The country’s drugmakers increasingly eye lucrative high-end drugs
Options are plenty when it comes to executive search firms. On one end of the spectrum are the commandingly large firms, which come with big brand name recognition, high overhead and revenues in excess of $700 million annually. Several of these publicly traded firms have great reputations, but they have historically catered to Fortune 500 companies. If your organization is not a Fortune 500 company, your search can easily get lost in the shuffle or pushed down below the partner level, and costs can quickly exceed your price range. Worse yet, sometimes these firms will try to recruit from your organization after their one or two year hands-off commitment has expired.
A complete end-to-end employee experience can go a long way in raising the business bottom-line but also instill the people with a purpose. Mindi Cox, SVP, People & Great Work, O.C. Tanner, shares her thoughts, in an exclusive interaction with People Matters
First published in People Matters Global: https://www.peoplemattersglobal.com/article/best-practices/building-a-unique-culture-to-enhance-productivity-21468
Before getting in touch with, or continuing a conversation with a recruiter, you should ask if they’re working for this particular company with this specific opening, or is the recruiter from an outside company. If they’re from an outside firm, it’s important to find out whether or not they’re from an executive search firm or a contingent recruiting firm.
Recruiting managers desperately need new tools, because the existing ones—unstructured interviews, personality tests, personal referrals—aren’t very effective. The newest development in hiring, which is both promising and worrying, is the rise of data science–driven algorithms to find and assess job candidates.
Article first published in HBR; https://hbr.org/
For most of the post–World War II era, large corporations went about hiring this way: Human resources experts prepared a detailed job analysis to determine what tasks the job required and what attributes a good candidate should have. Next they did a job evaluation to determine how the job fit into the organizational chart and how much it should pay, especially compared with other jobs. Ads were posted, and applicants applied. Then came the task of sorting through the applicants
Although corporate leaders have talked about skills gaps for years, the spread of automation and artificial intelligence is prompting some of the biggest companies — including Amazon, JPMorgan Chase, SAP, Walmart, and AT&T, to name just a few — to take action, not with small pilots but with comprehensive plans to retrain large segments of their workforces. These programs signal that the “future of work” is no longer an event on the distant horizon. It’s already here.
WuXi Biologics expects to have a plant in Europe complete in 2021 as a capacity race plays out among Asia’s rapidly growing biologics CDMOs. The Chinese company also insists its vaccine partnership will complete a multibillion-dollar contract by year-end with a dedicated plant to follow, but has yet to identify with whom the deal was struck.
Under pressure to address the nation’s huge unmet health care needs and to build an internationally competitive and innovative pharmaceutical industry as part of a wider economic restructuring, Beijing has listed biotechnology as one of 10 key sectors for development under its ‘Made in China 2025’ industrial strategy.
The National Medical Products Administration (NMPA), previously the China Food and Drug Administration (CFDA), is the institution responsible for pharmaceuticals and medical devices regulations in China. Similarly to the FDA in the United States, the NMPA classifies medical devices into three classes (from I to III) depending on their potential risk. Class I devices are associated with the lowest risk, while Class III devices are associated with the highest risk.
Asia is a region of stark contrasts, with approximately 4.5 billion people—some 60 percent of the world’s population—living in countries with a rich diversity of economic, political, and demographic constituents. With its 48 countries evolving (often rapidly) their political, economic, and healthcare systems, Asia can be a puzzling region to operate in, presenting a steady flow of surprises (and, frequently, challenges).