Main Subject - Business

You need to hire the best employees. You undoubtedly hired some employees who were losers.

Oops! Well, let’s be more diplomatic. Let’s just say you hired some “underachievers” you would have been better

According to USFDA, a combination product is one composed of any combination of a drug and device; biological product and device; drug and biological product

without.

Or maybe you have the curse of hiring only “average” employees – people who are average in productivity and average in producing profits.

Question: Who wants to hire “average” (or “below average”

; or drug, device, and biological product and fixed dose combination would include two or more combinations of drug.

Examples of combination products may in

) employees? Answer: No one!

To hire the best, you need to avoid the problems that plagued your previous hiring decisions. So, let me reveal seven horrible hiring blunders or mistakes you may have made.

lude drug-coated devices, drugs packaged with delivery devices in medical kits, and drugs and devices packaged separately but intended to be used together.

1st Horrible Mistake: = Interviewers typically do a lousy job at predicting job success. This is a proven fact, verified by a lot of research. Statistically, most interviewers do about as well as flippin

here is enormous increase in the number of combination products entering the market in the recent years. Combination products have proven advantages but fixe

g a coin!

2nd Horrible Mistake = Reference checks fail to tell you what you really need to know. Most employers are so freaked out about giving reference checks that they tell you nothing or barely anythi

d dose combinations are still in the process of convincing regulatory authority on their advantages over the single ingredient formulations.

Combination pro

ng useful about how an applicant performed on-the-job. Another way to put that is most reference checks are about as non-useful as simultaneously (a) flipping a coin while (b) rubbing a rabbit’s foot!!

3r

ucts have become life saving products for the pharmaceutical companies who doesn’t have many innovative molecules in their product pipeline and have been inc

d Horrible Mistake: You relied on your “gut feel” or “intuition” & you were W-R-O-N-G. Later, as you moaned about the mistake you made by hiring the wrong person, you asked yourself, “I knew what I was fe

easingly used in the product life cycle management. Even the companies having product patents are trying to extend their product life cycle through the combi

eling. But, what was I thinking?”

4th Horrible Mistake: You used subjective prediction methods to make hiring decisions. For example, you relied on subjective interviews, subjective reference checks, or

nation products and maximize the revenues. But the companies involved in this practice are overlooking that they are burdening the patients both economically

subjective “impressions “ of the applicant. Wow! Were you ever off-base. And then you and your company needed to pay for your incorrect hiring decisions. That is expensive, time-consuming, and frustrat

and physically. They need to rightly judge the benefits of the combination products and they have to even look at the risks involved when combining the produ

ing.

5th Horrible Mistake: You used NO objective AND customized prediction method. Important: Research shows pre-employment tests are the most objective method to make predictions. But, make sure you us

ts. Some of the combination products were well accepted by physicians while others suffered. Companies involved in development of combination products are fi

a test customized for specific jobs in your company! If you have not used tests customized for specific jobs in your company, then you really have missed out on the most objective and customized prediction

ding difficulty in defining their combination products and facing various challenges from selecting a combination to marketing it.

Following aspects would a

method you could use.

6th Horrible Mistake: You [stupidly] told the applicant what you were looking for!! Then, lo-&-behold, the applicant spent your entire interview telling you s/he just happens to po

dd to the challenges in developing combination products:

Which markets to tap where the combination products can do fairly well?
Which combination prod

ssess all the skills, talents and qualities you – stupidly – told the applicant you want in an employee. For example, let’s say you – stupidly – told the applicant you need to hire an employee who excels a

cts are meaningful and rational?
Which therapeutic categories to select?
Which Combinations can address unmet needs of the patients?
Do combin

t teamwork, customer-service, and correctly handling small details. I bet I can predict what that applicant told you in the interview: The applicant told you – with a serious yet pleasant expression – that

tions increase the patient compliance?
What would be the developing cost?
How to tackle the risks encountered during combination product developmen

s/he excels at teamwork, customer-service, and correctly handling small details. And then, when you hired the person who gave you all the answers you – stupidly – told the applicant you want, you pay the

t?

As combination products don't fit into the traditional categories of drugs, medical devices, or biological products, the USFDA is in the process of devel

price of having an employee who may not REALLY be talented at teamwork, customer-service, or handling small details. You got fooled – and you have only yourself to blame.

7th Horrible Mistake: You terrib

ping new procedures for reviewing their safety, efficacy and quality.

Professional from academic institutions, pharmaceutical industries, health care indust

ly harm any person you should not have hired. Let’s be humanistic about it. If you hire the wrong person, the applicant also loses. People crave to work in a job where they will do well and enjoy it. Peo

y and representatives from various regulatory agencies are working out to design the regulatory requirements for manufacture and sale of combination products

ple hate a job where they will perform only average or below average, and not enjoy the work. So, you actually benefit the applicant you carefully evaluated using customized, objective hiring methods.

Summ

.

As there is an increasing trend of the combination products companies manufacturing such products should be able to tackle the problems involved in the de

ary: When you hire . . . 1. high-achieving “superstar” employees, both you and your company win. 2. underachieving employees, (a) you lose and (b) your company loses.

So, make sure you use customized a

elopment. They need to be wiser in analyzing the market trends and the regulatory requirements.

Companies that provide selfless information through particip

nd objective prediction methods, like pre-employment tests, biodata and more, to make sure you hire employees who are (a) productive, (b) profitable, and (c) low turnover.

Copyright 2006 Michael Mercer, Ph.

tion in industry events and feedback to regulatory authorities would be able to face the challenges and will be successful in developing combination products

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Identifying the differences between Passive Residual Income and Leverage Income.

Document the definitions for your business, organization, or your role in the organization. If you can document it, you can share it. With defined and aligned goals and purpose, individuals with an organization are empowered for personal success. The following seven principles may seem simple and obvious, as they should. However, would your definitions be aligned with everyone else in your organization or your customers?

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