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Recently, AstraZeneca officially announced to employees that Yin Min, head of AstraZeneca’s China Oncology Division, and Wang Dong, head of retail division, have decided to leave AstraZeneca to seek external career development opportunities.
The working day of the two in AZ will end.
31st of this month
.
It is worth noting that after the two leave AstraZeneca, both will join two domestic pharmaceutical companies
.
Among them, Ms.
Yin Min will join BeiGene
.
It is understood that BeiGene has announced today that Ms.
Yin Min will join BeiGene in January 2022 as the Chief Commercial Officer of Greater China, and will also become a member of BeiGene's China leadership team and global executive committee
.
Talents from multinational pharmaceutical companies are accelerating their transfer to domestic companies (photo source: pharma.
cn) Talents from multinational pharmaceutical companies are accelerating their transfer to local companies.
In fact, the transfer of executives of multinational pharmaceutical companies to local companies is not an exception
.
In recent years, as domestic pharmaceutical innovation and R&D have continued to heat up, there have been waves of talent flow in the industry, and the flow of talent in multinational pharmaceutical companies has continued to intensify
.
Take AstraZeneca as an example.
In addition to the two senior executives who have resigned, mid- and high-level talents have left frequently since the beginning of this year, and most of these personnel have left for local innovative drug companies
.
As reported in mid-November, Du Haochen, former vice president of AstraZeneca China and head of the county business department, officially joined BeiGene as the head of the broad market; on September 22, AstraZeneca's former East RGM, sales consultant Chairman Zhang Anwei resigned and joined Luoxin Group as the general manager of the company's innovative drug direct sales business and group vice president; on August 3, Dong Lijun, the former general manager of AstraZeneca China's digestion and full product development business department, was also announced , Will serve as Luo Xin's deputy general manager, as well as the company's executive vice president and chief operating officer (COO)
.
From the overall perspective of the senior executives of multinational pharmaceutical companies, local innovative drug companies seem to be more and more popular, and they are becoming a new "home" for many middle-level and high-level talents.
The industry believes that this illustrates the momentum of domestic innovative drugs from the side.
, And the industry is optimistic about the future development of the local innovative drug industry
.
Local pharmaceutical companies need to pay attention to three aspects to retain talents.
However, it is worth noting that foreign company executives may also become "unaccustomed" when joining local companies.
.
It is reported that on November 3 this year, Junshi Biotech announced that Chief Commercial Officer Qian Wei has recently resigned to the company due to personal development reasons.
The working day is November 12, 2021
.
In fact, it took only 4 months from Qian Wei to join Junshi Bio, so this resignation news has also attracted attention in the industry
.
So in the context of increasingly fierce competition for talents by domestic and foreign pharmaceutical companies, how should local pharmaceutical companies retain talent? In this regard, the industry believes that for different fields and different types of talents, companies must first break through traditional training methods, so that the development of talents is consistent with business needs and corporate strategies
.
Secondly, long-term and effective incentives need to be implemented for talents, especially core talents
.
For example, the equity incentive plan, through the creation of combined incentive tools, differentiated incentive programs, etc.
, to enhance the sense of identity of talents and core teams
.
In addition, domestic pharmaceutical companies need to actively adjust and improve their own talent structure and training based on market development trends and their own needs
.
Only pharmaceutical companies that take advantage of policy pressures and changes in the pharmaceutical industry to optimize their talent structure and improve their talent training mechanisms can continue to flourish
.
In general, under the background of domestic innovative drug research and development, it is undoubtedly a good phenomenon for multinational pharmaceutical companies to join local pharmaceutical companies.
However, compared with multinational pharmaceutical companies, local pharmaceutical companies also need to work harder in market strategy and build A more detailed internal structure allows more talented people to stay
.
The working day of the two in AZ will end.
31st of this month
.
It is worth noting that after the two leave AstraZeneca, both will join two domestic pharmaceutical companies
.
Among them, Ms.
Yin Min will join BeiGene
.
It is understood that BeiGene has announced today that Ms.
Yin Min will join BeiGene in January 2022 as the Chief Commercial Officer of Greater China, and will also become a member of BeiGene's China leadership team and global executive committee
.
Talents from multinational pharmaceutical companies are accelerating their transfer to domestic companies (photo source: pharma.
cn) Talents from multinational pharmaceutical companies are accelerating their transfer to local companies.
In fact, the transfer of executives of multinational pharmaceutical companies to local companies is not an exception
.
In recent years, as domestic pharmaceutical innovation and R&D have continued to heat up, there have been waves of talent flow in the industry, and the flow of talent in multinational pharmaceutical companies has continued to intensify
.
Take AstraZeneca as an example.
In addition to the two senior executives who have resigned, mid- and high-level talents have left frequently since the beginning of this year, and most of these personnel have left for local innovative drug companies
.
As reported in mid-November, Du Haochen, former vice president of AstraZeneca China and head of the county business department, officially joined BeiGene as the head of the broad market; on September 22, AstraZeneca's former East RGM, sales consultant Chairman Zhang Anwei resigned and joined Luoxin Group as the general manager of the company's innovative drug direct sales business and group vice president; on August 3, Dong Lijun, the former general manager of AstraZeneca China's digestion and full product development business department, was also announced , Will serve as Luo Xin's deputy general manager, as well as the company's executive vice president and chief operating officer (COO)
.
From the overall perspective of the senior executives of multinational pharmaceutical companies, local innovative drug companies seem to be more and more popular, and they are becoming a new "home" for many middle-level and high-level talents.
The industry believes that this illustrates the momentum of domestic innovative drugs from the side.
, And the industry is optimistic about the future development of the local innovative drug industry
.
Local pharmaceutical companies need to pay attention to three aspects to retain talents.
However, it is worth noting that foreign company executives may also become "unaccustomed" when joining local companies.
.
It is reported that on November 3 this year, Junshi Biotech announced that Chief Commercial Officer Qian Wei has recently resigned to the company due to personal development reasons.
The working day is November 12, 2021
.
In fact, it took only 4 months from Qian Wei to join Junshi Bio, so this resignation news has also attracted attention in the industry
.
So in the context of increasingly fierce competition for talents by domestic and foreign pharmaceutical companies, how should local pharmaceutical companies retain talent? In this regard, the industry believes that for different fields and different types of talents, companies must first break through traditional training methods, so that the development of talents is consistent with business needs and corporate strategies
.
Secondly, long-term and effective incentives need to be implemented for talents, especially core talents
.
For example, the equity incentive plan, through the creation of combined incentive tools, differentiated incentive programs, etc.
, to enhance the sense of identity of talents and core teams
.
In addition, domestic pharmaceutical companies need to actively adjust and improve their own talent structure and training based on market development trends and their own needs
.
Only pharmaceutical companies that take advantage of policy pressures and changes in the pharmaceutical industry to optimize their talent structure and improve their talent training mechanisms can continue to flourish
.
In general, under the background of domestic innovative drug research and development, it is undoubtedly a good phenomenon for multinational pharmaceutical companies to join local pharmaceutical companies.
However, compared with multinational pharmaceutical companies, local pharmaceutical companies also need to work harder in market strategy and build A more detailed internal structure allows more talented people to stay
.
