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Digg It - Hiring Mistakes: Find and Fix Them Fast!
Let’s assume you’ve completed your hiring process, your new employee is on the job, and training is underway.
Wouldn’t it be wonderful if there were a tool you could use that would let you know for certain whether each new employee was a hiring mistake or a hiring success? Well, there is such a
Wouldn’t it be wonderful if there were a tool you could use that would let you know for certain whether each new employee was a hiring mistake or a hiring success? Well, there is such a
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
tool and I’m going to share it with you right now.
It’s called the Success Predictor Tool and it consists of a checklist that you will review at 45 days and 85 days of employment.
The Success Predictor Tool lists 19 of your new employee’s key behaviors and characteristics. You will rate each on
It’s called the Success Predictor Tool and it consists of a checklist that you will review at 45 days and 85 days of employment.
The Success Predictor Tool lists 19 of your new employee’s key behaviors and characteristics. You will rate each on
; or drug, device, and biological product and fixed dose combination would include two or more combinations of drug.
Examples of combination products may in
Examples of combination products may in
e as either ‘satisfactory’ or ‘unsatisfactory’. It’s important to be clear about the meaning of ‘satisfactory’ and ‘unsatisfactory’ in this context so let’s take a closer look at how we define these terms.
‘Satisfactory’ means your new employee’s behavior is good, considering the training he or
‘Satisfactory’ means your new employee’s behavior is good, considering the training he or
lude drug-coated devices, drugs packaged with delivery devices in medical kits, and drugs and devices packaged separately but intended to be used together.
she has received. Satisfactory is simply the passing grade and a pass is a pass. Whether it is a solid pass or a fantastic pass is not terribly important when using the Success Predictor Tool.
This is no time for rose-colored glasses—call each category of behavior exactly like you see it. Do NO
This is no time for rose-colored glasses—call each category of behavior exactly like you see it. Do NO
here is enormous increase in the number of combination products entering the market in the recent years. Combination products have proven advantages but fixe
T rationalize poor performance out of misguided kindness or because some of the other categories are exceptionally strong.
If you find yourself agonizing about how to rate a category, ask yourself this, “If the performance in this category NEVER improved, would I be happy with it?” If you wouldn
If you find yourself agonizing about how to rate a category, ask yourself this, “If the performance in this category NEVER improved, would I be happy with it?” If you wouldn
d dose combinations are still in the process of convincing regulatory authority on their advantages over the single ingredient formulations.
Combination pro
Combination pro
’t, rate the category ‘unsatisfactory’.
By the way, if others are training or supervising the new employee, ask them to help you with the checklist. Try not to think about each behavior too long. Your first instincts are usually the most accurate when using this tool.
Here is the list of behavi
By the way, if others are training or supervising the new employee, ask them to help you with the checklist. Try not to think about each behavior too long. Your first instincts are usually the most accurate when using this tool.
Here is the list of behavi
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
ors that you will rate as either satisfactory or unsatisfactory, given the training and job experiences of the new employee to date:
1. Number of times late.
2. Number of times absent.
3. Quality of work.
4. Quantity of work.
5. Response to training and ability to learn.
6. Overall le
1. Number of times late.
2. Number of times absent.
3. Quality of work.
4. Quantity of work.
5. Response to training and ability to learn.
6. Overall le
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
vel of knowledge and skill.
7. Respects authority.
8. Follows safety procedures.
9. Follows company rules, regulations, processes and procedures.
10. Cooperates with and is generally liked by coworkers.
11. Achieves (internal or external) customer service standards.
12. Exhibits a pos
7. Respects authority.
8. Follows safety procedures.
9. Follows company rules, regulations, processes and procedures.
10. Cooperates with and is generally liked by coworkers.
11. Achieves (internal or external) customer service standards.
12. Exhibits a pos
nation products and maximize the revenues. But the companies involved in this practice are overlooking that they are burdening the patients both economically
itive mental attitude.
13. Exhibits internal motivation and initiative.
14. Exhibits persistence in the face of challenges or problems.
15. Likes the work—is a good fit.
16. Exhibits integrity.
17. Achieves acceptable standards of organization, neatness, and cleanliness.
18. (Optional
13. Exhibits internal motivation and initiative.
14. Exhibits persistence in the face of challenges or problems.
15. Likes the work—is a good fit.
16. Exhibits integrity.
17. Achieves acceptable standards of organization, neatness, and cleanliness.
18. (Optional
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
for supervisory, management, or leadership positions) Exhibits an acceptable level of management/leadership knowledge and skill.
19. Makes me look forward to having this person on my team long term. (Really trust your instincts on this one!)
Now let’s assume you’ve completed the checklist. Ho
19. Makes me look forward to having this person on my team long term. (Really trust your instincts on this one!)
Now let’s assume you’ve completed the checklist. Ho
ts. Some of the combination products were well accepted by physicians while others suffered. Companies involved in development of combination products are fi
w do you interpret the results and what should you do with them? First, accept the fact that a good employee will be satisfactory in EVERY category.
Normally the ratings would NOT be discussed with an employee. This tool is for the use of management.
If one or more of the checklist behaviors i
Normally the ratings would NOT be discussed with an employee. This tool is for the use of management.
If one or more of the checklist behaviors i
ding difficulty in defining their combination products and facing various challenges from selecting a combination to marketing it.
Following aspects would a
Following aspects would a
s clearly ‘unsatisfactory’ at the 45-day or 85-day mark, you should terminate the employee—he or she was NOT a good hire. If you think that is too harsh, review the behaviors and select those you believe truly can be unsatisfactory in a good employee.
When my clients do this exercise they almos
When my clients do this exercise they almos
dd to the challenges in developing combination products:
Which markets to tap where the combination products can do fairly well?
Which combination prod
Which markets to tap where the combination products can do fairly well?
Which combination prod
t always say, “I see. If I truly want a great team, there are no behaviors on the list that I would be willing to tolerate as unsatisfactory over the longer term.”
The quicker you part company with a problem employee—the sooner you correct a hiring mistake—the better it will be for you, your te
The quicker you part company with a problem employee—the sooner you correct a hiring mistake—the better it will be for you, your te
cts are meaningful and rational?
Which therapeutic categories to select?
Which Combinations can address unmet needs of the patients?
Do combin
Which therapeutic categories to select?
Which Combinations can address unmet needs of the patients?
Do combin
am, your customers, and your business.
Why must the report be done at 45 days and AGAIN at 85 days? First, you want to review your hiring decision at least twice because hiring decisions are so important.
Second, sometimes it is difficult to get a clear enough picture in just 45 days. However,
Why must the report be done at 45 days and AGAIN at 85 days? First, you want to review your hiring decision at least twice because hiring decisions are so important.
Second, sometimes it is difficult to get a clear enough picture in just 45 days. However,
tions increase the patient compliance?
What would be the developing cost?
How to tackle the risks encountered during combination product developmen
What would be the developing cost?
How to tackle the risks encountered during combination product developmen
if you are clear that a hiring mistake was made at 45 days or even before that, by all means, terminate the employee.
Third, in most jurisdictions you can terminate an employee during their 90-day probationary period with little risk of a wrongful dismissal suit. In most jurisdictions, if you
Third, in most jurisdictions you can terminate an employee during their 90-day probationary period with little risk of a wrongful dismissal suit. In most jurisdictions, if you
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
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
do not terminate an employee during their probationary period, the rules change dramatically on day 91 and they usually change in a way that is NOT good for employers.
Therefore, it is critical that you remember to do the 45-day and 85-day reports ON TIME or even a few days early. Write this im
Therefore, it is critical that you remember to do the 45-day and 85-day reports ON TIME or even a few days early. Write this im
ping new procedures for reviewing their safety, efficacy and quality.
Professional from academic institutions, pharmaceutical industries, health care indust
Professional from academic institutions, pharmaceutical industries, health care indust
portant task in your day-timer on your new employee’s first day!
If more than a small percentage of your new employees prove to be hiring mistakes, then your process is flawed. Why use a flawed process when you know that even one hiring mistake can cost you a fortune? Obviously, the best way t
If more than a small percentage of your new employees prove to be hiring mistakes, then your process is flawed. Why use a flawed process when you know that even one hiring mistake can cost you a fortune? Obviously, the best way t
y and representatives from various regulatory agencies are working out to design the regulatory requirements for manufacture and sale of combination products
o deal with problem employees is to NOT hire them in the first place.
Remember, you always have the staff you deserve. If you think you deserve better, find and acquire a powerful recruiting, interviewing, hiring, and training process. It will pay you huge dividends for the rest of your busine
Remember, you always have the staff you deserve. If you think you deserve better, find and acquire a powerful recruiting, interviewing, hiring, and training process. It will pay you huge dividends for the rest of your busine
.
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
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
ss life.
Now let’s think about a hiring success—a new employee who rates satisfactory in all the basic behaviors!
At the end of the 90-day probationary period, have a celebration for your new team member! How? Well, you could provide a ‘Welcome’ cake at coffee time with a short welcoming spee
Now let’s think about a hiring success—a new employee who rates satisfactory in all the basic behaviors!
At the end of the 90-day probationary period, have a celebration for your new team member! How? Well, you could provide a ‘Welcome’ cake at coffee time with a short welcoming spee
elopment. They need to be wiser in analyzing the market trends and the regulatory requirements.
Companies that provide selfless information through particip
Companies that provide selfless information through particip
ch.
A celebration reinforces the fact that team membership has been earned and the company takes their culture, rules, processes, and the progress of its team members very seriously.
This is also a great time to have some fun and bind the new person to the team and the company in a special way.
A celebration reinforces the fact that team membership has been earned and the company takes their culture, rules, processes, and the progress of its team members very seriously.
This is also a great time to have some fun and bind the new person to the team and the company in a special way.
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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