Implementing Agile Workforce Planning in the Pharmaceutical Sector

Janifha Evangeline, Assistant Editor, India Pharma Outlook

The pharmaceutical sector in India is on the verge of experiencing a remarkable growth that has never been seen before. And businesses nationwide need to elevate their efforts to explore new paths of innovation and achievement. Invest India states that the pharmaceutical industry is currently worth $50 billion and is a significant global player, as it exports medicines to over 200 countries and is known as the world's leading pharmacy. Its crucial position in bridging health gaps and offering cost-effective medications makes it a cornerstone in global public health.

Implementing agile workforce planning in the pharma sector needs a tailored approach which helps in addressing the unique challenges as well as the opportunities this sector offers. Some of the important strategies for a successful implementation of agile workforce planning in the pharmaceutical industry include: In the face of immediate labor shortages, pharma companies today must implement short-term solutions to mitigate disruptions as well as maintain operational continuity. These include:

Recruitment drives & talent acquisition: In order to reach a diverse pool of talent pharma companies should launch targeted recruitments to campaigns and attract qualified candidates. They should also leverage online job boards, social media platforms as well as professional networks. Employers should also consider providing competitive compensation packages, signing bonuses as well as referral incentives in order to incentivize employee referrals.

“Finding top-notch talent is as elusive as it is essential, especially in critical sectors like pharmaceuticals. Selecting the most qualified professionals in this scarce resource pool is crucial. However, most recruiters still approach talent acquisition in pharma in the same way as other industries, which is a mistake,” says Sachith Rai, Managing Director & CEO, Recruise India Consulting.

“Any critical healthcare sector necessitates a strategic approach to choosing niche-specific professionals. After all, good candidates can make all the difference, and we cannot take chances with their selection,” he adds.

Temporary staffing & contingent workforce: It is crucial to make use of temporary staffing agencies and contingent workers to fill temporary staffing shortages promptly. This is especially important to be observed in project-based positions. Flexible staffing arrangements enable organizations to adjust their workforce levels according to changing demands, thereby reducing the effects of labor shortages on business operations.

Acknowledging that the pharmaceutical industry, along with healthcare, agriculture, and finance, can discover new opportunities for growth through digitalization, Keka supports this by promoting the use of cloud platforms, analytics, artificial intelligence, and machine learning. Keka's customized options are designed to meet the various requirements of pharmaceutical companies, whether they are recruiting office employees or factory workers.

Overtime & flexible scheduling: Address the staffing shortages by offering the current employees the opportunities to work overtime and flexible scheduling options in order to meet short-term production demands. Overtime may help in bridging the temporary gaps in workforce capacity & help in maintaining productivity levels during peak periods while it may lead to additional costs as well.

“Though we do see some talent wanting to move into big pharma for the reputation and additional benefits (such as stock options), many prefer a smaller employer because they have the opportunity to learn a diverse range of skills and grow with the business. In many cases, young talent will base decisions based on career opportunities, location, and reputation of employers,” says Mary Christensen, Global Manager, Talent Acquisition, Sterling Pharma Solutions.

Remote work and telecommuting: For expanding the geographic reach of talent acquisition and accommodate preferences of the employees for flexible work arrangements embrace remote work as well as telecommuting arrangements. Remote work helps in obtaining access to talent pool in a broader aspect and improves employee satisfaction as well as retention.

“For companies working in the same geographic region, where the talent pool of experienced staff is limited, pharma manufacturers should look to come together and create an aligned campaign to drive talent towards our sector. I think we would benefit from helping young people understand what the pharma sector does, what process manufacturing is, and how the sector can provide rewarding careers,” says Brett Sharkey, Learning & Development Business Partner, Sterling Pharma Solutions.

Strategic talent pipelining: Build strategic talent pipelining initiatives for proactively identifying & nurturing future talent within the company, which includes internship programs, talent development pathways, & apprenticeships. Organizations can decrease reliance on external hiring & better align workforce supply with future demand through cultivating a pipeline of skilled workers.

"A strong regulatory team in the company allows both faster progress towards commercialisation of products and fewer encounters with issues of non-compliance, giving companies a competitive advantage," says Prakash HS, vice president pharma & life sciences, WalkWater Talent Advisors.

“A senior talent must have extensive technical and product knowledge of medical product development, as well as familiarity with US FDA regulations. This is not possible without specialised training and on-the-job experience," he adds.

Agile workforce planning renders a strategic benefit for pharmaceutical enterprises that are looking to navigate the complexities of the modern-day business environment. Agile workforce planning leads firms to respond immediately through facilitating collaboration, flexibility and data-driven decision making to optimize talent resources, market dynamics & accelerate innovation. Cross-functional collaboration, commitment to continuous improvement, proactive leadership are key to success, although implementation challenges exist. Therefore, embracing agile principles & practices, pharma enterprises can develop a workforce which is adaptive, resilient & poised for long-term success in an ever-changing industry scenario.