PRM EXAM 3 (FINAL) 2025 WITH 100% ACCURATE
SOLUTIONS
What is a needs analysis? - ✅✅✅CORRECT -Determine number and type of employees needed for
pharmacy's workload
Differentiate job descriptions and job specifications - ✅✅✅CORRECT -Duties of job, chain of
command, etc.
Requirements to fulfill the position, skills, etc.
Where and how do we advertise for and recruit pharmacists? Would that differ for non-professional
personnel? - ✅✅✅CORRECT -Word of mouth is common
Referrals, government agencies, advertising, campus recruitment, professional meetings,
walk/call/write-ins, w/in organization, head hunters
Newspaper (especially Sunday) is common
Importance of having applications - ✅✅✅CORRECT -Good for preliinary screening
ID areas to futher explor with candidate
For documentation purposes
Importance of performing reference checks - ✅✅✅CORRECT -Past performance is good indicator of
future performance
Help in screening process
Interview process - ✅✅✅CORRECT -Provide info not easily obtained from other sources
Pleasant setting, minimize distractions
Be familiar with job specifics, review documents and find needed info, outline
Warm-up
Open ended questions
, Should include: essentials of job, tour, explanation of organization structure/expectations
Conclusion: convey positive image of position, final questions, when to expect decision
Get other people involved (ask secretary about interaction before interview)
What might be covered in employee's orientation? - ✅✅✅CORRECT -Duties
Performance expectations
Organization values
Employment details (insurance, retirement, profit sharing programs)
Policies and procedures
Understanding of why tasks are performed certain why
Explain how/when to obtain info
Details on working relationships
Job behavior standards
Performance appraisal process - ✅✅✅CORRECT -Friendly, non-threatening environment, no
interuptions
Review employee's results and compare goals
Have all supporting documents available
Review strengths first and how to build
Gradually introduce needed improvements and how to achieve
Use concrete examples
Formulate specific action plan with timeline
Document
Should do this informally every day as needed so it doesn't build up
Termination processs - ✅✅✅CORRECT -1) Provide warnings regarding problem and document
2) Examine all alternatives
SOLUTIONS
What is a needs analysis? - ✅✅✅CORRECT -Determine number and type of employees needed for
pharmacy's workload
Differentiate job descriptions and job specifications - ✅✅✅CORRECT -Duties of job, chain of
command, etc.
Requirements to fulfill the position, skills, etc.
Where and how do we advertise for and recruit pharmacists? Would that differ for non-professional
personnel? - ✅✅✅CORRECT -Word of mouth is common
Referrals, government agencies, advertising, campus recruitment, professional meetings,
walk/call/write-ins, w/in organization, head hunters
Newspaper (especially Sunday) is common
Importance of having applications - ✅✅✅CORRECT -Good for preliinary screening
ID areas to futher explor with candidate
For documentation purposes
Importance of performing reference checks - ✅✅✅CORRECT -Past performance is good indicator of
future performance
Help in screening process
Interview process - ✅✅✅CORRECT -Provide info not easily obtained from other sources
Pleasant setting, minimize distractions
Be familiar with job specifics, review documents and find needed info, outline
Warm-up
Open ended questions
, Should include: essentials of job, tour, explanation of organization structure/expectations
Conclusion: convey positive image of position, final questions, when to expect decision
Get other people involved (ask secretary about interaction before interview)
What might be covered in employee's orientation? - ✅✅✅CORRECT -Duties
Performance expectations
Organization values
Employment details (insurance, retirement, profit sharing programs)
Policies and procedures
Understanding of why tasks are performed certain why
Explain how/when to obtain info
Details on working relationships
Job behavior standards
Performance appraisal process - ✅✅✅CORRECT -Friendly, non-threatening environment, no
interuptions
Review employee's results and compare goals
Have all supporting documents available
Review strengths first and how to build
Gradually introduce needed improvements and how to achieve
Use concrete examples
Formulate specific action plan with timeline
Document
Should do this informally every day as needed so it doesn't build up
Termination processs - ✅✅✅CORRECT -1) Provide warnings regarding problem and document
2) Examine all alternatives
