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No company is immune to the perils of employee turnover. But what if I told you that there was a way to recoup some of the investments made into former employees? While I’m sure each of us can easily recall those former em

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

ployees that we were glad to part company with, it might not be so easy to recall those good employees that got away from us. Even the best of companies will from time-to-time lose good employees. Think about the number of

; 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 that have come and gone over the years and you will quickly realize that some great talent (or great talent in the making) has slipped through your fingers.

Under the right circumstances former employees can pro

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

ide fertile ground for present day recruiting efforts. Corporate “alumni” were good enough to hire the first time around so with more maturity, experience, possible business intelligence gained from working for competitors

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

or fresh perspectives gained from working outside the industry they should certainly be good enough to invite back for an encore performance. More and more organizations are developing formal corporate alumni programs to t

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

Combination pro

ke advantage of these types of benefits. If nothing else, those that have come and gone only to come again should require less training and ramp faster than the alternative of first time hires.

A management consulting fir

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

m that I worked for in the mid 80’s has sent me a recruiting letter each year on my birthday for almost 20 years. It is a professional yet friendly piece of correspondence reminding me of my former relationship, the many b

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

nefits associated with being a member my former firm and inquiring as to the possibility of me rejoining the firm. I have always had a good feeling about my former employer and the annual letter hasn’t hurt. While I have n

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

t yet taken them up on the offer to rejoin the firm I know many of my former colleagues have with some of them on their 3rd and 4th rounds of employment with the firm.

The fact of the matter is that former employees can n

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

t only make great re-hires on a full time basis, but they can also be called upon to fill interim needs on a contract basis. Following are the keys to creating an alumni program for your company:

1. Create a Talent Manage

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

ent Strategy: To maintain a competitive edge HR can no longer be a passive, reactionary, compliance focused department. A “real” HR group will have a strong hand in leadership development, training, team building and cultu

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

Following aspects would a

re optimization. As early as the initial employee in-take interview the HR department must start creating sense of corporate family and belonging. The company must win the hearts and minds of its employees and HR must be a

dd to the challenges in developing combination products:

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

active participant in this.

2. Make the Most of Exit Interviews: Most exit interviews are conducted with little strategic purpose and are nothing more than a formality to be concluded when closing a file. If HR is lookin

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

for anything it is usually looking to mitigate any potential future liability. But what about future opportunity? HR should be looking for specific talents, abilities, characteristics and leadership qualities so that the

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

ile can be appropriately noted as a potential source of information when looking to fill open positions in the future.

3. Convert Closed HR Files into an Active Database: As mentioned in number two above, a career history

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

personal profile and contact information should be entered into an alumni database that is kept current and that can be searched by specific variables. This database should be e-mailed frequently with company updates, new

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

Professional from academic institutions, pharmaceutical industries, health care indust

s and information to foster the sense of “alumni” that will allow you to successfully mine this valuable source of talent.

4. Establish an Alumni Website: To go hand-in-hand with the alumni database you should create an a

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

umni website where former employees can retrieve information and communicate with the company. Consider an alumni blog or hosting an alumni webinar to facilitate an even broader base of communication with your former emplo

.

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

ees.

The bottom line is that if you build the right brand and the right culture employees will take pride in being associated with your company both during their tenure of employment as well as after they have left the co

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

Companies that provide selfless information through particip

pany. Creating this type of environment is a solid retention strategy that will make it more difficult for employees to leave the firm but it will also make it much easier for them to return to the company at a future date

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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