MODULE 4 Flashcards
is the process of acquiring, deploying, and retaining a workforce of sufficient quantity and quality to create positive impacts on the organization’s effectiveness. It comprises the recruitment processes leading to the employment of staff. It includes Human Resource planning to identify what the organization requires in terms of the numbers of employees needed and their attributes (knowledge, skills and abilities) in order to effectively meet job requirements, selection techniques and methods of assessment to identify the most suitable candidates for a particular job.
STAFFING
is defined as the process of ACHIEVING ORGANIZATIONAL OBJECTIVES through the management of people.
HUMAN RESOURCE MANAGEMENT (HRM)
is the INITIAL ATTRACTION AND SCREENING of the supply of prospective human resources available to fill a position. Its purpose is to narrow a large field of prospective employees to relatively small group of individuals from which someone eventually will be hired.
RECRUITMENT
is the process of ATTRACTING JOB CANDIDATES with the right characteristics and skills to fit job openings.
RECRUITMENT
The preferred recruiting method is to begin with a ____ number of possible job candidates and then give serious considerations to a much smaller number.
LARGE
The technique commonly used in recruitment to gain the understanding is known as
JOB ANALYSIS
the activities job entails
JOB DESCRIPTION
the characteristics of the individual who should be hired for the job
JOB SPECIFICATION
Before a manager begins to recruit and select employees, he should perform certain analyses and describe the jobs or functions for his pharmacy.
JOB ANALYSIS
It emphasizes personal qualities. It provides the basis for selecting the right employees for each position in the pharmacy
JOB SPECIFICATION
It is a statement that identifies HWAT THE JOB CONSISTS of and who are the superiors to whom they are accounted for.
JOB DESCRIPTION
In staffing, it is essential to consider _______. It is a process of anticipating and providing for the movement of the people into, within, and out of an organization to support the firm’s business strategy.
STRATEGIC HUMAN RESOURCES
a human resource planner estimates how many people and with what abilities, the firm will need to operate in the FORSEEABLE FUTURE.
PLANNING FOR FUTURE NEEDS
the organization must engage in recruitment, employee selection or layoffs to attain the number required.
PLANNING FOR RECRUITMENT, SELECTION AND LAYOFFS
an organization always needs EXPERIENCE AND COMPETENT WORKERS. This step involves planning and providing training and development programs that ensure the continued supply of people of the right skills.
PLANNING FOR TRAINING AND DEVELOPMENT
is the process of CHOOSING WHICH PEOPLE WOULD BEST FILL SPECIFIC JOBS. To conduct this, management must have a procedure for screening applicants – a means of sorting out the qualified from the unqualified. An established procedure ensures that all relevant questions are asked and information obtained. It also ensures that the employer will not ask questions that are discriminatory and thereby put the pharmacy at risk for lawsuit.
SELECTION
Indicates applicant’s career objective
COMPLETED JOB APPLICATIONS
in which the applicant is given the opportunity to DEMONSTRATEOCCUPATIONAL SKILLS (compound prescription, counsel patient, dispensing and knowledge on pharmacy practice)
JOB PROFICIENCY TEST
which includes aptitude, personality and vocational interest test.
PSYCHOLOGICAL TEST
measure preferences for engaging in certain activities such as mechanical, clerical, literary or managerial work. They also measure a person’s interest in specific occupations such as accountant, veterinarian or sales representative. ______ are designed to indicate whether a person would enjoy a particular activity or occupation.
INTEREST TESTS
are designed to measure the EXTENT OF A PERSON’S INTEGRITY as it relates to job behavior. These tests are frequently used in workplaces such as retail stores, banks and warehouses where employees have access to cash or merchandise. A major factor measured by integrity test is social conscientiousness.
INTEGRITY TEST
helps current employees learn new information and skills to do their jobs and refresh capabilities that may have diminished over time. Although pharmacists are highly trained professionals, the changing nature of medical and business practice requires continual training throughout their careers.
JOB TRAINING
OFFERS A DISTINCT ADVANTAGE. While the employee may not be working to full capacity, at least some productivity is gained during the training period. For this method to be effective, it must be CAREFULLY PLANNED AND SUPERVISEDd. Training involves showing how to do the job and lettering the employee actually performs the tasks.
ON THE JOB TRAINING
can be used where there are TWO OR MORE MIDDLE MANAGEMENT POSITIONS. Here, 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. Not only do employees gain a broader perspective; they develop their expertise in every major aspect of the pharmacy’s operations.
JOB ROTATION
If management is training a person to assume a top-level position, it may be practical to make the trainee an ‘assistant to.” He or she does odd jobs and essentially watches and learns the various processes and procedures and performs in a staff or advisory position.
CREATION OF “ASSISSTAN TO” POSITIONS
Jobs that require extensive training and practice often are handled on an apprenticeships or internships basis. Such preparation may take several years and utilizes both on- and off-the-job training. Typical of this approach are apprenticeships for specialized functions in nonprescription sales and services, and internships for pharmacy students. Whether the employer should bring an employee into the pharmacy in need of this kind of preparation or simply hire someone already well trained depends on how urgently the employee is needed and the relative costs of skilled vs. unskilled labor.
APPRENTICESHIPS AND INTERSHIPS
It is the one who by nature of his job performs tasks that are necessary or desirable in the usual business or trade of the employer. To emphasize, it is not the regularity or casualness of the employment but the nature of the job
REGULAR EMPLOYEE
It is one hired to FILL UP ANREGULAR PLANTILL POSITION in the company but who is to undergo a trial period dictated by law to be NO LONGER THAN SIX MONTHS. By company policy or solely at company discretion the probationary period may be shorter than six months.
PROBATIONARY EMPLOYEE
It is one whose work is for a SHORT DURATIONn and the work assignment may possibly be related to the usual business or trade of the employer. If the worker is hired and re-hired in different periods to do the same work for the employer, it is sufficient proof of the necessity and indispensability of the service. When such work service exceeds one year, an employee may be entitled to be considered a regular employee
CONTRACTUAL EMPLOYEE
hired temporarily for the purpose of substituting for a regular employee who may be absent from his post for some valid reason, as extended sick leave, study leave, military service, etc. His services can be terminated at any time of his employment and must vacate the position upon the return to work of the regular employee.
SUBSTITUTE EMPLOYEE
