Advice You - Business

In this article you will find out ideas and techniques to help you get through the minefield of laws and regulations to find the right people to help your business success, not hinder it. Hiring reliable, motivated staff to add to your success

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

is becoming harder for employers. Employment Legislation, Data Protection Laws and EU Directives have all created a web in which the average small business owner can easily feel trapped and ensnared. I have trained hundreds of managers to fi

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

Examples of combination products may in

d their way through, and these are some of the ideas I can offer to help you.

IT'S NOT ALL DOOM AND GLOOM. In this article I will show you how you can shift the odds in your favour without spending a fortune on recruitment advertising. This

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

is part one of a series, so look out for updates or contact me for more details.

1 – Designing and advertising the job

Most managers and business owners have been stuck at some point in our careers with the employee from hell, a difficul

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

person who brings havoc to work with them. They take up time, they can sabotage work (and cost you money), and they can affect team morale, dragging their performance down and causing good staff to get fed up and leave.

Some bosses have class

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

Combination pro

fied their problem people and among the worst are:

· Moaners – if you want to give great customer service how will this person help?

· Liars – can you trust them with your property?

· Bullies – they don&

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

rsquo;t just scare the staff: customers will run a mile from them. Sometimes the boss is even scared

· Addicts - drink, drugs, gambling – take your pick. Whatever their weakness, they are Trouble with a capital T

· Lovers

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

– they use the workplace as a free dating agency. It can be fine while romance is blossoming but when the honeymoon’s over the fallout will spill over at work, sometimes with violent results

· Hypochondriacs – never th

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

re when you need them

· Gossips – can cause backbiting in the most harmonious team. Good people will get tired of them and leave.

Do these ring any bells? Are you worried about employing the next member of staff? Well read on a

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

nd you will find out what you can do……

There are lots of things you can do to improve the odds of getting an effective person to fill your next vacancy. A sound job specification is particularly important, and that’s not ju

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

t HR-speak. It will help avoid complaints of discrimination and helps you select suitable people who can develop into valuable assets for the organisation rather than difficult employees. Write a short job specification – this describes

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

Following aspects would a

the skills and experience needed to do the job well. Write this up for the job and you will have a set of requirements against which you can filter the applications and decide who to interview. You can include anything that relates to the job

dd to the challenges in developing combination products:

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

– for example Experience, Training, Special Knowledge, Adaptability, Disposition.

For example: you need someone to produce client contracts using Word and Excel. Sounds simple? Fine: let’s ask candidates to do that in a short tes

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

, using a simple draft as a starting point. Now we start to find out who can walk their talk. And on the subject of walking, if that’s part of the job, put it in the specification, then they can’t say they didn’t expect to be

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

on their feet all day!

You can recruit without spending a fortune. Before you run into the arms of a recruitment agency, try and compare notes with another local employer. Has anyone found a really good, loyal agency? If so, grab them! Lot

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

s of companies use employment agencies to do the work for them, with varying results. They can charge a month’s salary for finding the employee, and once they place them with you they can be ready to tempt them away with the next vacancy &

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

Professional from academic institutions, pharmaceutical industries, health care indust

dash; and there’s often nothing you can do about this!

So how do you find the right person? Just be practical – put a small ad in the right advertising medium: often one of the local papers. But also offer it to the local Jobcentr

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

, and tell all your staff that the job is open. There’s no reason not to interview a friend or relative of an existing member of staff, if they meet the basic job requirements. Are there any other free outlets to advertise the job? Set

.

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

a closing date and interview date(s) when you advertise. This lets the applicant know when they might be asked to an interview, and can save a lot of time in dealing with enquiries.

So you’ve designed a clear, simple job spec, you&rsquo

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

Companies that provide selfless information through particip

ve told everyone that you’re looking for someone good, and now just wait for that flood of applicants to beat a path to your door.

Part Two coming soon, but if you can’t wait that long you can contact me – see my details below

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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