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One of the biggest challenges for any supervisor or manager is dealing with new employees. While new employees range from chronic underachievers to future CEOs, the essential activities for the supervisor are the same. Ev

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

ery good supervisor needs to focus on training, objectives, feedback coaching, more training and career development.

Training

Just because an employee has a college degree, a CPA, an MBA or other academic or professional

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

Examples of combination products may in

redential does not mean they are trained to do a specific job. One of the first roles of a supervisor is to insure that the people on her team are trained. Some training is common for all employees such as general adminis

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

rative practices. Others are specific to a technology such as a system or a tool. Finally, there is training that is role specific. It is the responsibility of every supervisor to insure that each employee is trained in

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

ach of these areas. It is best to set expectations before training, to follow-up after training and then to review how the training is being utilized after the employee has had an opportunity to use it in the job.

Objecti

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

Combination pro

es

Management by Objectives (MBO) appear to be making a strong comeback after a number of years in disfavor due to other management philosophies and motivational tools. It is up to every supervisor or manager to insure th

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

t her employees have objectives. The objectives should be specific, measurable, attainable, realistic and time-bound. The objectives need to be reviewed with the employee by the supervisor. The employee should have an op

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

ortunity to provide input and ask questions about the objectives. Finally the employee and the supervisor should each have a copy of the objective document.

Feedback and Coaching

Timely and candid feedback is one of the

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

ost important things a supervisor or manager can provide an employee. While formal feedback on performance against assigned objectives is essential, day-to-day feedback based on work activities and actions is even more vit

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

l. The supervisor must note not only what the employee is doing wrong, but also what the employee is doing right. And in the cases where the employee is doing job functions right, it is up to the supervisor to explain how

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

to perform even more effectively. Feedback and coaching by the supervisor should be constant and done with the goal of overall performance improvement.

More Training

Observation, feedback and coaching will always identif

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

Following aspects would a

the need for additional training. Whether to re-train areas of weak performance or to increase skills and proficiency in areas of strength (and business need), training is a process and not an end in itself. As employees

dd to the challenges in developing combination products:

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

are on the job longer, their training shifts from organizational and functional basic training to more in-depth functional training. Over time, broader cross-functional and managerial training are in order. The top perfor

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

ers are in line for specialized programs including those designed for future leaders often called “fast track” programs and the executive educations programs offered by many of the top business schools. A key point with tr

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

ining beyond that offered initially is that there is no such thing as “one size fits all”.

Career Development

Last but certainly not least for the supervisor or manager of the new employee is career development. While th

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

re has been much in the business press about career self-management, this reality does not relieve the supervisor or manager of her responsibility. Formal discussion periodically – at least twice per year – should be focus

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

Professional from academic institutions, pharmaceutical industries, health care indust

d on the current job, the employees desired next position, the needs of the business, skills and other requirements for the next job and where the employees sees himself in several years. By supervisors having these discus

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

ions they can be prepared to provide input into training budgets, course openings, and vacancies inside and outside of their department and leadership succession plans.

Supervisors and managers often clamor for new and tal

.

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

nted people. Among the pool of new people can be the future leaders of the business or organization. It is up to the supervisor to launch the new people on a successful path through a combination of training, objective se

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

Companies that provide selfless information through particip

ting, feedback and coaching, more training and career planning. While new employees can be time consuming for the supervisor, the skill, energy and commitment they bring to the workplace are vital for growth and innovation

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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Wanting to work from home will often get people thinking about having their own home based business and being their own boss. If you are skilled in needlecraft, a home based sewing business could be just the thing for you. If you enjoy needlework as a hobby, you will love it as a source of income.

Adaptation of personnel on a workplace is the necessary link of skilled manage-ment. Unfortunately, importance of measures on a vocational orientation and adaptation of workers is not seriously enough perceived by staff services during a long period. Until now many state enterprises and commercial organizations do not have the basic adaptation pro-grams even. At the same time, there is large western experience of the use of adaptations techniques, which only lately other staff services and agencies began to adopt.

Sales are NOT immune from automation and businesses can either take advantage of automating the selling process or fight the technology. Here are a few things you can expect from a sales automation system. These are the functions I build into my sales automation solutions.

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