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Eisai Production Operations Employee Development

Eisai Production Operations Employee Development. Solid Dose 101. Safety. Pharma Work. GMP. Production Operations Employee Development Creating and Transferring Knowledge…. …for the manufacturing of products that benefit both patients and their families.

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Eisai Production Operations Employee Development

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  1. Eisai Production OperationsEmployee Development

  2. Solid Dose101 Safety Pharma Work GMP Production Operations Employee Development Creating and Transferring Knowledge… …for the manufacturing of products that benefit both patients and their families.

  3. Technical Knowledge and Skills Competency Personal Effectiveness Competency Required Competency (GMP/EHS) Organizational Systems Production Operations Specific Quality (GMP) EHS Business Application Integrity Respect Professionalism Quality Teamwork Employee Development Model Recruiting Skills/ Training Development Compensation Performance Management Job Specific Core Foundational

  4. Why did we develop this program? • Employee Survey Results • Meet our Future Business Needs • Remain Globally Competitive Project Management Proposal July 19, 2006

  5. Employee Survey Results • Rewards of work survey conducted • 85% Response Rate • Areas Employees Not Satisfied: • Pay Process • Talent & Performance Management • Career Opportunities Project Management Proposal July 19, 2006

  6. How do we know if we are getting returns on our investments ? • Quality Improvements • Reduced Turnover • Improved Employee Satisfaction • Highly Productive and Knowledgeable Workforce

  7. Now Then How We Got From….

  8. Then • Why do my co-workers get paid more or the same as me and I have more knowledge and do more? • Is there a way to have a more objective method to measure skills, knowledge and performance? • What is required to move to the next position? • How can we get more training?

  9. Program Objectives Employees are paid based on knowledge, skills and performance. Employees know what is expected of them in their current position. Employees know what it takes to move to the next position. Employees have individual development plan.

  10. Career Ladder Technicians and Team Leads LevelProgression Skill Step Progression Groups Included: Manufacturing, Packaging, Mechanics

  11. Project Process 3. Competencies Mapped (skills/knowledge defined) 1. Career Ladder Qualification/Assessment Documents Developed Employees Assessed/ Mapped to Level & Pay 2. Data Gather for Task Analysis Job Descriptions (written/evaluation/pay scale) • Learning Plan • Learning Resources Made Available

  12. Data Gather Task Analysis

  13. Mapping to the Job Description Major Activities

  14. Tasks/Steps Competency Grouping

  15. Competencies Performance Levels Mastery (M)

  16. Packaging Position Chart

  17. Assessments

  18. Develop Assessment

  19. Knowledge Assessment

  20. Skill Assessments

  21. Skill Assessment

  22. Course Module 1 (ie Cleaning) Module Delivered (Classroom/Online/ Self Study) Knowledge Check OJT Module 2 OJT Module 3 OJT Qualification Process Performance Evaluated Knowledge Check Module Delivered (0nline Classroom Self Study Performance Evaluated Module Delivered (0nline/ Classroom Self Study) Knowledge Check Performance Evaluated Qualified

  23. Qualification

  24. Pay and Progression System End Results

  25. Training Opportunities

  26. TRAINING PROVIDED • Shutdown Training • Public Speaking • On-the-Job Training • Mechanical Skills • Solid Dose Overview • Technical Writing • Onsite Training • Microsoft Word, Excel, PowerPoint • Deliberate Documentation

  27. Problem Solving Learning Knowledge Space

  28. SIMULATION - MANUFACTURING Screen shot to be added

  29. COMPUTER BASED COURSES - SAFETY

  30. Team Training

  31. The right pieces … for Competencies Career Ladder Skills/ Knowledge Training Performance

  32. Business Impact • Quality Improvements • Reduced Turnover • Improved Employee Satisfaction • Highly Productive and Knowledgeable Workforce

  33. Program Check In

  34. Focus Group Feedback • Pace • Revaluate timing (ie pay increase 3 mos., 6 mos?) • Training • Limited due to staff • Pay • Market Analysis • Make Lead Pay and Level/Step Info Public

  35. Management Response Action: Will not change pace at this time. Program is new; difficult to change without sufficient data. ACTION: Provide additional training options: • Micro sampling (environment / water) • Instrument calibration • Cleaning validation (swab sampling) Options will continue to expand based on business opportunities, (e.g., in-process lab) ACTION: Hire temps to provide opportunity for our full time regular employees to train in other areas. ACTION: Add wage information for Manufacturing, Packaging, Leads and Mechanics to Public Drive ACTION: Annual Survey of Industry Wages

  36. Learnings • Successes • Vice President Support • Employees involved at each step • “Pull” by employees for training • Interest in expanding programs to other areas • Challenges • Ability to rotate based on business needs • Adding additional training modules

  37. QUESTIONS

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