Posted: September 5th, 2013
Pharmacist Skills Shortage
Pharmacist Skills Shortage
Sourcing & Recruitment Plan
A sourcing plan enables a company to hire the most competent employees at minimum cost and fast. A sourcing plan is a list of diverse sourcing methods that is used in hiring employees. The company may resume the databases. This is emailing the available pharmacist position to the public to see if there is any available candidate for the job. This is a low cost method. The company can also employ job board advertising. This will enable the company to get interested candidates fast. The company can then call the employees for an interview within twenty-four hours. Internal moves can also be employed. This should be at the center of every staffing programme. Basic employees’ referral programmes are also employed. The current employees can be asked to recommend to the employer the most competent people they have worked with in their past jobs. This minimizes the number of possible candidates.
In the development of a recruitment plan, the organization can identify the vacant position. In this case, it is the pharmacy position. The company will include the job description. The company will specify the qualifications the candidate must posses to be considered for the job. The company will then settle on advertising locally or a nationally for the job position. It the n selects the channels to use for the recruiting process depending on the advertising strategy it used. The company may decide to include the job and net working websites, seminars and conferences or the local and the international newspapers. The company then describes the process it will use to shortlist its clients. It might be based on the requirements required. Lastly, the company organizes questions that will be used to shortlist the possible candidates (Schweyer, 2008).
A selection plan sets up an understanding of the job. This enables the manager to hire the most competent candidate in this position. This plan specifies the major requirements of the job and the skills required for the job. The best selection procedure specified. The first step in the selection plan is the job analysis. This is developing information associated with the job. This information includes the main duties and responsibilities, their main significance to the job, skills required to perform this job and the qualifications. The screening interview is then done. This is to allow only the competent candidates to pass to the other stages of the selection. It also reduces on costs. The application blank is then used to help the interviewers to be able to inititiate dialogue with the interviewer in the interview conduction.
The selection testing is then conducted to gauge the employee’s intelligence, performance and attitude. The scores of the individuals are then calculated. Some of the selection testing used is the intelligence tests, aptitude test, personality tests, achievement test, and miscellaneous test. The selection interview then follows to select the competent candidates that have passed the selection process the suitable candidates are given an application form that they are to fill. The references of the applicants are then checked to be sure of honesty of the employees. The board then decides on persons to hire. This is based on the candidate’s competence and performance on the interview. The choice is to be made fairly and no biasness is to be practiced whatsoever. The company should focus on recruiting employees based on their skills and competence and not other reasons (Goodale, 1992).
Acquisition/ Hiring Plan
To hire applicants for the pharmacist position, the company should know the requirements to complete the hiring process. The company will place an advertisement that is based on the job requirements. It then recruits the candidates and obtains applications. The company then carries out the screening of the applicants to find out if the applicants are fit for the position. Applicants not competent enough are sent a letter of regret and the ones that qualify pass to the next process where a telephone interview is conducted. Where a candidate does not meet the expectations of the company, a letter of regret is sent to him and the ones that qualify pass to the next process where a full interview is conducted. Candidates that do not qualify here are sent a regret letter. Qualified candidates information is sent to the practice owner.
A resume and interview notes are included. The practice owner will then interview w the candidates to determine the candidates that best fits the pharmacist position. The candidates that do not qualify for the position are sent a regret letter. For the ones that fit the position, a working interview schedule is conducted with them. Candidates that do not qualify are sent a regret letter and the ones that qualify pass to the next process where the job offer is made in writing. If the candidate does not accept the offered position in writing, the screening process is conducted again to repeat the process with another candidate who was screened. Candidates who accept the position in writing pass on to the next process. In this process, the initial paper works availed. A welcome reception is scheduled for the whole team and a review of the training is conducted with the employees. The practice owner then gives a feedback during this first period (Levesque, 1996).
Socialization is the process where a candidate obtains the knowledge, skills and attitudes needed to perform well as the organization member. This process can last as long as a year since it will take time for the employee to adapt to the organization. Firstly, the new employee w ill go through the anticipatory socialization. This is before the new candidates join the organization. They interact with the company representatives to know their expectations of the company and the job entry they got. The employees then encounter the actual job. They begin to learn about their work and receive training. The managers help the employees understand their work in the organization. They help them get to know the objectives of the organization so that they are able to work towards making the company a success. (Gilfillan, Pansullo & INTELECOM Intelligent Telecommunications, 1993).
The managers understand the challenges the new employees face and therefore they employ a work relationship that enables high quality work. They also make the working environment conducive for the employees. The new employees will then begin to feel comfortable and get used to the work and the working environment. They are more comfortable with their social relationships with other employees. They are focused on improving their performance and obtaining evaluation in the company. The employees will want to learn about the possible career opportunities available in the company. At this point, the employees are focused on making the company a success and their great skills are portrayed.
In the socialization processes, the new employees go through an orientation process. The employees receive training before they begin their jobs. They get to acquire more knowledge about the organization and build their work relationships. This orientation process enables the employees to know what they are likely to expect in the organization. The employees are informed on their pay and benefits in cases where this was not communicated yet. The company rules and policies are reviewed in this process and the paper work completed. The employees are given a fast tour of the office. The employees are encouraged to ask questions about the organization so that they are aware of the company details (Arthur, 2006).
Arthur, D. (2006). Recruiting, interviewing, selecting & orienting new employees. New York: AMACOM.
Gilfillan, D., Pansullo, J. D., & INTELECOM Intelligent Telecommunications (Firm). (1993). Help wanted: Recruitment and selection of employees. Pasadena, Calif: INTELECOM Intelligent Communication.
Goodale, J. G. (1992). One to one: Interviewing, selecting, appraising, and counseling employees. Englewood Cliffs, NJ: Prentice Hall.
Levesque, J. D. (1996). Complete manual for recruiting, hiring, and retaining quality employees. Englewood Cliffs, N.J: Prentice Hall.
Schweyer, Allan. (2008). Talent Management Systems: Best Practices in Technology Solutions for Recruitment, Retention and Workforce Planning. John Wiley & Sons.
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