PRM Exam 3 Questions and Answers Latest Update 2025-2026
What is a needs analysis? - Answers Determine number and type of employees needed for
pharmacy's workload
Differentiate job descriptions and job specifications - Answers 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? - Answers 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
Pros and cons of hiring internal vs external applicants - Answers Internal
-Create openings at lower levels
-Save time and money
-Boost morale
-Uncover hidden talents
-Lack of qualified personnel
-Difficult transitions
-"Who you know" promotion
-Domino effect on traning
-Lack of fresh ideas
External
-New graduates have lower starting salary
-Unemployed: available, lower salary
,-Why are they unemployed?
Importance of having applications - Answers Good for preliinary screening
ID areas to futher explor with candidate
For documentation purposes
Importance of performing reference checks - Answers Past performance is good indicator of
future performance
Help in screening process
Interview process - Answers 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? - Answers 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 - Answers 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 - Answers 1) Provide warnings regarding problem and document
2) Examine all alternatives
3) If have to fire, do it your self
-Private location
-Timing in regards to if they still have to work
-Collect keys and business items
-Have documents for proof
4) Be direct and clear about process; don't apologize or give false hope
5) Expect negative reaction; may want to have witness for security/verification; prepare written
records
6) Be sensitive to other employees
7) Learn from your mistakes
First step in recruitment and selection process - Answers Evaluate organization's needs and
determine right employee type to meet them
What is the biggest problemw ith using a personnel placement service in finding an employee to
hire for a position? - Answers Fees
What is a needs analysis? - Answers Determine number and type of employees needed for
pharmacy's workload
Differentiate job descriptions and job specifications - Answers 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? - Answers 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
Pros and cons of hiring internal vs external applicants - Answers Internal
-Create openings at lower levels
-Save time and money
-Boost morale
-Uncover hidden talents
-Lack of qualified personnel
-Difficult transitions
-"Who you know" promotion
-Domino effect on traning
-Lack of fresh ideas
External
-New graduates have lower starting salary
-Unemployed: available, lower salary
,-Why are they unemployed?
Importance of having applications - Answers Good for preliinary screening
ID areas to futher explor with candidate
For documentation purposes
Importance of performing reference checks - Answers Past performance is good indicator of
future performance
Help in screening process
Interview process - Answers 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? - Answers 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 - Answers 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 - Answers 1) Provide warnings regarding problem and document
2) Examine all alternatives
3) If have to fire, do it your self
-Private location
-Timing in regards to if they still have to work
-Collect keys and business items
-Have documents for proof
4) Be direct and clear about process; don't apologize or give false hope
5) Expect negative reaction; may want to have witness for security/verification; prepare written
records
6) Be sensitive to other employees
7) Learn from your mistakes
First step in recruitment and selection process - Answers Evaluate organization's needs and
determine right employee type to meet them
What is the biggest problemw ith using a personnel placement service in finding an employee to
hire for a position? - Answers Fees
