Human Resource Management (Part 3)

Question 1

Job Analysis

Answer 1

Clear Understanding of the Position
● Activities
● Duties
● Responsibilities
● How are these being performed?
● What is the degree of responsibility for this role as it relates to the activities /
duties / responsibilities?

Question 2

Performance Measures

Answer 2

● How do you measure the employee’s performance for the activities / duties /
responsibilities? What behaviours would you observe?
○ E.g.) Activity - “Collect patient history and document in the pharmacy information system”
○ Did they ask?
■ What percent of the time?
○ Did they document?
■ What percent of the time?
○ Rate the quality of the documentation?
■ # of errors
■ Clarity
■ Comprehensiveness

Question 3

Competency / Knowledge / Skills / Ability

Answer 3

● What are the critical / most relevant competencies for the position (merge
together the role and the performance measures to create competencies)
● Limit the list to 6 - 10 competencies
○ Prioritize (med dispesning at top of list
● E.g) “Apply the patient care process in the assessment of patients and the
creation of an accurate patient care record.”

Question 4

Create Targets

Answer 4

● Use competencies and performance measures and create target standards
○ 75% (?)
○ 100% (?)
○ Be realistic
Define Education, Training, Experience Requirements
● What education is required?
● What experience is required?
● What credentials are required?

Question 5

Job Description

Answer 5

● Job analysis should inform the job description
○ Job Title
○ Who the position reports to (Title)
○ Key responsibilities (8-15)
○ Qualifications required
○ Date / Version

Question 6

Performance Management - Performance Appraisal

objectives

Answer 6

Informed by the job analysis / job description
Objectives:
● Plan for development
● Feedback since last review
● Positive and development focused
● Update job description / previous development plan
● Objectives for next review period
A variety of approaches can be used: portfolio, balanced scorecard, multilevel,
traditional

Question 7

Performance Appraisal

Answer 7

● Use a standardized form to document
○ Ensure questions are appropriate (i.e. are not discriminatory)
● Customize review form based on role
○ Employee self-assessment prior
● Schedule time with the employee
○ 30 - 60 minutes
○ Comfortable, private setting
● Review employee file in advance
● Ensure employee knows the process (no surprises)

Question 8

Sample Agenda

Answer 8

1. Review of objectives from last performance review
2. Review performance against objectives (refer to competency / performance
   objectives from the job description)
   ○ Have they been met?
   ○ Why or why not? Are there training issues to be addressed?
   ○ Ex.) attendance, customer service, initiative, professionalism, work quality, etc.
3. Discuss the “working relationship”
   ○ Any documented or any undocumented issues (from both parties)
4. Identify issues related to working conditions
   ○ Provides opportunity for employee to formally identify issues / concerns
5. Discussion around organization goals
   ○ Set new performance objectives / targets - SMART
   ○ Tailor employee’s role within the short / long term plans of the organization
   ○ Ex.) Update plans associated with a new strategic plan
6. Discussion around employee goals
   ○ Development goals of the employee
   ○ Can the employer assist?
   ○ Set new performance objectives / targets - SMART
7. Identify need for job description changes
   ○ Typically 3-4 new / updated objectives or targets to achieve
8. Compensation review (if applicable)

Question 9

Performance Management

Techniques

Answer 9

● Periodic “check-ins”
○ Use objectives from performance appraisal to measure interim progress
● Positive feedback / recognition
○ Make it public
● Deal with negative situations
○ Privately
○ Promptly
○ Achieve a resolution
● Rewards

Question 10

Rewards

Answer 10

● Basic pay
○ Guaranteed compensation
● Pay for performance
○ Compensation varies depending on achievement of specified targets - individual, group,
overall
● Benefits
○ Health benefits, pensions or RRSPs, vacation, etc.
○ Holiday parties
○ Education
● Recognition
○ Employee awards, special “perks”
○ Promotions

Question 11

Challenges with Rewards as Motivators

Answer 11

Basic pay
○ Pay for going to work
● Pay for performance
○ How are targets set?
○ Is the individual truly responsible for the outcome?
○ Is a team focused target effective?
● Benefits
○ Does the employee value?
● Recognition
○ Fairness
○ Appropriateness

compensation top 5 of things keeping ppl employed