What are the requirements for becoming a pharmacist?

Pharmaceutical personnel management is a subsystem of pharmaceutical management system. It includes the selection, evaluation, promotion, reserve and training of pharmaceutical personnel, which are closely related to each other and form an extremely complex system engineering.

First, the meaning of medical personnel management

The staffing management of pharmaceutical personnel is the knowledge, methods and norms needed by all units to classify their pharmaceutical personnel correctly and effectively, select and use them, train and educate them, assess and reward them, and give them reasonable welfare benefits. Its purpose is to select qualified and excellent pharmaceutical personnel, make their structure reasonable and give full play to their talents, so as to achieve the highest working efficiency and benefit.

The main task of studying the management of pharmaceutical personnel is to master the scientific way of employing people to guide the management of pharmaceutical personnel, so as to respect knowledge, respect talents, care for talents, know talents, use talents, tolerate talents, educate talents and recommend talents, so as to make the best use of talents.

The management of pharmaceutical personnel is the primary link of pharmaceutical affairs management. It is an important guarantee for the development of pharmaceutical science and hospital pharmacy to build a high-level professional pharmaceutical technical team and manage it well, whether from the macro perspective of pharmaceutical career or from the micro perspective of each unit.

The number of pharmaceutical scientists, pharmacists and pharmaceutical engineers in a country, as well as the number of college students and graduate students in pharmaceutical colleges (departments), are important indicators to measure the level of pharmaceutical career, pharmaceutical science and technology and potential in the country. The level of pharmacy and science and technology is an important index to measure the medical and health level of this country. Judging from the amount of drug consumption, which represents one of the medical and health levels, the amount of drug consumption in industrialized countries accounts for 70% of the total global drug consumption; China exhibition accounts for13.8%; Planned economy countries (excluding China) account for 17.3%, and the per capita drug consumption level of industrialized countries in West Germany is 154.63 USD. The level of drug consumption and pharmaceutical industry in a country has a great relationship with the number of pharmaceutical workers and technicians in this country. Take Japan as an example. 198 1 year, there are 1 02.2 pharmacists and 138.2 doctors per110,000 residents in Japan, and the ratio of pharmacists to population is about 1: 1000.

Someone once counted the ratio of pharmacists to population. The most developed country is1:1000; Underdeveloped countries1:2000; The developed countries are 1: 10000. It can be seen that building a large contingent of pharmaceutical talents is the basic condition for the development of medical and health undertakings.

At present, the shortage of pharmaceutical talents in China is a prominent contradiction; On the other hand, there are many problems in the structure, use, assessment, training and promotion management of pharmaceutical personnel, as well as giving full play to their enthusiasm and role, which need to be solved urgently. Since the promulgation of the Drug Administration Law, the management of pharmaceutical personnel has aroused widespread concern. The management of pharmaceutical personnel has become a key issue for pharmaceutical departments of pharmaceutical production and trading enterprises and medical units, as well as drug supervision and administration and drug inspection institutions to perform their duties and implement the Drug Administration Law. Many pharmaceutical production and operation enterprises, medical units, drug inspection institutions and drug supervision and administration departments have carried out demand forecasting for pharmaceutical personnel, formulated development plans for pharmaceutical personnel, formulated training plans and established training bases. Many units have put the use, promotion and assessment of existing pharmaceutical personnel on the agenda.

(2) The role of pharmaceutical personnel The undertaker and executor of pharmaceutical technical work and technical management tasks of pharmaceutical personnel is the main force to complete this work.

1. To carry out pharmaceutical technical work, new drug research, drug production, drug quality control, drug storage, clinical pharmacy and other work must be completed by pharmaceutical personnel. In all kinds of pharmaceutical technical work, we should pay attention to working methods, put forward schemes, carry out experiments, solve difficult problems in experiments and production, and control and ensure the quality of drugs from the technical and management aspects. In pharmaceutical technical work, pharmaceutical personnel who master pharmaceutical knowledge and skills are the most active factor, the main force to complete the task, the pioneer of new pharmaceutical technology and the lifeline of pharmaceutical technical work in our hospital.

2. Pillar of Implementing Drug Administration Regulations To implement these regulations, we must rely on pharmaceutical personnel. Pharmacists are the easiest to understand and understand the significance of implementing these laws to ensure the quality of drugs. Only when pharmaceutical personnel carry out their work in accordance with the requirements of laws and regulations can they ensure the implementation of drug management laws and regulations. Pharmacists are the executors and pillars of drug management regulations formulated by the state.

3. With the development of science and technology, guide doctors and patients to use drugs correctly. The variety of drugs has increased dramatically, with 30,000 to 40,000 drugs on the market in many countries. The nature, efficacy, side effects, taking methods and compatibility of various drugs are becoming more and more complicated, and adverse drug reactions and drug-induced diseases are also very serious. The correct use of drugs has become an urgent requirement of medical and health work. Doctors have the responsibility to use drugs correctly, but since pharmacists are most familiar with the nature of drugs, it is the responsibility of pharmacists to consult, suggest and guide the correct use of drugs. Although the degree and methods of pharmacists' guidance are different in different countries, the dizzy effect of pharmacists is becoming more and more obvious.

4. The backbone of pharmaceutical affairs management. On the one hand, this role is reflected in the fact that a considerable number of pharmaceutical personnel are responsible for technical management; On the other hand, pharmaceutical personnel engaged in technical work also undertake a lot of management work, such as pharmacists in pharmacies and engineers and technicians in pharmaceutical workshops to plan, organize, coordinate, supervise and manage. Therefore, the backbone role of pharmaceutical personnel in pharmaceutical affairs management is very prominent.

Second, the source of pharmaceutical personnel

(1) After graduating from high and secondary pharmaceutical colleges, they will be assigned to units with the state.

(two) according to the needs of the unit, in accordance with the procedures and systems prescribed by the state, entrust the high and secondary pharmaceutical colleges (departments) to train.

(3) Recruiting graduates from paid day schools, graduates not included in the distribution by the state, and graduates independently distributed by the school.

(four) pharmaceutical enterprises or institutions or systems through the approval of the establishment of medical staff universities, secondary schools, training pharmacists.

(5) Employees who have passed the adult examination, participated in evening university or correspondence study organized by pharmaceutical colleges, and obtained graduation certificates, can be employed as pharmaceutical personnel.

Third, the establishment of hospital pharmacy personnel.

Generally, it can be calculated according to the proportion of the total number of health technicians, the number of beds or the combination of the two, or compiled by the method of actual workload calculation.

(1) Calculate the ratio of beds to personnel in general hospitals according to the ratio of the total number of health technicians. According to the scale and tasks of hospitals, the Trial Draft of Organizational Principles of General Hospitals issued by the Ministry of Health 1978 stipulates that pharmaceutical personnel account for 8% of health technicians.

With the development of clinical pharmacy, some experts suggest that pharmacists should account for 10% of the total number of health technicians in the hospital, of which pharmacists account for 30%; According to the business scope, technical conditions and equipment of military pharmacies, pharmaceutical personnel should generally account for 8% ~ 9% of the staffing of health technicians.

Hospitals below the county level can be appropriately reduced according to the situation. Chinese and western medicine personnel must undergo professional training and have professional knowledge in order to be competent for pharmaceutical work.

We should increase the number of accounting statisticians needed for the reform of drug management in hospitals. The pharmacy department should also be equipped with handyman.

(2) According to the bed ratio, the ratio of pharmacists and beds at all levels stipulated by the Ministry of Health is 1:80~ 100, other pharmacists are 1: 15~ 18, and Chinese medicine preparation processors are1:60 ~.

According to the present situation of military hospitals, the ratio of pharmacists to beds can be calculated according to the ratio of general hospitals 1:50~60 and garrison hospitals 1:60~70.

Four, the selection and appointment of pharmaceutical personnel

(A) the principle of selection and appointment

1. According to the principle of need, first of all, how many pharmaceutical personnel a unit needs, the main influencing factors are: national regulations; The need to complete the task; The needs of work development; The need for rationalization of organizational structure. Second, what kind of pharmaceutical personnel are needed, which will be determined by the nature of the unit and the nature of the task. The third is what time is needed, which is closely related to the overall planning and planning of the unit. It can be estimated for more than five years to make a dynamic change forecast of the unit personnel. The purpose is to get an average value needed every year, which can be expressed in proportion or ratio.

2. Clarify the principles of professional titles and job requirements. The responsibilities of professional titles and positions at all levels should be clearly defined, and the selection and appointment conditions of pharmaceutical personnel should be determined according to their provisions. Although the requirements of professional titles and posts are different, their basic contents should include: scope of responsibilities, authority (or business work), relationship between superiors and subordinates, technical requirements, required ideological style and moral character. The requirements for selecting pharmaceutical personnel mainly include intelligence, experience, values, ability, performance, courage and style. By comparing the clear professional title and job requirements with the qualifications of candidates, supplemented by their "resumes", we can avoid one-sidedness in selecting candidates only by looking at their existing work achievements. Because the existing achievements can not completely determine whether this person is qualified for the last title and position, and make the same achievements in the future; At the same time, there are many factors that affect the existing work results. However, this does not mean to choose people with poor performance, but to have a comprehensive and developing point of view and apply the principle of energy level correspondence and coordination.

3. The principle of meritocracy The selection and appointment of pharmaceutical personnel should be based on the principle of meritocracy, just like the selection of other talents, mainly focusing on the word "meritocracy". This principle involves the standards, methods and systems of selection and appointment, and more importantly, it involves the understanding, training, ideological style and level of the person in charge of the institution (or any committee) that selects pharmaceutical personnel. As a leader in selecting and appointing pharmaceutical personnel, he should have a high sense of responsibility for the pharmaceutical cause and socialist construction, that is, love the party, patriotism and socialism. Love needs knowledge. The key to identifying talents is the level of understanding and assessment methods of leaders. On the other hand, we should get rid of the old concept of seniority and wage unremitting struggle against unhealthy trends. Implementing the principle of meritocracy is a rather complicated problem. Its implementation will promote outstanding talents to stand out and promote the prosperity of pharmacy.

1. It is an important method of scientific management to forecast the demand of pharmaceutical personnel, make plans and forecast methods. In order to investigate the current situation of pharmaceutical personnel (including quantity, quality, proportion, distribution and use, etc.). ), only on the basis of scientific investigation and analysis and scientific prediction can we make the plan for pharmaceutical personnel.

Predicting and planning the demand of pharmaceutical talents is the basis of selection and appointment, and it is also the basis of developing pharmaceutical education and cultivating pharmaceutical talents. In the past, due to the lack of talent demand forecast and talent reserve, there was an imbalance between supply and demand.

The word recruitment is widely used now. Generally, it is mostly used to recruit and employ personnel from outside, including selecting and transferring personnel from graduates of various high and secondary pharmaceutical colleges and recruiting pharmaceutical personnel from the society. Recruitment work includes: deciding who is responsible for recruitment, the quantity and quality of recruiters, approval procedures and so on. This paper mainly introduces how to check the quality of personnel when recruiting. Although the power of the employer is not great at present, judging from the reform trend of the personnel system, the decision-making power of the employer in recruitment will be expanded.

The core problem of recruiters is how to examine and identify the level standard of recruiters by scientific methods: (1) intelligence test, whose purpose is to measure brain power and memory, the sensitivity of thinking and the ability to observe the relationship between complex things. (2) Ability adaptability test, the purpose is to discover the existing technical ability and the potential to master these technologies respectively. (3) Occupation test, the purpose is to find the most suitable position. (4) Personality test, the purpose is to measure the potential of leaders.

At present, the method adopted in China is examination (written examination and interview), with the purpose of understanding the knowledge level and foreign language level of candidates; Review the candidate's past performance; Review the business materials and certificates provided by the candidates or the original unit to understand their work performance; Review documents; Try it for a while. How to realize the scientific examination screening is a subject that leaders and personnel departments are very concerned about. How to recruit pharmacists in pharmacies is also under study. Many countries have implemented the pharmacy pharmacist qualification examination, which belongs to the national unified examination. Graduates of pharmaceutical colleges must pass the pharmacist information examination to obtain a qualified certificate before they are eligible to apply to become pharmacists in pharmacies.

Five, the use of pharmaceutical personnel

The way of employing people is an extremely important content in leadership science and the basis of leadership work. A leader who doesn't know how to use people means that he doesn't have the basic conditions for leadership; Leading organs, especially personnel organizations, do not master the way of employing people, which will cause great losses to the cause and the country. The way of employing people is a widely studied topic in management. In management practice, we have accumulated rich experience and many lessons. People have summed up many regular things and put forward many theories and principles. This monograph is well done and well discussed.

Generally speaking, the principle of employing people is also called the principle of energy level, which means that different energies should be appointed according to the quantity; Different jobs should be suitable for energy talents, which can also be said to be the right place at the right time. But this principle cannot be used mechanically, because people are changing, so it is difficult to accurately measure and judge people's energy, nor can it be adjusted mechanically; On the other hand, job responsibilities cannot be the same. Pharmacists in affiliated hospitals of medical colleges and universities and county hospitals or retail pharmacies cannot have the same titles. Therefore, the principle of energy level of employing people should be mastered flexibly.

It is an important task for medical department leaders to use pharmaceutical personnel correctly and give full play to their roles. The role of pharmaceutical personnel has been discussed before, and understanding this problem is the basic principle to solve the use of pharmaceutical personnel. Although the erroneous view that pharmaceutical personnel are dispensable in order to run pharmaceutical factories and pharmacies well has been refuted by objective facts, it is still a factor that can not be ignored in preventing the correct use of pharmaceutical personnel.

The use of pharmaceutical personnel involves the design and implementation of their post responsibilities, so we should fully consider the professional characteristics of pharmaceutical personnel and give full play to their professional talents. Generally speaking; Administrative affairs, accounting work and workers' work should not be included in the post responsibilities of pharmaceutical personnel, so that they are caught in complicated daily administrative logistics work and have no time to perform the main duties of pharmaceutical personnel at all levels stipulated by the state. Pharmacists should not seek perfection and blame, but should not only engage in technical work, but also engage in the design and maintenance of equipment and instruments. Not only can you make medicine, but you can also see a doctor, be a doctor and engage in nursing. Even a clinical pharmacist's main duty is to use drugs correctly, not to diagnose patients. A specific pharmacist should not be required to understand and complete all pharmaceutical work. The further development of hospital pharmacy in the future will make medical technicians more professional. For specific people, we should foster strengths and avoid weaknesses. It is not effective to arrange people suitable for production to engage in research work or to arrange people suitable for research to engage in production technology work in the workshop. No one is perfect and no one is all-rounder. The so-called use of talent is essentially the use of talent. "If you can achieve something, you can become a good person; If you make good use of people, there is a way. " In other words, only the units and collectives that are good at employing people can achieve career success.

At present, the number of pharmaceutical personnel in China is seriously insufficient. It is an important task for pharmaceutical management leaders at all levels to be good at using pharmaceutical personnel, give full play to their professional expertise, mobilize their enthusiasm and use them in suitable positions.

Six, the classification of pharmaceutical personnel titles

The so-called professional title classification is an institutionalized and standardized personnel management design. It classifies the responsibilities of all kinds of personnel according to the nature of the work and the required conditions, determines the name, evaluates the grade, determines the remuneration and formulates the norms as the basis of personnel management. On the basis of this analysis, the selection, use, teaching, reward, punishment, rest and protection of personnel are divided into ten categories (or series); Various ranks and grades are divided horizontally according to job responsibilities and required conditions, and are generally divided into senior titles, intermediate titles and junior titles. The first level includes grades, such as the series of titles of teachers in higher education system, and its senior titles include professors and associate professors.

The title classification of hospital pharmacy staff is a branch of health technical title, that is, the technical title of pharmacy staff.

1. The technical titles of pharmaceutical personnel and pharmaceutical personnel are divided into senior, intermediate and junior pharmaceutical personnel. The titles of senior pharmacists are chief pharmacists (chief Chinese medicine practitioners), deputy chief pharmacists (deputy chief Chinese medicine practitioners), chief pharmacists (chief Chinese medicine practitioners) and pharmacists (Chinese medicine practitioners), while the titles of middle and primary pharmacists are pharmacists (Chinese medicine practitioners) and pharmacists (Chinese medicine practitioners). * * * Sixth grade. The director and deputy director pharmacists (Chinese pharmacists) among senior pharmaceutical personnel are called senior titles, and the competent pharmacists (Chinese pharmacists) are intermediate titles.

(1) make the professional title commensurate with the work, worthy of the name;

(2) make people cooperate with each other; Be in the right position;

(4) It is convenient for continuing training;

(5) indicate the promotion method;

(6) promoting reasonable evaluation;

(7) Improve the retirement system;

(8) Promoting work reform;

Seven, the assessment of pharmaceutical personnel

(I) Purpose and Significance of Assessment A scientific assessment of pharmaceutical personnel is conducive to their best efforts and due diligence; It is conducive to encouraging the advanced and the backward; It is conducive to knowing people and being good at their duties and discovering talents; It is beneficial to supervise the study of technical knowledge, improve the quality of pharmaceutical personnel and enhance work efficiency. Through scientific examination, we can fully understand the advantages and disadvantages of personnel, and provide reliable basis for selecting and training pharmaceutical personnel and awarding various titles. At the same time, it is also an important measure to correctly implement the reward and salary system, establish and improve the post responsibility system and improve the quality of the pharmaceutical team.

The basic purpose of pharmaceutical personnel assessment is:

2. Israel's ability to make appropriate decisions;

3. Give fair treatment. These three are interrelated.

(II) Contents and methods of assessment The assessment should be comprehensive. According to the requirements of the responsibilities and conditions of pharmaceutical personnel at all levels, combined with the situation of the unit, the post responsibility system and assessment standards and methods should be formulated. Formulate assessment standards and strive to achieve standardization and quantification. It is necessary to conduct a comprehensive assessment from the aspects of morality, ability, diligence and performance, and make classified policies, each with its own emphasis. The assessment methods of pharmaceutical personnel can be divided into evaluation method and measurement method. The former is a qualitative method and the latter is a quantitative method.

1. The evaluation method is based on the technical title standards of all kinds of pharmaceutical personnel and the detailed implementation rules formulated by each unit, and the pharmaceutical personnel are placed at the same level for comparative analysis, on the basis of which a comprehensive evaluation is made. The evaluation contents of the evaluation method can be summarized as follows:

(2) Work performance: According to the standard of professional title, the key is to examine the achievements that have been made.

(3) Business ability: Ability can be divided into exertion ability and retention ability. Ability can be judged by work performance, work attitude and motivation assessment; Through the examination of basic ability (knowledge, skills, physical strength) and psychological familiarity ability (understanding ability, judgment ability, creativity ability, expression ability, planning ability, management ability, etc.). ), we can judge the retention ability, which is the potential ability. It is very important and difficult to judge people's potential ability. In order to properly judge. We should give him every opportunity to do all kinds of work, and look at his ability through the performance of all kinds of work.

(4) Academic level: refers to the level of basic and professional knowledge, the level of foreign languages, and the level of academic opinions in papers and monographs.

(5) Work attitude: including discipline, coordination, enthusiasm and responsibility. The key is to evaluate what kind of enthusiasm and attitude to work with.

All the above assessments, such as work performance, work attitude, ideology and morality, are conducted in the past tense, that is, to examine past facts. Professional ability and academic level are carried out in the present form, depending on the ability and level at the time of assessment, that is, judging a person's ability and level according to the necessary conditions of professional titles. If you want to make effective use of your own abilities and improve your work efficiency, it depends on whether you can correctly evaluate your abilities.

2. Measurement and evaluation methods can quantify some evaluation contents and measure and evaluate them. Such as prescription quantity, result registration, workload calculation and so on. However, due to the mental work of pharmaceutical personnel, a lot of work is difficult to measure, or judged by quantity alone. Therefore, this method is an auxiliary method of evaluation.

There are many ways and means of assessment, and the main points should be mastered as follows: (1) confirm the facts; Analysis and evaluation of different elements; Comprehensive evaluation. The assessment of pharmaceutical personnel should be institutionalized, standardized and regular. Generally speaking, there should be two or four performance assessments, two work attitude assessments, one ideological and moral assessment and one business ability assessment within one year. The process of assessment is generally personal summary, mass appraisal and organizational review.

3. Personnel assessment in Japan consists of performance assessment and emotional assessment (i.e. work attitude, moral character, etc.). ) and capacity assessment. Combine personnel assessment with correct treatment. Generally speaking, when you are promoted, you should pay attention to the ability assessment; Pay attention to performance evaluation when rewarding. If a person's ability is not significantly improved and his grades are not very good, but he works hard, in this case, it is unfair if he does not pay attention to emotional assessment, and he should be rewarded by raising his salary. Only in this way can we mobilize all kinds of positive factors. The specific approach is: the reward is mainly based on achievements, that is, achievements account for 60%, and family ties account for 40%; The salary increase is mainly based on family, supplemented by achievement and ability, that is, family accounts for 40%, achievement accounts for 30%, and ability accounts for 30%; The bad grades of promotion are mainly ability, supplemented by grades and family ties, that is, ability accounts for 50%, family ties for 20% and grades for 30%.

Eight, the establishment of management mechanism

Pharmacy management is an important part of hospital management. The main contents of pharmacy management mechanism include: dynamic mechanism; Situation dispute mechanism; Binding mechanism; Motion mechanism.

(A) Dynamic mechanism is also called self-motivation mechanism. Including the main force and the anti-main force. Initiative refers to the self-development of pharmacies and the interests of employees. There are two forms, one is material interests and the other is spiritual needs.

1. Material interests involve the material interests of employees, and the most basic requirement is fair distribution. This is because the distribution of each member who takes part in the work is directly related to the source of life for himself and his family members. Therefore, fair distribution, implementation of the socialist distribution principle, distribution according to employees' jobs, business skills and scientific research achievements, rewarding diligence and punishing laziness, and reflecting more work and more pay are good ways to stimulate employees' good work motivation and arouse their enthusiasm. In addition, it is also very effective for social commercial pharmacies to try their best to solve problems for their employees and do some real good things to stimulate their enthusiasm.

Spirit needs spiritual encouragement to play a role that material rewards can't. Can be achieved through the following aspects:

(1) Cultivate and give full play to employees' sense of ownership; For example, let employees participate in pharmacy management, let employees feel that they are the masters of the hospital, and should make more contributions to the development of medical care. We should attach importance to improving the status of workers, vigorously publicize the advanced figures and models emerging in the construction of medical ethics, promote and reuse young and middle-aged pharmaceutical personnel, and provide opportunities for those with real talents to display their talents, thus driving everyone to update their knowledge, learn professional theories, learn pharmaceutical affairs management, and cultivate an enterprising atmosphere.

(2) Meet the spiritual needs of employees: for example, leaders often take the initiative to listen to the criticisms, opinions and suggestions of the masses and implement them. If conditions permit, we can carry out some recreational activities, and also carry out academic and experience exchange activities to enrich and enrich the spiritual life of employees, so that everyone can feel the value of their own existence and improve collective cohesion.

3. Inverse power refers to the change of the outside world, and what pharmacies need is adaptability and adaptability. In a word, the dynamic mechanism is the internal mechanism for pharmacies to realize self-optimization. It shows that the internal organizational structure and business activities are self-renewing to adapt to the changing relationship between supply and demand of medicine under the condition of market economy.

(2) The competition mechanism is also called the survival of the fittest mechanism. This kind of competition is mainly the quality competition of pharmaceutical personnel, including pharmacists' professional skills, knowledge level, management ability, cultural literacy and many other aspects. Specifically, from the objective requirements of reform, the competition among various posts (business) should be the survival of the fittest, and everyone should be placed in a suitable post. Posts are divided into leadership positions and business functional positions.

1. Through the open recruitment, employment and election system, pharmacy managers and department heads can improve their existing business ability, knowledge level and management ability; People who understand the market economy are selected to leadership positions, and leaders should be able to go up and down.

2. Business functions include pharmaceutical professionals engaged in various jobs in pharmacies. It is mainly to implement the employment system and post assessment system, and arrange personnel with certain professional quality and medical ethics in the most suitable positions, so as to give full play to the initiative and creativity of employees.