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THE STAFFING PROCESS *Internal placement- Developing job-posting systems

Involves determination of manpower requirements, for internal employees to get a leg up on new openings.
recruitment, selection, placement, training, *Environmental forecast- Forecasts of industry and
development, job transfer and appraisal of personnel to environmental trends, as well as a competitor
fill the various position in an organization. assessment.
*Identifying job and competency needs- Doing a skills-
McFarland -Staffing is the function by which managers and-interest inventory.
build an organization through the requirements, *Metrics- Identifying metrics to determine the
selection, and development of individuals as capable effectiveness of workforce planning.
employees.
Koontz, O’Donnell and Heinz Weihrich - Staffing is Personnel Policies
defined as filling position in the organization structure - Guidelines that an organization or company creates to
through identifying workforce requirements, manage its workers.
inventorying the people available, recruitment, - Describe the type of job performance and workplace
selection, placement, promotion, appraisal, behavior an organization expert from its employees, and
compensation, and training of needed people. what type of compensation and opportunities for
advancement it is offering in return.
Staffing Process in Management
1. Manpower Planning Importance of Personnel Policies
This means to assess precisely how many persons are 1. Clear Thinking
require for the various positions in the organization. 2. Uniformity and Consistency of administration
2. Recruitment 3. Continuity and Stability
It means to search the prospective candidates to be 4. Sense of Security
considered for employment. 5. Delegation of Authority
3. Selection 6. Orientation and Training
Is the process through which unsuitable candidate are 7. Teamwork and Loyalty
rejected and the suitable ones are chosen. 8. Control
4. Placement and Induction 9. Prompt Decision-making
Placement is the actual posting of an employee to a
particular job. Induction means to orientate the newly Developing Description
appointed employee to his job in particular and to the Development of an effective position description is an
whole organization in general. essential organizational tool. A position description
5. Training and Development should provide the reader with an understanding of the
Training can notes a systematic procedure of imparting role by providing information that clarifies and describes
technical knowledge and skill for specific jobs. the job, its functions, environment and reporting
relationships.
There are three types of workforce planning;
* Operational Providing Satisfactory Working Condition
* Tactical Working conditions defined as the circumstances such
*Strategic as working hours, stress, degree of safety, or danger that
affect the workplace. Improving the work environment
The following is a list of the most common components and contributes greatly to the staff’s motivation, and
of a workforce plan: subsequently to their performance.

*Forecasting and assessment- Estimates (labor costs) Employment agencies are often used to hire pharmacists
*Succession planning- Designating and non-pharmacists such as clerks, office manager,
*Leadership development- Designating high-potential store manager and others.
employees; coaching; mentoring; rotating people into
different projects. 2 types of employment agencies
*Recruiting-  Public agencies are operated by each state,
*Retention- identifying who is at risk and how to keep typically have geographically disbursed officers,
them. and maintain lists of people seeking employment
*Redeployment- Deciding who is eligible and their respective qualifications. A prime
*Contingent workforce- Designating the percentage of benefit of this approach is that it is free to both
employees who will be contingent the pharmacy and the applicant.
*Potential retirements- Figuring out who is eligible,  Private employment agencies also maintain lists
when they are eligible, who will replace them, and what of people looking for jobs. In any event this
alternative work arrangements are available that could private services screen applicants and send only
prevent a retirement problem. people they feel are qualified. These agencies
*Performance management- Instituting “forced charge a fee for their services, which is typically
ranking” or identifying who should be “managed out.” either a flat rate or a percentage of the
*Career path- Career counseling for employees to help applicants income. Depending on the
them move up. circumstances, either the pharmacy or the new
*Backfills- Designating key-position backups. employee will pay the fee.
  Height, Weight
Educational institutions - Vocational and trade school,  General Medical Condition
and colleges and universities can be a source of potential  Religion
employees.  Military Service Record
 Arrest Record
 Membership in Non-job related Org
Vocational or trade schools are a source of non-  Current or past assets, liabilities, credit rating
pharmacist employees trained in particular skills. They
specialize in such areas as cosmetics, bookkeeping, Selection Procedure
data entry for claims processing etc. Step 1. Provide applicant with Application Form.
Universities maintain placement officers and facilities to Step 2. Review the completed application form and
help employees find qualified people. administer personal review
College students trying to work their way through school Step 3. Check the references provided by the more
are a source of excellent part-time assistance. promising applicants. A criminal background
Pharmacy interns often work their way into more check may also be made.
permanent positions. Building close relationships with Step 4. Administer a battery skill or personality tests (or
a local pharmacy school can provide a good source of both) to the more promising applicants
future pharmacists. Step 5. Have the most promising applicant(s) take
physical examination and drug test.
Labor unions - an organized association of workers, often Step 6. Decide which, if any, of the applicants to hire.
in a trade or profession, formed to protect and further their
rights and interests. Application Form
The easiest way of checking the applicant’s
Advertising background is through completing and application form.
Advertising that a position is open is one way of reaching Personal information typically requested from the
the full expectrum of possible applicants. applicant includes names, address, tel no, physical
Advertising in news paper, internet sites, social media characteristics that are important to performing job. It
networks, professional journals(e.g. national and state should also include a listing of applicant’s educational
association journals)), and other periodicals can be an background and his work history.
effective method of recruiting staff pharmacists and
pharmacy managers or any other jobs. Administering Personal Interview
Although advertising is used frequently for non- This method allows the employer to ask more
pharmacist, many employers have not been especially questions, clarify existing ones noted on the application
pleased with the results. Often, people apply who do not form, and simply gain a better impression of the person.
have the appropriate skills , or they are more interested
in short-term employment. Checking the Applicant’s Past
Verifying the applicant’s statements on the
Drop- ins application form as well as from the personal interview
A help wanted sign in a pharmacy’s window is a is critical. Any serious errors or omissions may indicate
specialized form of advertising. On rare occasion this is that the person is undesirable. This includes a check on
worth while, specially when looking for unskilled or part- personal references, and previous schools and
time labor. Generally, however, this approach of waiting employers.
for the right person to come along is inefficient and
ineffective. It takes too long and often results in hiring Requiring a Physical Examination
people who are less than optimal.
Making a Selection
Selecting an Employee Selection of an applicant should be the culmination of
Management must have a procedure for screening an intensive search and screening process, and based
applicants on the objective data collected and intuitive judgement.
 An established procedure ensures that all Throughout this procedure, the employer must be using
relevant questions are asked and information a process of elimination and trying to sell the applicants
obtained. It ensures that the employer will not on the benefits of coming to work for the pharmacy.
ask questions that are discriminatory and
thereby put the pharmacy at risk for a lawsuit. Using a Temporary and Part-time Help
It may be preferable to use temporary people on a very
Employment questions that cannot be asked short-term bass which commonly occurs during busy
 Maiden Name seasons or when regular employees quit, or on leave.
 Owns or rents a house
 Age, Date of Birth, Dates Attended School
 Birthplace, whether has citizenship Prepared by:
 Nationality, Ancestry, National Origin Clint Balbuena
 Sex Rea Gabay
 Marital Status Trexe Lim
 Family Status Kristal Sudario

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