Chapter 4: Staffing

Staffing

This is critical in a pharmacy because it is the organization of employees and workers into various operating units.

Staffing is critical in a pharmacy because it is the organization of employees and workers into various operating units.

Why is staffing important in a pharmacy?

The staff do the work, and are a major expense in the organization, the management must choose them carefully.

Why do pharmacy cannot afford to have inefficient employees who do not help maximize the organization's productivity?

1. Recruitment

2. Retention

3. Compensation

Before any organization can look at employee (1)___, (2)___, and (3)___, it must consider current economic trends that heavily influence the production and consumption of goods and services.

Economy

Employment is always linked to the?

Staffing

This is a term used in the sphere of employment. It is the process of acquiring, deploying, and retaining a workforce of sufficient quantity and quality for the efficiency and effectivity of an organization.

Staffing is a term used in the sphere of employment. It is the process of acquiring, deploying, and retaining a workforce of sufficient quantity and quality for the efficiency and effectivity of an organization.

What is staffing?

1. Inventory control

2. Computer systems design and maintenance

3. Financial management

Managing non-human resources involves activities such as (1)___, (2)___, (3)___.

Human Resource Management (HRM)

Managing people is also known as?

Human Resource Management (HRM)

It is essential in any pharmacy because it deals with providing care to people.

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

Why is HRM important?

Human Resource Management (HRM)

This is defined as the process of achieving organizational objectives through the management of people.

Human resource management (HRM) is defined as the process of achieving organizational objectives through the management of people.

Human resource management (HRM) is defined as the?

1. Recruiting

2. Hiring

3. Training

4. Developing

5. Terminating

Tasks associated with HRM include (1)___, (2)___, (3)___, (4)___, and (5)___ employees.

Quantity over the quality of work

A manager could be contributing to medication errors by prioritizing the?

Permitted to perpetuate undesirable dispensing habits, improper supervision of technicians, or to maintain incomplete or insufficient medical documentation.

Medication errors may occur when poorly-managed pharmacists are?

Allowed to develop bad work habits or do not communicate with pharmacists.

Poorly-managed technicians contribute to medical errors when they are?

1. Licensing and Registration

2. Hours

3. Compensation

4. Fringe Benefits

5. Vacations

6. Time Off

7. Training

8. Grievances

9. Promotion

10. Personnel Review

11. Termination

What are the 12 Personnel Policies?

Licensing and Registration

Personnel Policies

Pharmacists, of course, have to be licensed and must adhere to the requirements for continuing education.

Hours

Personnel Policies

The number of hours an employee works, per week. This also includes the time and method of payment for regular hours and overtime work.

Compensation

Personnel Policies

The bulk of a person's earnings comes from a base salary or wage and incentives, such as bonuses. Competitive wages must be paid to attract and retain competent personnel.

Fringe Benefits

Personnel Policies

Health insurance, discounts on merchandise, pension plans, and other benefits play a major role in staffing, particularly in attracting new employees and retaining existing ones.

Vacations

Personnel Policies

How long will vacations be? When can they be taken? While it is important for employees to have vacation time, such scheduling cannot be allowed to disrupt the operation of the business. Fortunately, in the case of most chain and independent pharmacies, fewer prescriptions tions tend to be dispensed during summer months which makes it easier to schedule vacations.

Time Off

Personnel Policies

To what extent will employees be allowed time off for personal needs, emergencies, holidays, birthdays, etc? These are important to consider, as these occurrence can disrupt regular operations.

Training

Personnel Policies

Each employee should be given adequate training for the job. In a small pharmacy, responsibility for training is often handled by the owner. In chain and hospital settings, professional training staffs may be in place to undertake this function. Some training components can be done through off site-education programs sponsored by national, state and local associations, pharmacy schools, etc.

Grievances

Personnel Policies

Conflicts between and among employees are bound to occur. The best course of action is to plan for them and establish a procedure for handling grievance cases in an expeditious manner.

Promotion

Personnel Policies

A major consideration in the staffing process is whether higher-level positions can be filled from within the pharmacy. Promoting an insider as opposed to hiring an outsider is a sensitive matter, and one factor that affects the pharmacy's ability to retain good employees.

Personnel Review

Personnel Policies

Will there be a review of employee performance? What factors will be included in such a review? How will the reviews be used?

Termination

Personnel Policies

Clearly written policies must be developed to make the termination as clear as possible from both an operational and legal standpoint.

Recruitment

This is the 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

The technique commonly used to understand what the job entails, is a required?

Job Analysis

This is determining a job description (the activities the job entails) and a job specification (the characteristics of the individual who should be hired for the job).

Job Description

This are the activities the job entails.

Job Specification

This is the characteristics of the individual who should be hired for the job.

Job Analysis

Steps in Recruitment

Before a manager can begin to recruit and select employees, he or she should perform certain analysis and describe the jobs or functions of employees in his or her pharmacy.

Job Analysis

A process for obtaining all pertinent job facts.

Job Specification

Steps in Recruitment

This emphasizes personal qualities while a job description highlights work elements to be performed. It provides the basis for selecting the right employees for each position in the pharmacy

1. Job title

2. Job summary

3. Duties

4. Supervision given Working conditions

Job Description is a statement containing items such as:

1. Education

2. Experience

3. Training

4. Skills

Job Specification is astatement of the human qualifications necessary to do the job.

Usually, it contains items such as:

Job Description

Steps in Recruitment

It is a statement that identifies what the job consists of and who the superiors are to whom they are accounted for.

Description

This serves as an initial screening process for would-be applicants, it also better defines each activity.

Strategic Human Resource Planning

In staffing, it is essential to consider?

Strategic Human Resource Planning

It is a process of expecting and providing for the movement of the people into, within, and out of the company, business, or organization to support the firm's business strategy.

1. Planning for future needs

2. Planning for future turnover

3. Planning for recruitment, selection, and layoffs

4. Planning for training and development

What are the four steps of strategic human resource planning?

Planning for Future Needs

Steps of strategic human resource planning:

A human resource planner estimates the number and abilities of people that the firm will need to operate in the foreseeable future.

Planning for future turnover

Steps of strategic human resource planning:

A planner predicts how many current employees are likely to remain in the organization. The difference between this number and the number of employees needed leads to the next steps.

Planning for recruitment, selection, and layoffs

Steps of strategic human resource planning:

The organization must engage in recruitment and employee selection or layoffs to attain the number of people required.

Planning for training and development

Steps of strategic human resource planning:

An organization always needs experienced and competent workers. This step involves planning and providing training and development programs that ensure the continued supply of people of the right skills.

Internal and External

The common sources of potential employees can be categorized in two ways:

Internal Sourcers

Individuals within the organization may be well-suited to fill the open positions.

Promotions

Most internal movements are?

External Sources/External Recruiting

This involves attracting applicants from outside the organization.

Advertising

It an open position is one method of reaching a wide range of possible applicants.

Drop-ins

A "help wanted" sign in a pharmacy's window is a kind of advertising that allows any passerby to find an opportunity.

Public Employment Agencies

An organization that helps match employers and employees typically for government jobs.

Private Employment Agencies

An organization that helps employers find employees and vice-versa.

School Placement

The school provides placements for students looking for careers in different fields related to their course program.

Walk-in

These are people who show up at the forum without invitation.

Write-in

These are people who write unsolicited job-seeking letters.

Online Recruiting

The internet has become a major source of recruiting job candidates.

1. Advertising

2. Drop-ins

3. Public Employment Agencies

4. Private Employment Agencies

5. School Placement

6. Walk-in

7. Write-in

8. Online Recruiting

What are the 8 external sources/external recruiting?

Selection

It is the process of choosing which people would best fill specific jobs.

Selection is the process of choosing which people would best fill specific jobs.

What is Selection?

1. Completed job applications

2. Initial screening

3. Testing

4. Background investigation

5. In-depth selection interview

6. Physical examination

7. Job offer

What are the 7 Steps in Selection?

Completed job applications

To indicate the applicant's career objective.

Initial screening

To conduct a quick evaluation of the applicant.

Testing

To measure applicant's performance in previous and/or current job/s, skills and abilities to learn on the job.

Background investigation

To makes certain that the applicant is honest in his or her résumé or application form.

In-depth selection interview

To learn more about the applicant as an individual.

Physical examination

To make sure that the applicant is physically capable of performing what is expected of him or her; to protect other employees against contagious diseases; to establish the health records of the applicant; and to protect the employer from unjust work's claims of compensation.

Job offer

To fill a job vacancy or position.

Job Proficiency Test

This test is one in which the applicant is given the opportunity to demonstrate his or her occupational skills (compound prescription, patient counseling, dispensing, and knowledge of pharmacy practice).

Psychological Test

This test includes aptitude, personality, and vocational interest tests.

Aptitude Test

Psychological Test

This test measure the potential for performing satisfactorily on the job, given sufficient training.

Mental Ability Test

This test is the best known variety of aptitude test, measures the ability to solve problems and learn new materials.

Personality Test

Psychological Test

This test measure personal traits and characteristics that could be related to job performance.

Interest Test

Psychological Test

This test measure preferences for engaging in certain activities such as mechanical, clerical, literary, or managerial work.

Interest Test

This tests are designed to determine whether a person would enjoy a particular activity or occupation.

Integrity Tets

This test is designed to measure the extent of a person's integrity which relates to job behavior. This test is frequently used in workplaces such as retail stores, banks, and warehouses where employees have access to cash or merchandise.

Social Conscientiousness

A major factor measured by the integrity test is?

Orientation

This orientation process is also critical for current employees who are moving to different positions within the pharmacy.

Employee Handbook

This can also be of considerable value in handling future disputes and problems.

Employee Handbook

This is a document that contains the goals, policies, and procedures that are relevant to the employee and the job that he or she is assuming.

Training

This is important to the employee's and the pharmacy's success because if an employee is unprepared or does not understand his or her responsibilities, it is unlikely that they will perform well or reach their full potential.

Training

This is done to help employees, whether new or old, to meet the changing demands of their jobs.

Training

It benefits both the employees and the organization as it can improve the quantity and quality of work done by the employees. It can also make the job more interesting and meaningful and boost the employees' morale and sense of accomplishment (Holdford, 2003).

Improve the performance of employees in their current tasks and jobs.

The purpose of training is to?

Development

It is to prepare employees for new responsibilities and positions.

Training

This is essential for meeting current needs.

Development

This is an investment in future needs.

Orientation and Job Training

There are two primary forms of training:

Orientation Training

This training involves welcoming new employees, presenting a positive first impression, providing information that will allow them to settle into their new responsibilities, and to establish early expectations of performance and behavior (Umiker, 1998).

Orientation Training

It also involves familiarizing new hires with the company's or department's mission, goals, expectations, and cultural norms.

Job Training

This training helps current employees keep up with the development of the organization, learn new information, develop new skills to perform better, and refresh capabilities that may have diminished over time.

Development

This requires long-term preparation for the future needs of the individual and the organization.

Job Training

This may be sufficiently done with continuing-education programs, on-the-job instruction, and short courses.

Professional Development

This development may require formal, structured education experiences such as college courses, multiday seminars, certificate programs, residencies, or fellowships.

1. Development must be action-oriented

2. Development must be an ongoing process

3. Program must allow room for mistakes

4. The process of development must be flexible in order to suit the needs of individual employees

5. All phases of the development process must be closely controlled and monitored.

Management Training and Development

While a number of approaches to management development are available, none will be of much benefit unless certain guidelines are followed:

Development must be action-oriented

Unless the trainee is allowed to do something, and in most cases that means making decisions, the individual will never fully develop. It is difficult to imagine a manager doing well after being thrust into a high-level job without even having made actual business decisions.