recruitment and training

1. By G. P. DAREKAR
M. Pharm (Ph D)
Srinath College Of Pharmacy Aurangabad MH

2. CONTENT
Introduction
Recruitment
Selection
Training
Evaluationof the pharmacist
Compensationto the Pharmacist

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 Pirate
Nursing Home or he can work as a Salesman in
some retail chemist shop of employed as a sales
representative in a pharmaceutical firm.

5. Recruitment
Recruitment is the process of exploring the source of supply of the required
person and stimulating the prospective employees to apply for job in the
organization.
The recruitment of pharmacist in Government Sector is done by State or Central
Government Agencies such as Service Selection Board (Ex SSC, MPSC etc)
In Private Sector like recruitment as salesman, store pharmacist, Company jobs
recruitment done by either by owner of store departmental head of company or
HR department
An Advertisement can be given in the leading daily news papers, popular
magazines and professional journals.
The detailed description of the post is given and interested candidate are
required to submit bio data, resume.

6. There are two sources of recruitment:
• Internal sources : The recruitment is done among the personnel
already on the pay roll of an organization. Whenever any vacancy
occurs, somebody from within the organization is upgraded,
transferred, and promoted. The method is less costly and it promotes
loyalty among the employees because it gives them sense of job
security and opportunities for advancement. But it often leads to
inbreeding and discourages new blood from entering an organization
• External sources: These sources lie outside the organization.
They usually includes young mostly inexperienced potential
employees, trained unemployed and retired experienced person.

7. Methods of Recruitment
Following methods are used for treatment of the employees in w
organization:
• 1) Direct methods: In this method, a team is sent to colleges /
universities which conduct 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 private
employment agencies, stage agencies, placement office of the institutions,
recruiting firms and management consulting firms.

8. Selection
A well organized selection procedure has to
be adopted to select suitable candidates
for various jobs. The following procedure
generally adopted for selection.
• 1. Scrutiny of Application
• 2. Preliminary Interview
• 3. Selection Test
• 4. Selection Interview
• 5. Physical Examination
• 6. Reference Check
• 7. Final Selection & Placement

9. Continue…
1. Scrutiny of Application: The application received up to the due
date are carefully scrutinized. The incomplete application, and those
candidates are not fulfill the require eligibility conditions are rejected.
2. Preliminary Interview: The candidates are considered suitable on
the basis of their applications are called for preliminary interview. This
is generally brief interview and its purpose is to eliminate those
candidate who are either unqualified or unsuitable for the job.
3. Selection Test: The selection test it may be written or oral test. The
technical knowledge and administrative capability can be judged from
these test. Now a days Psychological Test is carried out & it is very
popular to judge human behavior in actual work situation.

10. The following tests are commonly used in the selection
process:-
1. Intelligence Tests- (Estimate IQ, mental alertness)
2. Aptitude Tests- (measure capacity to learn skill,
potential abilities )
3. Trade Tests - (Measure level of knowledge, and skill) also
called Performance Test
4. Personality Tests -(emotional balance, temperament &
Find out maturity etc)
Continue…

11. 4. Selection Interview: A face to face
dialogue between the interviewer
and candidate. It is a most popular
technique of selection. The main
purpose of selection interview is:
1. To find out the suitability of
candidate,
2. To cross check the information
reveled in the application and the
test.
3. To give the candidate accurate
picture of his job and the enterprise

12. 5. Physical Examination: Physical Examination is of the candidate is
conducted to ensure that he is physically fit for the job. Those are
suffering from any disease or disability, he is rejected.
6. Reference Check: Usually the candidates are required to write in
their application form the name and address of two importance
persons who know the candidate. These persons are contacted to
collect the information of the candidate.
7. Final Selection and placement: The candidates who have been
found suitable in all respects are appointed by issuing appointment
letter to them. Appointed on probation period (1 or 2 year) After
successful completion of these period they are made permanent
employee. The selected candidates are assigned specific jobs. This is
known as Placement.

13. Training
Training is the scientific process of improving the
knowledge and skill of employee for doing a particular job.
Training is an organized activity through which people learn,
acquire, and adopt new skills and knowledge regarding to job.
Training should be cover following subjects:
1. Rules and policies of organization
2. Routine Work.
3. Technical knowledge,
4. Discussion regarding to current trends
5. Dealing Trends with customers.
6. Highlighting technique of new product.

14. Types of Training:
Induction
Training
Promotional
Training
Refresher
Training
Job
Training
Safety
Training

15. 1. Induction Training: It is refer to the process of introducing the new
employee to the organization as well as 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 employee in order
to update their knowledge with respect to the latest development in
their respective field. PCI has organized a number of workshops in
order to update the knowledge of working pharmacist in the various
hospitals in the country.

16. 4. Job Training: The training is given to the newly
recruited employees. The instructions are given by a
supervisor to the new workers so they can work in the
smoothly environment.
5. Safety Training: The training is given to the workers to
handles the dangerous machines and material in order
to avoid any fatal accidents. Radioisotopes.

17. Method of Training
Following two methods
are used for training the
employee.
1. On the job training.
2. Off the job training

18. 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.
They are having following types of the training....
• Coaching and Counseling:
• Vestibule Training: give after selection.
• Apprenticeship Training:
• Job Rotation Training:
• Under Study Training: Give to promoted employee
• Special Project Training:
• Committee Assignment:
• Junior Board:

19. On the job 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.
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.

20. Continue…
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

21. Continue….
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
board. They discuss the real problems, debate on various
issues and finally take decisions. The members learn the
technique how to analyze and make decisions. It widens the
outlook of the trainees and develop team spirit.

22. Off the Job Training
Lectures, Conferences and
Seminars:
Special Coerces:
Case Study:
Role Playing:
Sensitivity Training:
Brain Storming:

23. Off-the-job training
1. Lectures, conferences and seminars : This is the most popular methods of off-the-job
training. Lectures, conferences and seminars as conducted by the business concerns. The
participants are invited from the various organizations and from academic field. The
participants from different fields 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.
3. Case-study : In this case, the written form is given to all the trainees and they are
required to analyze it from the following aspects:
(i) To identify the problem
(ii) To analyze the relevant factors
(iii) To suggest alternative course of action
(iv) To recommend the best alterative for solving the problem.

24. Continue…
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
5. Sensitivity training : It is a meeting of small group of members without
any plan schedule or agenda. The basic purpose of this type training is to
develop better 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

25. Workof pharmacist is evaluatedby followingparameters
1) Appearance
2) Personality
3) Alertness and promptness in dealing with customers
4) Courtesy and attitude toward customers
5) Personal acquaintance with customers
6) Cooperation with colleagues
7) Product knowledge
8) Selling ability
9) Suggestive selling
10) Self-improvement, etc.
The grades good, average & poor may be given on each
count mention in the check list &consolidated report is
prepared.

26. COMPENSATION TO THE PHARMACIST
Majority of the drug stores find it difficult to retain good employees. Adequate compensation helps
in retaining good employees and encourages them to work whole-heartedly. The compensation includes
salary and other benefits, such as, house rent allowance, free residential accommodation, city
compensatory allowance, medical allowance, insurance scheme, leave travel concession, bonus,
travelling allowance, and other supplementary retirement benefits.
In order to maintain the interest of an employee in his job, the compensation
plan may cover the following points:
Adequacy The amount of compensation should be in proportion the responsibility of
his job and it should be sufficient to maintain reasonable standard of living. The
compensation given should be compatible with that of persons employed in similar jobs
elsewhere.
Simplicity The compensation plan should be simple so that it can be easily understood
by the employees. It is always easy to implement simple compensation plan

27. Incentive The plan should stimulate the employees to find out ways and means to make
profitable drug sales over a long period of time.
Proportionate award The plans are framed in such a way that the pay of the employee
should be proportionate to the volume of sales made by him. The salesman who is doing a
better job than his follow salesmen must be given a greater reward. Thus, good sales effort
should be suitably compensated!
Flexibility The plans should be flexible enough to operate effectively throughout the year.
Moreover, it should be reasonably adjustable to meet the normal variations which occur in the
course of business.
Promotion A provision should be made in the compensation plan to provide promotion in pay
and reward for continuous long and devoted service of an employee. A periodical increment
should be given to the employee to compensate his long service.
Uniform earning The plan should enable the employee to earn reasonable
uniform income each month. It is difficult for a man to adjust his standard of
living if there is any variation in his monthly income

29. Questions
1. State theMeaningof (i) Evaluation& (ii) Compensation2m
2. State thevarious points which shouldbe consideredfor evaluation of
pharmacist. 3m
3. Explainthestepsintheselection ofPharmacist. 4m
4. Whatis the purposeof giving trainingto a newly requiredpharmacist?(3 M)

30. Thanking You….!!!