CC BY
23
UDC 615.15: 331.543
F.E. TEMIRGALIEVA1, K.S. ZHAKIPBEKOV2, A.ZH. KASSYMBAYEVA1, G.ZH. UMURZAKHOVA1, S.K. TULEMISSOV1, A. NURBAIULY1, N.T. ISSATAYEVA1
1Asfendiyarov Kazakh National medical university, Almaty 2Astana Medical University, Astana
BASIC TENDENCIES OF DEVELOPMENT THE PHARMACEUTICAL JOB MARKET IN THE
REPUBLIC OF KAZAKHSTAN
The article describes the basic trends of the pharmaceutical development of the labor market in the Republic of Kazakhstan. The study was conducted by expert survey, which was attended by 100 professionals - pharmacists, pharmaceutical organizations. The results of our study showed that the majority of employers the pharmaceutical industry (62%) in 2017 will still be planning an increase in wages to their employees. In the transition to a new job 95% of respondents expect to increase wages. According to the survey, more than 50% of employers do not plan the recruitment of new staff. The majority of employees of pharmaceutical companies value their jobs. The main reason for the dismissal of 56.7% of respondents was reported as a low level of income. At the same time, employers themselves will appreciate the following qualities: professionalism, team work, i.e. sociability, responsibility. Thus, we have come to the following conclusions: it is necessary to develop a reasonable pharmaceutical personnel management system, giving a special priority to human resources in the field of pharmaceuticals, which will solve the problem of the labor market in pharmacy today.
Keywords: Republic of Kazakhstan, the pharmaceutical company, the labor market, pharmaceutical staff, quick polls.
Introduction.
The pharmaceutical market is an important sector of the economy of Kazakhstan and is a measure of its economic and social development, human welfare. 2016 was a challenging year for Kazakhstan: economic situation can be summed up in one phrase - economic crisis, in 2017 the pharmaceutical companies will continue to adhere to the waiting position, such tactics will continue until it is the stabilization of the economic. During this period a key role is played by the optimization of human resources management as an essential strategic component of development of the pharmaceutical industry. Pharmaceutical labor market in Kazakhstan underwent some changes: in the 2015-2016 years, the labor market gained new features: the reduction of staff, reducing the number of vacancies, reducing company moves races for recruitment and strengthening work HR-services [4, 5, 6]. In this regard, many employers temporarily suspend the recruitment of new staff, and the other - the need for revising the existing staff, which means that they will be much more demanding for those who take on the job. For companies the performance of each specialist pharmacist
will be more important, therefore, demands will be made much higher, and such qualities of pharmacist as communication, tolerance, loyalty, flexibility, focus on the result, the successful experience and professional knowledge will be needed, which help pharmaceutical companies to overcome a difficult period for businesses [7, 8, 9, 10].
The research methods.
The research was conducted in November-December, 2016 by means of expert inquiry where 100 experts-druggists of the pharmaceutical organizations of Astana, Almaty, Shymkent- took part. The results.
Traditionally in pharmaceutical branch the economic situation is better, than on average in the market. It is visible according to responses of respondents who reported an increase in salaries this year. The results of our research showed that most of employers of pharmaceutical branch (62%) (picture 1) in 2017 plan to increase the salary to the employees. 75% of them are going to raise a salary to the employees in the range from 4 to 15%.
70 60 50 40 30 20 10 0
□ about to increase
□ about to decrease
□ about to remain steady
□ difficult to answer
%
Picture 1 - Change of a salary of staff of the pharmaceutical organizations in 2017
In comparison with the past 2015 wage expectations of druggists became higher. While moving to a new place of work 95% of respondents expect their salary to increase. At the same time only 9% of respondents expect a small
increase up to 10%, the rest wait for more considerable growth. When asked "How did your salary changed in 2016 in comparison with 2015 ?" 60% of respondents replied that their salary increased since 2015. The salary
of 34% of questioned didn't change, but decreased at only
According to the conducted survey, more than 50% of employers don't plan to recruit new employees. 6% of employers report about the intention to carry out redundancies. The great percent include those who won't
When asked "Do you plan to change your workplace?", most of employees of the pharmaceutical organizations reported that they appreciate their jobs. The share of
6% (picture.2).
carry out the active search of new employees and plan to open vacancies only for substitution of vacant positions (50% of respondents) (picture. 3).
specialists druggists who don't think of changing work in 2016 raised and made 51% (picture 4) in comparison with 2015.
14%
/ □ looking for a j ob
\ □ plan to find a
51% new job
/l35% D do not consider
Picture 2 - The level of change of the salary for 2015-2016
60 50 40 30 20 10 0
50
□ staff hiring
□ replacement of vacant positions
□ termination of hiring
□ redundancies
%
□ difficult to answer
Picture 3 - Results of inquiry of employers about planning of a staff
Picture 4 - the plan-employment of pharmaceutical employees for 2015-2016
Druggists-managers have very optimistic views in the matter of economic perspectives of the country, it was
confirmed by about 44% of respondents (picture.5).
%
□ very pessimistic s pessimistic E neutral ö optimistic
0
20
40
60
Picture 5 - National economy assessment for the last 12 months druggists managers
The previous question raises another: "How has the economic situation affected working conditions and wages?" respondents noted that:
- the situation hadn't changed (about 31%);
- some are obliged to combine several positions in one (about 29%);
60 40 20 0
56 7
36,1 36,1 31,6
- hiring of new employees (about 26%) was suspended;
- they had to leave a workplace (18%).
According to respondents, basic reasons of dismissal from the previous place of employment are (picture. 6):
32,8
19,7 ... .. ., 19,2
Evaluation respondents
B low average income B lack of career development
□ lack of professional development B unstable company and market
s negative psychological climate
□ haven't changed a job for 3 years
□ were fired
Picture 6 - Basic reasons of dismissal from work
Basic reason of dismissal of 56,7% the main part of respondents noted low income level, the following criterion was lack of professional and career development (31%), i.e. lack of motivational control levers in these pharmaceutical companies.
Meanwhile, employers appreciate the following qualities in the employees: professionalism, ability to work in team, i.e. skill to communicate, responsibility [11]. It was found out by means of a question: "What do you appreciate the most in potential employees?" (picture.7).
90 80 70 60 50 40 30 20 10 0
56,7
40,3
33,1
80,6
10,9
%
K establishment of professional contacts
□ work understanding in a specific market segment
□ responsibility for commitments Q loyalty to an employer
H ability to work in a team
□ knowledge and experience in this profession
Picture 7 - Assessment of professional qualities of potential employees
Conclusions: Thus, we outlined the following conclusions: it is necessary to develop the reasonable management system of pharmaceutical staff, giving a special priority to human resources in the sphere of drug circulation, which will allow to solve labor market problems in pharmacy in modern conditions. For this purpose we consider necessary to carry out work on the following directions:
- along with implementation of the purpose and tasks of increase in efficiency of activities of subjects of the sphere of drug circulation, motivational control levers of employees will be provided, particularly, a possibility
of professional and career development of pharmaceutical personnel, with the corresponding salary;
increase in professional level of pharmaceutical personnel and especially managers-druggists of HR, providing HR services with subjects in the sphere of drug circulation with the advanced methods of work and equipping with new information technologies; development of training programs by management of pharmaceutical personnel;
fixed monitoring of market development in subjects of pharmaceutical activities.
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Ф.Е. ТЕМИРГАЛИЕВА1, К.С. ЖАКИПБЕКОВ2, А.Ж. КАСЫМБАЕВА1, Г.Ж. УМУРЗАХОВА1, С.К. ТУЛЕМИСОВ1,
А. НУРБАЙУЛЫ1, Н.Т. ИСАТАЕВА1
1 С.Ж. Асфендияров атындагы Казак ¥лттык медицина университету Алматы к 2 «Астана медициналыкуниверситеты АК Астана к
KP ФАРМАЦЕВТИКАЛЫК ЕН.БЕК НАРЬ^ЫН ДАМЫТУДЫН, НЕГ1ЗГ1 ТЕНДЕНЦИЯЛАРЫ
Тушн: Бул макалада Казахстан Республикасындагы фармацевтикалык ен,бек нарыгынын, непзп дамуынын, Yрдiстерi сипатталган. Зерттеу сараптамалык сауалнама журпзу аркылы жузеге асырылды. Зерттеу нэтижеа бойынша, 6i3 мынадай корытынды жасадык;: K^ipri танда фармациядагы ен,бек нарыгы проблемасын шешуге мумкшдж беpетiн дэpi-дэpмектеp айналымы саласындагы адами ресурстарга ерекше басымдык каралган фармацевтикалык кызметкеpлеpдi баскарудын, негiзделген ЖYЙесiн жасау кажет.
ТYЙiндi сездер: Каза;стан Республикасы, фармацевтикалык компаниясы, ен,бек нарыгы, фармацевтикалык кызметкерлер, экспресс сауалнамалар.
Ф.Е. ТЕМИРГАЛИЕВА1, К.С. ЖАКИПБЕКОВ2, А.Ж. КАСЫМБАЕВА1, Г.Ж. УМУРЗАХОВА1, С.К. ТУЛЕМИСОВ1,
А. НУРБАЙУЛЫ1, Н.Т. ИСАТАЕВА1
1 Казахский Национальный медицинский университет им. С.Д. Асфендиярова, г. Алматы 2АО «Медицинскийуниверситет Астана», г. Астана
ОСНОВНЫЕ ТЕНДЕНЦИИ РАЗВИТИЯ ФАРМАЦЕВТИЧЕСКОГО РЫНКА ТРУДА В РК
Резюме: В статье описаны основные тенденции развития фармацевтического рынка труда в РК. Исследование проводилось посредством экспертного опроса, в котором приняли участие 100 специалистов - фармацевтов фармацевтических организаций. Результаты нашего исследования показали, что большинство работодателей фармацевтической отрасли (62%), в 2017 году, все же будут планировать увеличение заработной платы своим сотрудникам. При переходе на новое место работы 95% респондентов рассчитывают на повышение заработной платы. Согласно проведенному опросу, более 50% работодателей не будут планировать набор новых сотрудников. При этом большинство сотрудников фармацевтических организаций ценят свои рабочие места. Основной причиной увольнения 56,7% респондентов отметили низкий уровень дохода. В тоже время сами работодатели будут ценить в своих сотрудниках следующие качества: профессионализм, умение работать в команде, т.е. коммуникабельность, ответственность. Таким образом, нами сделаны следующие выводы: необходимо разработать обоснованную систему управления фармацевтическим персоналом, придавая особую приоритетность человеческим ресурсам в сфере обращения лекарственных средств, которая позволит решать задачи рынка труда в фармации в современных условиях.
Ключевые слова: Республика Казахстан, фармацевтические организации, рынок труда, фармацевтические кадры, экспресс опросы.
