Human resources pharmacists

An important final thought is that substantial efforts need to be made in the development of properly trained human resources both at companies and at regulatory agencies. Application of the methods mentioned in this chapter requires a substantial level of expertise that has not been part of the traditional training of industrial pharmacists and chemists, and... 

Explain the importance of human resources management in providing high-quality pharmacist services. 

How might poor human resources management in pharmacies cause (a) job stress and burnout, (b) medication dispensing errors, and (c) pharmacist shortages ... 

The scenario depicts an all too common situation in health care organizations, in which employees lack direction and guidance in their jobs. As a result, the quality and quantity of work suffers, and the work environment becomes intolerable. Without human resources management, even professionals such as pharmacists can lose direction. 

The recipient of loyalty attitudes and behaviors should also be considered. As mentioned earlier, some have conceptualized service loyalty to be similar to loyalty in interpersonal relationships like friendships. This suggests that the pharmacist, rather than the pharmacy, may be the subject of loyalty attitudes and behaviors (pharmacist-owned loyal ty). Such loyalty can be beneficial to the firm if the specific pharmacist continues his or her tenure with the pharmacy. Pharmacy employers need to understand this concept and the importance of good human resources management management and marketing do not exist in isolation. 

The acquisition of significant knowledge about drugs and drug therapy is the expectation of a newly licensed pharmacist, but it is the demonstration of excellent management and human resources skills that is often necessary for a pharmacist to become recognized and evaluated for promotion. Important aspects in the operation of a chain community pharmacy that are reviewed during an associate evaluation are... 

The beginning of a new career can be very exciting but can also be confusing if the pharmacist is not aware of the potential career path. A typical human resources benchmark for determining if someone has become a professional is if he or she remains in a position for about 3 years. The first 3 years in a career can set the tone of success or struggle. In human resources, it is recognized that a person s best performance is typically within the first year he or she is in a position. Performance can be accomplished in a short amount of time... 

Many other qualifications are also of benefit in pharmaceutical medicine, even if the holder was already a physician, nurse or pharmacist. These will be more or less specific to that long list given above, many of which have their own diplomas and university degrees. Human resources departments... 

Line functions and staff functions within the organisation have to be clearly identified. Line is associated with process flow. Line functions have direct responsibility and have the authority and power for realising the mission of the company. Knowledge of reporting lines is useful. Staff supplies information, materials and advices to the line . Staff functions are e.g. counselling on human resources, on procedures, on analytical methods and on systems, on managing a science based service department handling medical information, complaints and recall. A QP or hospital pharmacist may have both line and staffs function(s). 

U.S. Department of Health and Human Services (DHHS). 2000. The Pharmacist Workforce A Study of the Supply and Demand for Pharmacists. Rockville, MD Health Resources and Services Administration. 

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