Difficulties of small and medium-sized pharmaceutical enterprises in retaining people

Looking around the pharmaceutical companies, companies with less than 50 employees and groups with thousands of employees, job hopping and resignation seem to be the norm Some graduates who have just been recruited for one or two years, who are professional counterparts and young, are just doing their work and laying a foundation, but suddenly they leave, which is very regrettable Frequent turnover of personnel, not only affects the normal production and operation of enterprises, but also to a certain extent, is detrimental to the development of individual industries I have seen a newly recruited quality director of an enterprise, who is less than 40 years old, but has experienced hundreds of battles He has worked in dozens of pharmaceutical companies, ranging from Zhejiang to Jiangsu to Anhui, from warehousing to quality management to administration, with a wide range of regions, rich work experience and frequent job hopping I can't help but sigh that he is young and promising! Exclamation at the same time also inevitably doubt: such a person, the enterprise also dare to use! At that time, I made a conclusion to the manager of the human resources department that he didn't work long Don't hope too much Sure enough, within ten months, the man had switched jobs again Colleagues often complain that their people can't stay Today this one is gone, tomorrow that one is gone Why can't the pharmaceutical industry retain people, especially young people? It is worth thinking about According to the traditional methods of human management, there are three kinds: salary, career and emotion Looking at domestic enterprises, all three seem to be difficult In the pharmaceutical related industries, technology is the most important Generally speaking, the older you are, the longer you are in business, and the more skilled you are, the more stable you will be and the higher your salary will be However, it is difficult for the pharmaceutical industry to enter the industry, and the threshold is high Even if it is a pharmaceutical engineering undergraduate, it is difficult to master the key technologies in a short period of time if it is not diligent in learning and thinking Young college graduates, who are employed in pharmaceutical enterprises, are mostly assigned to management or inspection positions, so they have no chance to engage in first-line production operations "It's only a matter of knowing how to do it." It is difficult to understand the significance of process parameters and the core of production process without experiencing the process of batching, canning and granulating Without mastering the key technology as soon as possible, enterprises can't be alone, and there's not enough reason for promotion and salary increase Can't you get a raise because you have a high education? These new people in the pharmaceutical industry, because their salary is far from the expected value in the short term and they can't afford to buy a house or a car, change jobs, or resign As far as I know, some of them are directly transferred to other high salary industries, such as Internet related industries and beauty related industries, and some of them are directly transferred to be medical representatives and no longer engaged in production There are also some postgraduate entrance examination or examination institutions, civil servants The loss of these new talents is regrettable Career retention is the most win-win way It is not only conducive to the development of enterprises, but also to the realization of employees' self-worth But it is easy to say and difficult to do Because it takes time and effort to retain people There are many opportunities for pharmaceutical enterprises now In the era of generic drug consistency evaluation in full swing, the State encourages drug R & D and innovation, and the pharmaceutical industry is in urgent need of transformation and upgrading, pharmaceutical enterprises need a group of young people who are responsible for research policies, systems and technologies! However, the graduates who have just entered the workplace are faced with such problems as the handling of interpersonal relationships and the need to adapt to the living environment It is difficult to sink into the research work, let alone make a difference in their career If you can't meet a patient and tolerant leader again, it is likely that blame is more than guidance, and pickiness is more than cultivation So it's the hardest way to stay in business Thirty years ago, the pharmaceutical companies were all together, like a big family I have seen many old employees in their fifties who have been in the company since graduation They have devoted their whole life to the company diligently and selflessly, and even their wives have been found in the company Now, more people only look at the immediate interests, not to pay? Leave! No promotion? Leave! Feelings leave people in the fast-paced society today become very luxurious Even those young people who have come in for three or five years and have grown up little by little under the guidance of their master will not stay because of human feelings once they find out better opportunities and higher treatment Therefore, more than once heard the complaint of the enterprise: the little one, who has been here for three years, just trained, and left again! The mobility of talents is not only the inevitable result of social development, but also the only way to liberate talents and develop economy But for pharmaceutical enterprises, what is more needed is people who are willing to stay in the enterprise for a long time and work steadily Only those who are devoted to technology research and familiar with the products and processes of the enterprise can take root and grow in the industry For employees, each person's situation is different, which is inconvenient to state one by one For the survival of the enterprise and the sustainable development of the pharmaceutical industry, the following suggestions are made to the executives of the enterprises: How to distinguish talents and evaluate talents is the primary task As the saying goes, people can't be distinguished from mediocrity only by appearance Talents do not have the word "talents" written on their faces Some people's potential is very deep Others need opportunities to show their talents If they can't be effectively identified, given more opportunities and explored in multiple directions, it will cause waste and dislocation of talents Some people have the word "talent" written on their faces In fact, they are seeking fame, boasting and boasting They love to be in the limelight They rush to do jobs that are easy to make achievements, and push things that are not good Some people work hard, but they never publicize In pharmaceutical enterprises, the evaluation standards of talents in different positions cannot be generalized For example, there is no obvious achievement for the production post As long as the production process is carried out in strict accordance with the process procedures, no pollution and cross contamination are generated, and the products are all inspected as qualified, it is considered that the production post is very dutiful What about the test link? What is the result of the test? Or can't test out the problem is the result? If the product itself is qualified, there will be no problem with the inspection root In this case, can you say that the inspectors are incompetent? Talents are distributed in all departments and positions As managers, they need to be patient and meticulous, observe more, investigate more and test more Scientific evaluation and selection can make talents stand out Positions are not immutable It is suggested that the personnel in production, inspection and storage positions should rotate in time to get familiar with each other's business We can also use two-way selection, knowledge competition, technical competition and other ways to select outstanding talents and stimulate the skills and creativity of employees As for the topic of training talents, we can't stop training because some people have changed jobs It's called "stop eating because of choking" When training, we should have targeted training Some old employees who can stay are not necessarily worthy of training It is necessary to select training content for the post and adopt practical training methods, so that the training can really promote the production and improve the quality of drugs, rather than focusing on the form If there is an opportunity to go out for study, it is recommended that the whole factory notify and register for audition, and do not leave the opportunity to the management personnel of the quality assurance department It can be stipulated that anyone who goes out to study must bring back what he has learned, set up a lecture in the factory and teach in the face of the whole factory We can also set up a large lecture hall activity to encourage grassroots employees to step onto the platform and explain their own work, which is conducive to the integration of knowledge exchange technology and the cultivation of comprehensive hands of enterprises Some young people have IQ higher than EQ, technology better than character, which makes people love and angry They are also easy to offend some people If managers can't use their wisdom to open their wings for protection, I'm afraid that these people will be like new buds in the wind and rain, they will be suppressed before they germinate, and they will have no vitality to use their talents In pharmaceutical enterprises, people who want to stay emotionally, who are low in emotional intelligence and concentrate on technology, are most likely to stay emotionally Of course, protection is an expedient It's only for a while, not for a lifetime Real talents need to be trained to grow their wings, and eventually grow into towering trees and become pillars This requires managers to train and guide under the premise of correct selection and employment, and provide more opportunities for their growth.