Competency Area R4: Human Resource Management

Members of the Section of Pharmacy Practice Leaders (SPPL) identified these resources that may be incorporated into the program content in order to develop a well-rounded Health-System Pharmacy Administration and Leadership (HSPAL) resident. Below is an optional list of educational resources for residents to reference to enhance their learning experiences and is in no way a requirement for completion of their residency program or necessary for program accreditation.

• Goal R4.1: Contribute to an overall plan for the organization and staffing of the pharmacy.

  • Objective R4.1.1: (Evaluating) Determine and recommend the staff requirements that match an area of the department’s scope of services.
    • Granko RP, Poppe LB, Savage SW, et. al. Method to determine allocation of clinical pharmacist resources. Am J Health-Syst Pharm. 2012; 69: 1398-1404.
      
      

• Goal R4.2: Conduct recruitment and hiring activities.

  • Objective R4.2.1: (Creating) Use knowledge of the organization’s customary practice to write or revise a job description for a pharmacy position.
    • Hager D, Chmielewski E, Porter AL, et all. Interprofessional development and implementation of a pharmacist professional advancement and recognition program. Am J Health-Syst Pharm. 2017; 74 :1895-1902.
    • Strozyk WR, Underwood DA. Development and benefits of a pharmacy technician career ladder. Am J Health-Syst Pharm. 1994; 51:666–9.
  • Objective R4.2.2: (Applying) Participate in recruitment and hiring for a particular pharmacy position.
    • Cappelli, Peter. Your Approach to Hiring Is All Wrong. Spotlight Series. Harvard Business Publishing. May – June 2019.
    • White SJ. Recruiting, interviewing, and hiring pharmacy personnel. Am J Health-Syst Pharm. 1984; 5: 928-34.
      
      

• Goal R4.3: Participate in the departmental performance management system.

  • Objective R4.3.1: (Applying) Supervise the work of pharmacy personnel.
    • Jeffrey LP. Supervision and on-the-job Training for the Pharmacy Staff. Am J Health-Syst Pharm. 1959; 16: 226-7.
  • Objective R4.3.2: (Creating) Compose and deliver an employee’s performance appraisal.
    • Ashby DM. The Healthcare Manager’s Guide to Performance Appraisal. Am J Health-Syst Pharm. 1993; 10: 2222-4.
    • Granko RP, Poppe LB, Daniels R. Managing peak performers. Am J Health-Syst Pharm. 69; 4: 282-4.
  • Objective R4.3.3: (Applying) Participate in the organization’s progressive discipline process or participate in a progressive discipline case or scenario, if not available.
    • Crow SM, Hartman SJ. Organizational culture: its impact on employee relations and discipline in health care organizations. Health Care Manag (Frederick). 2002 Dec; 21(2):22-8.
    • McConnell CR. Managing employee performance. Health Care Manag (Frederick). Jul-Sep 2004;23(3):273-83.
      
      

• Goal R4.4: Understand how to design and implement plans for maximizing employee engagement and enhancing employee satisfaction and retention.

  • Objective R4.4.1: (Understanding) Explain supportive evidence and the organization’s strategy regarding employee satisfaction and engagement and effective tactics for recognizing and rewarding employees.
    • Amerine LB, Eckel SE, Granko RP et al. Improving employee engagement within a department of pharmacy. Am J Health-Syst Pharm. 2017; 74: 1316-9.
    • Campbell U, Arrowood S, Kelm M. Positive work culture: A catalyst for improving employee commitment.Am J Health-Syst Pharm. 2013; 70: 1657-9.
      
      

• Goal R4.5: Understand labor and contract management principles.

  • Objective R4.5.1: (Understanding) Explain laws affecting various aspects of human resources management and the role of unions in organizations, and their impact on human resources management.
    • Hoerr, John. What Should Unions Do?. International Business. Harvard Business Publishing. May – June 1991.