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Pharma, Biotech & Life Sciences

Enabling Data-driven
Talent Processes

Supporting quality culture & business excellence through effective talent management

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Lab scientist with a test tube, surrounded by strength areas, a score card and an assessment question card

Trusted by Leading
Pharma Institutions

Key Talent Priorities

  • Data Driven Hiring
    & Promotion Strategy

    In today’s competitive industry, the right hiring and promotion strategy is crucial. Success in talent decisions depends on accurate data. Pharma organizations aim to improve talent decisions’ quality, credibility, and efficiency.

  • Reskilling and
    Collaborative Upskilling

    The lack of specialized programs for entry-level and first-level manager jobs widens the skill gap in manufacturing (API, Formulation, R&D, etc.). Solving this issue requires contextualized learning journeys through partnerships.

  • Developing
    Leadership Pipeline

    The industry has a 40% talent churn rate in pharma manufacturing leadership, indicating instability. This highlights the urgent need for strategies to develop younger leaders and ensure growth continuity.

Enabling a Global Diabetic Care Company
to leverage Assessments

for hiring and promoting its sales force across levels

We partnered with them to plan, design, and deploy multi-layered assessments for four levels of their sales force, i.e., market representatives, area sales managers, regional managers, and national sales managers. Some key highlights of the program are as follows–

  • Assessment packs inclusive of the tools, relevant content, and complexity level were designed as per the client’s work context.
  • Expert assessors curated individual reports with detailed observations focusing on the development needs of individuals along with scores.
  • The content is upgraded yearly as per our recommendation to tackle the changing work dynamics.
  • A workshop on the reliability and validity of the assessment tools was held for the client HR leaders.
Smiling pharmacist holding a tablet, with In-basket Exercise, Case Study Exercise, Role Play and Quiz assessment cards

Senior Leadership Development Planning
in a Branded Generics & OTC Pharma Company

We collaborated with the client to design and deploy a comprehensive assessment process for their annual development planning. The process included:

  • Interacting with Business Heads and the HR team to understand the operating context of the targeted leaders.

  • Customizing exercise content to align with the client’s competency framework and business scenarios, focusing on assessing participants’ strengths and development areas in functional competencies.

  • Administering a 360-degree survey in multiple languages, including French, Russian, and Mandarin, to gain insights from various stakeholders on participants’ performance.

  • Engaging over 35 Country Managers from diverse regions, ensuring comprehensive participation in the process.

  • Generating integrated reports for all participants, followed by one-on-one feedback and action planning sessions, and presenting the overall talent landscape to the management team.

Enabling talent development at all levels
with 360 Surveys

for a Generics and Consumer Healthcare organization

  • We partnered with the client to design and deploy the 360 Survey as a part of larger talent review process.
  • The survey was based on client’s competency framework and covered around 400+ managers from all divisions and Business Units.
  • We co-created a contextualized communication plan along with HR team. Communication was rolled out in phased manner covering all critical stakeholders and respondent groups.
  • Post survey we supported client by providing detailed group level analytics covering various data cuts like demography, BU level results, location level results etc. followed by recommendations and presentations to CXO team including CEO & MD.
Surgeon in scrubs filling in a clipboard, with a Feedback Survey card rating leadership skills
Medical professional in a mask and scrub cap standing beside patient monitoring equipment

Enabling FLM Capability Building for an ophthalmic optics company

for hiring and promoting its manufacturing workforce

  • The program aimed at continuous engagement through learning activities, virtual master classes, post session skill practice and feedback.
  • Focus was to create a learner centric design. We combined industry specific examples, scenarios, cases a part of self-study courses and virtual master class.
  • We leveraged Think Talent Platform throughout the journey. Program kicked-off with a development centre followed by modules in 2 phases i.e. Leading Self and Leading People.
  • The program was successfully concluded in 4 months. Establishing relevance and Seamless participant experience were two critical success factors.

Implementing Automated Assessments at Global Manufacturing sites for a Pharma Manufacturing Company

Integrating Think Talent platform with Oracle Recruitment Module for entry-level hiring

Lab technician in protective gear working on manufacturing equipment, with strength areas and a candidate report card

We collaborated with the client to contextualize cognitive ability test questionnaire for pharma manufacturing roles present at various locations within India and globally.

  • Assessment captured areas around numerical ability, problem-solving, logical reasoning.
  • We integrated our platform with client’s hiring platform for seamless execution.
  • A workshop on the reliability and validity of the assessment tools was held for the client HR leaders.
  • Pilot was deployed covering all zones & regions to ensure the accuracy of the test.
Surgeon in scrubs and a mask using an operating microscope

Enabling a Leading Indian API Manufacturing Company to leverage Assessments

for hiring and promoting its manufacturing workforce

  • We partnered with client team to design and deliver a very contextualized assessment process
  • A detailed diagnosis was conducted by Industry SME to understand the manufacturing employee context, SOPs and talent priorities followed by this a customized assessment content was created.
  • Train the Assessor workshops were scheduled to align the internal assessors on the AC process.
  • Think Talent platform was leveraged to deploy the assessment process.
  • The process enabled organization to take data driven hiring / promotion decisions and now we cover around 200+ participants year on year basis.

More Resources

Piloting your way to Program Success

What does it take to run a good pilot?

Define specific learning objectives for the pilot & establish measurable outcomes to gauge success.If your focus is smooth participant experience…

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