Annual work summary of pharmacy 1 1. Basic information of enterprise training. In 20xx years, there were 153 regional managers, store managers and trainee store managers in all branches of our company, and the actual training was 153, with a training rate of xx0%, with an average of 96 days per person/year; Licensed pharmacists and pharmacists * * 2 12, all of whom participated in continuing education and on-the-job training; The number of trained health consultants reached 89. At present, there are 159 reservists trained in the base.
The company has 500 square meters of audio-visual training center; 1 pharmacist training base, 2 store manager training bases and 8 health consultant training bases; Training instructor 14.
In the autumn of 20xx, the company's training base was awarded the title of "Hangzhou College Student Training Base" by Hangzhou Personnel Bureau. 20xx was promoted by the industry at the general meeting of Zhong Bai Pharmacy Alliance in April, and a series of practices were affirmed by more than 50 top pharmaceutical retail chain enterprises in China. Sichuan Xinglin Pharmacy and Guizhou Zhi Lin Pharmacy arranged more than 20 trainee store managers for study and exchange.
Second, the main experience and highlights
(A) model innovation: training base model
Company training has always been the focus of every year. In the past, teachers were invited to give lectures, trade associations held meetings, and expensive courses were sent out. The form of "speaking above and listening below" is just blindly adopted, which is boring and can't arouse students' interest, resulting in students learning quickly and forgetting quickly. There is also "hearing excitement, thinking of being moved, and returning to the post can't act." They spend a lot of manpower, material resources and financial resources, which are not brought into play and implemented in practical work, which affects the confidence of training.
At the end of 20xx, the company's leaders made up their minds to carry out training reform, taking the 300-square-meter Gudun store as the experimental field and transforming the audio-visual training center. Chairman Chen Jinliang said, "You will never become a good swimmer by learning to swim on the shore." We are crossing the river by feeling the stones, adopting the training mode, experiment, research and development. Teachers are both learners, practitioners and researchers. In order to better carry out the training task, the company combines post and skill learning, takes practical work as the starting point and end result of training, and establishes a training mechanism combining learning, examination and application, that is, what to learn and what to test. The guiding ideology is that training is not how much time and content you have learned, but how much you will use in your work.
(2) the attitude and skills of grasping both hands.
Only through training can I finally become a professional modern pharmaceutical worker. The most popular understanding of professionalism is: willing to learn, willing to do and able to do. Professionalization mainly includes two aspects: attitude and skills. "Attitude is everything." The company combines a long history of medical culture, medical professional ethics, corporate mission and management system to educate students, change behaviors by changing attitudes, and strengthen behaviors to fix patterns.
Specialized "pharmaceutical services" such as related drugs, prevention and treatment of chronic diseases, self-medication, prescription review and health education are the top priorities of the training course. The biggest feature that distinguishes the pharmaceutical retail industry from other commercial retail enterprises is specialization, which requires all staff, especially pharmaceutical technicians, to fully grasp the concept of "pharmaceutical service" in the new period. Qualified employees in front-line training of stores must meet the assessment standards of primary pharmacists.
(3) Mainly concentrated in three areas: pharmacists, store managers and health consultants.
Pharmacists are the main professional backbone. As the ultimate gatekeeper of drug flow to patients, it is particularly important for pharmacists to continue education and update their knowledge. In the actual recruitment of pharmacists, a large part of them come from production enterprises, wholesale and circulation enterprises and other provinces that have obtained professional titles through qualification, so that they don't know the basic rules of the pharmaceutical retail industry in retail stores. From reviewing and deploying doctors' prescriptions to the classified management of drugs in stores, from drug consultation and guidance to tracking and collecting adverse reactions, gsp certification and implementation, the relationship between gsp and enterprise management, medical insurance policies, etc., a large number of pharmacists have a brand-new process of re-learning and re-adaptation.
The store manager is the soul of the store operation, so he needs to be familiar with the front-line workflow, the company's management and operation mode, business indicators, personnel management, team building and other important work of Tiantianhao Pharmacy. Foreign store managers need someone to guide the operation of the new company.
Shop assistants, especially students who have just graduated from school, generally have three major problems: first, they are not familiar with the necessary professional knowledge of drugs, can not fully understand the recommended drugs, and have no confidence in correctly guiding customers to buy and use them; Second, it lacks the service concept of retail industry, and the clerk is not positioned accurately, which can't attract customers; Third, I don't know the location, price, function, origin, specifications and efficacy of the drugs displayed and stored in our store, so I can't give detailed and professional answers to customers' inquiries to meet their needs.
According to the different positions and skills of personnel, the company has established different training bases, selected lecturers at different levels, and selected different courses for training. For general courses such as company history, corporate culture and management system, the training center will arrange courses in a unified way. Eliminate all kinds of pre-employment nervousness, establish a positive practical mentality, carry out career education and establish legal person status in the company.
(d) Improve the training courses of the four modernizations: detailed, basic, targeted and modular.
1, detailed
Pharmacy training is very extensive, as small as 1 stance, 1 sentence, 1 replenishment plan, 1 price tag of business personnel; As much as 1 drug treatment plan, 1 drug, 1 prescription, drug supervision and management laws and regulations, medical insurance and other related policy knowledge. The training content is complicated. We will decompose all the above skills and knowledge according to three positions and make a detailed course, in which theory accounts for 20%, on-site training accounts for 70% and group activities account for xx%.
2. Foundation
Start from the basics-establish a basic teaching model so that every student can learn and learn well. Basic management plays a decisive role in the development of a company, and laying a good foundation is the most important step in the company's development. There is no magic to win by foundation. All courses are the basic skills and knowledge of the post. We believe that the initial training is not to cultivate and solve difficult problems, but to solve the problem of teaching them to fish. The courses we adopt are not elite and theoretical courses, but basic courses like coaches and instructors learning to drive.
Take ... as the goal
Training should be targeted, closely linked to the actual work of the company, but also to understand the wishes of employees, combined with the needs of the company. After objective analysis, carefully formulate the future development field and direction of each employee. Everyone has a training file and every employee has a training plan. Their setting itself is very targeted and purposeful. Moreover, its training content is also set according to the personal shortcomings of employees and the problems encountered in the development of enterprises. Through learning, employees finally achieve the goal of improving their personal skills and solving practical problems in enterprises.
4. Modularization
Training is a continuous process, and employees are trained in standardized continuous courses for three months. In three months, on the basis of ensuring the training time, everyone has to pass the exam of each module. There are nearly 36 small modules in pharmacist training, 45 small modules in store manager training and 23 small modules in shop assistant training. Which module is the weakness of students, find out the shortcomings and strengthen the study of this module.
(5) Strengthen five mechanisms: examination and assessment mechanism, employee incentive mechanism, assessment and exchange mechanism, process closed-loop mechanism and scientific evaluation mechanism.
1, examination and assessment mechanism
Mainly, each module has passed strict examination, and a certificate of completion will be issued after passing the examination. Then, never lower the assessment standards, and strictly unify the assessment. Students who fail the exam continue to study at the base. Generally, graduation takes 3 months, and about xx% will extend the training time. In actual training, the longest training time of the base is 9 months.
2, employee incentive mechanism
The training incentive mechanism combining "training, evaluation, application and governance" is an important way to stimulate people's internal motivation. At the beginning of the training, employees participating in the training should apply, make their own promises and make their own vows-bleeding and sweating, not crying, not falling behind. Help students establish the concept of lifelong learning and change "I want to learn" into "I want to learn".
Start with firm confidence-let everyone believe that there are no students who can't learn well, and turn faith into confidence and action. At the beginning of each training, the base will hold a lecture with the theme of "no students who can't learn well", and use their own personal experience to explain that there are no students who can't teach well, and set up and publicize models. In the actual training process, the company did not take the initiative to eliminate one student, only four students withdrew from the study because of their own family reasons.
In learning, first, set goals and mobilize the power of personal learning. Second, help in pairs and mobilize the power of teamwork. Third, pay special attention to and mobilize the power of emotion. Tutors and students live together, not only care about their work, but also care about their lives, thoughts and emotions, and encourage students to make progress with all-round humanistic care.
After the exam, a graduation ceremony will be held, and he will be solemnly commended at the monthly management cadre meeting of the whole company, so that he can state his training course and achievements himself. Nearly 200 people applauded him and shared the joy of success. The chairman of the company personally presented certificates and flowers. Many store managers burst into tears with excitement and were ecstatic at the commendation meeting.
3. Evaluation and exchange mechanism
The exchange of experience between students is essential. Training work can not be limited to the centralized teaching of instructors, but also give full play to the students' own resources, and strengthen exchanges between students through group activities, field expansion, morning and evening comments, etc. Through the exchange of experience between new and old students, the effect of mentoring can be achieved, so that new students can get familiar with the work as soon as possible; Through the exchange of experience between students, they can get familiar with each other and enhance their collective consciousness and team consciousness.
4. Process closed-loop mechanism
Every training has introduced a closed-loop management mechanism of learning-evaluation-tracking-improvement. Training evaluation includes the evaluation of trainees, lecturers and training managers. Its focus is on the effectiveness of the lecturer's teaching, the actual tracking of the students' work, the utilization rate of the knowledge learned, whether the training leads to behavior changes, improving the training through feedback information and improving the training effect through evaluation.
5. Scientific evaluation mechanism
It is necessary to establish a scientific training evaluation mechanism, including training qualification examination system, training base cultivation evaluation system, daily teaching management system, lecturer ability evaluation system and training achievement evaluation system. Through evaluation and comparison, promote the healthy competition among the base, instructors and students.
Summary of Annual Work Chapter II Company, a pharmacy, combines the long history of medical culture, professional ethics of pharmacy, corporate mission and management system to educate students, and fix the pattern by changing attitudes and behaviors. The summary is as follows:
First, the basic situation of enterprise training
In XX years, there were 153 regional managers, store managers and trainee store managers in all branches of our company, and the actual training was 153, with a training rate of 100%, with an average of 96 days/year per person; Licensed pharmacists and pharmacists * * 2 12, all of whom participated in continuing education and on-the-job training; The number of trained health consultants reached 89. At present, there are 159 reservists trained in the base.
The company has 500 square meters of audio-visual training center; 1 pharmacist training base, 2 store manager training bases and 8 health consultant training bases; Training instructor 14.
In the autumn of 20xx, the company's training base was awarded the title of "Hangzhou College Student Training Base" by Hangzhou Personnel Bureau. In April of XX, it was promoted by the industry at the Congress of Zhong Bai Pharmacy Union, and a series of practices were affirmed by more than 50 top pharmaceutical retail chain enterprises in China. Sichuan Xinglin Pharmacy and Guizhou Zhi Lin Pharmacy arranged more than 20 trainee store managers for study and exchange.
Second, the main experience and highlights
(A) model innovation: training base model
Company training has always been the focus of every year. In the past, teachers were invited to give lectures, trade associations held meetings, and expensive courses were sent out. The form of "speaking above and listening below" is just blindly adopted, which is boring and can't arouse students' interest, resulting in students learning quickly and forgetting quickly. There is also "hearing excitement, thinking of being moved, and returning to the post can't act." They spend a lot of manpower, material resources and financial resources, which are not brought into play and implemented in practical work, which affects the confidence of training.
At the end of 20xx, the company's leaders made up their minds to carry out training reform, taking the 300-square-meter Gudun store as the experimental field and transforming the audio-visual training center. Chairman Chen Jinliang said, "You will never become a good swimmer by learning to swim on the shore." We are crossing the river by feeling the stones, adopting the training mode, experiment, research and development. Teachers are both learners, practitioners and researchers. In order to better carry out the training task, the company combines post and skill learning, takes practical work as the starting point and end result of training, and establishes a training mechanism combining learning, examination and application, that is, what to learn and what to test. The guiding ideology is that training is not how much time and content you have learned, but how much you will use in your work.
(2) the attitude and skills of grasping both hands.
Only through training can I finally become a professional modern pharmaceutical worker. The most popular understanding of professionalism is: willing to learn, willing to do and able to do. Professionalization mainly includes two aspects: attitude and skills. "Attitude is everything." The company combines a long history of medical culture, medical professional ethics, corporate mission and management system to educate students, change behaviors by changing attitudes, and strengthen behaviors to fix patterns.
Specialized "pharmaceutical services" such as related drugs, prevention and treatment of chronic diseases, self-medication, prescription review and health education are the top priorities of the training course. The biggest feature that distinguishes the pharmaceutical retail industry from other commercial retail enterprises is specialization, which requires all staff, especially pharmaceutical technicians, to fully grasp the concept of "pharmaceutical service" in the new period. Qualified employees in front-line training of stores must meet the assessment standards of primary pharmacists.
(3) Mainly concentrated in three areas: pharmacists, store managers and health consultants.
Pharmacists are the main professional backbone. As the ultimate gatekeeper of drug flow to patients, it is particularly important for pharmacists to continue education and update their knowledge. In the actual recruitment of pharmacists, a large part of them come from production enterprises, wholesale and circulation enterprises and other provinces that have obtained professional titles through qualification, so that they don't know the basic rules of the pharmaceutical retail industry in retail stores. From reviewing and deploying doctors' prescriptions to the classified management of drugs in stores, from drug consultation and guidance to tracking and collecting adverse reactions, gsp certification and implementation, the relationship between gsp and enterprise management, medical insurance policies, etc., a large number of pharmacists have a brand-new process of re-learning and re-adaptation.
The store manager is the soul of the store operation, so he needs to be familiar with the front-line workflow, the company's management and operation mode, business indicators, personnel management, team building and other important work of Tiantianhao Pharmacy. Foreign store managers need someone to guide the operation of the new company.
Shop assistants, especially students who have just graduated from school, generally have three major problems: first, they are not familiar with the necessary professional knowledge of drugs, can not fully understand the recommended drugs, and have no confidence in correctly guiding customers to buy and use them; Second, it lacks the service concept of retail industry, and the clerk is not positioned accurately, which can't attract customers; Third, I don't know the location, price, function, origin, specifications and efficacy of the drugs displayed and stored in our store, so I can't give detailed and professional answers to customers' inquiries to meet their needs.
According to the different positions and skills of personnel, the company has established different training bases, selected lecturers at different levels, and selected different courses for training. For general courses such as company history, corporate culture and management system, the training center will arrange courses in a unified way. Eliminate all kinds of pre-employment nervousness, establish a positive practical mentality, carry out career education and establish legal person status in the company.
(d) Improve the training courses of the four modernizations: detailed, basic, targeted and modular.
1, detailed
Pharmacy training is very extensive, ranging from 1 standing posture to 1 sentences, 1 replenishment plan and 1 sales staff price tag. big
As much as 1 drug treatment plan, 1 drug, 1 prescription, drug supervision and management laws and regulations, medical insurance and other related policy knowledge. The training content is complicated. We break down all the above skills and knowledge according to three positions and make a detailed course, in which theory accounts for 20%, field training accounts for 70% and group activities account for 10%.
2. Foundation
Start from the basics-establish a basic teaching model so that every student can learn and learn well. Basic management plays a decisive role in the development of a company, and laying a good foundation is the most important step in the company's development. There is no magic to win by foundation. All courses are the basic skills and knowledge of the post. We believe that the initial training is not to cultivate and solve difficult problems, but to solve the problem of teaching them to fish. The courses we adopt are not elite and theoretical courses, but basic courses like coaches and instructors learning to drive.
Take ... as the goal
Training should be targeted, closely linked to the actual work of the company, but also to understand the wishes of employees, combined with the needs of the company. After objective analysis, carefully formulate the future development field and direction of each employee. Everyone has a training file and every employee has a training plan. Their setting itself is very targeted and purposeful. Moreover, its training content is also set according to the personal shortcomings of employees and the problems encountered in the development of enterprises. Through learning, employees finally achieve the goal of improving their personal skills and solving practical problems in enterprises.
In a blink of an eye, 20xx years have gradually drifted away with the rings of time, and a new year is coming. Looking back on this year's work, there are hardships, joys, gains and regrets.
20xx is a landmark year for xx. We have successfully transformed from a single retail pharmacy to a pharmaceutical chain company. Within a year, we opened three chain stores. Because it has just started, the speed of opening a store is also planned. As long as we have been adhering to the company's business philosophy, it is estimated that xx chain stores will blossom everywhere in Wenzhou in the future. As the manager of a xx chain store, this year is also a significant year for me. From the store manager to the store manager, I know that my role is not only the manager, but also the position of the operator. It is difficult to stay in business, and it is even harder to start a business! Since the company has given me such a platform, I feel a great responsibility. When a new store opens, everything is difficult at the beginning. If the preliminary work is not done well, it will be more difficult to manage in the future, so all development must be controlled. The store manager must serve as a bridge between the preceding and the following. In fact, we should seriously implement the company's business strategy, and in the following time, we should correctly convey the company's principles and decisions. Be fair and just in dealing with people, be worthy of the leadership of the world, be worthy of the employees of the world, and never be selfish. Because he is a manager, he must stand at a higher height than the employees; Because you are the manager and your employees are your comrades-in-arms, you should fight side by side. Don't deliberately open or close the distance with employees. It's no use talking more. Only sincerity can make people feel the same. The trust of employees is the best executive power of the store manager.
I am born in 1980s, deeply influenced by China's traditional Confucianism. I especially admire the way of Confucius and Mencius, cultivate one's morality and cultivate one's character, and govern the country with benevolence and righteousness. In fact, the same is true of managing a company. The key to enterprise development lies in people. If a pharmacy wants to develop steadily for a long time, it must have good economic benefits as the premise and good reputation as the backing to achieve a win-win situation for operators and consumers. How to achieve this situation requires a professional manager and a strong team. As the person in charge of a shop, I deeply understand the importance of talents to enterprises. How to explore talents, how to cultivate talents and how to form a team are the most important things for the long-term development of enterprises. Home and everything! A high-quality, cohesive and harmonious team will definitely bring long-term economic benefits to the company. The value created by a talent for an enterprise must be greater than his own value! If a person can't show his value in his work, he must leave or leave early, and he can't have the attitude of "tasteless food, but a pity to abandon it". That is equivalent to increasing the burden on the company and laying hidden dangers for its own stores. I believe everyone knows that a mouse excrement has ruined a pot of porridge. As a store manager, we should be good at grasping everyone's mentality, developing everyone's potential, division of labor and cooperation, achieving complementarity and coordination, and the responsibility lies with people. "Everyone cleans their own snow", so that everyone can do their own thing, and their house will not be frosted, creating a harmonious, harmonious, friendly and mutually supportive working environment for them, so that they can enjoy their work and get sustainable development.
With the atmosphere, everyone's enthusiasm will naturally go up. If you work happily, everyone's service attitude will naturally be good. I really don't know that the people in our Wutian store have always been very low-key, unless the headquarters often conducts training and gives us opportunities for exchanges among the three stores. We just do what we should do, and we never want to compare our performance with other stores. Admittedly, I didn't know that they would follow our example and regard us as competitors. This may have become their slogan. Of course, this is not a bad thing, it will only make us urge ourselves to do better!
Facing the work next year, I feel a great responsibility. We have been in business for almost a year, but our performance has never reached the ideal goal. Everything is a cloud! Only performance is king! I want to focus on the following aspects:
First, cooperate with the headquarters to increase the training of employees, increase the training of medical knowledge, learn to use drugs together, and increase the unit price of customers.
Second, establish a sense of responsibility that employees love their jobs and are highly loyal to the company, focusing on the overall situation. Comprehensively improve the comprehensive quality of employees.
Third, establish a high sense of competition and innovation. Customer competition is the key, so we must build our own customer base. Any advantage can beat the competitors.
Fourth, improve their own business ability, get rid of discordant notes, give full play to the enthusiasm of employees, and gradually make Wutian Store the best team.