Benchmarking R&D and Clinical Talent Development Initiatives

STUDY OVERVIEW

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.

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