the best results from the workforce in any organization requires
meticulous strategy planning and implantation. To fully harness
individual strengths to achieve overall success as a team, it is
vital to pay close attention to the individual and general methods
used in managing the workforce. These management approaches often
cover many things, from shift schedules
understanding the individual
strengths and weaknesses of each staff member amongst other things.
While a number of these strategies also apply in a pharmacy, there
are some peculiarities to look out for in managing human resources in
Efficient management of the pharmacy workforce does not just increase profits; it also improves the overall efficiency of organizational processes. Apart from this, it also helps attract the best talent and maintain high staff retention in the pharmacy. This is important considering the shortage of Pharmacists in the workforce1. It is currently projected that there is a deficit of about 7.3 million workers in the global healthcare workforce2.
Pharmacy Workforce consists of Pharmacists, pharmacy technicians,
counter assistants, and in some cases, some other healthcare
professionals. While each team member has unique roles, there are
some overlaps in their responsibilities. This indicates a need to
ensure effective collaboration in the work process.
In some instances, the Pharmacist is saddled with managing the pharmacy, which includes the workforce, alongside his primary pharmaceutical care roles. However, there can also be a non-pharmacist manager who is primarily responsible for the affairs of the pharmacy while the Pharmacist focuses on delivering pharmaceutical care services.
structure has significant effects on the performance of any
As a pharmacy manager, it is important to have the structure of the
organization clearly defined and articulated. Good organizational
structure makes the work process easy and clear to every member of
the workforce. Some of the crucial elements of formal structures
include task characteristics, strategic orientation, and
Itemizing these elements in line with the goal of the pharmacy would
go a long way in maximizing the potential of the workforce.
vital tip to maximizing the pharmacy workforce is understanding the
strengths and weaknesses of its members. Understanding the strengths
and weaknesses of each member of staff helps to effectively assign
responsibilities and ensure the overall growth of the workforce4.
It is also essential to carry the team along in the appraisal
process. This helps each individual know their strengths and
weaknesses and commit to their development process.
of the processes in pharmacies require collaboration5.
Pharmacists have to work with pharmacy technicians and other members
of the workforce to deliver quality pharmaceutical care. This is why
pharmacy managers should encourage teamwork as much as possible.
Considering the possibility of diversity in the workforce, this can
sometimes be a challenge. However, one of the best ways around it is
to leverage the emotionality individualized responsibility approach6.
This involves acknowledging that emotions significantly affect a
person’s work and are often a response to an external stimulus.
Understanding this helps pharmacy managers get the best outcomes from
important element of effective collaboration is communication. It is
essential that the pharmacy workforce can communicate clearly and
efficiently. This can be achieved with workable communication
channels, especially between staff whose jobs are related.
Communication gaps can lead to a breakdown in the organizational
process which can be costly to clients and the pharmacy.
delegating responsibilities can go a long way in helping members of
staff with capacity building. Delegating some tasks to members of the
pharmacy workforce gives them opportunities to learn about
However, delegating responsibilities might require some oversight
from the pharmacy manager to ensure that the delegated task is well
state of the work environment goes a long way in affecting the
quality of work done by staff. Happier employees perform better7.
Apart from individual work, staff members work better in teams and
have higher productivity levels. Once a pharmacy manager can build a
happy work environment, the pharmacy would also attract some of the
best talent available.
of the common knotty areas for most pharmacy managers is managing the
Running a pharmacy requires that the premise is open at all necessary
times. Closing the pharmacy at the wrong period can sometimes lead to
major regulatory sanctions. The implication is that managers need to
prepare a work rotation arrangement ahead of time. This way, staff
members are well aware of their shifts ahead of time and can work
towards it appropriately. In the event that any modification has to
be made, staff can notify the manager ahead of time.
can affect the day-to-day running
of the pharmacy. The pharmacy should not be understaffed at any time.
On the other hand, having too many people working per time is not
financially efficient for the business.
would help to make plans for staff obligations such as public and
personal holidays in creating the work rotation arrangement. All
these help ensure that the pharmacy is open and running when
necessary. There are digital
tools that can help with managing staff rotation arrangements.
Some of these tools can even help automate the process, so all the
pharmacy manager needs to do is take a second look to make any
like is obtainable in other work environments, conflicts are not
always inevitable in a pharmacy. A pharmacy should also have conflict
resolution mechanisms stated in the organizational process.
conclusion, getting the best outcomes from the pharmacy workforce
requires effective management. While this can sometimes seem
complicated, it is easy and achievable with the right approach.
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