It is really helpful for the Pharmacy students specially who are pursuing Diploma in Pharmacy.

1. RECRUITMENT
AND
TRAINING
OF THE PHARMACIST
BY
CHETAN SINGH
Doctorate Researcher in Pharmacy practice

2. RECRUITMENT??
Finding
Suitable candidates
for the various posts
in an organization.

3. PHARMACIST RECRUITMENT
GOVT. SECTOR
- done by state or
central govt. such as
Service Selection
Board.
- (eg: SSC,MPSC etc.)
PRIVATE SECTOR
-post like salesman,
store pharmacist,
manager etc. done by
either by owner of the
store, departmental
head of company

4. Procedure for selection:
1. STUDY OF APPLICATION-
- Received applications within time limit are studied carefully.
- Incomplete applications or candidates who are unable to fulfill the
eligibility criteria will be rejected.
2. PRELIMINARY INTERVIEW-
- Considered candidates will be called for preliminary interview or brief
interview.
3. DETECTION TEST-
- Includes written or oral test.
- Knowledge of the candidates will be judged at this level or step.
- Tests are:
- Intelligence test, Aptitude test, Trade test, Personality test.

5. 4. REFERENCE CHECK: Candidates are required to write in their
application two important reference of persons who know the candidate.
5. Final selection and placement: The candidates who have been found
suitable in all respects are appointed by issuing appointment letter to them.

6. INTELLIGENCE TEST
Estimate IQ level
Mental alertness

7. APTITUDE TEST
MEASURE CAPACITY TO
LEARN SKILLS

8. TRADE TEST OR
PERFORMANCE TEST
MEASURES LEVEL OF
KNOWLEDGE AND
SKILLS

9. PERSONALITY TEST
EMOTIONAL , MATURITY Etc.

10. TRAINING
Scientific process
Improving
knowledge& & skill
of Employee
for doing particular job
 Training is an organized activity through which people learn, acquire,
and adopt new skills and knowledge regarding to job.

11. WHAT ARE THE SUBJECTS
SHOULD BE COVER DURING
TRAINING?
Rules and policies of the
organization.
Routine work
Technical knowledge
Discussion regarding to current
trends

12. TYPES OF TRAINING
INDUCTIO
N
PROMOTIONAL
TRAINING
REFERESHER
TRAINING
JOB TRAINING
SAFETY TRAINING

13. INDUCTION
INTRODUCING THE NEW
EMPLOYEE
ORANIZATION, EXISTING
STAFF

14. PROMOTIONAL
TRAINING
GIVEN TO EXISTING EMPLOYEES
FOR HIGHER POST

15. REFRESHER TRAINING
GIVEN TO EMPLOYEE
UPDATE THEIR KNOWLEDGE
WITH RESPECT TO THE
LATEST DEVELOPMENT

16. JOB TRAINING
GIVEN TO THE
NEWLY RECRUITRD EMPLOYEES
BY
SUPERVISOR

17. SAFETY TRAINING
GIVEN TO
WORKERS TO HANDLES
THE DANGEROUS MACHINES and MATERIAL
IN ORDER TO AVOID
ANY ACCIDENTS.

18. METHODS OF TRAINING
ON- THE JOB TRAINING OFF-THE JOB
TRAINING
 Coaching and counseling
 Apprenticeship Training
 Job rotation training
 Special project training.
 Special lectures
 Conferences
 Seminars
 Case study
 Other.

20. JOB EVALUATION
PROCESS OF
ANALYZING AND STUDY
VALUE/WORTH OF JOB
SYSTEMATICALLY
IN RELATON TO
OTHER JOBS IN AN ORGANISATION

21. OBJECTIVE(s):
To determine the worth of a job and analysis of job.
JOB ANALYSIS JOB EVALUATION
A systematic way of gathering
Information about a job.
Begins with job analysis and
ends at the point of
determination of worth of a job.

22. METHODS OF JOB
EVALUATON
ANALYTICAL METHODS NON-ANALYTICAL METHOD
POINT
METHOD
FACTOR
COMPARISON
METHOD
SIMPLE RANKING
METHOD
JOB GRADING
METHOD

23. (I) POINT METHOD:
It includes:
-skills
-responsibilities and working conditions involves in a job and
evaluate each above factors on the basis of single point score for
each jobs.
(II) FACTOR COMPARISON METHOD:
It includes various factor like:
- Mental requirements, physical requirements, responsibilities and working
conditions and develop a job comparison scale and insert a key jobs in them
like pay for skills, pay for efforts, pay for responsibility etc.
-It is the combination of ranking and point system.

24. (III) SIMPLE RANKING METHOD:
o It is the first method of job evaluation system.
o Jobs are evaluated or compared on the basis of ranking system.
o It is useful in determining whether a job involves the same level of
duties, responsibilities and requirements with respect to higher or lower
level than any job contains.
(IV) JOB GRADING METHOD:
o It is the non-analytical method of job evaluation.
o Jobs are evaluated on the basis of various Grading system.
Demerits of job evaluation:
 Not exactly scientific.
 Assign weight to different factors, thus creating grounds for dispute

25. COMPENSATI
ON TO THE
PHARMACIST

26. COMPENSATION
SYSTEMATIC APPROACH
PROVIDING MONITORY VALUE
TO THE EMPLOYEE
IN EXCHANGE FOR
WORK PERFORMED

27. PRINCIPLES OF COMPENSATION
1. TO BE LEGAL:
It must get approval from the govt. or higher authority in the organization.
2. TO BE ADEQUATE:
Compensation must be sufficient so that needs of the employees are
fulfilled.
3. TO BE EQUITABLE:
Compensation policy should be declared in such a way so that no
discrimination can be observed.
4. TO BE COST-BENEFIT EFFECTIVE:
The Organization must make a balance between cost for giving
compensation and benefits related to the employee work.

28. COMPONENTS

29. WAGES V/S
SALARY

30. WAGE SALARY
Given to unskilled workers for their
services to the organization.
Generally paid hourly, daily,
weekly or even monthly.
Based on the no. of units
produced or time spent on the job.
Given to well skilled employee
including professional and
technical staff.
Generally paid on weekly, monthly
or hourly.
Always based on time spent on
the job.

31. FACTORS AFFECTING WAGES
 PRODUCTIVITY: To achieve the best results from the worker and to
motivate him to increase his efficiency, wages have to be productivity
based.
 COLLECTIVE BARGAINING: Higher wages may have to paid by the
organization to its workers under the pressure of the workers. If the trade
unions fail in their attempt to raise the wage, results in strikes and other
methods where by the supply of the labour is restricted.
 STATE REGULATION: To protect workers from the exploitation of powerful
employers, the govt. has enacted several laws.
 ABILITY TO PAY: Workers ability to pay is an important factor affecting
wages.

32. KINDS OF WAGE SYSTEM OR METHODS OF
COMPENSATION
TIME WAGE-SYSTEM
-Definition
-Formula
-Advantages
-Disadvantages
PIECE WAGE-
SYSTEM
Definition
-Formula
-Advantages
-Disadvantages

33. TIME WAGE-SYSTEM
Under this system the worker is paid for the time-spent on the job.
The period of time may be an hour, a day, a week or a month.
Wages can be determined by the following formula:
Wages= No. of hours worked X Rate per hour
ADVANTAGES DISADVANTAGES
1. Simple to calculate
the amount.
2. It gives the worker
a feeling of
security.
3. No discrimination
in wage matters.
1. Not efficient.
2. Doesn’t provide
any incentives to
greater effort or
hard work.
3. There is need of
supervision for
better productivity

34. PIECE WAGE-SYSTEM
Under this system the worker is paid for the amount of work
completed or units of goods he/she has produced or prepared.
Wages can be determined by the following formula:
Wages= No. of units produced X Rate per unit
ADVANTAGES DISADVANTAGES
1. Major the
production, the
major will be paid
to workers.
2. Efficient system.
3. Lesser supervision
1. Insecurity of
workers.
2. Wastage of
materials, fuel and
power.
3. Health hazards of
the workers.

35. DEARNESS ALLOWANCE (DA):
An amount of money that is added to person’s basic pay or pension
because of rising prices and other costs.
INCENTIVES:
Incentives are paid in addition to wages and salaries and are also
called “payments by results”. Incentives depends upon productivity
sales, profit, or cost reduction efforts.
BONUS:
It can be paid in different ways. It can be fixed percentage on the
basic wage paid annually or in proportion to the profitability.

36. INCENTIVE PLANS
TIME BASED
PLANS
PRODUCTION BASED
PLANS
Halsey plan
Rowan plan
Emerson Plan
Taylor’s differential piece rate
plan
Merrick’s multiple piece rate
plan

37. 1. HASLEY PLAN:
 It is a simple combination of time and speed bases of payment.
 In this plan worker will get a bonus, if he/she performed their job in less than
the standard time.
 No penalty for performing the job than the standard time fixed.
2. ROWAN PLAN:
 It is a modification of Hasley plan.
 In this plan, worker will get a bonus in accordance with the time saved to the
standard time.
 No penalty to the slow worker.
TIME BASED INCENTIVE PLANS

38. 3. EMERSON EFFICIENCY PLAN:
 In this plan, if a worker’s output is less than 66.67% of the standard output,
he does not get any bonus, but he/she will get the minimum time wages.
 If worker’s output is greater than 66.67% then:
80%= 4% bonus
90%= 10% bonus
100%= 20% bonus

39. PRODUCTION BASED INCENTIVES PLANS
1. TAYLOR’S DIFFERENTIAL PIECE RATE PLAN:
 This plan deals with the planning of providing greater incentive to
efficient workers.
 It follows piece rate system:
a. High piece rate: Given to those who produce equal to or more than the
standard output.
b. Low piece rate: Given to those who produce output other than High
piece rate.

40. 2. MERRICK’S MULTIPLE PIECE RATE PLAN:
 It is the modified form of the above plan.
 It worked as:
a. <83% of standard output = paid an ordinary piece rate
b. 83-100% of standard output= paid 110% of basic piece rate
c. >100% of standard output = paid 120% of basic piece rate.

41. NON-FINANCIAL COMPONENTS
COMMISSIONS:
Commissions to managers and employees may be based on the
sales revenue or profits of the company.
FRINZE BENEFITS:
They are the supplements to regular wages received by the
workers at a cost of employers.
They include benefits such as:
-Paid vacation
- pension
-Health insurance etc.