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Pharmacy Administration, Leadership, and Management > Chapter 4: Staffing > Flashcards

Chapter 4: Staffing Flashcards

1
Q

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

A

Staffing

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2
Q

they do the work and are a major expense in the organization. Because employment is always linked to the economy

A

Staff

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3
Q

used in the sphere of employment. It is the process of acquiring, deploying, and retaining a workforce of sufficient quantity and quality for the efficiencey and effectivity of an organization. Comprises the recruitment process to the employment of staff

A

Staffing

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4
Q

Managing people, it deals with providing care to people

A

human resource management (HRM)

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5
Q

HRM includes:

A
  • recruiting
  • hiring
  • training
  • developing
  • terminating
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6
Q

poor management is:

A
  • unclear directives from management
  • poor teamwork
  • insufficient training
  • inadequate feedback about productivity and quality of work performance
  • conflicts in the workplace
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7
Q

it will help both the management and prospective employees to understand what employment with the pharmacy means

A

Personnel policies

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8
Q

Pharmacist have to be licensed and must adhere to the requirements for continuing education

A

Licensing and registration

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9
Q

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

A

Hours

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10
Q

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

A

Compensation

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11
Q

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

A

Fringe benefits

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12
Q

how long and when can it be taken? this is important for the employees to have but such scheduling cannot be allowed to disrupt the operation of the business

A

Vacations

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13
Q

to what extent will the employees be allowed to? this is for personnel need, emergencies, holidays, birthdays, etc. it is also important to consider these occurrences that can disrupt regular operations

A

Time off

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14
Q

each employee should be given adequate ______ for the job

A

Training

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15
Q

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

A

Grievances

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16
Q

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

A

Promotion

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17
Q

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

A

Personnel review

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18
Q

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

A

Termination

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19
Q

the process of attracting job candidates with the right characteristics and skills to fit the job openings. It involves information derived from the job description.

A

Recruitment

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20
Q

it is determining a job description (the activities the job entails)

A

Job analysis

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21
Q

the characteristics of the individual who should be hired for the job

A

Job specification

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22
Q

Steps in Recruitment:

A

> Job Analysis -the manager should perform certain analysis and describe the hobs or functions of employees in his or her pharmacy
Job Specification -emphasizes personal qualities
Job Description -highlights work elements to be performed

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23
Q

4 Steps of strategic human resource planning:

A
  1. Planning for future needs
  2. Planning for future turnover
  3. Planning for recruitment, selection, and layoffs
  4. Planning for training and development
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24
Q

Common sources of potential employees:

A

> Internal Sources

>External Sources/External Recruiting

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25
Q

one method of reaching a wide range of possible applicants

A

Advertising

26
Q

“help wanted” sign in a pharmacy window is a kind of advertising that allows many passersby to find an opportunity

A

Drop-ins

27
Q

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

A

Public Employment Agencies

28
Q

an organization that helps employers find employees and vice-versa

A

Private Employment Agencies

29
Q

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

A

School Placement

30
Q

these are people who show up at the forum without invitation

A

Walk-in

31
Q

These are people who write unsolicited job-seeking letters

A

Write-in

32
Q

The internet has become a major source of recruiting job candidates

A

Online recruiting

33
Q

the process of choosing which people would best fill specific jobs. A procedure for screening applicants - sorting out the best-qualified applicants

A

Selection

34
Q

Steps in Selection Process:

A 
>completed job applications
>initial screening
>testing
>background investigation
>in-depth selection interview
>physical examination
>job offer
35
Q

the opportunity to demonstrate his/her occupational skills

A

Job Proficiency Test

36
Q

it includes aptitude, personality, and vocational interest tests

A

Psychological Test

37
Q

measure the potential for performing satisfactorily on the job, given sufficient training. Mental ability test - solve problems and learn new materials

A

Aptitude test

38
Q

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

A

Personality test

39
Q

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

A

Interest test

40
Q

measure the extent of a person’s integrity which relates to job behavior

A

Integrity test

41
Q

the employee must be oriented to the company/organization and the organization and the person and trained so they can perform their task properly

A

Employee Orientation

42
Q

it is of considerable value in handling future disputes and problems. It contains the policies and procedures of the pharmacy

A

Employee handbook

43
Q

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

A

training

44
Q

_________ is to prepare employees for new responsibilities and positions

A

development

45
Q

involves welcoming new employees, presenting a positive first impression, providing information that will allow them to settle into their new responsibilities.

A

Orientation training

46
Q

helps current employees keep up with the development of the organization, learn new information, develop new skills to perform better, and refresh capabilities.

A

Job training

47
Q

Management training and Development guidelines:

A 
>developent must be action-oriented
>development must be an ongoing process
>program must allow room for mistakes
>process of development must be flexible
>all phases of the development process must be closely controlled and monitored
48
Q

showing how to do the job and allowing the employee to actually perform the task

A

On-the-job training (OJT)

49
Q

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

A

Job rotation

50
Q

does various jobs and essentially watches and learns the various processes and procedures, and performs in a staff or advisory position

A

Creation of “assistant to” positions

51
Q

training off the premises

A

Off-the-job training

52
Q

Labor Standard Laws:

A 
minimum wage
holiday pay
premium pay
overtime pay
night shift differential
service incentive leave (vacation)
service charges
separation payretirement pay
13th-month pay
maternity leave
paternity leave
53
Q

Welfare laws:

A

social security system
employees compensation commission
PhilHealth
Pag-IBIG

54
Q

performs the necessary or desirable tasks in the regular business/operations of the employer

A

Regular employee

55
Q

the employee will seek to prove to the employer that he/she is qualified and has the skills necessary to meet the standards of the organization

A

Probationary employee

56
Q

works for a short duration of time and the work assignment may possibly be related to the business or trade of the employer

A

Contractual employee

57
Q

one whose service has been engaged intermittently, in various periods, within a period of at least one year

A

Casual employee

58
Q

period of employment is fixed to last the duration of a specific project or phase

A

Project employees

59
Q

a person who is hired to perform a certain task or set of tasks, the duration of which is pre-determined on the employment during a particular season

A

Seasonal employee

60
Q

hired temporarily for the purpose of substituting for a regular employee who may be absent from his or her position for some valid reason. Must vacate the position upon return of the regular employee

A

Substitute employee

Pharmacy Administration, Leadership, and Management (4 decks)

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