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
Enjoy the videos and music you love, upload original content, and share it all with friends, family, and the world on YouTube.
#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 !
“Dr saya nak tanya apa tugas HO dalam #OT (operation theatre)? 😷
Contohnya, apa yg HO boleh buat waktu assist #LSCS?” 🤔
.
Learn what you need to know in this FREE online course;
https://medicorp-class.teachable.com/courses/ho-role-in-ot-0822
👉🏻 HO role in assisting #surgery; what to do before, during & after surgery?
👉🏻 common #mistakes to avoid while assisting operation
👉🏻 Modified ISBAR formula to #book_case for operation from anaest team (with practice)
All the best 💪🏻
Contohnya, apa yg HO boleh buat waktu assist #LSCS?” 🤔
.
Learn what you need to know in this FREE online course;
https://medicorp-class.teachable.com/courses/ho-role-in-ot-0822
👉🏻 HO role in assisting #surgery; what to do before, during & after surgery?
👉🏻 common #mistakes to avoid while assisting operation
👉🏻 Modified ISBAR formula to #book_case for operation from anaest team (with practice)
All the best 💪🏻
#FAQs about HOship
1. How many days of hospital #orientation and when we’ll know put posting ya?
2. are we allowed to #choose our postings?
3. Any recommendations on #books or anytime for us to head start before tanging? And do you have advice and notes before and after offtag?
4. what are the things like other than micropore, stets, nametag pen, should we have on ourselves always?
5. do you know if we can rent a room in the hospital hostel itself?
6. if you have #guidelines and common topics in each postings what cases and etc.
7. may i know if you have pretag & offtag #assessment notes that help us and how is during off tag assessment?
8. may I know if our hosp uses computerized or writing system?
9. any recommendations for books, references or apps for us?
10. can you tell us briefly for the assessment structure, how are the deadlines and common reasons for extensions?
11. can I know the #dress code which can we use our own scrubs or the hospital ones only?
1. How many days of hospital #orientation and when we’ll know put posting ya?
2. are we allowed to #choose our postings?
3. Any recommendations on #books or anytime for us to head start before tanging? And do you have advice and notes before and after offtag?
4. what are the things like other than micropore, stets, nametag pen, should we have on ourselves always?
5. do you know if we can rent a room in the hospital hostel itself?
6. if you have #guidelines and common topics in each postings what cases and etc.
7. may i know if you have pretag & offtag #assessment notes that help us and how is during off tag assessment?
8. may I know if our hosp uses computerized or writing system?
9. any recommendations for books, references or apps for us?
10. can you tell us briefly for the assessment structure, how are the deadlines and common reasons for extensions?
11. can I know the #dress code which can we use our own scrubs or the hospital ones only?
Dr Iliana9
1. Usually 1 week. You’ll get to know your posting during the orientation 2. Not for the first posting. But subsequent posting yes ✅ 3. Depends if you want to read. But during housemanship all you need is skills for bloodtaking/ iv cannulation/ take arterial…
1. Usually 1 week. You’ll get to know your posting during the orientation
2. Not for the first posting. But subsequent posting yes ✅
3. Depends if you want to read. But during housemanship all you need is #skills for bloodtaking/ iv cannulation/ take arterial blood gas/ blood culture/ insert catheter
4. You need stets, pen, stamp/chop
5. Not sure. Last time my colleagues rented a hostel in the hospital
6. You need to read BLS/ ACLS - if patient #collapse. Otherwise each posting has different specialist / Consultants which have different preferences/ sets of plans. Just follow what they want
7. Yes we have off tag #assessment. Usually by MO / Specialist. Some posting you can auto offtag 🫠
8. Computerized. Its called iPesakit / EMR
9. Books? During housemanship.. hmm… O&G can read Dutta/ Ten Teachers. ED can read Shirley Ooi
10. Depends each posting. Medical got CBD/ Mini CEX - with consultants/ specialist. Surgical viva with consultant. O&G with MOs. Paeds with 2 specialists. ED with Specialist and moulage / Viva. Ortho Viva with specialist
11. Scrub is okay. Kemeja / blouse also ok. Just wear anything appropriate
Hope this helps ✅
2. Not for the first posting. But subsequent posting yes ✅
3. Depends if you want to read. But during housemanship all you need is #skills for bloodtaking/ iv cannulation/ take arterial blood gas/ blood culture/ insert catheter
4. You need stets, pen, stamp/chop
5. Not sure. Last time my colleagues rented a hostel in the hospital
6. You need to read BLS/ ACLS - if patient #collapse. Otherwise each posting has different specialist / Consultants which have different preferences/ sets of plans. Just follow what they want
7. Yes we have off tag #assessment. Usually by MO / Specialist. Some posting you can auto offtag 🫠
8. Computerized. Its called iPesakit / EMR
9. Books? During housemanship.. hmm… O&G can read Dutta/ Ten Teachers. ED can read Shirley Ooi
10. Depends each posting. Medical got CBD/ Mini CEX - with consultants/ specialist. Surgical viva with consultant. O&G with MOs. Paeds with 2 specialists. ED with Specialist and moulage / Viva. Ortho Viva with specialist
11. Scrub is okay. Kemeja / blouse also ok. Just wear anything appropriate
Hope this helps ✅
10 general clinical #procedures for all posting;
These are part of your #offtag requirement & assessment for almost all major posting 😇
.
Let's practice all these 17 #procedures at Medicorp's Clinical Skills Workshop;
https://medicorp.onpay.my/order/form/clinicalskillsuturing_workshop
These are part of your #offtag requirement & assessment for almost all major posting 😇
.
Let's practice all these 17 #procedures at Medicorp's Clinical Skills Workshop;
https://medicorp.onpay.my/order/form/clinicalskillsuturing_workshop
Just graduated?
Choosen your hosp via E-placement?
.
But unsure what to #expect & prepare for the next posting, or HOship as general?
.
Enroll for #Departmental Welcoming session NOW at Medicorp’s Teachable school;
https://medicorp-class.teachable.com
You will learn;
✅ HO role in each posting,
✅ must-know #diseases for each posting; the common cases & #emergencies
✅ few case discussions as kickstart #revision for each posting!
.
It’s FREE & you can learn whenever you want!
Choosen your hosp via E-placement?
.
But unsure what to #expect & prepare for the next posting, or HOship as general?
.
Enroll for #Departmental Welcoming session NOW at Medicorp’s Teachable school;
https://medicorp-class.teachable.com
You will learn;
✅ HO role in each posting,
✅ must-know #diseases for each posting; the common cases & #emergencies
✅ few case discussions as kickstart #revision for each posting!
.
It’s FREE & you can learn whenever you want!
List of books / guides for HOs
Here is a non-exhaustive list of guidebooks and references suitable for HOs:
🌻 Essential clinical calculators, sharings and 'survival kit' at www.notaperubatan.com (may install as app for offline use)
🌼 #Medical dept
- CPG from https://www.acadmed.org.my/index.cfm?%5C&menuid=67 (alternatively, download from Telegram bot t.me/CPG_malaysia_bot)
- Sarawak Handbook Of Medical Emergencies 4th ED
- Dr Hanif Arshad's series (Medical Notes & Sticky Notes for Houseman) https://hanifarshad.ordersini.com/hanifarshad
🌼 #O&G Department
- Handbook of Obstetrics Guideline 2024 (https://t.me/nota_perubatan/1508)
- Gynae protocol HTF (https://t.me/driliana9/6417)
- Sabah Women and Children Hospital (SWACH) Labour Room Protocol & Sabah Obstetric Shared Care Guidelines SOSCG (4th Ed June 2020) https://t.me/nota_perubatan/942?single
- HSA O&G Protocol https://t.me/driliana9/6571
- Kedah O&G Protocol https://t.me/driliana9/6569
- Sarawak General Hospital's Labour Ward Manual*
Note: for O&G it usually depends on which hospital you are working. Different hospitals have their respective O&G department protocol which could be slightly different from the others
🌼 #Orthopaedics
- Guidelines for House Officer Orthopaedic Department Hospital Melaka
- x-ray interpretation for orthopaedic HO
🌼 #Surgery
- Johor Bahru manual of surgery
🌼 #Paeds
- Paediatric Protocol
- Alia’s Illustrated Extra Notes to Neonatal Jaundice
- Alia's Illustrated Extra Notes to Total Fluid Intake
.
🌼 Hospital Ampang HO Guide (for various departments)
- https://t.me/nota_perubatan/160 [download from original website https://myhow.wordpress.com/ho-guide/]
🌼 #Medicorp
https://medicorp.onpay.my/order/form/bookstore
(CPG Made Easy, HO Log Books Compilations, Clinical Skills Guidebook, Nebulizer Pocket Book of Adult Dosages & Normal Values, workshops)
Here is a non-exhaustive list of guidebooks and references suitable for HOs:
🌻 Essential clinical calculators, sharings and 'survival kit' at www.notaperubatan.com (may install as app for offline use)
🌼 #Medical dept
- CPG from https://www.acadmed.org.my/index.cfm?%5C&menuid=67 (alternatively, download from Telegram bot t.me/CPG_malaysia_bot)
- Sarawak Handbook Of Medical Emergencies 4th ED
- Dr Hanif Arshad's series (Medical Notes & Sticky Notes for Houseman) https://hanifarshad.ordersini.com/hanifarshad
🌼 #O&G Department
- Handbook of Obstetrics Guideline 2024 (https://t.me/nota_perubatan/1508)
- Gynae protocol HTF (https://t.me/driliana9/6417)
- Sabah Women and Children Hospital (SWACH) Labour Room Protocol & Sabah Obstetric Shared Care Guidelines SOSCG (4th Ed June 2020) https://t.me/nota_perubatan/942?single
- HSA O&G Protocol https://t.me/driliana9/6571
- Kedah O&G Protocol https://t.me/driliana9/6569
- Sarawak General Hospital's Labour Ward Manual*
Note: for O&G it usually depends on which hospital you are working. Different hospitals have their respective O&G department protocol which could be slightly different from the others
🌼 #Orthopaedics
- Guidelines for House Officer Orthopaedic Department Hospital Melaka
- x-ray interpretation for orthopaedic HO
🌼 #Surgery
- Johor Bahru manual of surgery
🌼 #Paeds
- Paediatric Protocol
- Alia’s Illustrated Extra Notes to Neonatal Jaundice
- Alia's Illustrated Extra Notes to Total Fluid Intake
.
🌼 Hospital Ampang HO Guide (for various departments)
- https://t.me/nota_perubatan/160 [download from original website https://myhow.wordpress.com/ho-guide/]
🌼 #Medicorp
https://medicorp.onpay.my/order/form/bookstore
(CPG Made Easy, HO Log Books Compilations, Clinical Skills Guidebook, Nebulizer Pocket Book of Adult Dosages & Normal Values, workshops)
www.acadmed.org.my
Academy of Medicine of Malaysia (AMM) - Clinical Practice Guidelines (CPGs)
Forwarded from Dr Iliana9
“Sorry, I dah try poke patient ni dua kali untuk blood C&S, tapi tak dapat. Boleh tolong tak?” 🥹
.
Saya macam nak #menangis dah bila minta tolong senior HO waktu tu!
Joblist lepas round pagi tadi pun banyak lagi nak settlekan,
& semua senior HOs busy sebab ward kami #active ie receiving admission hari tu.
.
Saya yg baru tagging few days ni, first poster pulak tu, terkulat-kulatla try nak ambil blood C&S sendiri for the first time (dah observe senior HO sebelum ni), tapi tak dapat-dapat.
.
#Stress betul! Rasa hopeless sangat sebab tengok senior HO buat sebelum ni nampak senang je, kenapa kita buat tak dapat pulak?
.
“Owh, patient bed 12 yang ada underlying CA (cancer) tu ya?
Patient yg ada CA, memang vein susah nak nampak & very difficult blood taking. Takpe jom I tolong tengokkan” rilek je senior HO tu jawab 😅
.
Saya macam nak #menangis dah bila minta tolong senior HO waktu tu!
Joblist lepas round pagi tadi pun banyak lagi nak settlekan,
& semua senior HOs busy sebab ward kami #active ie receiving admission hari tu.
.
Saya yg baru tagging few days ni, first poster pulak tu, terkulat-kulatla try nak ambil blood C&S sendiri for the first time (dah observe senior HO sebelum ni), tapi tak dapat-dapat.
.
#Stress betul! Rasa hopeless sangat sebab tengok senior HO buat sebelum ni nampak senang je, kenapa kita buat tak dapat pulak?
.
“Owh, patient bed 12 yang ada underlying CA (cancer) tu ya?
Patient yg ada CA, memang vein susah nak nampak & very difficult blood taking. Takpe jom I tolong tengokkan” rilek je senior HO tu jawab 😅