From establishment to Practice

Initial investment cost

• Breakdown
• Running cost
• Sources of capital : self
loan (collateral)
Business plan
 How much it takes to start a simple
pharmacy at present
S.N0 Particular Rate/piece Quantity Total
1 Furniture
Showcase
Rack
Table
Chair
2 Refrigerator
3 Tables
4 Computer and printer
5 Telephone
6 Electricity
7 Notice board
8 Stapler
9 Medicine
Surgical
non-surgical
 How much it takes to start a simple pharmacy at present
S.N0 Particular Rate/piece Quantity Total
1 Furniture
Showcase
Rack
Table
Chair
2 Refrigerator
3 Tables
4 Computer and printer
5 Telephone
6 Electricity
7 Notice board
8 Stapler
9 Medicine
Surgical
non-surgical
 How to register in DDA
• NPC registration
• Location plan
• House-rent contract
• Citizenship photocopy
• Expected investment
 Renewal
• Pan registration: recent revenue bill
• Renewal charge : Rs. 312
 Terms of registration
• Single
• Partnership (;fe]mbf/L)
 Pharmacy
Management
 Management of Manpower, materials and
finance
• Management is about decision making;
- efficient use of economic resources like capital
(money), buildings, stocks and personnel.
• Decisions also have to be made on how and
where the manager’s time is spent.
• A good manager will be a good communicator.
• In pharmacy a good manager will understand the
customer and what that customer wants from
the pharmacy and from the pharmacy staff.
 Management skills
• Managers must possess specific skills in order
to effectively manage people, systems and
processes.
• These skills are technical, interpersonal, and
conceptual.
• Technical : day-to-day operations of the org.
• Interpersonal: communications with patients
• Conceptual: healthcare system relation
A model of related elements in management in community pharmacy
Inventory Finance Law
stocks Accounts Premises
Pharmacy Business
stock control Budgets Rent or buy?

Human resource
Operations research Employment
Information technology Motivation
Computers Professional
development

Decision making

Time
Marketing
management Merchandising
Selling

Communication skills
Understanding the The pharmacy environment
consumer/patient community pharmacy history and
Paralinguistics development
Body language
 Employee recruitment, retention and
compensation
• Recruitment
- develop a complete, up-to-date job description.
- determine the advertising medium you will use
to recruit for the position.
-screen job applicants and plan interviews.
-interview job candidates.
-Conduct background checks- at minimum, check
references and confirm education and
certification.
 Develop a comprehensive and up-to-date
job description
• Includes
1. What are the roles and responsibilities of this
position? List the most important areas first and
then follow up with secondary responsibilites .
2. What kind of previous work experiences is necessary
for the position? Is this an entry level, an intermediate,
or senior-level position? Note the minimum level of
experience necessary to effectively perform the position.
3. What levels of education and certification are necessary?
Can significant work experience offset education?
 Determine the advertising medium you will
use to recruit for the position.
• How will you let prospective candidates know
that this position is available?
• Are these qualified candidates internal to your
organization?
• Recruiting resources:
- employment or recruiting agencies
- electronic postings on job boards
-advertisement in print media
-job fairs
Screen job applicants and plan interviews .
• Start with the job description
- choose the candidates that fulfill the criteria (advertised)
• Develop a criteria chart
-educational requirement
-years-of-experience requirements
-Five or ten most important job duties or responsibilities of
the position
-five or ten most critical technical skills or competencies
required of the position
-five or ten most critical interpersonal or interactive skills
required of the position
Screen job applicants and plan interviews ..

• Rank the candidate:

• Watch for red flags and note questions
• Prepare for the interview
- write interview questions in advance
* write criteria-based questions
-write open-ended and behavior based
questions
Screen job applicants and plan interviews …

• Write job related and nondiscriminatory questions

- In general it is inappropriate to ask questions about
an individual’s race, color, religionm, sex, or national or
ethnic origin.
• Decide on phone or in-person interviews
• Schedule candidates
• Involve relevant others
• Give finalists a copy of the job description
• Conduction of skill tests
• Communicate a time frame for the interview
 Behavior based questions
• The best way to get at past behavior is to phrase your
questions along the following lines :

1. This job will require xxxx. Talk to me about a time when you
have done xxxx, and describe for me how you did it
successfully.
2. How did you handle a situation like xxx in your last job? Give
me some specific examples.
3. What would your current boss describe as your real strengths,
and what would he or she likely describe as areas where you
would benefit from constructive coaching or mentoring?
 Retention
• Your people resources – human capital – are
your most important assets
• Successful organizations recognize that the
true source of their long-term competition
advantage is their people.
• Employees are the force that can drive
velocity, quality, innovation, customer service
and satisfaction, and the efficient use of
resources.