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American manufacturers are turning away lucrative business because they can't attract or retain enough qualified workers. Productivity diminishes when there are not enough skilled employees, and the situation convinces – or forces – many employers t

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

o lower their hiring standards while simultaneously canceling profitable contracts.

The Jacksonville Business Journal, for example, recently reported that Atlantic Marine Holding Company in Florida has passed up millions of dollars worth of new bus

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

Examples of combination products may in

ness due to a lack of productivity based on too few employees. As alarming as that might sound, the incident is not an isolated one. Businesses across the manufacturing sector are experiencing significant shortages and rates of attrition that direct

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

y affect the bottom line. In fact, a recent survey by the Manufacturing Institute, the research arm of the Washington D.C. based National Association of Manufacturers, revealed that 90% of manufacturers report a moderate to severe shortage of qualif

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

ed skilled production employees.

5 Proven Ways to Attract and Keep Quality Employees

To overcome this challenge, manufacturers need to take a vigorous and proactive approach.

Here are 5 ways to attract quality employees and retain those you have

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

Combination pro

lready trained:

• Use dynamic marketing techniques.

Posting a dry job description is no longer enough to attract good candidates. Don't view hiring opportunities as mere job postings but instead approach them like an advertising campaign. Use the

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

xpertise and creativity of your marketing team and employ direct response writing techniques to improve your response rates.

• Offer job candidates a unique, exciting experience.

Differentiate yourself with recruiting orientation videos, testimoni

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

als from satisfied employees, opportunities for candidates to meet your CEO, or by making the interview process fun and interactive. After an interview, people should desperately want to get the job because of the culture you present to them.

• Tap

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

into the growing pool of talent in the Hispanic population.

Companies are struggling to find enough bilingual workers to meet the demand of an increasing Hispanic customer base. Growing your Hispanic employee demographic may take a little work but

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

ill yield huge rewards. Begin by creating a bilingual recruiting staff, advertise appropriately, and develop alliances with local ESL (English as a Second Language) programs at colleges and universities.

• Remember the platinum rule: "Treat others

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

he way they would like to be treated."

Employee benefits don't have to end with insurance. Your total benefits package should include a wide variety of both traditional and non-traditional vehicles for offering employees the kinds of benefits they

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

Following aspects would a

ill value and appreciate.

For example, free dry cleaning pickup or fitness center discounts can be negotiated by an employer and then passed along to grateful employees. Higher-end benefits might include on-site childcare or medical clinics. Whatev

dd to the challenges in developing combination products:

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

r your strategy or budget, the goal of an employee benefits package should be improved morale, increased loyalty and attraction, and high marks for worker satisfaction.

• Institute a Wellness Program.

A NASA study revealed that employees who parti

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

ipate in an exercise program average a 12.5% increase in productivity. Healthy employees are happier, take fewer days off for illness, and are more focused and productive. And national statistics show that employers save three dollars for every doll

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

ar they invest in a Wellness Program. In other words, if you do not have a Wellness Program, you are not only losing good employees and productivity, but you are ignoring an investment with a proven 200 percent return.

Recent research conducted by

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

he National Association of Manufacturers revealed that more than 30 percent of manufacturing companies in the United States have good jobs that remain unfilled due to a lack of qualified applicants. This should come as no surprise, as the Bureau of

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

Professional from academic institutions, pharmaceutical industries, health care indust

abor and Statistics has reported similar trends affecting virtually every industry in the nation.

When MetLife conducted its 2007 national survey, employers were asked what they most hoped to achieve when offering benefits to workers. A strong majo

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

ity of respondents cited "retaining employees" as their top priority, ranking it higher than cost savings. After all, it may cost money to provide attractive benefits, but the investment is only a fraction of what it costs to attract and train new w

.

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

rkers.

The choice is yours – you can spend time and money to strategically ensure your success, or you can follow the status quo as your earnings, profitability, and future business dwindles – along with your qualified workforce and manufacturing p

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

Companies that provide selfless information through particip

oductivity. As the labor shortage continues, buck the trend and attract top talent by initiating programs that not only counteract attrition, but also get your satisfied employees talking and recommending your company to their friends and colleagues

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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