Main Subject - Business

Obviously, you might logically say, “that is good!” You would most certainly be on track feeling good about everyone in your area having a job. Getting everyone working and being more

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

self-sufficient is our logical goal.

WHAT IS FULL EMPLOYMENT?

For many years, the marketplace has considered 4% to be reaching a full-employment level. Very few employee choices are

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

Examples of combination products may in

available. Many in the 4% (unemployed) group have little or no talent to offer. No basic valuable marketable skills. Most of these unemployed persons have a very poor work history.

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

Not all, but a large majority have a limited education at best.

OUTSOURCING and DOWNSIZING

News continues to flow regarding outsourcing by major employers in almost every industry. J

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

obs are moved to an “outside” service for economic reasons. Many employers cut their workforce to meet PROFIT expectations for the quarter. Good decision? Not the issue when the leve

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

Combination pro

l of profit is deteriorating and action is imperative.

Big Banks along with the Utilities and other large employers are challenged to meet stockholder demands for PROFIT. “Cut the sta

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

f” seems to be a Boardroom edict.

OUT OF THE COUNTRY

Textile industries are faced with layoffs when jobs leave the country for cheaper labor costs. There is NO choice for those who n

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

o longer have the orders to fill.

Companies are faced with NO price increases in many industries, including the service sector. Wages are challenged along with benefits for the employ

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

ee.

You’ll find many x-employees with 20 plus years of service. Loyalty was great. Many have worked for years beyond the call of duty. Dedicated to his/her job. Dependable. Trustw

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

rthy. Terminated!

MAJOR PROBLEM

Skills and talent are one-dimensional. No chance of finding a new job in the same industry. Non-transferable skills. It becomes a “start over” chal

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

lenge for the x-employee.

Another problem is the wage level after 20 years or even fewer years with the same employer or industry. Instead of a 10% raise the “new” employee may end up

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

Following aspects would a

with a 50% decrease to the beginners’ salary scale and often without any benefits.

SOURCES TO CONSIDER

Being objective is challenging after 32 years in the personnel business. Howev

dd to the challenges in developing combination products:

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

r, my suggestions come from a good base of background experiences in hiring thousands of “staffers” for a wide and diverse client base.

Just for the record, I’ll include some other sou

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

rces where good employees can be recruited. You have to GO BEYOND the old methods and expand your horizons in today’s’ marketplace.

YOUR EMPLOYEES (best source for many firms)

Busine

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

ss Associates [networking]
Civic Organizations ~ Technical Colleges ~
Community Colleges ~ Business Colleges ~
Universities ~ Churches
Temporary Help Services [S

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

affing]
Personnel Agencies [Recruiters]

Where is YOUR next 'good' employee? None of us know until every base is covered. Your first try may be good enough. Other times it may

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

Professional from academic institutions, pharmaceutical industries, health care indust

take 15 searches and interviews before you find the skill and talent required.

A major benefit to YOU in using a Staffing [Temporary Help] Service and/or a reputable Personnel Agency (

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

some do both) is that recruiting, interviewing, and testing is an EVERYDAY activity.

EXPENSE Vs INVESTMENT THEORY

Hiring employees is an INVESTMENT in the future of YOUR business. No

.

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

an expense! Pro-rate the FEES for professional services over 12/24 months. Your weekly or monthly cost is nominal for the return benefit of a QUALITY hiring decision.

One final thou

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

Companies that provide selfless information through particip

ght. Involve YOUR staff in the hiring decision of your future employees. Share the interview process and get input from those on the “firing” line. A good business practice to follow

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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Like many old school call centers, TeleWorkers are required to sit in brick and mortar facilities, in cubicles, in neon lighting and for perhaps a dozen hours at a time. The Wall Street Journal reported a few months ago, the average call center employee duration is 90 days. It is reportedly one of the most dissatisfying jobs, with a supervisor leaning over your shoulder and taking note of your bathroom breaks, with performance pressure and so much of the same.

Good managers know that creativity is essential for the health and prosperity of the companies they work for. And therefore, good managers also know that their single most important job is to nurture creativity in those who report to them.

So now you are officially on notice - ask your clients what they think and how you can do better.

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