Pfizer - Development and Training
Pfizer is the world's largest research-based biomedical and pharmaceutical company (Pfizer 2009, p.2). To ensure continuous improvement in all areas of the organization, leadership believes in the effectiveness of proper training. Having training based programs allows employees to gain new knowledge, exchange ideas, and search for answers to his or her concerns or issues. According to McGlynn (1998), Pfizer is a knowledge business. It is not enough to just discover and develop new pharmaceutical products. Employees have to be out there educating medical professionals about the products and what they can do (p.1). The current state of the economy has caused many companies including Pfizer to cutback on external hiring. With that being said, internal development and training has become a top priority at Pfizer. The guidelines for Pfizer’s training program will outline the following: a) needs assessment, b) design; how will training materials be created, c) development; what is the training medium, d) implementation; how will training be delivered, e) evaluation; training effectiveness, e) sustainability, and f) reinforcement. Training Needs Assessment
Pfizer requires different forms of training assessments due to the nature of the business. The first training assessment needed is safety. Because of different job requirements, Pfizer should implement a two-level safety training process. The first process provides in-depth training for those working in or supporting the lab; while the second process is a training session for the office staff. Deployment of two different levels of education ensures the workers will receive training aligned with the required safety requirements in their individual areas.
Since Pfizer houses a laboratory environment, those working in or supporting a lab must have an understanding of the regulated systems. The employees who work with the regulated systems should learn and understand Good Manufacturing Practices (GMP) as an equipment malfunction or temperature fluctuation could destroy year’s worth of effort in an instance. The Food and Drug Administration (FDA) enacted GMP as a means of requiring manufacturers, processors, and packagers of drugs, medical devices, some food, and blood to take proactive steps to ensure product safety (GMP Institute, 2008). In 2002, Pfizer was among a growing list of prominent drug companies that saw a decline in good manufacturing practice compliance according to the FDA (Dickinson, 2002). This is evidence that the company is in need of training. The employees using the regulated system must learn to use the tool correctly in addition to becoming well-versed on the regulatory requirements. Pfizer implements controls to ensure unauthorized personnel cannot tamper with software systems or equipment outside their realm. Role specific training is a pre-requisite to receiving system access; depending on the impact, requests are sent through a number of approval queues before the user gains entry. Design - Training Material Creation
The design criterion for Pfizer’s training materials are derived primarily through the “SOP’s, Training and Processes (STP) group” to support a multitude of activities resulting from training needs assessments (Pfizer, 2009, ¶ 1). The assessment is the foundation for identifying the target audience which lends itself to development of “a statement of what the employee is expected to do” (Noe, Hollenbeck, Gerhart & Wright, 2007, p. 217). The STP group must have an understanding of the desired outcome in order to develop the framework for delivery. Material creation, in the form of hard-copy documentation, classroom instruction or electronic format is based on the deliverables combined with the associated measures. Each set of training information is evaluated to determine the most effective mode of delivery to ensure employee engagement.
Once “objectives are established,” materials...
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