MOD4 Flashcards
A process of acquiring, deploying
and retaining ๐๐ผ๐ฟ๐ธ๐ณ๐ผ๐ฟ๐ฐ๐ฒ of
sufficient quantity and quality,
to create positive impacts on the
organizationโs effectiveness
a. staffing
b. HUMAN RESOURCES
MANAGEMENT (HRM)
c. PROBLEMS THAT MAY
ARISE
staffing
Comprises the recruitment processes
leading to the employment of the
staff.
a. staffing
b. HUMAN RESOURCES
MANAGEMENT (HRM)
c. PROBLEMS THAT MAY
ARISE
Staffing
defined as the process of achieving
organizational objectives through the management of people.
a. staffing
b. HUMAN RESOURCES
MANAGEMENT (HRM)
c. PROBLEMS THAT MAY
ARISE
HRM
Tasks includes recruiting, hiring, training, developing, and firing employees.
a. staffing
b. HUMAN RESOURCES
MANAGEMENT (HRM)
c. PROBLEMS THAT MAY
ARISE
HRM
Pharmacists often are poorly managed and led
a. staffing
b. HUMAN RESOURCES
MANAGEMENT (HRM)
c. PROBLEMS THAT MAY
ARISE
PROBLEMS THAT MAY
ARISE
A manager may contribute to medication errors by emphasizing quantity of work over quality of
work.
a. staffing
b. HUMAN RESOURCES
MANAGEMENT (HRM)
c. PROBLEMS THAT MAY
ARISE
PROBLEMS THAT MAY
ARISE
Poorly managed pharmacists-poor dispensing habits, provide inadequate supervision of technicians, or maintain incomplete medical documentation.
a. staffing
b. HUMAN RESOURCES
MANAGEMENT (HRM)
c. PROBLEMS THAT MAY
ARISE
PROBLEMS THAT MAY
ARISE
Poorly managed technicians- bad work habits or do not communicate with pharmacists.
a. staffing
b. HUMAN RESOURCES
MANAGEMENT (HRM)
c. PROBLEMS THAT MAY
ARISE
d. Personnel policies
PROBLEMS THAT MAY
ARISE
critical importance to the staffing process
a. staffing
b. HUMAN RESOURCES
MANAGEMENT (HRM)
c. PROBLEMS THAT MAY
ARISE
d. Personnel policies
Personnel policies
Pharmacist, of course have to be ๐น๐ถ๐ฐ๐ฒ๐ป๐๐ฒ๐ฑ and adhere to requirements for continuing education.
a. Hours
b. Licensing and registration
c. Compensation
d. Vacations
e. Time off.
f. Training
g. Grievances
h. Promotion
i. Personnel review
j. Termination
Licensing and registration
A major issue is the number of hours per week, the number of days per week, evening and holiday work, and the time and methods of payment for both regular and overtime work.
a. Hours
b. Licensing and registration
c. Compensation
d. Vacations
e. Time off.
f. Training
g. Grievances
h. Promotion
i. Personnel review
j. Termination
Hours
The bulk of a personโs earnings come from a base salary or wage and incentives like bonuses.
Competitive wages must be paid to attract and retain competent personnel
a. Hours
b. Licensing and registration
c. Compensation
d. Vacations
e. Time off.
f. Training
g. Grievances
h. Promotion
i. Personnel review
j. Termination
Compensation
Health insurance, discounts on merchandise, pension plans, and other benefits can play a major role in staffing.
a. Hours
b. Licensing and registration
c. Compensation
d. Vacations
e. Time off.
f. Training
g. Grievances
h. Promotion
i. Personnel review
j. Termination
k. Fringe benefit
Fringe benefit
scheduling cannot be
allowed to disrupt the operation of the business
a. Hours
b. Licensing and registration
c. Compensation
d. Vacations
e. Time off.
f. Training
g. Grievances
h. Promotion
i. Personnel review
j. Termination
k. Fringe benefit
Vacations
To what extent will employee be allowed time off for personal needs, emergencies, holiday, birthdays
a. Hours
b. Licensing and registration
c. Compensation
d. Vacations
e. Time off.
f. Training
g. Grievances
h. Promotion
i. Personnel review
j. Termination
k. Fringe benefit
Time off.
Each employee should be given adequate training for the job.
a. Hours
b. Licensing and registration
c. Compensation
d. Vacations
e. Time off.
f. Training
g. Grievances
h. Promotion
i. Personnel review
j. Termination
k. Fringe benefit
Training
Conflicts with employees will occur. The best course of action is to plan for them and establish a procedure
for handling grievances in an expeditious manner.
a. Hours
b. Licensing and registration
c. Compensation
d. Vacations
e. Time off.
f. Training
g. Grievances
h. Promotion
i. Personnel review
j. Termination
k. Fringe benefit
Grievances
A major consideration in the staffing process is whether higher level positions can be filled from within
the pharmacy.
a. Hours
b. Licensing and registration
c. Compensation
d. Vacations
e. Time off.
f. Training
g. Grievances
h. Promotion
i. Personnel review
j. Termination
k. Fringe benefit
Promotion
Promoting an insider as opposed to hiring an outsider is a sensitive matter, and one that affects the
pharmacyโs ability to retain good employees.
a. Hours
b. Licensing and registration
c. Compensation
d. Vacations
e. Time off.
f. Training
g. Grievances
h. Promotion
i. Personnel review
j. Termination
k. Fringe benefit
Promotion
Will there be a review of employee
performance? What factors will be included in such a review? How will the reviews be used?
a. Hours
b. Licensing and registration
c. Compensation
d. Vacations
e. Time off.
f. Training
g. Grievances
h. Promotion
i. Personnel review
j. Termination
k. Fringe benefit
Personnel review
Clear written policies must be developed to make the termination as clear as possible from both an operational and legal standpoint.
a. Hours
b. Licensing and registration
c. Compensation
d. Vacations
e. Time off.
f. Training
g. Grievances
h. Promotion
i. Personnel review
j. Termination
k. Fringe benefit
Termination
Process of ๐ฎ๐๐๐ฟ๐ฎ๐ฐ๐๐ถ๐ป๐ด ๐ท๐ผ๐ฏ ๐ฐ๐ฎ๐ป๐ฑ๐ถ๐ฑ๐ฎ๐๐ฒ๐ with the right characteristics and skills to fit job openings.
RECRUITING APPLICANTS
Before a manager begins to recruit and select employees, he should perform certain ๐ฎ๐ป๐ฎ๐น๐๐๐ฒ๐ and describe the jobs or functions for his pharmacy.
a. Job analysis
b. Jon description
c. Job specification
Job analysis
Emphasizes ๐ฝ๐ฒ๐ฟ๐๐ผ๐ป๐ฎ๐น ๐พ๐๐ฎ๐น๐ถ๐๐ถ๐ฒ๐
a. Job analysis
b. Job description
c. Job specification
Job specification
It provides the basis for selecting the ๐ฟ๐ถ๐ด๐ต๐ ๐ฒ๐บ๐ฝ๐น๐ผ๐๐ฒ๐ฒ๐ for each position in the pharmacy
a. Job analysis
b. Job description
c. Job specification
Job specification
Emphasizes the work elements to
be performed
a. Job analysis
b. Job description
c. Job specification
Job description
It is the statement that identifies
what the ๐ท๐ผ๐ฏ ๐ฐ๐ผ๐ป๐๐ถ๐๐๐ of and who
are the ๐๐๐ฝ๐ฒ๐ฟ๐๐ถ๐๐ผ๐ฟ๐ to whom they are accounted for.
a. Job analysis
b. Job description
c. Job specification
Job description
in professional journals and other
periodicals can be an effective method of recruiting staff pharmacist and pharmacy managers.
A. Advertising
B. Drop-ins
C. Walk-in
D. Write-in
Advertising
A help wanted sign in a pharmacyโs window is a specialized form of advertising
A. Advertising
B. Drop-ins
C. Walk-in
D. Write-in
Drop-ins
People who show up in the forum without invitation
A. Advertising
B. Drop-ins
C. Walk-in
D. Write-in
Walk-in
People who write unsolicited job seeking letters
A. Advertising
B. Drop-ins
C. Walk-in
D. Write-in
Write-in
Major source of recruiting job candidates from a lot of websites
A. Advertising
B. Drop-ins
C. Walk-in
D. Write-in
E. On-line recruiting
On-line recruiting
A process of choosing which people would best fill specific jobs
A. SELECTING AN EMPLOYEE
b. HUMAN RESOURCES
MANAGEMENT (HRM)
c. PROBLEMS THAT MAY
ARISE
SELECTING AN EMPLOYEE
The applicant is given the opportunity to demonstrate occupational skills
A. Integrity test
B. Job proficiency test
C. Psychological test
D. Aptitude test
E. Personality test
F. Interests test
Job proficiency test
Test that measures โsocial conscientiousnessโ the extent of a personโs integrity as it relates to job behavior.
A. Integrity test
B. Job proficiency test
C. Psychological test
D. Aptitude test
E. Personality test
F. Interests test
Integrity test
Includes aptitude tests, personality tests and interests tests.
A. Integrity test
B. Job proficiency test
C. Psychological test
D. Aptitude test
E. Personality test
F. Interests test
Psychological test
measure the potential of performing the job satisfactorily, given sufficient training. โMental
ability testโ.
A. Integrity test
B. Job proficiency test
C. Psychological test
D. Aptitude test
E. Personality test
F. Interests test
Aptitude test
measure personal traits and
characteristics that could be related to job performance
A. Integrity test
B. Job proficiency test
C. Psychological test
D. Aptitude test
E. Personality test
F. Interests test
Personality test
measure preferences for engaging in certain activities and interest in specific occupations; designed to indicate whether a person would enjoy aparticular activity or occupation
A. Integrity test
B. Job proficiency test
C. Psychological test
D. Aptitude test
E. Personality test
F. Interests test
Interests test
While the employee may not be working to full capacity, at least some productivity is gained during the training period.
A. Job Rotation
B. On-the-Job training (OJT)
C. Creation of โassistant toโ positions
D. Off-the-Job Training
On-the-Job training (OJT)
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
B. On-the-Job training (OJT)
C. Creation of โassistant toโ positions
D. Off-the-Job Training
Job Rotation
Make the trainee an โassistant toโ
A. Job Rotation
B. On-the-Job training (OJT)
C. Creation of โassistant toโ positions
D. Off-the-Job Training
Creation of โassistant toโ positions
Training off the premises
A. Job Rotation
B. On-the-Job training (OJT)
C. Creation of โassistant toโ positions
D. Off-the-Job Training
Off-the-Job Training
The salary level of employees must be ๐ฟ๐ฒ๐ฎ๐๐ผ๐ป๐ฎ๐ฏ๐น๐ ๐ฐ๐น๐ผ๐๐ฒ, but it should not be more than the pharmacy can afford or more than what is commensurate with the duties of
the job.
A. WAGE
B. REGULAR EMPLOYEE
C. PROBATIONARY EMPLOYEE
D. CONTRACTUAL EMPLOYEE
WAGE
should be assessed in conjunction with the wage programs, since
they can be very expensive if not
administered properly.
A. WAGE
B. REGULAR EMPLOYEE
C. PROBATIONARY EMPLOYEE
D. CONTRACTUAL EMPLOYEE
F. BENEFIT PROGRAMS
BENEFIT PROGRAMS
