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Whether you are a supervisor, a manager or a trainer, you have an interest in ensuring that training delivered to employees is effective. So often, employees return from the latest mandated training session and it’s back to “business as usual”. In many cases, the training is either irrelevant to t

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

he organization’s real needs or there is too little connection made between the training and the workplace.

In these instances, it matters not whether the training is superbly and professionally presented. The disconnect between the training and the workplace just spells wasted resources, mountin

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

Examples of combination products may in

frustration and a growing cynicism about the benefits of training. You can turn around the wastage and worsening morale through following these ten pointers on getting the maximum impact from your training.

Make sure that the initial training needs analysis focuses first on what the le

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

arners will be required to do differently back in the workplace, and base the training content and exercises on this end objective. Many training programs concentrate solely on telling learners what they need to know, trying vainly to fill their heads with unimportant and irrelevant “infojunk”.

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

Ensure that the start of each training session alerts learners of the behavioral objectives of the program – what the learners are expected to be able to do at the completion of the training. Many session objectives that trainers write simply state what the session will cover or what the le

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

Combination pro

arner is expected to know. Knowing or being able to describe how someone should fish is not the same as being able to fish.

Make the training very practical. Remember, the objective is for learners to behave differently in the workplace. With possibly years spent working the old way, 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

new way will not come easily. Learners will need generous amounts of time to discuss and practice the new skills and will need lots of encouragement. Many actual training programs concentrate solely on cramming the maximum amount of information into the shortest possible class time, creating progr

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

ams that are “nine miles long and one inch deep”. The training environment is also a great place to inculcate the attitudes needed in the new workplace. However, this requires time for the learners to raise and thrash out their concerns before the new paradigm takes hold. Give your learners the ti

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

e to make the journey from the old way of thinking to the new.

With the pressure to have employees spend less time away from their workplace in training, it is just not possible to turn out fully equipped learners at the end of one hour or one day or one week, except for the most basic o

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

f skills. In some cases, work quality and efficiency will drop following training as learners stumble in their first applications of the newly learned skills. Ensure that you build back-in-the-workplace coaching into the training program and give employees the workplace support they need to practi

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

e the new skills. A cost-effective means of doing this is to resource and train internal employees as coaches. You can also encourage peer networking through, for example, setting up user groups and organizing “brown paper bag” talks.

Bring the training room into the workplace through de

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

Following aspects would a

veloping and installing on-the-job aids. These include checklists, reminder cards, process and diagnostic flow charts and software templates.

If you are serious about imparting new skills and not just planning a “talk fest”, assess your participants during or at the end of the program. M

dd to the challenges in developing combination products:

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

ke sure your assessments are not “Mickey Mouse” and genuinely test for the skills being taught. Nothing concentrates participant’s minds more than them knowing that there are definite expectations around their level of performance following the training.

Ensure that learners’ managers an

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

d supervisors actively support the program, either through attending the program themselves or introducing the trainer at the start of each training program (or better still, do both).

Integrate the training with workplace practice by getting managers and supervisors to brief learners be

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

ore the program starts and to debrief each learner at the conclusion of the program. The debriefing session should include a discussion about how the learner plans to use the learning in their day-to-day work and what resources the learner requires to be able to do this.

To avoid the bac

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

k to “business as usual” syndrome, align the organization’s reward systems with the expected behaviors. For people who actually use the new skills back on the job, give them a gift voucher, bonus or an “Employee of the Month” award. Or you could reward them with interesting and challenging assignm

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

Professional from academic institutions, pharmaceutical industries, health care indust

nts or make sure they are next in line for a promotion. Planning to give positive encouragement is much more effective than planning for punishment if they don’t change.

The final tip is to conduct a post-course evaluation some time after the training to determine the extent to which par

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

ticipants are using the skills. This is typically done three to six months after the training has concluded. You can have an expert observe the participants or survey participants’ managers on the application of each new skill. Let everyone know that you will be performing this evaluation from the

.

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

start. This helps to engage supervisors and managers and avoids surprises down the track.

Organizations waste a lot of scarce resources in conducting ineffective training programs. Employee morale also suffers when employees see managers not really serious about instilling the new beh

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

Companies that provide selfless information through particip

aviors. By following the ten pointers above, you will have actively engaged managers in the training process and provided those all-important links between the training and the participant’s workplace. You can then sit back and enjoy the results; happy and effective employees and satisfied clients

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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An unpleasant aspect of modern life is the fact that thieves can steal files from computers. Personal emails, business plans, private documents, trade secrets, and online histories can all be devastating if they fall into the wrong hands.

This article describes the importance of business ethics and how negligence towards them can have a negative impact on the business.

Have you ever noticed how untrusting people are? What is the cause of all this? Is it the media scaring people into believing that everyone is a scam artist? Is it the government causing mistrust amongst the masses to further propel law enforcement agencies, which in turn make more rules and regulations to control? Is it the Internet where everyone runs around using a false “pen name” as they practice deceit?

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