PharMerica Corp HR Department Analysis
We have elected to analyze PharMerica Corporation’s human resources department by interviewing Senior Vice President of Human Resources Anthony Hernandez along with Mary Jane Hall Board of Directors Coordinator and Executive Assistant to The SVP of Purchasing. PharMerica is a massive institutional pharmaceutical distributer that was founded in July 2007 from a merger of AmerisourceBergen and Kindred Healthcare’s institutional pharmacy business units. They service a wide variety of customers and offer multiple products and services. PharMerica’s primary customer base includes assistant living facilities, nursing homes, independent hospitals and large hospital networks. These customers add up to over 330,000 beds and distribute through 94 pharmacies throughout 44 states. They provide drugs in bubble pack distributions, advanced drug ordering systems, pharmacist consulting services, managed pharmaceutical care services and professional education. All of these services have generated combined gross revenue of nearly two billion dollars. PharMerica is a Fortune 1000 corporation and is listed on the New York Stock Exchange.
Mr. Hernandez has headed up the human resources department since PharMerica was founded in 2007; throughout our discussions with him, we identified many aspects of the department. According to Mr. Hernandez many HR professions have not pursued a business education. Unlike other professionals such as accounting and finance, not as many professionals have obtained MBA’s or similar advanced business degrees. One of his main priorities is to staff his department with individuals who have a firm grasp on business and have the ability to speak the language of business. The HR strat...
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...e operations conducts and handles its human resources function. This analysis has shown that even companies that earn billions of dollars in revenue can have weaknesses in managing its human capital assets. Though we have also found many strengths such as more business-oriented human resources professionals, as well as a strong strategic aspect we have been able to develop suggestions to better improve their HR operations. Our suggestions have been to improve the shortcomings of their employee communications that are very cost effective through simple cost effective means. Other improvements would be to implement training programs for managers to educate them on talent management functions. Overall, PharMerica has a strong human resources presence that is an advocate for the employees but also balances the needs and goals of management very successfully.
The health care organization with which I am familiar and involved is Kaiser Permanente where I work as an Emergency Room Registered Nurse and later promoted to management. Kaiser Permanente was founded in 1945, is the nation’s largest not-for-profit health plan, serving 9.1 million members, with headquarters in Oakland, California. At Kaiser Permanente, physicians are responsible for medical decisions, continuously developing and refining medical practices to ensure that care is delivered in the most effective manner possible. Kaiser Permanente combines a nonprofit insurance plan with its own hospitals and clinics, is the kind of holistic health system that President Obama’s health care law encourages. It still operates in a half-dozen states from Maryland to Hawaii and is looking to expand...
In America, it has become a battle to earn a high paying job to cope with the expenses of a typical American. It has become even more of a battle for some people to afford medical prescriptions to keep healthy. Health becomes a crucial issue when discussed among people. No matter what, at one point or another, everyone is going to stand as a victim of the pharmaceutical industry. The bottom line is Americans are paying excessive amounts of money for medical prescriptions. Health-Care spending in the U.S. rose a stunning 9.3% in 2002, which is the greatest increase for the past eleven years. (Steele 46) Many pharmaceutical companies are robbing their clients by charging extreme rates for their products.
As jobs are becoming more technical every year and innovations are arising with new job opportunities, finding employees that meet a business’ requirement is becoming more difficult (Nickels (290-346). This is why it is important to have a career that arises and evolves that meets this innovating world: Human Resources. Human resources plays a big part into a business’ success from hiring new employees, to employee retainment, and ensuring employees are trained to meet the evolving businesses requirements (Nickels (290-346). Human Resources is quickly evolving to become one of firm’s most critical professions in the industries market business.
The business being studied is that of a Pharmacy Benefit Management company called Prime Therapeutics. They are a privately held LLC headquartered in Bloomington, MN. It manages pharmacy benefits for health plans, employers and government programs, including Medicare and Medicaid. It also processes claims and delivers medicine to members, offering clinical services for people with complex medical
This evidence can be seen from the results of Mott’s study. 94.1% of pharmacists surveyed responded that they wanted the same or less dispensing in their jobs, while 61.9% wanted more time for consultation. This increase in patient-centered care has been shown to reduce stress and increase job satisfaction among pharmacists. In Munger, 57% of pharmacists thought about quitting their position at least yearly and approximately 50% of respondents stated they intended to look for a new position. As job satisfaction continues to decrease among pharmacists, it is important for management to be aware of these trends and take appropriate action to improve pharmacists’ work environment and promote patient
The first social problem surrounding the health care system in the United States is the growing problem with pharmaceutical companies. The industry averages a 17% profit margin and it has been booming for decades, but the industry is being heavily led by a core group of companies (Dr. Pratt). “In 1992 the top 10 companies accounted for roughly one-third of global pharmaceutical revenue, after a period of consolidation, by 2001 the top 10 accounted for nearly half.”( Leon-Guerrero, Zentgraf, 172). These companies hold a large majority of the market share and make most of their money off patented drugs. This growing core of companies that are dominating the market are causing more problems rather than solving them. These companies are all about making as much money as they can and it shows through the salaries of the executives of these companies (Dr. Pratt). The pharmaceutical industry should have their number one priority be to the users of their products rather than profit gains.
This service is experienced, documented, evaluated and paid for as Pharmaceutical Care. Pharmaceutical Care consists of a philosophy of practice, patient care process as well as a patient management system. Pharmaceutical Care has common integrated vocabulary consistent with other patient care practices such as medicine, dentistry and nursing. Philosophy of pharmaceutical care consists of a description of the social need for the practice, a concise and clear statement of individual practitioner responsibilities to meet this social need, the expectation to be patient-centered and the requirement to function within the caring paradigm. This philosophy of practice is expected and practiced by all health care professionals. The patient care processes must be consistent with the patient care processes of all other health care providers. These processes include the assessment of the client’s pharmaceutical needs, a health care plan that is constructed to meet the specific needs of the client and a process in which evaluates the health care plan to gauge the efficacy of decisions made and actions taken. Pharmaceutical care management system includes all resources needed to manage the client’s needs, which include the space provided, such as a clinic or hospital, an appointment system for patients, appropriate and ethical documentation, reporting of patient care, evaluation of decisions made and actions taken and payment of service
Fred J. B. & Fottler, 2011.Fundamentals of Human Resources in Healthcare. Health Administrative Press, Chicago, Illinois. Print.
Lengnick-Hall M.L.; Lengnick-Hall, C.A.; Andrade, L.S.; Drake, B. 2009. “Strategic human resource management: The evolution of the field.” Human Resource Management Review, 19, pp. 64-85.
In today's global business environment, managing diversity in human resources has become a very important and crucial issue. Human resources management has a lot to deal with managing workers/employees from different countries and nationalities. Managing multinational human resources becomes an issue not only in the multinational corporations, having their offices or plants in different countries, but also in the domestic companies, with domestic workforce becoming more and more diverse each day. Creating an HR that has the ability to recruit and select the right people and the ability to effectively socialize and train employees will allow multinational companies to excel in all business aspects.
An organizational human resources department utilizes the hiring and firing process to meet the organization’s personnel needs. Organizational human resource departments are charged with the oversight of an organizations administration department. The practice of hiring and firing people is a process employer’s conducts on a daily basis. This process has to be done in a proper manner and not in haste. The implication that can occur from the improper hiring and firing process could and can have a positive or negative impact on an organization. Therefore, employers must carefully evaluate their decision to hire/fire individuals and its impact on the organizations’ workplace environment and others employees. Human Resource Management is important for an effective organization. In today’s organization, HRM is valuable to the organization because of increase legal complexities and its known for improvement in productivity. However, management should realize that poor human resource management could result in an outburst of hiring process followed by firing or layoffs. According to (Satterlee 2013, p. 194), “Hiring the best candidate who is also a good fit for the organization is crucial for the success of an organization, because a poor hiring decision will have repercussions across the entire organization”. Satterlee made a valid point because poor hiring could have an impact on the bottom line performance of the firm. In other words, HRM is the contributing factor to the success of the organization including motivating and maintain the staffs. The purpose to the motivation is to ensure that all employees grow to a full potential. According to (Sims 2006, p. 5), “HRM efforts are planned, systematic approaches to increasing organizati...
Human resource management is the strategic and coherent approach to the management of an organization's most valued assets - the people working there who individually and collectively contribute to the achievement of the objectives of the business. The terms "human resource management" and "human resources" (HR) have largely replaced the term "personnel management" as a description of the processes involved in managing people in organizations. Human Resource management is evolving rapidly. Human resource management is both an academic theory and a business practice that addresses the theoretical and practical techniques of managing a workforce. (1)
Human resource management and the organizations in which it takes place are facing challenges from a changing environment. Hiring the proper people with the appropriate skills is an essential part of maintaining the workplace. Economic issues which include downsizing, organizational culture, productivity, ethics, demographics, and diversity plays a significant role when redesigning a company 's Human Resource Department. Success in the field of Human Resource requires an update of knowledge continually. Training, certifications, hands-on experience, and tactic knowledge helps to perform a difficult redesigning task with speed and sensitivity. Human Resource actions are comprised of but not limited to equal employment, staffing, compensation, benefits, labor relations, and safety. Ethical issues are
Human Resource management has a high impact on the overall organization being managed. HR management makes certain that human talent is used successfully and resourcefully to accomplish organizational goals. As an organization core competency, human resources has distinctive competencies that generates high value and sets apart an organization from competitors in areas such as productivity, quality and service, employee skills, and innovative changes. HR management activities can be grouped into categories which include strategic HR management; equal employment opportunity; staffing and talent management; compensation and benefits; and employee and industry relations. This paper will discuss some of these HR functions and the role Human Resources has at the company Zappos.com.
“Website.” Bureau of Labor Statistics, U.S. Department of Labor, Occupational Outlook Handbook, 2012-13 Edition, Pharmacists, 29 Nov. 2013.Web. 29 Nov. 2013.