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Keeping your eye on the business and improving employee performance at the same time can be a challenge; that is why performance management is so important in organizations. By its very definition, performance management

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

contributes to the development of individuals and teams in order to achieve higher levels of organizational performance.

Do you have the skills and ability to coach employees toward peak performance?
Ar

; 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 clear on what is expected of them, do they have the tools to continuously upgrade their skills and develop their potential?

Employees may never reach their full potential until you first learn how to esta

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

blish performance goals, clearly communicate expectations, identify the gaps between where an employee is today, the gains that are needed, and design a plan for how to get there.

Performance management can not be a once

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

a-year event to be ceremoniously concluded by the completion and filing of a form. What good does it do an organization to have completed forms that only document lack luster performance? True performance management is mo

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

Combination pro

e than tracking and monitoring what is. It must become an everyday conversation and relationship building process that managers initiate to create what can be. The power of the process is realized when employees ar

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

e clear about what’s expected of them and managers use it as a collaborative tool to reach goals, and optimize performance.

Performance is the one thing that every company wants from its employees. After all, isn’t that

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

what they are paying for? Conducting review sessions that do not better enable or inspire improved performance just add to the costs.

In his book Supermotivation, Dean Spitzer listed the following statistics:

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

>50% put in enough effort to keep their jobs

55% of employees not engaged

9% see connection between job and work

8/10 looking for new jobs

80% could perform better

33% believe that management com

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

unicates effectively

39% trust their senior manager

With stats managers might want to explore performance improvement strategies; focus on employee development, find cross-training opportunities, provide more

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

challenging assignments, and provide continual feedback. You can’t just go to the employee when something is wrong – that is too much time and energy wasted. You should take care to observe the employee often to find ou

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

Following aspects would a

t how they work and where they may be making mistakes. Business can not operate this way. Well, they can and they do but we all pay the cost. Isn’t it easier to make effective communication a priority; spend time helpin

dd to the challenges in developing combination products:

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

employees find the best tools; giving them access to the best resources, and helping them find reasons and incentive to put forth more than the minimum level.

Lest we forget, managers are employees too. If you are doin

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

g the things listed above, are you putting forth more than the minimal effort? If you say that you think about performance management after you get your other work done, I have to ask you, what work could be more importa

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

t that ensuring the guiding the organizations most valuable asset? You need people to sustain the viability of the corporation.

There are seven performance enhancing strategies that you might try in service to the emplo

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

ee. Ultimately they are responsible for their actions but they also need you to:

Assess performance, identify competency gaps, and then define performance objectives in precise and demonstrable terms.

Communi

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

Professional from academic institutions, pharmaceutical industries, health care indust

cate expectations, roles, and responsibilities through performance discussions that simultaneously build relationships, improve performance, commitment and accountability.

Coach employees in a way that correct

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

performance deficiencies, reinforces appropriate behaviors, teaches new skills, and inspires them to higher levels of performance.

Diagnose performance problems early and remove any barriers that may impede 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

yee performance.

Collaborate with employees and others to identify performance goals, support systems, and improvement strategies that will improve both today's performance results and the skills needed for tomorr

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

Companies that provide selfless information through particip

w's challenges.

Document all performance-related discussions, quickly, confidently and legally.

Retain your most talented performers, recognize all employees for their efforts, and reward great performance

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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Channels of distribution are the most powerful element when talking about order fulfillment. The main function of this element is to find out appropriate ways through which goods are made available to the market. It is a managerial function and hence proper decisions are to be taken in this matter before commercial production begins.

When life throw you a curve ball and you lose income as a result, wouldn't it be great if you had a plan in place to help you though it? Wouldn't be even better if you could plan ahead for success?

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