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63 Cards in this Set
- Front
- Back
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It is also ______ for the new employee-whether a pharmacist or not-to br oriented to the pharmacy and the position, and future advancement within the pharmacy will be based on job performance. |
Imperative |
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Must strive to acclimatize new employees to the pharmacy, the job, and the other personnel. |
Management |
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Also can be considerable value in future cases of labor disputes. |
Employee Handbook |
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Is whether any employees are to be prepared for advancement in the future. |
Training |
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Also shows employees that the pharmacy owner is concerned about them and their development. Rather than being viewed as "warm bodies" they are considered a real part of the pharmacy in whom the employer is willing to invest both time and money. |
Training programs |
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Also shows employees that the pharmacy owner is concerned about them and their development. Rather than being viewed as "warm bodies" they are considered a real part of the pharmacy in whom the employer is willing to invest both time and money. |
Training programs |
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Management Training and Development: Certain guidelines: |
• action oriented • ongoing process • provide room for mistakes • flexible enough to be geared to the needs of individual employees • controlled and monitored |
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Also shows employees that the pharmacy owner is concerned about them and their development. Rather than being viewed as "warm bodies" they are considered a real part of the pharmacy in whom the employer is willing to invest both time and money. |
Training programs |
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Management Training and Development: Certain guidelines: |
• action oriented • ongoing process • provide room for mistakes • flexible enough to be geared to the needs of individual employees • controlled and monitored |
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Common types of program to DEVELOP FUTURE MANAGERS: |
On-the-job training (OJT) Job rotation Creation of "assistant to" positions Off-the-job training |
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This process may be less time-consuming, complex, and expensive than training future managers. |
Non-management Training |
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Also shows employees that the pharmacy owner is concerned about them and their development. Rather than being viewed as "warm bodies" they are considered a real part of the pharmacy in whom the employer is willing to invest both time and money. |
Training programs |
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Management Training and Development: Certain guidelines: |
• action oriented • ongoing process • provide room for mistakes • flexible enough to be geared to the needs of individual employees • controlled and monitored |
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Common types of program to DEVELOP FUTURE MANAGERS: |
On-the-job training (OJT) Job rotation Creation of "assistant to" positions Off-the-job training |
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This process may be less time-consuming, complex, and expensive than training future managers, it certainly is no less important. |
Non-management Training |
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Most common techniques for training non-management personnel: |
On-the-job training - most frequently used training methods for non-mgmt positions |
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Also shows employees that the pharmacy owner is concerned about them and their development. Rather than being viewed as "warm bodies" they are considered a real part of the pharmacy in whom the employer is willing to invest both time and money. |
Training programs |
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|
Management Training and Development: Certain guidelines: |
• action oriented • ongoing process • provide room for mistakes • flexible enough to be geared to the needs of individual employees • controlled and monitored |
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Common types of program to DEVELOP FUTURE MANAGERS: |
On-the-job training (OJT) Job rotation Creation of "assistant to" positions Off-the-job training |
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This process may be less time-consuming, complex, and expensive than training future managers, it certainly is no less important. |
Non-management Training |
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Most common techniques for training non-management personnel: |
On-the-job training - most frequently used training methods for non-mgmt positions |
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Minimal supervision |
Internships |
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Close supervision |
Apprenticeships |
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Night shift differential |
Add 10% |
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Night shift differential |
Add 10% |
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Meaning of NWPC |
Minimum wages and productivity commission |
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Meaning of NWPC |
Minimum wages and productivity commission |
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Holiday Pay is Article no. ___ |
94 |
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Regular holidays executive no. ___ |
203 |
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Overtime Work Article no. ___ |
87 |
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Separation Pay |
Article 283-284 |
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Retirement Pay Article 287 as ammended by RA ____ |
7641 |
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An agency established to provide meaningful protection to members and their families against contingencies resulting in temporary loss of income or financial burden. |
Social Security System |
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Paternity leave : __ days |
7 days |
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Retirement Pay Article 287 as ammended by RA ____ |
7641 |
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An agency established to provide meaningful protection to members and their families against contingencies resulting in temporary loss of income or financial burden. |
Social Security System |
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Paternity leave : __ days |
7 days |
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Is a disability, which prevents an employee from performing his work for a continuous period not exceeding 120 days |
Temporary Total Disability |
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Is a disability, which causes the harmful loss, permanently, of the use of any part of an employees body. |
Permanent Partial Display |
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Prevents an employee from pursuing his usual work and earning there from. Complete loss of sight of both eyes Loss of two limbs Brain injury Such cases determined by the system |
Permanent total disability |
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Are necessary or desirable in the usual business or trade of the employer. |
Regular Employee |
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Subject for approval to be Regular |
Probationary Employee |
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Prevents an employee from pursuing his usual work and earning there from. Complete loss of sight of both eyes Loss of two limbs Brain injury Such cases determined by the system |
Permanent total disability |
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Are necessary or desirable in the usual business or trade of the employer. |
Regular Employee |
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Subject for approval to be Regular |
Probationary Employee |
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Its objective is is to promote and to establish an adequate housing credit system for the members and to invest their collective provident savings. |
PAG-IBIG |
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Prevents an employee from pursuing his usual work and earning there from. Complete loss of sight of both eyes Loss of two limbs Brain injury Such cases determined by the system |
Permanent total disability |
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Are necessary or desirable in the usual business or trade of the employer. |
Regular Employee |
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Subject for approval to be Regular. |
Probationary Employee |
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Its objective is is to promote and to establish an adequate housing credit system for the members and to invest their collective provident savings. |
PAG-IBIG |
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It is the one whose work is for a short duration and the work assignment may possibly be related to the usual business or trade of employer. |
Contractual Employee |
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It is the one whose service have been engaged intermittently, in various periods within a period at least one year snd may extent for a longer period but his service are either continuous or broke. He is always the one rehired. He need not be formally issued regular status appointment. |
Casual Employee |
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It is the one whose period of employment has been fixed for specific project or phase thereof, the completion or termination of which has been pre-determined at the date he was hired. |
Project Employee |
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It is the one who hired to form a task, the completion of which is pre-determined on the employment is for the duration of the season. |
Seasonal Employee |
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Prevents an employee from pursuing his usual work and earning there from. Complete loss of sight of both eyes Loss of two limbs Brain injury Such cases determined by the system |
Permanent total disability |
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Are necessary or desirable in the usual business or trade of the employer. |
Regular Employee |
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Subject for approval to be Regular. |
Probationary Employee |
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Its objective is is to promote and to establish an adequate housing credit system for the members and to invest their collective provident savings. |
PAG-IBIG |
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It is the one whose work is for a short duration and the work assignment may possibly be related to the usual business or trade of employer. |
Contractual Employee |
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It is the one whose service have been engaged intermittently, in various periods within a period at least one year snd may extent for a longer period but his service are either continuous or broke. He is always the one rehired. He need not be formally issued regular status appointment. |
Casual Employee |
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It is the one whose period of employment has been fixed for specific project or phase thereof, the completion or termination of which has been pre-determined at the date he was hired. |
Project Employee |
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It is the one who hired to form a task, the completion of which is pre-determined on the employment is for the duration of the season. |
Seasonal Employee |
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Is hired temporarily for the purpose of substituting for a regular employee who may be absent from his post for some valid reason. |
Substitute Employee |
