pharm admin exam 1 - HR management Flashcards
HR Management and Pharmacy Practice
HR management is necessary to ensure quality and quantity of work
Defined as the process of achieving organizational objectives through the management of people
Managers responsibilities include
- Recruiting
- Hiring
- Training and development
- Performance assessment
- Termination of employment when necessary
Poor HR management may lead to
Unclear direction
Poor teamwork
Insufficient training
Insufficient productivity
Increased employee turnover
Medication errors
Patient dissatisfaction
Laws and Regulations Influencing HR Management
Title VII of the Civil Rights Act of 1991 - Prohibits discrimination on the basis of race, places the burden of proof on the employer
Age Discrimination Act of 1967 – Protects employees 40 years of age and older from discrimination
Laws and Regulations Influencing HR Management
Americans with Disabilities Act of 1990 (ADA) – Prohibits discrimination against qualified individuals who are disabled. Requires employers to make reasonable accommodations for disabled employees
Family and Medical Leave Act of 1993 (FMLA) – Requires employers of 50 or more employees to guarantee 12 weeks of unpaid leave each year for special family duties such as illness of self or family member, childbirth, adoption
Recruitment and Placement
Benefits of good hiring practices:
- Result in self-motivated staff
- High level of job satisfaction among staff
- Low level of staff turnover
- Maintenance of loyal patient or customer base
- Limited resources spent on hiring and training
- Desired patient outcomes
Results of poor hiring practices
Continuous recruiting and training costs
Need for continuous conflict management
High rates of employee turnover
Low productivity
Instability of customer base
Poor quality in goods and services delivered
Recruiting
All activities associated with attracting qualified candidates to fill job vacancies
May involve a HR department
- Continuous process
- Maintain a workplace attractive to current and potential employees
- Cultivate a positive image in the industry
- Recruitment opportunities
– APPE rotation students
– Professional meetings
– Social events
– Social media
Placement
The application, screening, interviewing, selection, and hiring processes
May involve a human resource department (important to ensure that the HR department understands the position being filled)
Can be a lengthy process
Involves several steps
Placement
- Application
– Weed out unqualified candidates, identify qualified candidates
– Provide background information on applicants - Screening
– Remove unqualified candidates from the pool
Interviewing
when Interviewing it is important to
Send information about the position to the candidate
Identify interview objectives
Review the position description and performance standards
Develop a list of standard interview questions
Develop a method of standard interview documentation (rubrics)
Study the applications and resumes
Schedule adequate time and appropriate space for the interview
Interviewing
Preparation is key for the candidate and the manager
*Types
–Traditional- engage applicant to discuss self
–Situation- describe how one would handle a scenario
–Stress- unnerve the candidate
–Behavioral – ask for specifics about roles in past events
Interviewing
Common mistakes made by the
Candidate
Manager
Selecting Candidates – Job Placement
*Selecting
–Take notes immediately after
–Devise a checklist or rubric
*Hiring
–Reference check (rubric or checklist)
–Offer extended
–Communicate expectations, training, and feedback plan
Training and Development
Important once hired and continuously throughout employment
- Evolving practice guidelines and best practices
- New technology
- New responsibilities
Initial orientation to the position and the company
Staff development
- Continuous and necessary to ensure competency
- Requires greater intensity of education and instruction than training
Providing feedback
Feedback may be provided day to day or during annual or semiannual performance evaluations
Continuous feedback
- Keeps the manager up to date on what is going on
- Allows staff to interact with managers in a non-threatening environment
- Makes staff feel that their concerns are being heard and their needs are being met
- Managers can
——- Practice management by being visible
——- Focus on the positive
——- Be a helpful presence
