. They do it because they have a sense of professional duty. And they do it because they are not the type to complain or push back.
These are the house officers who burn out quietly. Who lose their enthusiasm not because of harsh supervision but because they watch their peers coast while they carry the weight. Who start to wonder why they bother being excellent when mediocrity faces no consequences.
If we lose them, we lose the future of Malaysian medicine. And we are losing them.
A fairer approach would look something like this.
1. Protect house officers from genuine abuse. No argument there. Bullying and harassment have no place in medical training, full stop.
2. Make it easier for supervisors to flag underperformance without being punished for it. The current documentation and review process is so burdensome that it actively discourages accountability. Streamline it. Make it supportive rather than adversarial.
3. Stop transferring problems. If a house officer is not meeting standards, they need targeted remediation at their current placement, not a fresh start somewhere else where the same issues will resurface.
4. Separate mental health support from performance management. Provide robust psychiatric and psychological support for house officers who need it. But maintain clear performance expectations that apply to everyone. These two tracks should run in parallel, not cancel each other out.
5. Recognise and protect the good ones. The house officers who show up, do the work and carry their teams deserve more than silent exploitation. They deserve lighter loads when colleagues are removed, formal recognition and a system that does not treat their reliability as an excuse to pile on more.
I know this piece will be uncomfortable for some.
It will be read by some as an attack on house officers. It is not. It is an attack on a system that fails everyone: the house officers who need better training and support, the supervisors who need functional accountability mechanisms and most of all the good house officers who are quietly paying the price for everyone else’s failures.
We can hold two truths at once. House officers deserve humane training conditions. And they also need to meet a minimum standard of competence, professionalism and accountability.
Until we can have that conversation honestly, nothing changes.
These are the house officers who burn out quietly. Who lose their enthusiasm not because of harsh supervision but because they watch their peers coast while they carry the weight. Who start to wonder why they bother being excellent when mediocrity faces no consequences.
If we lose them, we lose the future of Malaysian medicine. And we are losing them.
A fairer approach would look something like this.
1. Protect house officers from genuine abuse. No argument there. Bullying and harassment have no place in medical training, full stop.
2. Make it easier for supervisors to flag underperformance without being punished for it. The current documentation and review process is so burdensome that it actively discourages accountability. Streamline it. Make it supportive rather than adversarial.
3. Stop transferring problems. If a house officer is not meeting standards, they need targeted remediation at their current placement, not a fresh start somewhere else where the same issues will resurface.
4. Separate mental health support from performance management. Provide robust psychiatric and psychological support for house officers who need it. But maintain clear performance expectations that apply to everyone. These two tracks should run in parallel, not cancel each other out.
5. Recognise and protect the good ones. The house officers who show up, do the work and carry their teams deserve more than silent exploitation. They deserve lighter loads when colleagues are removed, formal recognition and a system that does not treat their reliability as an excuse to pile on more.
I know this piece will be uncomfortable for some.
It will be read by some as an attack on house officers. It is not. It is an attack on a system that fails everyone: the house officers who need better training and support, the supervisors who need functional accountability mechanisms and most of all the good house officers who are quietly paying the price for everyone else’s failures.
We can hold two truths at once. House officers deserve humane training conditions. And they also need to meet a minimum standard of competence, professionalism and accountability.
Until we can have that conversation honestly, nothing changes.
All the best for #E_placement tomorrow 😇
May the internet be with you 💪🏻
.
P/s sorry no hospital #review session this time 🙏🏻
.
Will have #Mentorship_ revision as usual - will let you know the details later once E-placement rush ia over tomorrow😁
Here’s a few E-placement guide that might be helpful;
May the internet be with you 💪🏻
.
P/s sorry no hospital #review session this time 🙏🏻
.
Will have #Mentorship_ revision as usual - will let you know the details later once E-placement rush ia over tomorrow😁
Here’s a few E-placement guide that might be helpful;
List of Guide on Choosing your hospital 🏥
▶️ 5 factors to #consider when choosing your hospital for HOship training
https://t.me/driliana9/3025
▶️ Banyak hospital #dekat2 dgn rumah saya, nak pilih yg mana satu?
https://t.me/driliana9/3043
▶️ Is it advisable to do HO at #Sabah/Sarawak?
https://www.facebook.com/100000012518463/posts/5154646941212339/?d=n
▶️ E-HO tips & live E-HO experience
https://t.me/driliana9/3030
(Please look for latest tips/sharing on E-placement too ✅)
▶️ #New hosp for HOship, ok ke?
https://t.me/driliana9/3033
▶️ I have specific #interest in certain field (surgery/O&G/psy etc), which hospital is the best for my HOship training?
https://t.me/driliana9/3038
▶️ 5 factors to #consider when choosing your hospital for HOship training
https://t.me/driliana9/3025
▶️ Banyak hospital #dekat2 dgn rumah saya, nak pilih yg mana satu?
https://t.me/driliana9/3043
▶️ Is it advisable to do HO at #Sabah/Sarawak?
https://www.facebook.com/100000012518463/posts/5154646941212339/?d=n
▶️ E-HO tips & live E-HO experience
https://t.me/driliana9/3030
(Please look for latest tips/sharing on E-placement too ✅)
▶️ #New hosp for HOship, ok ke?
https://t.me/driliana9/3033
▶️ I have specific #interest in certain field (surgery/O&G/psy etc), which hospital is the best for my HOship training?
https://t.me/driliana9/3038
Telegram
Dr Iliana9
5 important factors to consider in Choosing the RIGHT hospital for HOship;
1st ▶️ most important factor; near your family/support system❗️
Why?
✅ less time spend to travel/commute to work, more time to rest
✅ family support (tolong masak, do the laundry…
1st ▶️ most important factor; near your family/support system❗️
Why?
✅ less time spend to travel/commute to work, more time to rest
✅ family support (tolong masak, do the laundry…
Recording of Live Hospital Review session for previous HO intake, since I couldn't arrange another one for this intake 🙏🏻
You will learn;
1️⃣ what to expect from your hosp based on the hosp;
✅ #status 👉🏻 small ie secondary hospital vs big ie tertiary hosp?
✅ #system 👉🏻 fully computerized vs hybrid vs manual
✅ KKM vs university hosp
.
2️⃣ working environment
3️⃣ assessment & extension rate
4️⃣ mentoring & teaching
https://www.youtube.com/live/cKDeJAu7Vk4?si=adooHKznPdHTN4wV
You will learn;
1️⃣ what to expect from your hosp based on the hosp;
✅ #status 👉🏻 small ie secondary hospital vs big ie tertiary hosp?
✅ #system 👉🏻 fully computerized vs hybrid vs manual
✅ KKM vs university hosp
.
2️⃣ working environment
3️⃣ assessment & extension rate
4️⃣ mentoring & teaching
https://www.youtube.com/live/cKDeJAu7Vk4?si=adooHKznPdHTN4wV
Youtube
- YouTube
Enjoy the videos and music you love, upload original content, and share it all with friends, family, and the world on YouTube.
Attention to all HOs included in HO Intake Bil 3/2026, if you wish to;
👉 get access to senior HOs WA #group of your hosp
👉 join FREE online Mentorship revision with Dr Iliana,
.
Join live Mentorship revision #briefing this Saturday, 16th May at 10 AM to 11 AM😇
.
Register for 🆓 for the revision here; https://medicorp.onpay.my/order/form/mentorshiprevision0526
👉 get access to senior HOs WA #group of your hosp
👉 join FREE online Mentorship revision with Dr Iliana,
.
Join live Mentorship revision #briefing this Saturday, 16th May at 10 AM to 11 AM😇
.
Register for 🆓 for the revision here; https://medicorp.onpay.my/order/form/mentorshiprevision0526
https://www.youtube.com/live/v7z5Big_hhw?si=GLETtICcgsgipqGU
Recording for Mentorship revision briefing earlier this morning 😇
For those who registered for the session, please make sure you complete 2 simple steps shared earlier ya ✅
Recording for Mentorship revision briefing earlier this morning 😇
For those who registered for the session, please make sure you complete 2 simple steps shared earlier ya ✅
YouTube
Mentorship briefing HO intake Bil 3/2026
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#FAQs about HOship;
Hi junior, welcome to Hospital ××, and congratulations on starting your housemanship! We're glad to have you onboard. 😊
To answer your questions:
1. Book recommendations during housemanship:
Honestly, your medical school books are already a solid foundation for the knowledge you’ll need. But housemanship is more than just theory — it’s about attitude, teamwork, and being eager to learn.
What really helps is being #proactive:
Follow ward rounds closely
Always offer to help your MOs and specialists
Be ready to learn from every case and every experience
2. How are assessments done during each posting?
Each posting comes with a few types of assessments:
#CME (Continuing Medical Education):
You’ll be assigned a topic to present to your colleagues and specialist. Your presentation will be graded based on clarity, understanding, and relevance.
#CBD (Case-Based Discussion):
This is like a case review — you’ll present a case you’ve managed, and discuss the diagnosis, investigation, and management plan. It's meant to assess your clinical reasoning.
#CEX (Clinical Examination Exercise):
This is a practical assessment where you demonstrate physical examination skills and patient interaction. Similar to your OSCEs in med school, but more practical and focused on real ward work.
#Global_Assessment:
You will also be evaluated by your Medical Officers (MO), Specialists (SP), and Ward Sister.
This is based on your daily performance, work attitude, ethics, and how well you interact with the team and patients.
👉 So always be kind, respectful, and humble — these values go a long way in shaping your experience and reputation.
Wishing you all the best for your journey ahead — it’ll be challenging but also very rewarding. Don’t hesitate to reach out if you need support!
Hi junior, welcome to Hospital ××, and congratulations on starting your housemanship! We're glad to have you onboard. 😊
To answer your questions:
1. Book recommendations during housemanship:
Honestly, your medical school books are already a solid foundation for the knowledge you’ll need. But housemanship is more than just theory — it’s about attitude, teamwork, and being eager to learn.
What really helps is being #proactive:
Follow ward rounds closely
Always offer to help your MOs and specialists
Be ready to learn from every case and every experience
2. How are assessments done during each posting?
Each posting comes with a few types of assessments:
#CME (Continuing Medical Education):
You’ll be assigned a topic to present to your colleagues and specialist. Your presentation will be graded based on clarity, understanding, and relevance.
#CBD (Case-Based Discussion):
This is like a case review — you’ll present a case you’ve managed, and discuss the diagnosis, investigation, and management plan. It's meant to assess your clinical reasoning.
#CEX (Clinical Examination Exercise):
This is a practical assessment where you demonstrate physical examination skills and patient interaction. Similar to your OSCEs in med school, but more practical and focused on real ward work.
#Global_Assessment:
You will also be evaluated by your Medical Officers (MO), Specialists (SP), and Ward Sister.
This is based on your daily performance, work attitude, ethics, and how well you interact with the team and patients.
👉 So always be kind, respectful, and humble — these values go a long way in shaping your experience and reputation.
Wishing you all the best for your journey ahead — it’ll be challenging but also very rewarding. Don’t hesitate to reach out if you need support!
Dr Iliana9
#FAQs about HOship; Hi junior, welcome to Hospital ××, and congratulations on starting your housemanship! We're glad to have you onboard. 😊 To answer your questions: 1. Book recommendations during housemanship: Honestly, your medical school books are already…
You can ask these questions, and many more to your senior HOs from respective hospital 🏥 via #Mentorship revision ✅
#FAQs about HOship;
Hi seniors. I just wanted to ask :
1) Can we have a look at an example of the hospital #orientation schedule?
2) Is there any #templates for am/pm/oncall review that everyone follows?
3) Do we get a chance to #pretag with senior HOs prior to starting our tagging for each new postings?
Thank you 🙏🏽
Hi seniors. I just wanted to ask :
1) Can we have a look at an example of the hospital #orientation schedule?
2) Is there any #templates for am/pm/oncall review that everyone follows?
3) Do we get a chance to #pretag with senior HOs prior to starting our tagging for each new postings?
Thank you 🙏🏽
Dr Iliana9
#FAQs about HOship; Hi seniors. I just wanted to ask : 1) Can we have a look at an example of the hospital #orientation schedule? 2) Is there any #templates for am/pm/oncall review that everyone follows? 3) Do we get a chance to #pretag with senior HOs…
Hi ,
The hospital orientation schedule is quite variable and normally they only do it for 3-4 days.
Mostly it is about administrative records such as getting your name tags and introduction to various departments, not to worry it’s mostly free and easy.
There are alot of #templates on how to do reviews that are available on ho telegram groups - slight difference according to departments ,
And third you can definitely go for a #pretag with your seniors. Once you know your first departments, just go to the wards after 5pm and talk to your seniors, flip across the case notes and you will get templates of am reviews ..
just go with the flow and enjoy the experience, good or bad everything is a lesson.
All the best !
The hospital orientation schedule is quite variable and normally they only do it for 3-4 days.
Mostly it is about administrative records such as getting your name tags and introduction to various departments, not to worry it’s mostly free and easy.
There are alot of #templates on how to do reviews that are available on ho telegram groups - slight difference according to departments ,
And third you can definitely go for a #pretag with your seniors. Once you know your first departments, just go to the wards after 5pm and talk to your seniors, flip across the case notes and you will get templates of am reviews ..
just go with the flow and enjoy the experience, good or bad everything is a lesson.
All the best !