phbus1 staffing

• Staffing


  The process of acquiring, deploying, and retaining a workforce of sufficient quantity and quality for the efficiency and effectiveness of an organization
• Staffing in Pharmacy


  • It is a very critical management function
  • It involves the organization of employees and various workers in different operating units
• Human Resource Management (HRM) in Pharmacy Practice


  The process of achieving organizational objectives through the management of people
• The practice of pharmacy management consists a wide range and very complex activities, it involves managing people or even managing non-human resources (property, information, inventory control, computer system design, maintenance and financial management)
• Pharmacists


  They are expected to manage the pharmacy staff under them to ensure the efficiency of them
• HRM in Pharmacy includes

  • Recruiting
  • Hiring
  • Training
  • Developing
  • Terminating employees
• When HRM tasks are done properly, Pharmacy employees are expected to better understand their rules and responsibilities
• Personnel Policies


  Employment policies for different personnel
• Personnel Policies


  • Licensing & Registration
  • Hours
  • Compensation
  • Fringe Benefits
  • Vacations
  • Time-Off
  • Training
  • Grievances
  • Promotion
  • Personnel Review
  • Termination

  
• Recruitment


  The process of attracting job candidates with the right characteristics and skills to fit job openings
• Recruitment Process


  1. Job Analysis

  2. Requisition of New Employees

  3. Actual Recruitment
• Job Analysis


  The process of obtaining all pertinent job facts
• Job Specification


  The statement of human qualifications, emphasizing personal qualities, basis for selecting the right employees
• Job Description


  Statement that identifies what the job consists of, duties and responsibilities, serves as an initial screening process
• Requisition of New Employees (Strategic Human Resource Planning)

  1. Planning for Future Needs

  2. Planning for Future Turnover

  3. Planning for Requirement, Selection, and Layoffs

  4. Planning for Training and Development
• Internal Sources for Recruitment


  • Promotion
  • Within the organization
  • internal movement
• External Sources for Recruitment


  • Advertising
  • Drop-ins
  • Public Employment Agencies
  • Private Employment Agencies
  • School Placement
  • Walk-in
  • Write-in
  • Online Recruitment
• Selection


  The process of choosing which people would be the best fit for the specific job
• Selection Process


  1. Screening

  2. Completed Job Applications

  3. Initial Screening

  4. Testing

  5. Background Investigation

  6. In-depth Selection Interview

  7. Physical Examination

  
• Screening


  The means of sorting out the best qualified applicant, ensuring relevant information is obtained and no discriminatory questions are asked
• Completed Job Applications

  Requests information needed to predict success in the job, including personal information, educational background, and required documents
• Initial Screening


  Initial interview by HR staff, asking about work experience, willingness to attend training, expected salary, and personal information
• Types of Tests


  • Cognitive exam
  • Numerical skills
  • General knowledge
  • Professional exams

  
• Background Investigation


  Checking character references to provide evidence about the applicant
• In-depth Selection Interview


  Conducted by the manager/supervisor to provide an overview of the job
• Physical Examination


  Performed by a licensed doctor, including laboratory tests
• Job Offer


  A document stating the salary offer and benefits package
• Types of Employment Tests

  • Job Proficiency Test
  • Psychological Test
  • Integrity Test
• Job Proficiency Test


  Allows the applicant to demonstrate occupational skills
• Psychological Test


  Includes aptitude, personality, and vocational interest tests
• Integrity Test


  Measures the extent of a person's integrity which relates to job behavior
• ADMINISTERING EMPLOYMENT TESTS


  JOB PROFICIENCY TEST
• JOB PROFICIENCY TEST


  • One in which the applicant is given the opportunity to demonstrate his/her occupational skills
• PSYCHOLOGICAL TEST


  Includes:

  Aptitude - measures the potential for performing satisfaction on the job

  Personality - measure the personal traits and characteristics that can be of help /relevant to the job performance, (quite controversial, this can lead to discrimination from employees and false answers from applicants)

  Vocational Interest - measure the preferences for engaging in different activities, such as numerical activities, literacy or managerial work, measure interest in specific occupation, designs that will determine whether a person would enjoy a particular activity or a particular occupation (NCAE - National Career Assessment Examination)
• INTEGRITY TEST


  To measure the extent of a person's integrity which relates to job behavior
• INTEGRITY TEST

  • Frequently used in retail stores, banks, warehouses (works that have access to cash and merchandise/product)
• NUMERICAL REASONING TEST


  To determine and identify the most qualified applicant for management/finance positions, discovers a variety of skills (financial analysis, data interpretation, conversion of currency, percentages ratios, number sequences)
• VERBAL REASONING TEST


  Comprehend, write, analyze texts, Focuses on reading comprehension, More on common sense
• ABSTRACT REASONING TEST


  Measures the ability to recognize patterns in shapes and images
• MECHANICAL APTITUDE TEST


  Measures the ability to apply mechanical concepts to solve problems, used for engineering positions (more complex)