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Every year companies spend millions in recruitment due to employee turnover. Turnover and its associated costs are a burden that used to be just the cost of doing business. But more and more companies are investing time and effor

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

t in making better hiring decisions and doing more to keep the employees they do hire. Employee retention is now a buzz word in today’s business world.

The first step in the process is to communicate all of your expectations and

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

Examples of combination products may in

equirements before making an offer of employment. Review the appropriate job descriptions and all its’ requirements with your candidate. Mutual understanding of job requirements is essential as many candidates eager for employmen

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

t may overlook essential duties or prerequisites. This is a good time for any testing you may require as well as drug testing or background checks.

Carefully check the references of prospective employees. Remember that verbal re

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

ommendations should be followed up with letters. Wait until these letters are received and reviewed before making that final offer of employment. It is a common misconception among job seekers that references are not routinely ch

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

Combination pro

cked and past practice is the root of this assumption. In the past, small employers and indeed many larger ones did not follow up on all references provided by applicants. In some cases, only cursory phone calls were made and the

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

result was that unqualified or unsuitable applicants were hired. This only led to more employee turnover when deficiencies were discovered. To avoid this follow phone calls with written inquires to all references.

The next step

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

is to communicate all relevant personnel policies to new hires in the form of some type of employee manual. Vacation and sick time, dress codes, confidentiality agreements, and disciplinary policies are just some of the topics tha

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

should be addressed. If you don’t have an employee manual, make a checklist of all important issues and get written documentation that these matters have been discussed with prospective employees. Documentation can be essential

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

if there is dispute about personnel matters that lead to subsequent termination.

Once your candidate becomes an employee, the pressure on management to keep them mounts. Many factors affect employee satisfaction and managers need

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

to do all they can to maintain a level of morale and development strong enough to sustain employee satisfaction. This does not mean sacrificing values, principles, or policies. It does mean having a sound Human Resource Policy, t

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

Following aspects would a

aining and development opportunities, and a positive work environment.

For many companies, HR policies and training opportunities are formalized parts of their business. Smaller companies need to focus on scaled down versions to

dd to the challenges in developing combination products:

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

cover their smaller workforces. Many times, an employee handbook might be a collection of memos and training opportunities are less frequent. But in the nature of a small business these things might not impact upon employee under

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

tanding and satisfaction. The one thing that all employers need to focus on is maintaining a positive work environment.

Managers need to keep a keen ear to the ground when it comes to employee satisfaction and morale. People rar

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

ly suffer in silence and trouble areas usually surface quickly. Managers need to address them just as quickly. Don’t be afraid to share the pressures and concerns with your employees. Encourage them to share their pressures and

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

concerns with you. The companies with open lines of communication are much less likely to lose employees due to dissatisfaction. Keeping the office door open is the key to successful employee relations and companies that make it

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

Professional from academic institutions, pharmaceutical industries, health care indust

priority reap the rewards. Many companies maintain employee assistance programs as part of their benefit packages and these prove invaluable in preventing turnover due to employee’s personal problems. But smaller companies can e

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

joy comparable benefit by having a sensitive and caring manager or senior employee to provide an ear to troubled employees.

Employee turnover is costly and disabling to every company but employers have more control over turnover t

.

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

han they may think. True, in a competitive marketplace, some turnover is inevitable as career paths change and better opportunities arise. But an ethical and invigorating workplace holds a special attraction to many workers. Mos

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

Companies that provide selfless information through particip

surveys show that money is not the first consideration employees make when choosing to stay in a job. More intrinsic values such as appreciation, ethics, and environment are high on the list of assets that every company can offer

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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