Top 5 Benefits of Implementing Training and Development Programs

Pharmaceutical manufacturing is expensive, resulting in substantial financial losses and product recalls if not implemented correctly. Hence, pharmaceutical companies spare no expense in developing an error-free assembly line. Part of this effort is made to ensure their staff is adequately trained in all aspects of pharmaceutical manufacturing. However, while most companies implement training programs for new hires, very few implement regular development programs for these employees.

Ideally, these development programs should be implemented to upskill employees and help pharma companies keep up with the technological advancements in the industry. Implementing regular employee training and development programs can benefit pharmaceutical companies in various ways.

Why are pharmaceutical training and development programs required?



To keep up with rapidly evolving pharma technologies.

Pharmaceutical training and development programs can be used to teach employees new methods or processes that have been developed. For example, suppose the company's R&D department produces a new, more efficient method. In that case, employees should be trained on correctly using this process instead of providing booklets or holding seminars/webinars. This is particularly important because R&D often tries to find new ways to optimise existing processes.

To prepare employees for new technologies in the company.

Significant technological shifts should warrant training. For example, if a new technology is developed to automate tasks, the company will naturally want to implement the same to save time and money. However, before investing in this technology, the company can offer training to employees to ensure they are ready to use the new technology, reducing the downtime between implementation and successful operation.

To retain the competitive edge.

The pharmaceutical industry is a rapidly evolving space, with the introduction of new technologies such as AI, machine learning, digital health platforms, and advanced drug delivery systems. Employee training and development programs are also required to ensure the company can keep up with these technological advancements. The company may lose its competitive edge if employees do not learn to use new tools and processes.

To improve efficiency and productivity.

Training programs focusing on process improvement, lean manufacturing and project management can improve the overall efficiency of the manufacturing process. Employees who have completed this training may display higher productivity, higher efficiency, and lower error rates. Consequently, this reduces the time-to-market and costs for the company.

To ensure employee retention and job satisfaction.

Providing learning and development opportunities is critical to employee satisfaction and engagement. According to LinkedIn Learning, 94% of employees would be more willing to stay in a company longer if the company provided career development opportunities. Several pharmaceutical companies provide such development programs and opportunities. For example, Novartis and Novo Nordisk offer employees various professional and leadership development programs.

These advantages showcase why pharmaceutical companies should invest in developing and training programs for their employees. However, this is a complicated process. There is no one formula that fits all because training programs are designed to impact specific skills to employees. However, we can provide you with some critical points on how to create and implement training programs.

Critical points for creating and implementing training programs for pharma technological advancements

Develop courses for the employee's current needs.

When developing training and development programs, trainers must identify the requirements of current employees. Instead of creating a list of things employees of other companies can do, yours cannot determine skills your employees require to perform better in their current roles. These courses should be rolled out first to fulfil employees' requirements.

Keep it short and straightforward.

Pharmaceutical training programs provide technical information. Hence, the focus should be on providing the necessary information in the most straightforward manner possible. Hour-long videos should be avoided; short, mobile-friendly courses should be developed. Furthermore, instead of using high-quality graphics or gamification components, the focus should be on providing the necessary information on the screen. For example, a video explaining a new system does not require gamification. Instead, the video should include images or real-life videos of the equipment.

Tailor training modules for job roles.

There is no one-size-fits-all when it comes to training modules. While most people working in a pharmaceutical company have some common knowledge and responsibilities, the same information does not apply to anyone. Hence, training modules should be tailored to specific job roles. The content should cover the topics for that role. For example, a sales intern will require different information than an R&D intern. While some introductory courses can be kept standard, the majority should be tailored to individual needs.

Individual key performance indicators need to be determined.

Key performance indicators must be determined to assess what has been learned from the training program. It is not always possible to conduct physical tests or provide electronic tests at the end of a module. Moreover, these assessments may not always yield the necessary results. For example, a module teaching a new process cannot do physical experiments because this will be time-consuming and expensive (time and resource wastage). However, an MCQ test may not be appropriate either. By contrast, MCQ tests or e-assessments may be sufficient for a module explaining compliance requirements.

Training programs must be appropriately tailored concerning content, audience, and length. Here is an example of a successful training and development program.

Case studies of successful training and development programs in the pharmaceutical industry

Roche Diagnostics Corporation is among the world's largest biotech companies. Roche partnered with Cornerstone to develop a one-stop show for employee learning. The critical elements of this continuous learning program are:

• The platform offers various learning resources, including tutorials, e-books, webinars, and interactive courses.
• Employees can create personalised training paths based on their career goals, interests and skill levels.
• The continuous learning platform was integrated with the employee's daily work routine, encouraging them to learn continuously rather than partake in episodic training sessions.

The results of this initiative were:

• The employee engagement increased in subsequent weeks/months.
• It allowed employees to stay updated with current technologies and knowledge.
• It improved voluntary engagement throughout the organisation.

Conclusion

The pharmaceutical industry constantly evolves due to new technologies, processes, and equipment development. However, companies must integrate new advancements and train employees to keep up with these changes. Various surveys have highlighted the importance of providing employees with continuous learning and career development, as these are the key drivers that ensure employees are satisfied in their roles. This article highlights the importance of developing training programs and five principles to remember when creating training programs.

FAQs

1. What type of training is generally offered in pharmaceutical companies?

Regulatory training, technical training, product-specific training, GMP training, and clinical trial training are generally provided to employees.

2. How do companies determine the need for training?

Training and development needs are generally identified using skill gap analysis. However, regulatory changes or technological advancements are also drives behind new training programs.

3. How do companies measure the effectiveness of their training programs?

Effectiveness is measured through evaluation surveys, performance metrics, knowledge assessments, and ROI analysis.