Indian Institute of Health management Research (IIHMR)

Jaipur

TERM PAPER
ON
“PRODUCT MANAGER”
RECRUITMENT IN PHARMACEUTICAL
INDUSTRY

Submitted to:

PROF. Dr. S. C. GUPTA

IIHMR, Jaipur

Submitted by:

ABHINAV SHARMA
PGDPM, Group No.03,

SEC-A,

ROLL NO- 01
OBJECTIVE

This term paper discuss about prevailing system of PRODUCT manager recruitment in
pharmaceutical industry. Recruitment process is exhibited by a product manager recruitment
advertisement of HEY pharmaceuticals.

The recruitment is the process of searching the candidates for employment and stimulating them
to apply for jobs in the organization. Product manager recruitment is an important part of an
pharma company`s human resource planning and their competitive strength. Competent human
resources at the right positions in the company are a vital resource and can be a core competency
or a strategic advantage for it. 
The objective of the recruitment process is to obtain the number and quality of individuals that
can be selected in order to help the company to achieve its goals and objectives. With the same
objective, recruitment helps to create a pool of prospective employees for the company so that
the management can select the right candidate for the right job from this pool.

Recruitment acts as a link between the employers and the job seekers and ensures the placement
of right candidate at the right place at the right time.

Following are the recruitment strategies followed by pharma companies to facilitate the selection
of the best candidates for the organization and to utilize their resources optimally. An effective
and successful recruitment strategy covers the following elements:

1. Identifying and prioritizing jobs recruitment 

There is a need to identify the positions requiring immediate attention and action. To
maintain the quality of the recruitment activities, it is useful to prioritize the vacancies
whether to focus on all vacancies equally or focusing on key segments first.

2. Candidates to target
The recruitment process can be effective only if the company completely understands the
requirements of the type of candidates that are required and will be beneficial for the
company. This covers the following parameters as well:

o Performance level required: Different strategies are required for focusing on

hiring high performers and average performers.
o Experience level required: the strategy should be clear as to what is the
experience level required by the company. The candidate’s experience can range
from being a fresher to experienced senior professionals.
 o Category of the candidate: the strategy should clearly define the target candidate.
He/she can be from the pharma industry, FMCG industry, top performers of the
industry etc.

3. Sources of recruitment
The strategy should define various sources (external and internal) of recruitment. Which
are the sources to be used and focused for the recruitment purposes for various positions.
Employee referral is one of the most effective sources of recruitment.

4. Trained recruiters
The recruitment professionals conducting the interviews and the other recruitment
activities should be well-trained and experienced to conduct the activities. They should
also be aware of the major parameters and skills (e.g.: behavioral, technical etc.) to focus
while interviewing and selecting a candidate

5. How to evaluate the candidates

The various parameters and the ways to judge them i.e. the entire recruitment process
should be planned in advance. Like the rounds of technical interviews, HR interviews,
written tests, psychometric tests etc.
Recruitment process

1- Identifying the vacancy: 

The recruitment process begins with the human resource department receiving
requisitions for recruitment from marketing department of the company. These contain:
• Posts to be filled
• Number of persons
• Duties to be performed
• Qualifications required

2-Prepare job description and person specification

3-Advertising the vacancy
4-Managing the
5-Short-listing
6-Arrange interviews
7-Conducting interview and decision making
The recruitment process is immediately followed by the selection process i.e. the final
interviews and the decision making, conveying the decision and the appointment formalities. 

Source of recruitment

Every company has the option of choosing the candidates for its recruitment processes from two
kinds of sources: internal and external sources. The sources within the company itself (like
transfer of employees from one department to other, promotions) to fill a position are known as
the internal sources of recruitment. Recruitment candidates from all the other sources (like
outsourcing agencies etc.) are known as the external sources of recruitment
Sources of recruitment

Recruitment policy

It specifies the objective of recruitment and provides a framework for implementation of

recruitment programme. It may involve company`s system to be developed for implementing
recruitment programmes and procedures by filling up vacancies with best qualified people.
COMPONENTS OF THE RECRUITMENT POLICY

 The general recruitment policies and terms of the company

 recruitment services of consultants
 Recruitment of temporary employees
 Unique recruitment situations
 The selection process
 The job descriptions
 The terms and conditions of the employment

A recruitment policy of an company should be such that:

 It should focus on recruiting the best potential people.

 To ensure that every applicant and employee is treated equally with dignity and respect.
 Unbiased policy.
 To aid and encourage employees in realizing their full potential.
 Transparent, task oriented and merit based selection.
 Weightage during selection given to factors that suit organization needs.
 Optimization of manpower at the time of selection process.
 Defining the competent authority to approve each selection.
 Abides by relevant public policy and legislation on hiring and employment relationship
 Integrates employee needs with the company needs.

FACTORS AFFECTING RECRUITMENT POLICY

 Organizational objectives
 Personnel policies of the organization and its competitors.
 Government policies on reservations.
 Preferred sources of recruitment
 Need of the organization
 Recruitment costs and financial implications
 1. Torrent Pharmaceuticals Ltd

Product Manager / Asst. Product Manager

Job Summary

Company Name
Torrent Pharmaceuticals Ltd

Location
Ahmedabad

Experience
4 - 6 years

Key Skills
"brand Management',"Marketing","Product manager","Productmanager","sales
promotion","salespromotion","branding","brandmanager"

Education
MBA, B.Pharm, B.Sc

Category
Pharmaceutical/ Biotechnology

Role
Product Manager
 Job Description:
·  Formulating new strategies for new & existing products.
·  Launching new products
·  Market research activities
·  Brand Management
·  Handle market development activities
·  Identify market opportunities
·  Monitoring the implementation of various strategies
·  Sales analysis & forecasting
·  Giving Marketing inputs during training programme
·  Handling Sales Promotion Meetings (SPM)

RECRUIT EXPRESS PTE LTD - HEALTHCARE

(Search / Recruitment Firm)

As a premier leading recruitment consultancy in Singapore, our success has been a result of our focus in facilitating
the success of our Clients in business whilst enhancing the career opportunities for our Candidates.
With our swift expansion across the region, we now have offices in Singapore, Taiwan, Sydney, Kuala Lumpur and
Hongkong as well as a partner network in Shanghai and Japan.

We serve with distinction and provide comprehensive staffing needs. As your total recruitment and staffing
solutions partner, our goal is to provide our Clients the best staffing solutions through an integrated database
network supported by localized content and services.

2. Marketing / Product Manager

 ( Pharmaceutical MNC )
(Singapore - Central)

Responsibilities:
Our client from a world renowned Pharmaceutical MNC is urgently looking for a Marketing/Product
Manager to assist in their expanding business. The core objective of this role is to support the relevant
product franchises in achieving the goals and objectives of their division. This person should drive the
achievement of business growth through market intelligence, focused market/competitive analysis, product
positioning, development of marketing plans, product launches and training in coordination with the Sales
organization.Suitable candidates are promised a rewarding experience and good remuneration package.

Market Development:
• Assist in the development and responsible for the execution of local market strategies
• Identify clinical/market trends and suggest new product/marketing opportunities
• Create and manage Physician training programs
• Responsible for the implementation of strategic marketing plans for product areas consistent with the overall
franchise goals and Strategic Plan
• Develop creative approaches to market existing/new products
• Assist in creating reimbursement strategies

Product / Market Management:

• Responsible for developing, coordinating and executing training for local sales force
• Facilitate Physician to Physician training and selling
• Development of downstream sales tools to support sales execution
• Help the local franchises sales force with active field support
• Actively participate in local sales meetings
• Participate in main customer events
• Develop and implement launch strategies, including launch package

Product Development:
• Communication of market needs to International Marketing
• Conduct continuous product evaluations and providing feedback to the International Marketing team
• Contribute to prioritization input for new product development

Building and Maintaining Relationships:

• Establish relationships with key thought leaders in the field
• Identify key Physician champions for franchise
• Develop support structure and relationship with sales representatives and sales management through
responsiveness to their questions, needs and issues
• Responsible for developing and maintaining regional key opinion registers
• Assist in coordinating Physician symposiums

Planning and Analysis:

• Maintain product forecast, including inventory analysis
• Develop operational product launch strategies – identify product roll-out strategy
• Franchise/product responsibility for developing competitive strategy and product analysis
• Assist in providing market potential/analysis in developing market planning documents that encompass strategic
planning, marketing plans, etc.
• Understand how product profit/loss is impacted by consignment plans, national contracts, etc.
• Responsible for tracking financial performance of product, analysis of issues and action plan development to
achieve revenue objectives
• Operate within and assist in the development of the franchise budget (including travel, promotion, advertising, etc.)

Quality:
• Ensure awareness and compliance with applicable standard operating procedures to meet, comply and champion
all quality and regulatory commitments of the organization
• As interface to Customer and Sales Organization has direct responsibility to facilitate, share documents and
process to identify, notify and ensure any complaint or problem are addressed, thereby demonstrating high
commitment to Quality in all interactions and behaviors. Responsible to facilitate and champion the quality
requirements and the message of compliance to internal and external customers for all events and campaigns

Requirements:
• Degree in Science; MBA preferred
• 3 - 5 years of relevant experience
• Analytical skills
• Project Management skills
• Proven communication and interpersonal skills
• Fluency in the English Language (spoken and written)
• Leadership potential
• Previous track record of success
• Applicants should be Singaporean citizens or hold relevant residence status.

Singaporeans and Singapore Permanent Residents ONLY

Interested applicants, please send a copy of your resume in MS Word to
[email protected]
(Attention email to Melanie)

References :
Internet-

1. www.quintiles.com/carrer

2. www.linkinghub.elsevier.com

3. www.naukrihub.com

4. www.chemind.fi/terms_of_employment
Books :

1.David A.Decenzo,Stephen P.Robbins, Personnel/ Human Resource Management

-Published By Prentice –Hall Of India Pvt.Ltd.New Delhi. (page no.340-348,477-501)

2.T.N.Chhabra, Human Resourcr Management-Concept & Issues,

-Published By Dhanpat Rai & Co.(P) Ltd.New Delhi.(page no.140-165,579-590)

Journals ,Internet :

3,HRM: Pharmaceutical industry. accessed on 15th Feb 2010

http://www.thefreelibrary.com/Pharmaceutical+industry-s

4.HRM Guide Books : accessed on 16th Feb 2010.

www.hrmguide.co.uk/hrm/chap1/ch1-links6a.htmb

5.HRM accessed on 12th Feb.2010

http://whatsinbiz.wordpress.com

6.Managing Talent: The right Way,.Express Pharma: accessed on 26th Feb 2010
www.expresspharmaonline.com

7. The pharmaceutical industry as a political player: John Abraham: Medicines, society, and
industry II: The Lancet • Vol 360 • www.thelancet.com

8.Terms Of Employment In Pharmaceutical Industry:.www.business.com

10.www.chemind.fi/terms_of_employment
11. Research & Development :www.pfizer.com

12.www.linkinghub.elsevier.com

13.www.siptu.ie/ /trade unions