RECRUITMENT, TRAINING, EVALUATION AND COMPENSATION TO A PHARMACIST CHAPTER NO-7 [D.S.B.M]

1. RECRUITMENT, TRAINING, EVALUATION AND
COMPENSATION TO A PHARMACIST
1
Presented by- Mr. Akshay M. Kasambe
N.S.P.M COLLEGE OF PHARMACY DARWHA
EMAIL ID- akshaykasambe@gmail.com
6/9/2020

2.  Contents:-
1) Introduction
2) Recruitment
3) Sources of recruitment
4) Method of recruitment
5) Selection
6) Procedure for selection
7) Training
8) Types of training
9) Method of training
10) Evaluation of pharmacist
11) Compensation of a pharmacist
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3. 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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4.  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.
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5.  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-
1. 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.
2. 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 ,father’s 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.
3. 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.

7.  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.
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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.

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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.

9. 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 candidate’s capacity to learn
particular skills and his potential abilities.
 Trade test/ performance/ proficiency test- is used to measure the
applicant’s 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.
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10. 4) Selection interview- It’s 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.
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.
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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

12.  TRAINING
Training is defined as scientific process of improving the existing knowledge
& skills of the employees for specific purposes. Training help in increasing
the performance of the employees. Properly trained person can handle work
satisfactorily & efficiently.
Purpose of giving training to a newly required pharmacist
 Rules & policies of enterprise.
 The routine work of a drug store, such as display of inventory in drug store,
method of recording of sales, maintaining of cash book, proper wrapping of
packages etc.
 The technical knowledge of selling products of the firm
 Discussions on the location of the various, lines of merchandise in drug
store, so that when a customer makes enquiries about the required goods,
the salesman should be in position to show & discuss promptly.
 Dealing with customers who visit the drug store.
 The highlights of new products should be discussed whenever it arrives in
the drug store.
 Courteous behavior with customers.
 Dealing with drug authority & other kinds of inspectors
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Types of Training
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1)Induction training-It refers to the process of introducing the new
employees to the organization as well as to the existing staff members. The
policies, procedures and regulations of the organization are made known to
them.
2)Promotional training- In many organizations, training is given to the
existing employees to meet the requirements of the higher post. Such a training
is called promotional training.
3)Refresher training- The training is given to the employees in order to
update their knowledge with respect to the latest development in their
respective fields. Pharmacy council of India has organized the number of
workshop in order to update the knowledge of working pharmacist in the
various hospitals in the country.

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4)Job training- The training is given to the newly recruited employees. The
instructions are given by the supervisor to the new workers so that they can
work smoothly in the new environment.
5)Safety training- The training is given to workers to handle the dangerous
machines and materials in order to avoid any fatal accidents. For examples,
Pharmacist are trained to handle radioisotopes which are used as medicines or
in diagnostic purpose.

15.  Methods of Training 15 6/9/2020
Following two methods are used for training the employees-
A)On-the-job training
B)Off-the-job training
On-the-job training- It is a practical training given to the employees, so that
they can learn while working in the organization. The training should be very
simple and economical.
Following methods are generally in this type of training:-
1)Coaching and counseling- It is given by the supervisors to their
subordinates. They provide guidelines and instructions to them so that they
can perform their job with satisfaction.

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2)Vestibule training the training is given to the employees after their selection
for the job. The employees start working after getting formal training. This
type of training is given to medical representatives in large pharmaceutical
houses.
3)Apprenticeship training- the training is given by placing the new
employees under the charge of senior and qualified employee. The apprentice
learn the skill by observing and assisting .The student pharmacist get his/her
hospital training while working in a dispensary under the supervision of a
pharmacist.

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4)Job rotation- The training is given to the employees by rotating them
through the number of related jobs. For example manufacturing chemist
working in a tablet section is shifted to capsule section, syrup section and
transfusion fluid section to get training in all the manufacturing sections.
5)Under study-The training which is provided to the employees who have
been promoted to higher level jobs is called under study.
6)Special projects- The trainee is given a special project which is closely
related to his job so that he can be well acquainted with his/her job.

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7)Committee assignment- The trainees are trained by forming committee.
The discussion is done on various topics related to the job in the committee
so that the trainees are trained for their assigned job
8)Junior boards-The trainees are trained by constituting boards. They
discuss the real problem debate on various issues and finally take decisions.
The members learn the techniques how to analyse and make decision. It
widen the outlook of trainees and develop team spirit

19.  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.

21. 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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22. EVALUATION OF A PHARMACIST
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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

23. The grades good, average, and poor may be given and than consolidated
report is prepared and accordingly they are suitably rewarded
 Need of evaluation
 To check the capabilities of employees as the pay scale depend on their
capabilities.
 To reward employees proportionately and periodically, those who are
exceptionally good in the performance of their duties.
 To check the capabilities of employees for their promotions.
 To find suitable corrective measures to improve their performance.
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24.  COMPENSATION TO THE PHARMACIST
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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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