PHARMAD - MOD. 4 STAFFING [MIDTERMS]

Staffing

The process of acquiring {hiring}, deploying {saan branch magwork}, and retaining a workforce of sufficient quantity {if u need 10 employees then dapat 10} and quality {kung ano education/experience nila dapat pasok} for the efficiency and effectivity of an organization

Staffing

It includes human resource planning to identify what the organization requires in terms of the numbers of employees needed and their attributes {skills & knowledge na meron dapat employees}

Human Resource Management (HRM)

Essential in any pharmacy because it deals with providing care to people {care sa employees not sa patient}

Human Resource Management (HRM)

the voice of the employees in management

Human Resource Management (HRM)

they are the ones who studied/know the rights of the employees

Human Resource Management (HRM)

It is important because it can make the difference between a smoothly-running pharmacy and a dysfunctional, unsuccessful one

Human Resource Management (HRM)

The process of achieving organizational objectives through the management of people

Recruiting, Hiring, Training, Developing, and Terminating

Tasks associated with HRM:

Terminating

hardest task for HRM cos they need certain guidelines why they need to _ the employee

Personnel Policies

Important to establish before hiring pharmacy employees

Personnel Policies

policies na ilalatag mo to attract future employees

Personnel Policies

1. Licensing and Registration {RPh, CPD, LTO}

2. Hours {major issue in any company - night shift or day shift ka ba}

3. Compensation {salary should be competitive - minimum wage sa region dapat maoffer mo}

4. Fringe Benefits {additional benefits from the company to attract employees, e.g., free meals, transport, medicine, etc.}

5. Vacations {scheduled not to distract the normal business hours of the company like choose a season where hindi masyado naaapektuhan patients, suppliers, etc.}

6. Time off {emergency/unexpected leave of the employees}

7. Training {important to be updated - continuous process}

8. Grievances {certain guidelines how to manage grievances or conflicts between employees}

9. Promotion {vv important for the employee na alam nya when and if may room for promotion - career growth}

10.Personnel review {paano i-evaluate yung employee for promotion}

11.Termination {sa immediate supervisor nags-start process of termination}

Licensing and Registration

PERSONNEL POLICIES: License of the parmacist → RPh, CPD, LTO

Hours

PERSONNEL POLICIES: Major issues in companies

Compensation

PERSONNEL POLICIES: can sustain a family (you live cause you work vice versa), payment (company should not be bankrupt) and based on minimum wage

Fringe Benefits

PERSONNEL POLICIES: Additional or alternative benefits per company (ex. free nails, transportation, gym)

Vacation

PERSONNEL POLICIES: Planned leave. Reason: to recharge from work and not disrpt normal operations of pharmacy

Time Off

PERSONNEL POLICIES: Intended for EMERGENCY LEAVE. disrupts the pharmacy

Training

PERSONNEL POLICIES: very important to train employees

Grievances

PERSONNEL POLICIES: complaints on company

Promotion

PERSONNEL POLICIES: Next position for promotion (there’s indication for career growth)

Personnel Review

PERSONNEL POLICIES: How are you being evaluated (work related → quota, tardiness, seminars, etc.)

Termination

PERSONNEL POLICIES: on immediate supervisor starts termination process

Recruitment

Process of attracting job candidates with the right characteristics and skills to fit job openings

Recruitment

Its purpose is to narrow down a wide spectrum of prospective employees to a relatively small group of applicants from which one (or possibly more) individuals will be hired

Job Analysis

Determining the activities the job entails and the characteristics of the individual who should be hired for the job

Job Description

activities the job entails

Job Specification

characteristics of the individual who should be hired for the job

Step 1: Job Analysis, Job Specification, and Job Description, Step 2: Requisition of New Employees, and Step 3: Actual Recruitment of Applicants

Steps in Recruitment

Job Analysis, Job Specification, and Job Description

STEP 1 IN RECRUITMENT

Observational method, Interview, Structured questionnaires, Technical conference, and Record daily activities

Step 1: Job Analysis Methods in Analyzing Jobs:

Observational Method

STEP 1: Watched directly or filmed {para makita/observe if yung trabaho nila is nasa job description talaga nila w/consent}

Interview

STEP 1: Individually or in a group

Structured Questionnaires

STEP 1: Employee check or rate the items/work they perform

Technical Conference

STEP 1: Brainstorming with extensive knowledge of experts {experts=immediate supervisors nila}

Record Daily Activities

STEP 1: Employees records daily activities in a notebook

Education, Experience, Training, and Skills

Job Specifications usually contains:

Job Specification

Emphasizes personal qualities

Job Posting

IMPORTANCE OF JOB SPECIFICATION: Helps in writing ________ & website recruiting material

Social Media

IMPORTANCE OF JOB SPECIFICATION: Useful for distribution in ________ (screening & interviews)

Job Description

It highlight work elements to be performed

Job Title, Job Summary, Duties, Supervision Given, and Working Conditions

Job Description statement contains:

Direct Pharmacy Workers

PRIMARY FUNCTIONS: They are engaged in mixing, packaging, and labeling pharmaceuticals

Requisition of New Employees

STEP 2 IN RECRUITMENT (hiring)

Strategic Human Resource Planning

it is a process of expecting and providing for the movement of the people into {mga hinahire}, within {promotion or lateral transfer}, and out {na lay-off or resign} of the organization to support the company's business strategy

Lateral Transfer

nag transfer ibang branch/department but same position

Planning for future needs, Planning for future turnover, Planning for recruitment, selection & layoffs, and Planning for training & development

Steps of Strategic Human Resource Planning:

Planning for future needs

STEP 2: Estimates how many people and with what abilities the firm will need in the future

Planning for future turnover

STEP 2: Predicts how many current employees are likely to remain in the company

Planning for recruitment, selection & layoffs

STEP 2: A company must participate in recruitment and employee selection or layoffs to attain the number they need

Planning for training & development

STEP 2: Steps involves planning and providing training and development to ensure continued supply of people with right skills

Internal sources, and External sources

Common sources of potential employees:

Internal sources

Pharmacy employees

Labor unions/organizations

Pharmacy employees

INTERNAL SOURCES: within the current work force

Labor unions/organizations

INTERNAL SOURCES: inquire sa PPHa - pinakaorganization ng pharma - baka alam nila if meron RPh na wala work then pwede mo contact-in

External Sources

Advertising {nagpopost sa mga journals, newspaper}

Drop-ins (by-chance) {mga sinasabit sa labas}

Public employment agencies

Private employment agencies

School placement

Walk-in {sa mga convention punta ka uninvited then ask if there are any opening positions} /Write-in (by-chance)

On-line recruiting

Public employment agencies

EXTERNAL SOURCES: match employees/employers

Private employment agencies

EXTERNAL SOURCES: help employers find employees and vice-versa

School placement

EXTERNAL SOURCES: companies will go to job fair conducted by a school

On-line recruiting

EXTERNAL SOURCES: major source of recruiting job candidates

Selection

Process of choosing which people would best fill specific jobs

Steps in the Selection Process

1. Completed job applications

2. Initial screening {Interview done by HRM}

3. Testing {time pressured test, abstract reasoning, etc.}

4. Background investigation {character references na nilalagay sa CV}

5. In-depth selection interview {nagc-conduct dito is yung magiging immediate supervisor mo}

6. Physical examination

7. Job offer

Job proficiency test, Psychological test, and Integrity test

Administering Employment Tests

Aptitude Test, Personality Test, and Interest Test

Administering Employment Tests: TYPES OF PSYCHOLOGICAL TEST

Job proficiency test

Administering Employment Tests: demonstrate occupational skills

Aptitude test

Administering Employment Tests: potential for performing satisfactorily on the job, given sufficient training

Personality test

Administering Employment Tests: personal traits and characteristics that could be related to job performance

Interest test

Administering Employment Tests: certain activities such as mechanical, clerical, literary or managerial work

Integrity test

Administering Employment Tests: Measure the extent of person's integrity which relates to job behavior {concerns money}

Employee Orientation

It is imperative for the new employee to be oriented to the company and the position, and trained so they can perform their tasks properly

The new employee will be able to prepare for the new job

Importance of Employee Orientation

What the job will be like

Importance of Employee Orientation

Will they be ready to face the new boss

Importance of Employee Orientation

How they will fit with other employees

Importance of Employee Orientation

They can perform their job satisfactorily based on their job description

Importance of Employee Orientation

Critical for existing employees moving to different position within the pharmacy

Importance of Employee Orientation

several days, weeks or months

The Orientation Process may span from

introduction, learn physical facilities, policies & processes

Orientation Process 1st day:

Employee Handbook

Policies & procedures specified in

Parts 1, 2, and 3

Employee Handbook:

to acquaint new employee {history, mission, vision}

Part 4

Employee Handbook:

employees future in pharmacy {career wise}

Part 5

Employee Handbook:

mechanics of day-to-day operating procedures

Part 6 & 7

Employee Handbook:

employee benefits & services

Employee Handbook:

Table of context / index

Part 8

Training

important that the employee reach his full potential to do a satisfactory work for the employee's and the pharmacy's success

Training

purpose is to improve the performance of employees in their current tasks and jobs

Development

purpose is to prepare employees for new responsibilities and positions

Orientation training, and Job training

Two Primary Forms of Training:

Orientation training

Welcoming new employees

Orientation training

Presenting a positive first impression

Orientation training

Providing information that will allow them to settle into their new responsibilities

Job training

Helps current employees keep up with the development of the organization

Job training

Learn new information

Job training

Develop new skills to perform better

Job training

Refresh capabilities that may have diminished over time

Training Program

Importance of this:
- For promotion

- To be able to fill-in for others

- To strengthen employer-employee relationship

Development must be action-oriented

Guidelines for Training Program

Development must be an on-going process

Guidelines for Training Program

Program must provide room for mistakes

Guidelines for Training Program

Process must be flexible

Guidelines for Training Program