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Products & Services Human Resources Employee Training and Development

Benchmarking R&D and Clinical Talent Development Initiatives

ID: 5494


Features:

11 Info Graphics

17 Data Graphics

120+ Metrics

3 Narratives


Pages/Slides: 35


Published: 2018


Delivery Format: Online PDF Document


 

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  • STUDY OVERVIEW
  • BENCHMARK CLASS
  • SPECIAL OFFER
Non-members: Click here to review a complimentary excerpt from “Benchmarking R&D and Clinical Talent Development Initiatives”


STUDY OVERVIEW


Across industries, an organization’s research and development (R&D) function plays an important role in converting innovative ideas into exceptional products and services that deliver a competitive edge. This scenario requires an effective R&D function, which in turn, is dependent on productive employees who can add value to the function.

To ensure a high functioning R&D group, it is important to have an effective
talent development program for R&D employees to increase capabilities and keep talent.

Best Practices, LLC undertook benchmarking research to probe the tactics and strategies employed by leading pharmaceutical and technology companies to align their Learning and Development function within R&D with corporate objectives, talent development initiatives, and talent retention goals. Additionally, the study highlights current and future challenges for talent development. Learning and Development leaders in pharma and technology companies can refer to this study to compare their talent development initiatives with those of industry peers.


This study features two segments: Pharma companies and technology companies

KEY TOPICS

  • Talent Development Strategy
  • Talent Development Processes
  • Talent Development Programs and Initiatives
  • Talent Development Challenges
  • Profiling Talent Development Teams

KEY METRICS

  • Does your company have talent development team(s) assigned solely to a function?
  • What percent of time does your company’s Senior Leadership team spend on their own talent development and that of their staff?
  • Do you require employees to have personal talent development plans?
  • Do you approach R&D talent development differently than you approach talent development of other functions?
  • Does your company have separate career ladders for scientific and manager/leadership of your function’s employees?
  • How would you rate the maturity of your current functions in talent development program?
  • How would you rate the overall effectiveness of your talent development efforts in preparing your function’s staff for future roles?
  • What are the different ways in which each function operationalizes its talent development strategy?
  • Rate how effective are listed programs in developing each function’s talent within your organization
  • What are top two challenges you currently face related to developing your function’s talent?
  • In the next three years, what are the top two challenges you see your firm facing related to each function’s talent development?

SAMPLE KEY FINDINGS

  • Career Tracks for Scientific vs. Managerial R&D Staff: Many companies have separate career tracks for scientific and managerial talent. While the overall talent development strategy is similar across different functions, there are many differences in the level of technicality of training, and developmental exposures and experiences for R&D staff. R&D “Scientists” are assessed more on technical expertise, while R&D “Managers” on demonstrated leadership skills.

METHODOLOGY

Best Practices, LLC engaged 18 human resources, R&D and engineering leaders from 15 pharmaceutical and technology companies in this benchmarking research.


Industries Profiled:
Medical Device; Biotech; Internet; Retail; Pharmaceutical; Research; High Tech; Manufacturing; Health Care; Technology; Biopharmaceutical; Clinical Research; Laboratories


Companies Profiled:
Alcon; Amazon.com; AstraZeneca; Baxter Healthcare; Bersin; Facebook; IBM; Johnson & Johnson; Juniper Networks; Novartis; Otonomy; Pfizer; Sanofi; Teva Pharmaceutical Industries Ltd

If you purchase Best Practice Database document(s), you will have 30 days from the date of purchase to apply some or all of the cost of the document(s) toward the cost of a Full Access Individual, Pharma, Group or University Membership. Write us at DatabaseTeam@bestpracticesllc.com or call David Guinn at 919-767-9179 if you have any questions.