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Pharmacy Administration > Prefinals Part 1- Chapter 4 (Page 56) > Flashcards

Prefinals Part 1- Chapter 4 (Page 56) Flashcards

1
Q

Is critical in a pharmacy because of the employees and workers into various operating units.

A

Staffing

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2
Q

Is a term used in the sphere of employment.

A

Staffing

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3
Q

Managing people also known as

A

Human Resource Management (HRM)

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4
Q

Is essential in any pharmacy because it deals with providing care to people.

A

Managing people or HRM (Human Resource Management)

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5
Q

Is defined as the process of achieving organizational objectives through the management of people.

A

HRM (Human Resource Management)

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6
Q

Pharmacist, of course, have to be licensed and must adhere to the requirements for continuing education.

A

Licensing and registration

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7
Q

The number of hours an employee works, per week.

A

Hours

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8
Q

The bulk of a person’s earnings comes from a base salary or wage and incentives, such as bonuses.

A

Compensation

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9
Q

Health insurance, discounts on merchandise, pension plans, and other benefits play a major role in staffing, particularly in attracting new employees and retaining existing ones.

A

Fringe Benefits

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10
Q

How long will vacations be? When can they be taken? While is important for employees to have vacation time, such scheduling cannot be allowed to disrupt the operation of the business.

A

Vacations

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11
Q

To what extent will employees be allowed time off for personal need, emergencies, holidays, and birthday, etc?

A

Time off

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12
Q

Each employee should be given adequate training for the job.

A

Training

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13
Q

Conflicts between and among employees are bound to occur.the best course of action is to plan for them and establish a procedure.

A

Grievance

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14
Q

A major consideration in the staffing process is whether higher level position can be filled within the pharmacy.

A

Promotion

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15
Q

Will there be a review of employee performance?

A

Personal review

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16
Q

Clearly written policies must be developed to make the ______ as clear as possible form both an operational and legal standpoint

A

Termination

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17
Q

Is the process of attracting job candidates with the right characteristics and skills to fit jobs openings.

A

Recruitment

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18
Q

Is determining a job description (the activities the job entails ) and a job specification.

A

Job analysis

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19
Q

before a manager can begin to recruit and select employees, he or she should perform certain analysis

A

Job analysis

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20
Q

Emphasize personal qualities

A

Job specification

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21
Q

It is a statement that identifies what the job consists of and who the superior are to whom then accounted for.

A

Job description

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22
Q

It is a process of expecting and providing for the movement of the people into, within, and out of the company, business, or organization to support the firm’s business strategy.

A

Strategic Human Resource Planning.

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23
Q

a human resource planner estimates the number and abilities of people that the firm will need to operate in the foreseeable future.

A

Planning for future needs

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24
Q

a planner predicts how many current employees are likely to remain in the organization. The difference between this number and the number of employees needed leads to the next steps.

A

Planning for future turnover

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25
Q

the organization must engage in recruitment and employee selection or layoffs to attain the number of people required.

A

Planning for recruitment, selection, and layoffs -

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26
Q

An organization always needs experienced and compete workers.

A

Planning for training and development

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27
Q

The common sources of potential employees can be categorized in two ways:

A

(1) internal and (2) external.

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28
Q

Aside from having a comprehensive understanding of the position of the organization, recruiters must be able to identify the sources of human resources.

A

Actual Recruitment of Applicants

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29
Q

Individuals within the organization may be well-suited to fill the open positions.

A

Internal Sources.

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30
Q

involves - attracting applicants from outside the organization.

A

External Sources/External Recruiting

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31
Q

an open position is

one method of reaching a wide range of possible applicants.

A

Advertising.

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32
Q

A “help wanted” sign in a pharmacy’s window is a kind of advertising that allows any passerby to find an opportunity.

A

Drop-ins.

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33
Q

An organization that

helps match employers and employees typically for

government jobs.

A

Public Employment Agencies.

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34
Q

An organization that helps employers find employees and vice- versa.

A

Private Employment Agencies.

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35
Q

The school provides placements for students looking for careers in different fields related to their course program.

A

School Placement.

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36
Q

These are people who show up at the
forum without invitation.

A

Walk-in.

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37
Q

These are people who write unsolicited job-seeking letters.

A

Write-in.

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38
Q

The internet has become a major source of recruiting job candidates. One reason is that there are dozens of free websites that can be used by job applicants and sometimes, by employers.

A

Online recruiting.

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39
Q

is the process of choosing which people would best fill specific jobs.

A

Selection

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40
Q

To indicate the applicant’s career objective

A

Completed job applications

41
Q

To conduct a quick evaluation of the applicant.

A

Initial screening

42
Q

To measure applicant’s performance in previous and/or current job/s, skills and abilities to learn on the job

A

Testing

43
Q

To makes certain that the applicant is honest in his or her résumé or application form

A

Background investigation

44
Q

To learn more about the applicant as an individual

A

In-depth selection interview

45
Q

To make sure that the applicant is physically capable of performing what is expected of him or her; to protect other employees against contagious diseases; to establish the health records of the applicant; and to protect the employer from unjust work’s claims of compensation

A

Physical examination

46
Q

To fill a job vacancy or position

A

Job offer

47
Q

is one in which the applicant is given the opportunity to demonstrate his or her occupational skills (compound prescription, patient counseling, dispensing, and knowledge of pharmacy practice).

A

Job Proficiency Test

48
Q

Psychological Test which includes

A

aptitude, personality, and vocational interest tests.

49
Q

measure the potential for performing satisfactorily on the job, given sufficient training.

A

Aptitude tests

50
Q

measure personal traits and characteristics that could be related to job performance. _______ _______ have been quite controversial because they might lead to discrimination from employers and false answers from applicants.

A

Personality tests

51
Q

measure preferences for engaging in certain activities such as mechanical, clerical, literary, or managerial work.

A

Interest tests

52
Q

designed to measure the extent of person’s integrity which relates to job behavior.

A

Integrity Test

53
Q

The search selection process for hiring an employee is just one part of the overall staffing process.

A

Employee orientation

54
Q

For a new employee, an orientation program may last for several days, weeks, or even months depending on the kind of job and pharmacy.

A

The orientation process

55
Q

An _____ ______ can also be of considerable value in handling future disputes and problems.

A

Employee handbook

56
Q

involves welcoming new employees, presenting a positive first impression, providing information that will allow them to settle into their new responsibilities, and to establish early expectations of performance and behavior (Umiker, 1998).

A

Orientation training

57
Q

helps current employees keep up with the development of the organization, learn new information, develop new skills to perform better, and refresh capabilities that may have diminished over time.

A

Job training

58
Q

Unless making decisions, the trainee is allowed to do something, and in most cases that means the individual will never fully develop.

A

Development must be action-oriented.

59
Q

One-shot, short-term training programs do not tend to be effective. The training needs to be continuous, even after the employee has been promoted.

A

Development must be an ongoing process.

60
Q

Trainees who are not allowed to make errors without receiving severe penalties in their development process will feel stifled and will not reach their full potential.

A

Program must allow room for mistakes.

61
Q

in order to suit the needs of individual employees. Recognition should be given to the unique strengths and weaknesses of each new employee,

A

The process of development must be flexible

62
Q

Pharmacies rarely need to hire people who can make immediate contributions. Because of this, OJT offers a distinct advantage.

A

On-the-job training (OJT).

63
Q

in pharmacies can be used where there are two or more middle management positions. Here, employees trade jobs on a relatively frequent basis during the training period so that each has an opportunity to manage a whole spectrum of positions.

A

Job rotation.

64
Q

If management is training a person to assume a top-level position, it may be practical to make the trainee an “assistant to.”

A

Creation of “assistant to” positions.

65
Q

In some instances, the

employee development process may include training off the premises.

A

Off-the-job training.

66
Q

New employees in non-management jobs must also be trained.

A

Non-management Training

67
Q

This is the most frequently used training method for non-management. Jobs tend to be routine, and employers typically do not want to invest considerable sums of money in training.

A

On-the-job training.

68
Q

Jobs that require extensive training and practice are often handled on an apprenticeships or internships basis. Such preparation may take several years and utilizes both on- and off-the-job training.

A

Apprenticeships and internships.

69
Q

are a necessary part of any staffing process. The salary level must not exceed the pharmacy’s limitations on costs.

A

Wages and benefits

70
Q

Most employers mistakenly view wages as the only significan cost in the staffing process. Employee benefits can be very costly if not carefully administered.

A

Benefit Programs

71
Q

The first Minimum Wage Law was enacted in 1951 providing for minimum wage at P4.00/day. From then, up to 1989, increases in minimum wage were affected by wage laws enacted by Congress.

A

Minimum Wage

72
Q

Holiday pay is a benefit granted by law, to all covered workers, as a gratuity.

A

Holiday Pay (Article 94)

73
Q

An employee is entitled to acquire additional compensation (premium pay) when he or she is required by the employer to work overtime or beyond the regular eight hours, on days when he or she should be off, or regular holidays or special days.

A

Premium Pay

74
Q

The normal number of hours in a regular working day is 8 hours within the same 24-hour period.

A

Overtime Work

75
Q

Usually, a worker is expected to work during the daytime. However, there are certain situations that compel the employer to continue operations beyond the normal daytime working hours.

A

Night Shift Differential

76
Q

The Labor Code requires that an employee who has provided at least one year of service is entitled to a paid service incentive leave of 5 days.

A

Service Incentive Leave

77
Q

are not required by law, although collected by most restaurants, night clubs, lounges, hotels, etc. But when ____ ____ are collected, the law provides a manner of distribution in order to avoid conflicts between management and its workers.

A

Service Charges

78
Q

is granted to an employee who is involuntarily and permanently dismissed from his or her job.

A

Separation Pay

79
Q

Prior to the enactment of the retirement law on January 7, 1993, employers were not required to pay retirement benefits except when CBA provides for benefits under a retirement program or the company extends retirement benefits as part of company policy.

A

Retirement Pay

80
Q

All employers are required to pay their employees regardless of the nature of the latter’s employment and the method of salary payment provided they have worked for at least 1 month during a calendar year. The __ ____ pay should be given to the employees not later than the 24th of December.

A

13th Month Pay (P. D. 851)

81
Q

The maternity benefit is granted to a pregnant employee, married or unmarried, with an accumulated service of at least 6 months within the last 12 months.

A

Maternity Benefits

82
Q

Before 1996, paternity leave was not mandatory, but since July 1996, the benefit has been extended and exclusive to male employees who are married to and cohabiting with his legitimate spouse at time of birth or miscarriage. It is only available for the first 4 deliveries/miscarriages.

A

Paternity Leave

83
Q

___ ___ ____ is an agency established to provide meaningful protection to members and their families against contingencies resulting from temporary loss of income or financial burden and to contribute to the socio-economic development of the country through a viable social insurance program.

A

Social Security System

84
Q

The earliest laws on workmen’s compensation were the Workmen’s Compensation Law and the Employer’s Liability Act. Both laws provided for amelioration of the worker’s conditions when he or she suffers some permanent, partial or temporary disability due to injury or illness.

A

Employees Compensation Commission (ECC)

85
Q

is a disability, which prevents an employee from performing his or her work for an extended period of not more than 120 days, unless such disability requires medical attendance beyond 120 days, but not more than 240 days.

A

Temporary Total Disability

86
Q

is a disability, which causes the harmful and permanent loss of the use of any significant part of an employee’s body.

A

Permanent Partial Disability

87
Q

A disability that lasts for more than the period prescribed for Temporary Total Disability and prevents an employee from pursuing his or her usual work and earning therefrom.

A

Permanent Total Disability

88
Q

The enactment of RA 7875, known as the National Health Insurance Act of 1995, established the Philippine Health Insurance Corporation (PhilHealth). Replacing the old Medicare, it administers and manages a sustainable program that not only ensures better benefits at an affordable cost but also extends quality and relevant health care services to a broader membership base that leads to universal coverage.

A

PhilHealth

89
Q

A Home Mutual Development Fund was earlier created by the government under PD. 1752, and subsequently amended by RA 7742, otherwise known as the Pag-IBIG Fund. With the exception of employees/workers receiving a monthly salary of less than P4,000.00, membership with the Fund is mandatory for all SSS or GSIS members.

A

Pag-IBIG

90
Q

performs the necessary or desirable tasks in the regular business or operations of the employer. To emphasize, the regularity or casualness of the employment is not what classifies a regular employee but the nature of the employee’s job.

A

Regular Employee

91
Q

It is one hired to fill up a regular plantilla position in the company but who is to undergo a trial period dictated by law to be no longer than six (6) months.

A

Probationary Employee

92
Q

works for a short duration of time and the work assignment may possibly be related to the business or trade of the employer.

A

Contractual Employee

93
Q

is one whose service has been engaged intermittently in various periods, within a period of at least one year.

A

Casual Employee

94
Q

period of employment is fixed to last the duration of a specific project or phase.

A

Project Employee

95
Q

It is a person who is hired to perform a certain task or set of tasks, the duration of which is pre-determined on the employment during a particular season.

A

Seasonal Employee

96
Q

A _____ _____ is hired temporarily for the purpose of substituting for a regular employee who may be absent from his or her position for some valid reason, such as extended sick leave, study leave, military service, etc.

A

Substitute Employee

97
Q

the best known variety of aptitude test, measures the ability to solve problems and learn new materials.

A

mental ability test

98
Q

are designed to determine whether a person would enjoy a particular activity or occupation.

A

Interest tests

99
Q

The required additional compensation given for work rendered beyond designated hours called

A

overtime pay.

Pharmacy Administration (5 decks)

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