RECRUITMENT, TRAINING , EVALUATION AND COMPENSATION OF THE PHARMACIEST

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DRUG STORE AND BUSINESS MANAGEMENT
RECRUITMENT, TRAINING , EVALUATION AND
COMPENSATION OF THE PHARMACIEST
Mr. Maroti M. Jeurkar Lecturer, YBCP, chandrapur
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• ? Contents
• Introduction
• Recruitment
• Sources of recruitment
• Method of recruitment
• Selection
• Procedure for selection
• Training
• Types of training
• Method of training
• Evaluation of pharmacist
• Compensation of a pharmacist

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?Introduction After obtaining Diploma in
Pharmacy, a student pharmacist is required to get
himself/herself registered with the State
Pharmacy Council. A registered pharmacist has the
choice of serving as a pharmacist in a Government
hospital, ESI dispensary, Primary Health Centre
or a Private Nursing Home or he can work as a
Salesman in some retail chemist shop or employed
as a sales representative in a pharmaceutical
firm.
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RECRUITMENT ? It is the process of giving
employment to suitable persons in an
organization. For this purpose search is made by
stimulating encouraging the prospective
employee to apply for job in the organization. In
this way a large number of persons are tempted
with idea to get a job. Amongst the eligible
persons suitable person can be selected for the
job. ? The process of finding and hiring the
best- qualified candidate (from within or outside
of an organization) for a job opening, in a
timely and cost effective manner. ? The
recruitment process includes analyzing the
requirements of a job, attracting employees to
that job, screening and selecting applicants,
hiring, and integrating the new employee to the
organization.a
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Recruitment and sources of recruitment ?
Recruitment is a process of exploring the source
of supply of the required personnel stimulating
the prospecting employees to apply for jobs in
the organisation. Different sources of
recruitment Internal sources ? The recruitment
is done among the personnel already on the pay
roll of an organization ? If vacancy occurs
somebody from within the organization is
upgraded, transferred and promoted. ? It gives
job security and loyalty among the employees.
External sources ? These sources lie outside
the organization. ? They usually include young
mostly inexperienced potential employees, trained
unemployed and retired experienced person. ? E.g.
campus interviews, news papers, professional
journals, magazines, service selection board etc.
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• Method of recruitment
• Direct methods- In this method, a team is sent to
  colleges / universities which conducts pharmacy
  course (Degree/Diploma). The recruitment is done
  in cooperation with placement cell of a college.
• Indirect methods- An advertisement is generally
  given in leading daily newspapers, popular
  magazines and professional journals. The detailed
  description of the post is given and the
  interested candidates are required to submit
  their applications giving their complete bio-data
  on a prescribed proforma before the last date.
  The application form usually provides for giving
  full name ,fathers name , age, address,
  education, training, personal data, such as ,
  height, weight, place of birth, nationality,
  religion, habits, character and details of past
  experience, salary demanded and other benefits
  expected.
• Third party methods- These includes the use of
  commercial or private employment agencies, stage
  agencies, placement office of the institutions,
  recruiting firms and management consulting firms.

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? SELECTION ? Selection is the process of
selecting a right candidate for right type of
job. OR The process of interviewing and
evaluating candidates for a specific job and
selecting an individual for employment based on
certain criteria. Selection procedure for
appointment of pharmacist 1)Scrutiny of
application- The application received up to the
due date is carefully scrutinized. The incomplete
application and application of candidates who did
not fulfill the required eligibility conditions
are rejected. 2)Preliminary interview- The
candidates considered suitable on the basis of
the application are called for preliminary
interview. This is generally a brief interview
and its purpose is to eliminate those candidates
who are either unqualified or unsuitable for the
job. 3)Selection test- It may be written or an
oral test. The technical knowledge and
administrative capability can be judged from this
test.
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Following tests are commonly used for the
selection process ? Intelligence tests- these
test are used to estimate the I.Q. or mental
alertness of the candidates ? Aptitude test-
these test help to measure a candidates capacity
to learn particular skills and his potential
abilities. ? Trade test/ performance/
proficiency test- is used to measure the
applicants level of knowledge and skill already
achieved in a particular trade or occupation. ?
Personality test- used to find out the emotional
balance, maturity, temperament, etc .of the
candidate. 4) Selection interview- Its a face-to
face dialogue between the employer or his
representative and the interested candidate. ?
Purpose of Selection interview ? To find out the
suitability of the candidate ? To cross-check the
information revealed in the application and the
test. ? To give to the candidate an accurate
picture of his jobs and the enterprise.
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5) Physical examination is conducted to ensure
that he is physically fit for the job. If the
physical fitness is not suitable candidate is
rejected. 6) Reference check- usually candidate
should give minimum two reference name and
address of the same who know the candidate very
well. These persons are contacted to collect the
information about the character, ability and
background of the candidate. 7) Final selection
and placement- the candidates who have been found
suitable in all respects are appointed on
probation for one or two years by issuing
appointment letters to them .The selected
candidates are assigned specific jobs this is
known as placement
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B) Off the job training- The following method
are used to give off the job training 1)Lectures,
conference and seminars-This is the most popular
method of off the job training. Lectures
conference and seminars are conduct by the
business concerns. The participants are invited
from the various organisations and from the
academic field. The participants from different
field present their paper on various topics. In
this way the positive interaction takes place
between them. 2) Special courses- Sometimes big
organizations conduct the special courses to
acquaint their employees to the new developments
related to their jobs. The lectures are delivered
by professional experts to the trainees, so that
they learn the skill and knowledge.
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3)Case-study- in this case, the written form is
given to all the trainees and they are required
to analyse it from the following aspects To
identify the problem To analyse the relevant
factors To suggest alternative course of action
To recommend the best alternative for solving the
problem. 4)Role playing- In this method, trainees
are assigned different roles, such as, worker,
manager, customer etc. turn-wise. They play their
role under the class room conditions. Then
trainees present their views while playing
different roles. The views expressed by the
trainees in the various roles are developed into
different alternative approaches to the problem.
The most acceptable approach is selected among
the various alternatives. It develops the
analytical skills and ability of the employees
from all aspects.
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5)Sensitivity training- It is a meeting of small
group of members without any plan schedule of
agenda. The basic purpose of the type of training
is to develop human relations by understanding
each other. It facilitates interaction among the
members of small groups. The members are not
required to observe senior-subordinate
relationships. The role of the trainer is to
encourage interacton between small groups and
maintain proper discipline during
discussion. 6)Brain storming- Under this method,
a problem is referred to a group of trainees and
they are asked to give suggestions for solving
the business problems. The ideas and suggestion
which are put forth by individual trainee are
analysed and evaluated collectively by all the
trainees in order to find a solution.
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EVALUATION OF A PHARMACIST 22 6/9/2020 N.S.P.M
PHARMACY DARWHA DIST-YAVATMAL Name of
employee Age Date of joining Experience Appearance
Personality Alertness and promptness in
dealing with customers Courtesy and attitude
towards customer Personal acquaintance with
customers Cooperation with colleagues Product
knowledge Selling ability Suggestive selling
Self improvement
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? COMPENSATION TO THE PHARMACIST Compensation
includes salary other benefits such as house
rent allowance, free residential accommodation,
city compensatory allowance, medical allowance
other supplementary retirement benefits. ?
Methods of compensation of pharmacist By giving
adequate compensation amount- The amount of
compensation should be in proportion to the
responsibility of his job. By giving incentives-
The plan should stimulate the employees to find
out the ways means to make profitable drug
sales over a long period. By giving proportionate
awards-The pay of employee should be
proportionate to the volume of sales made by him.
Providing flexible compensation plans- The plan
should be flexible enough to operate effectively
throughout the year. By giving promotions-
compensation should include promotion in pay
rewards for continuous long devoted service.
providing uniform earning-The plan should enable
the employee to earn a reasonable uniform income
in each month Simplicity- the compensation plan
should be simple so that it can be easily
understood by the employees.
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