Where does a competent drugstore manager come from?

In today's fierce competition in the pharmaceutical retail market, many pharmacies are moving towards the strategic goal of "field first". To achieve this ideal goal, it is very important to equip an excellent store manager. The owner of a chain drugstore said: "The trouble of expansion is not the capital, but the lack of managers who can take on heavy responsibilities." This sentence represents the voice of all chain bosses. Because competent store managers can't recruit if they want to recruit, nor can they be cultivated in a short time. In the investigation, the author found that the practice of selecting and training store managers in M chain pharmacies is very distinctive, which is introduced as follows:

Two-way selection of "internal cultivation and external introduction"

M pharmacy is a large chain pharmacy in a city, and it always adheres to the principle of "introducing from outside" in the selection of store managers.

Internal training: First, the Human Resources Department and the Operation Department estimate the general demand for store managers this year according to the annual distribution plan and the frequency of cadre replacement, and then release the competitive information to each store. Each store manager reports two places to the headquarters on the eve of the competitive recruitment according to the daily work and quality of the clerk. Then, the human resources department will screen the clerks according to their work experience and work experience, and organize the written test in a unified way that meets the requirements. The written test content includes basic knowledge of pharmacy, GSP related knowledge, business case discussion and so on. Those who pass the written test will arrange the first round of on-site defense separately, and a jury composed of general manager, department manager, store manager and employee representatives will comprehensively evaluate the contestants' language expression ability, speech level and processing ability. Finally, combined with the written test results, the outstanding person will be hired immediately.

External introduction: external recruitment. The main procedures are: recruitment information release, resume recovery, written examination, interview, comprehensive evaluation and competitive recruitment.

"five-step training method"

With the goal of directional training, the next most important thing is training. Through training, the future store manager should have enough understanding of the company's existing development goals and management system to adapt to the needs of the post in advance.

Pre-training evaluation: The time is 1 day. The purpose is to make a comprehensive investigation on the training qualification, training potential and occupational character of the store manager through different interactive activities, so as to select the person who is really suitable for the store manager position.

Theoretical training: 2 days, hire industry experts to do training in store personnel management, promotion management, financial management and so on. Then the trainer will give a question to evaluate the knowledge digested by the trainees, and those who pass the training will enter the next round.

Practice: In 3 days, the prospective store manager will be sent to the store. In order to assess the adaptability of the store manager in actual work, the company will send unannounced visitors to the store to find "stubble". Then the unannounced visitor reports the basic situation of the prospective store manager, and the company arranges further training content according to the actual situation.

Trainee store manager: 2 months. After the above three stages of training, the company can arrange them to be trainee store managers in suitable stores according to their training results and start the first step of their store manager career. During the probation period, we will mainly examine the interpersonal skills and teamwork skills between the prospective store manager and his colleagues, and then according to their daily work, the clerk and the store manager will assess them to confirm whether they can successfully become full members.

On-the-job guidance: 1 month. This stage is the consolidation stage of the transformation of training into results. It is mainly to let the functional departments of the company collect information from all parties, understand their shortcomings as trainee store managers, implement appropriate follow-up guidance, "help the store manager get on the horse and give him a ride", and let them upgrade their careers smoothly.