Human Resources Management In Community Pharmacy

 

In order to have a better understanding of the Human Resources Management Strategy as shown in the illustration. Please refer to  my  first blog Human Resource Strategy . Where the different icons were explained. EVP is Employee Value Proposition.

 

The Hiring Process In Human Resources Management Strategy

Once again, the trend in talent acquisition. Is tending to  the use of the strategic approach. This is used, instead of just jumbling every thing. Into one simple recruitment process.

 

Simple Mass Hiring Strategy

 

The hiring of Health Assistants and Counter Assistants is a simple mass hiring process. Compared to all other positions in the Pharmacy. This is the most commonly used hiring method as highlighted in my post on the Human resources Management Strategy.

 

Difficult Mass Hiring strategy

Difficult Mass hiring (2). However, would take another approach. This is because the demand for these staff is high. In the face of a low talent availability. And is of some level of strategic relevance. A good employee Value proposition would be therefore be valuable. The use of a  job Advert would also be supportive of the process. Also, the use of a Talent Community. Which is the maintenance of a database of qualified talents. To draw from when needed is recommended. Moreover, the adoption of a broad Line Engagement activity. That is, the inclusion of line managers in the process is relevant.

 

Specialist Hiring Strategy

The approach we may take in  hiring a specialist (3) is. That of hiring  for a solitary position. In an environment of low talent availability. In this case, we need a job specific Employee Value proposition. The process would also emphasize.  Active sourcing and line engagement. Management expectation here is effectiveness.

 

Strategic Hiring Strategy

Finally, the recruitment approach for the strategic hiring process (4) . Would need, an executive search. An active sourcing process and in addition, a commercial level of line Engagement. However, these specifications may be toned down. Since the position of the pharmacist. In the UK environment, is not as strategic in the strictness of the sense.

 

Importance of this recruitment Process

This  process of recruitment has been quite helpful. It is the strategy for recruiting the pre-registration trainee and technician trainee . This approach has greatly enhanced. The recruitment of the qualified pharmacist. And the qualified technician. As it is less expensive than the Strategic Hiring .

 

The Impact of This process .

This strategic approach ensures. The  effectiveness of recruiting  different levels of staff in the pharmacy. It directly  impacts the health of the business. It also, reveals the importance of the Locum pharmacy dispensers. Who usually return back to work at the pharmacy. After they have resigned  their employment. They resign soon after qualifying. As technicians from their regular jobs.