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It costs too much to recruit, hire, train, and develop new personnel. Retaining your best and brightest is worth your time and re

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

sources. Great retention strategies can also demonstrate your organization's care and concenrn for your loyal people and can add

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

Examples of combination products may in

o their productivity.

We gathered this Top 10 list from interviews with top level executives and successful Human Resource manag

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

ers. I hope that you can find some strategies that would be worth trying in your organization.

Tip #1 Treat your employees

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

ike you treat your most valuable clients. It is cheaper to keep your good employees than it is to hire and train new ones. Your t

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

Combination pro

p 20-25% should be courted as you would court and then service your top customers.

Tip #2 Get your employees to "Fall in Lo

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

ve" with your organization. Communicate your vision in a compelling way. Show everyone the role they have to contribute to this v

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

sion. Create opportunities for people to connect with each other for support and to improve communication in work teams.

Tip

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

#3 Strong retention strategies become strong recruiting advantages.

Tip #4 Retention is much more effective when you put t

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

he right person into the right job. Know the job! Know the employee and their motivations.

Tip #5 Money is important but it

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

is not the only reason people stay with an organization. If your compensation plan is in the top 20-30% of your industry, then mo

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

Following aspects would a

ey will often not be the reason why people leave.

Tip #6 Employee committees to help develop retention strategies is a very

dd to the challenges in developing combination products:

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

effective strategy. Get their input! Ask, what do people like about working here? What would you like changed to make your compa

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

y a better place to work?

Tip #7 Leadership must be deeply invested in retention. Management must be skillful communicating

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

company policies in a way that creates "buy-in" from their staff and be open to employee input. Help create "ownership" in your e

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

mployees.

Tip #8 Recognition, in various forms, is a powerful retention strategy. It does not have to cost a lot. U.S. Dept

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

Professional from academic institutions, pharmaceutical industries, health care indust

of Labor - 46% of people leave their jobs because they feel unappreciated.

Tip #9 Remember, the "Fun Factor" is very impor

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

ant to many employees.

Tip #10 Know the trends in benefit packages. Do your best to offer the ones your employees need. Con

.

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

sider offering the best of the rest.

If you have great strategies that have not made this list, please contact me so I can updat

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

Companies that provide selfless information through particip

this list. Look for more information in this article on retention at http://www.dstress.com/RetentionArt.htm

Thanks, in advance

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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Has the Federal Trade Commission run amuck? Indeed it has, it has become a problematic bureaucracy. The Federal Trade Commission lacks free market thinking. I always assumed that half of the Federal Trade Commissions staff are attorneys and the other half are economists.

Too many people are in careers that are not enjoyable. This affects relationships at home and many other areas of life. Are you ready for a change? This article discusses your choices and likely outcomes.

This facilitator’s guide to running a stakeholder analysis workshop is for people whose success depends on getting other people involved with their objectives. It contains two exercises, one to work with stakeholder groups, and one to emulate stakeholders where it is not easy to bring them all together. The aim of both is to engage stakeholders in dialogue, brainstorming and decision-making to secure their buy-in to an idea, project, or plan.

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