Chapter 4: Staffing

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

is a term used in the sphere of employment

the process of acquiring, deploying, and retaining a workforce of sufficient quantity and quality for the efficiency and effectivity of an organization

comprises the recruitment processes leading up to the employment of staff

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

makes the difference between a smoothly-running pharmacy and a dysfunctional, unsuccessful one

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

policies; pharmacists, of course, have to be licensed and must adhere to the requirements for continuing education

policies; the number of hours an employee works, per week

policies; includes the time and method of payment for regular hours and overtime work

policies; the bulk of a person's earnings comes from a base salary or wage and incentives, such as bonuses

policies; health insurance, discounts on merchandise, pension plans, and others play a major role in staffing, particularly in attracting new employees and retaining existing ones

policies; while it is important, such scheduling cannot be allowed to disrupt the operation of the business

policies; to what extent will employees be allowed this for personal needs, emergencies, holidays, birthdays, etc?

policies; each employee should be given adequate training for the job

policies; conflicts between and among employees are bound to occur

policies; the best course of action is to plan for these and establish a procedure for handling these cases in an expeditious manner

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

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

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

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

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

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

emphasizes personal qualities

highlights work elements to be performed

provides the basis for selecting the right employees for each position

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

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

first step 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

second step of
strategic human resource planning

a planner predicts how many current employees are likely to remain in the organization

third step of
strategic human resource planning

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

fourth step of
strategic human resource planning

an organization always needs experienced and competent workers; involves planning and providing training and development programs that ensure the continued supply of people of the right skills

3 steps in recruitment

individuals within the organization may be well-suited to fill the open positions; most internal movements are promotions

many organizations post or circulate announcements of anticipated job openings among employees before they attempt to recruit applicants externally

involves attracting applicants from outside the organization

one method of reaching a wide range of possible applicants; in professional journals and other periodicals

a help wanted sign in a pharmacy's window that allows any passerby to find an opportunity

organizations that help match employers and employees typically for government jobs

organizations that help employers find employees and vice-versa

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

these are people who show up at the forum without invitation

these are people who write unsolicited job-seeking letters

the internet has become a major source of recruiting job candidates

the process of choosing which people would best fill specific jobs

to indicate the applicant's career objectives

to conduct a quick evaluation of the applicant

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

to make certain that the applicant is honest in their resume or application form

to learn more about the applicant as an individual

to make sure that the applicant is physically capable of performing what is expected of them; 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

to fill a job vacancy or position

test which the applicant is given the opportunity to demonstrate their occupational skills

test which includes aptitude, personality, and vocational interest tests

these measure the potential for performing satisfactorily on the job, given sufficient training

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

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

test designed to measure the extent of a person's integrity which relates to job's behavior

may include introductions to co-workers, a tour of the facilities and equipment, discussion of employee benefits, review of the policies and procedures of the department, discussion of performance objectives for the job, description of the expectations of behavior and attitude, and special organizational training

Explains major HR and employee policies and procedures and generally describes the employee benefits provided.

can be of considerable value in handling future disputes and problems

a document that contains the goals, policies, and procedures that are relevant to the employee and the job that they are assuming

training that 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

training that 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

pharmacies rarely need to hire people who can make immediate contributions; while the employee may not be working full time, at least some productivity is gained during the training period

can be used where there are two or more middle management positions

employees trade jobs on a relatively frequent basis during the training period so that each has an opportunity to manage a whole spectrum of positions

if management is training a person to assume a top-level position, it may be practical to make the trainee an "assistant to""

in some instances, the employee development process may include training off the premises

this is the most frequently used training method for non-management

jobs that require extensive training and practice are often handled on a ___________________________________ basis

when the first minimum wage law was enacted

minimum wage in 1951

in order to improve the mechanism in setting the levels of minimum wage, this wa screated

year when NWPC was created

is a benefit granted by law, to all covered workers as a gratuity

percent earned in a regular holiday

percent earned in a special holiday

an employee is entitled to acquire additional compensation when they are required by the employer to work overtime or beyond the regular eight hours

the hours a person works beyond the normal number of hours

percent increase of the hourly rate for overtime work on ordinary working days

percent increase of the hourly rate for overtime work on rest days, special days, and regular holidays

the labor code requires that an employee who has provided at least one year of service is entitled to a paid ______________ of 5 days

not required by law but collected by most restaurants, night clubs, lounges, hotels, etc.

is granted to an employee who is involuntarily and permanently dismissed from their job

date when the retirement law was enacted

all employees are required to pay their employees regardless of the nature of the latter's employment and the method of salary payment provided they have worked for at least 1 month during a calendar year

date when the 13th month pay should be given

PD of 13th month pay

maternity leave for a normal delivery

maternity leave for a caesarian section delivery

granted to a pregnant employee, married or unmarried, with an accumulated service of at least 6 months within the last 12 months

extended and exclusive to male employees who are married to and cohabiting with his legitimate spouse at time of birth or miscarriage

length of paternity leave

an agency established to provide meaningful protection to members and their families against contingencies resulting from temporary loss of income or financial burden and to contribute to the socio-economic development of the country through a viable social insurance program

ECC