Study Set Content:
In-depth Selection Interview
Physical Examination
Job Offer
is one in
which the applicant is given the
opportunity to demonstrate his or her
occupational skills (compound
prescription, patient counseling,
dispensing, and knowledge of
pharmacy practice).
Job Proficiency Test
which includes
aptitude, personality, and vocational
interest tests.
Psychological Test
measure the
potential for performing satisfactorily
on the job, given sufficient training.
The mental ability test, the best known
variety of aptitude test, measures the
ability to solve problems and learn new
materials.
Aptitude tests
measure
personal traits and characteristics that
could be related to job performance.
Personality tests have been quite
controversial because they might lead
to discrimination from employers and
false answers from applicants.
Personality Tests
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 being an
accountant, veterinarian or sales
representative. Interest tests are
designed to determine whether a
person would enjoy a particular activity
or occupation.
Interests Tests
is designed to
measure the extent of a person's
integrity which relates to job behavior.
This test is frequently used in
workplaces such as retail stores,
banks, and warehouses where
employees have access to cash or
merchandise. A major factor measured
by the integrity test is social
conscientiousness.
Integrity Test
The search selection process for hiring
an employee is just one part of the
overall staffing process. For some
employers, the process is complete
once a person is hired. These
employers must realize that it is also
imperative for the new employee to be
oriented to the company or
organization and the position, and
trained so they can perform their tasks
properly. It must also be stressed that
the employee's future advancement
within the pharmacy will also depend
on his or her job performance.
Employee Orientation
The concerns of most new
employees usually involve
how they
will be able to perform their tasks well,
whether they will be able to perform
their tasks satisfactorily, how they will
fit in with other employees, and
whether that "nice" interviewer will be a
nice boss.
Consequently, management
must strive to acclimatize new
employees to the pharmacy, the job,
and the other personnel. Such an
orientation process is also critical for
current employees who are moving to
different positions within the pharmacy.
Employee Orientation
For a new employee, an orientation
program may last for several days,
weeks, or even months depending on
the kind of job and pharmacy. The first
few days are usually the most difficult,
and the manager should spend as
much time s necessary with the new
employee. On the first day, the new
employee should meet other
employees and learn about the as
pharmacy's facilities, processes, and
policies. In chain and hospital settings,
the employee also needs to be
oriented on the parent company's
operating processes and policies.
The orientation process
During this time, the new employee
should become familiar with the
expectations and responsibilities of the
job and how the job fits in the
pharmacy and parent company's total
operations. Emphasis must be given
on the human aspects of the
employment-meeting and fitting in with
fellow employees. A new employee's
understanding of pharmacy policies
and procedures is important. If these
are not clear, it is unlikely that the
employee will perform well. The
policies and procedures should be fully
specified and described in the
employee handbook.
The orientation process
may include
introductions to co-workers, a tour of
the facilities and equipment,
discussion of employee benefits,
review of the policies and procedures
of the department, discussion of
performance objectives for the job,
description of the expectations of
behavior and attitude, and special
organizational training (e.g., HIPAA,
sexual harassment, and
discrimination). Strongly
recommended in the development of a
checklist that covers all topics in the
orientation to ensure that no aspect is
overlooked or forgotten.
An orientation
It is possible to familiarize the new
employee with pharmacy policies and
procedures by explaining them during
the first
2 days of employment
can also be of
considerable value in handling future
disputes and problems.
Employee handbook
Employees
who have received a copy of the
handbooks have less opportunity to
claim that they did not know the
policies and procedures of the
pharmacy.
Employees
who have received a copy of the
handbooks have less opportunity to
claim that they did not know the
policies and procedures of the
pharmacy.
This is a document that
contains the goals, policies, and
procedures that are relevant to the
employee and the job that he or she is
assuming.
Employee handbook
A manager's job is to help the
members of the company succeed in
doing their jobs. Whether a new
employee is brought in or the job is
being staffed by a current employee.
some degree of training will be
necessary. One key task to to fill a
position ensure employee success is
training. Training is important to the
employee's and the pharmacy's
success because if an employee is I or
does not understand his or her
responsibilities, it is unlikely that they
will perform well or reach their full
potential. unprepared a
Employee Training and
Development
