IPAML Module 4: Staffing

Staffing

process of acquiring, deploying and retaining workforce of sufficient quantity and quality

Human resources management (HRM)

the process of achieving organizational objectives through the management of people.

Employment policies

critical importance to the staffing process

Licensing and Registration

pharmacist, have to be _______ and adhere to requirements for continuing education

Hours

 the number of days per week, evening and holiday work, and the time and methods of payment for both regular and overtime work.

Compensation

the bulk of a person’s earnings come from a base salary or wage and incentives like bonuses

competitive wages

must be paid to attract and retain competent personnel

Fringe Benefits

health insurance, discounts on merchandise, pension plans, and other benefits can play a major role in staffing

Vacations

Duration of work absence that may affect scheduling in the business

Time Off

to what extent will employee be allowed _______ for personal needs, emergencies, holiday, birthdays.

Training

help employees meet the changing demands of their jobs.

Grievances

conflicts with employees will occur. the best course of action is to plan for them and establish a procedure for handling ______ in an expeditious manner.

Promotion

a major consideration in the staffing process is whether higher level positions can be filled from within the pharmacy.

Personnel Review

will there be a review of employee performance? what factors will be included in such a review? how will the reviews be used?

Termination

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

preferred recruiting method

begin with a large number of job candidates and then give serious considerations to a much smaller number.

Candidate, Interview, Application, Opportunity, Skills, and Career

Recruitment activities start with thorough understanding of the position to be filled so the broad range of potential employees can be narrowed intelligently. (CIAOSC)

Job analysis

aimed at determining a job description and a job specification

Job Analysis

Before a manager begins to recruit and select employees, he should perform certain analyses and describe the jobs or functions for his pharmacy.

Job Specification

emphasizes personal qualities; it provides the basis for selecting the right employees for each position in the pharmacy

Education, Experience, Training, and Skills

Usual qualifications to consider (EdExTS)

Job Description

emphasizes the work elements to be performed; identifies what the job consist of and who are the supervisors to whom they are accounted for.

Title, Summary, Duties, Supervision given, and Working Conditions

Usual job description (TSDSWC)

Strategic Human Resource Planning

process of anticipating and providing for the movement of the people into, within, and out of an organization to support the firm's business strategy.

Advertising

________ a position is open in one way of reaching the full spectrum of possible applicants

Drop ins

help wanted sign in a pharmacy’s window is a specialized form of advertising

Walk in

People who show up in the forum without invitation

Write in

People who write unsolicited job seeking letters

On-line recruiting

Major source of recruiting job candidates from a lot of websites

Selection

A process of choosing which people would best fill specific jobs

Screening applicants

a means of sorting out the qualified from the unqualified.

Completed the job

indicates applicant’s career objective; request only information that predicts success in the job

Initial Screening

provides a quick evaluation on the applicant; asks questions on experience, salary

Testing

measures applicant’s job, skills, and ability to learn on the job; may include computer testing, software, handwriting, analysis, lie detector tests, and urinalysis

Background Investigation

checks truthfulness of applicant’s resume or application form; calls the applicant's previous supervisor (with permission) and confirms information from applicant

In-depth Selection interview

finds out more about the applicant as an individual; conducted by the manager to whom the applicant will report

Physical examination

Ensures effective performance by applicants; protects other employees against diseases; establishes health records on applicant; protects from unjust work's compensation claims; medical records.

Job Offer

fills a job vacancy or position; offers a salary plus benefit package

Job proficiency test

the applicant is given the opportunity to demonstrate occupational skills

Psychological test

includes aptitude tests, personality tests and interests’ tests.

Aptitude test

measure the potential of performing the job satisfactorily, given sufficient training. “Mental ability test”.

Personality test

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

Interests test

measure preferences for engaging in certain activities and interest in specific occupations; designed to indicate whether a person would enjoy a particular activity or occupation

Integrity test

test that measures “social conscientiousness” the extent of a person’s integrity as it relates to job behavior.

Orientation Process

the new employee should meet other employees and learn about the physical facilities and the pharmacy's processes and policies.

Employees Handbook

A document that contains the goals policies, and procedures relevant to the employee and the job he/she is assuming.

orientation training

welcome new employees, present a positive first impression, provide information that will permit them to settle into their new responsibilities, and establish early expectations of performance and behaviour.

Job training

helps current employees learn new information and skills to do their jobs and refresh capabilities

training program

the type of job and whether the employees are being prepared for management or non-management positions.

On-the-Job training (OJT)

involves showing how to do the job and letting the employee actually perform the tasks

Job Rotation

Not only do employees gain a broader perspective; they develop their expertise in every major aspect of the pharmacy’s operations

Assistant to

He/she does odd jobs and essentially watches and learns the various processes and procedures and performs in a staff or advisory position

Off-the-Job Training

Training off the premises.

Wage

The salary level of employees must be reasonably close, but it should not be more than the pharmacy can afford or more than what is commensurate with the duties of the job.

Minimum wage

 the basic salary for a month

Holiday pay

benefit required to be paid by the employer to the employee on regular holidays, whether or not the said employee worked.

Premium pay

1. additional compensation for work performed

Overtime pay

work performed beyond normal working hours.

Night Shift Differential

extra pay for work rendered anytime between 10 p.m. and 6 a.m.

Service Incentive Leave

every employee who has rendered at least one year of service shall be entitled to a yearly service incentive leave of five days with pay.

Service charges

service being purchased.

Separation pay

compensation that will be granted to employees who have resigned from work

Retirement pay

cash benefit paid either in monthly pension to an employee who can no longer work due to old age

13th Month pay

an extra paycheck that is typically equal to one month's basic salary

Maternity benefits

daily cash allowance granted to a female member who is unable to work due to childbirth, miscarriage, or emergency termination

Paternity leave

a period of time that a parent is legally allowed to be away from his job so that he can spend time with his new baby