This document provides an overview of workforce challenges facing the biotechnology industry and potential solutions. It finds that the biotechnology industry is struggling to attract, retain, and train workers due to issues with its talent pipeline, skills competencies and training programs, and public image. The industry is working to address these challenges through partnerships between employers, educators, and the public workforce system to develop demand-driven training programs that provide workers with skills needed by the industry.
A labour market plan for the Grand Erie region of Ontario -- Brantford, Brant, Haldimand, Norfolk, Six Nations and New Credit -- from the Workforce Planning Board of Grand Erie. Outlines strategies and actions for the 2012-2013 year.
An awesome workplace is one where people want to join, they want to perform well, and they want to tell everyone just how awesome their work is. As the ratio of people who fit this description increases, so too does the degree of awesomeness.
The desire to be awesome is universal. Both employers and employees share it. The human brain is wired with the desire to master tasks and to win. Awesome workplaces maintain environments where those inherent ambitions are unleashed.
Awesomeness builds brands. It sustains success. It fuels the virtuous cycle between internal magnetism and external loyalty. The more magnetic your culture, the more clients love working with you. The more clients
love working with you, the more magnetic your culture becomes.
A labour market plan for the Grand Erie region of Ontario -- Brantford, Brant, Haldimand, Norfolk, Six Nations and New Credit -- from the Workforce Planning Board of Grand Erie. Outlines strategies and actions for the 2012-2013 year.
An awesome workplace is one where people want to join, they want to perform well, and they want to tell everyone just how awesome their work is. As the ratio of people who fit this description increases, so too does the degree of awesomeness.
The desire to be awesome is universal. Both employers and employees share it. The human brain is wired with the desire to master tasks and to win. Awesome workplaces maintain environments where those inherent ambitions are unleashed.
Awesomeness builds brands. It sustains success. It fuels the virtuous cycle between internal magnetism and external loyalty. The more magnetic your culture, the more clients love working with you. The more clients
love working with you, the more magnetic your culture becomes.
Comparative study on working capital managementSupa Buoy
Hi Friends
This is supa bouy
I am a mentor, Friend for all Management Aspirants, Any query related to anything in Management, Do write me @ supabuoy@gmail.com.
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REPORT ON SUMMER TRAINING A FINANCIAL STATEMENT ANALYSIS AND INTERPRETATION...priya bansal
REPORT ON SUMMER TRAINING
A FINANCIAL STATEMENT ANALYSIS AND INTERPRETATION OF B.K. TRADING CO.
I HELP'S U HOW TO PREPARE INTERNSHIP TRAINING REPORT ON A FINANCIAL STATEMENT ANALYSIS AND INTERPRETATION
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New York City professionals should find a kinder 2011 as the area exhibits positive mprovement from the prior year.
Major components of
New York City and its economy include jobs in finance, its center as an arts culture market and its functionality as a center of business and commerce.
The Federal Reserve Bank of New York, www.ny.frb.org, indicates the business region of New York City, its job market, and its economy are on the fast track to more growth.
CNNMoney claims "Hire more workers" appears to be a popular New Year's resolution for employers this year.
Overall, New York City‟s employment picture is moving in a positive direction yet will continue to experience bumps and take time to fully recover.
Employers will remain cautious and believe the recovery will
be slow; they are wary about plans for expansion and hiring.
Monster leveraged more than 2.5 million New York City resumes
coupled with online job postings for New York City talent in order to gain insight into candidates and employers.
Data is current through
December 2010 unless otherwise noted. Additionally, Monster surveyed active New York City professionals, HR professionals and hiring managers to present a snapshot of activity within the United
States on Monster.
The surveys were conducted between November
and December 2010.
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Gain insight on online recruitment trends, supply and demand conditions, and how job seeker characteristics mesh against employer needs. Plus, see what Seattle professionals reveal about their careers in Seattle, job search obstacles, and most valued skills and qualifications.
This report provides:
* An overall look at Seattle supply and demand, together with a comparison of job seeker characteristics and employer requirements
* A look at recruiters and hiring managers and their plans for acquiring Seattle talent in 2011
* Insight on Seattle professionals and their careers, job search obstacles and valued qualifications and skills
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Cognitel is Huawei authorized Training Academy(HANA) .This year Huawei has started their 6 months industrial training program, those undergoing training would be getting course completion certificate from Huawei , where as those performing well in their assessment program would be getting opportunity to sit in Huawei HCIG certification . HCIG certified students would be interviewed by Huawei and associated companies if any requirement arises .
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Comparative study on working capital managementSupa Buoy
Hi Friends
This is supa bouy
I am a mentor, Friend for all Management Aspirants, Any query related to anything in Management, Do write me @ supabuoy@gmail.com.
I will try to assist the best way I can.
Cheers to lyf…!!!
Supa Bouy
REPORT ON SUMMER TRAINING A FINANCIAL STATEMENT ANALYSIS AND INTERPRETATION...priya bansal
REPORT ON SUMMER TRAINING
A FINANCIAL STATEMENT ANALYSIS AND INTERPRETATION OF B.K. TRADING CO.
I HELP'S U HOW TO PREPARE INTERNSHIP TRAINING REPORT ON A FINANCIAL STATEMENT ANALYSIS AND INTERPRETATION
2011 New York City Job Market Report | Monster.comMonster
New York City professionals should find a kinder 2011 as the area exhibits positive mprovement from the prior year.
Major components of
New York City and its economy include jobs in finance, its center as an arts culture market and its functionality as a center of business and commerce.
The Federal Reserve Bank of New York, www.ny.frb.org, indicates the business region of New York City, its job market, and its economy are on the fast track to more growth.
CNNMoney claims "Hire more workers" appears to be a popular New Year's resolution for employers this year.
Overall, New York City‟s employment picture is moving in a positive direction yet will continue to experience bumps and take time to fully recover.
Employers will remain cautious and believe the recovery will
be slow; they are wary about plans for expansion and hiring.
Monster leveraged more than 2.5 million New York City resumes
coupled with online job postings for New York City talent in order to gain insight into candidates and employers.
Data is current through
December 2010 unless otherwise noted. Additionally, Monster surveyed active New York City professionals, HR professionals and hiring managers to present a snapshot of activity within the United
States on Monster.
The surveys were conducted between November
and December 2010.
The Seattle Job Conditions Report offers a comprehensive view of the Seattle job market. This study highlights online job postings and candidate resume activity across Seattle and focuses on Seattle professionals and recruiters looking to hire Seattle talent.
Gain insight on online recruitment trends, supply and demand conditions, and how job seeker characteristics mesh against employer needs. Plus, see what Seattle professionals reveal about their careers in Seattle, job search obstacles, and most valued skills and qualifications.
This report provides:
* An overall look at Seattle supply and demand, together with a comparison of job seeker characteristics and employer requirements
* A look at recruiters and hiring managers and their plans for acquiring Seattle talent in 2011
* Insight on Seattle professionals and their careers, job search obstacles and valued qualifications and skills
6 month industrial training in Gurgaon Delhi Ncr.
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http://www.ssdntech.com/6Month.aspx
Cognitel is Huawei authorized Training Academy(HANA) .This year Huawei has started their 6 months industrial training program, those undergoing training would be getting course completion certificate from Huawei , where as those performing well in their assessment program would be getting opportunity to sit in Huawei HCIG certification . HCIG certified students would be interviewed by Huawei and associated companies if any requirement arises .
Please click below link to complete registration process
http://goo.gl/tP7iGa
Functional Overview of the Biotechnology IndustrythinkBiotech
Comprehensive introductory presentation on the business of biotechnology describing legal, commercial, scientific, and regulatory foundations; used in biotech MBA programs.
biotechnology and its applications
application s of biotechnology, bt.cotton, cloning, dna, dna fingerprinting, dna isolation, gene manipulation, genetic engineering, goldenrice., r dnatechnology, recombinant vaccines, transgenic, vectors
Sample business plan for Newton Group Marketing's professional business plan writing services.
NOTE: The following business plan is fictional and project based, and is in now way affiliated with GCG Corporation.
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2. Heatmap utilization for testing
3. Optimization of testing processes
4. Demo
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Execution from the test manager
Orchestrator execution result
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SAP heatmap example with demo
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Rapid and secure feature delivery is a goal across every application team and every branch of the DoD. The Navy’s DevSecOps platform, Party Barge, has achieved:
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The latest edition of the OT/ICS and IoT security Threat Landscape Report 2024 also covers:
State of global ICS asset and network exposure
Sectoral targets and attacks as well as the cost of ransom
Global APT activity, AI usage, actor and tactic profiles, and implications
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Major cyber events in 2024
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Attacks on counties – USA
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In-depth analysis of the cyber threat landscape across North America, South America, Europe, APAC, and the Middle East
Why are attacks on smart factories rising?
Cyber risk predictions
Axis of attacks – Europe
Systemic attacks in the Middle East
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Securing your Kubernetes cluster_ a step-by-step guide to success !
Biotech Industry Report Final
1.
The Biotechnology Industry
Identifying and Addressing Workforce Challenges
in an Emerging Industry
Prepared by
New Economy Strategies, LLC
and
The Leonard Resource Group, Inc.
for
The U.S. Department of Labor
Employment and Training Administration
Business Relations Group
October 2004
2. TABLE OF CONTENTS
PREFACE ....................................................................................................................................................................3
EXECUTIVE SUMMARY .........................................................................................................................................6
I. OVERVIEW OF THE PRESIDENT’S HIGH GROWTH JOB TRAINING INITIATIVE..........................10
THE HIGH GROWTH JOB TRAINING INITIATIVE PROCESS.........................................................................................11
II. BIOTECHNOLOGY INDUSTRY ......................................................................................................................13
CHARACTERISTICS OF THE U.S. BIOTECHNOLOGY INDUSTRY ..............................................................................14
CHANGING WORKFORCE NEEDS DURING THE LIFE CYCLE OF BIOTECHNOLOGY PRODUCTS ............................16
IMPACT ON THE ECONOMY ....................................................................................................................................20
IMPACT ON OUR DAILY LIVES ...............................................................................................................................22
III. BIOTECHNOLOGY: STRUGGLING TO ATTRACT, RETAIN, AND TRAIN WORKERS ..................24
PIPELINE – RECRUITMENT AND RETENTION .........................................................................................................26
SKILLS COMPETENCIES AND TRAINING ...................................................................................................................33
IMAGE AND OUTREACH TO THE PUBLIC ...................................................................................................................35
IV. SOLUTIONS .......................................................................................................................................................37
APPENDIX A............................................................................................................................................................41
THE EXECUTIVE FORUMS ........................................................................................................................................42
THE BIOTECHNOLOGY INDUSTRY WORKFORCE SOLUTIONS FORUM .......................................................................46
APPENDIX B: ...........................................................................................................................................................51
137 SOLUTIONS GENERATED IN THE BIOTECHNOLOGY INDUSTRY...............................................51
APPENDIX C: BIOTECHNOLOGY INDUSTRY WORKFORCE SOLUTIONS FORUM ........................61
SOLUTIONS MATRIX...........................................................................................................................................61
APPENDIX D ...........................................................................................................................................................67
BIOTECHNOLOGY INDUSTRY SOLUTIONS MATRIX – CONDENSED ...............................................67
2
8. o Create a system for continuous skills‐upgrade training, career enhancement,
and well‐documented career ladders and lattices allowing biotechnology
companies to maintain their competitiveness and retain well‐skilled workers.
Issue: Skill Competencies and Training
o Create a map and a matrix of existing competencies and models, assess gaps,
and validate and update regularly. Define business and technology skills for
all levels. Create a dynamic delineation of labor market information data that
reflects the emerging biotechnology industry that uses a common language and
is based on skill sets. Post on an industry‐specific website.
o Develop models with incentives that make it easy for K – 12 institutions to
work with college and corporate partners.
Issues: Image and Outreach to the Public
o Present information about biotechnology careers organized by different
criteria, e.g., industry content, occupation, educational pathway, career ladder,
and salary.
o Create a national media campaign.
o Create a universal formula that is disseminated by all agencies (federal, state,
and local).
o Recognize the diversity of career options and apply scientific and distinct
names to various bio‐industries or categories, which will clarify larger
concerns, e.g., what is biotechnology, and then outline entry‐level occupations
with industry and determine the basic skills and competencies needed.
o Create awareness at the elementary and secondary (K – 12) levels by creating
partnerships between employers and schools that include: 1) mentorship and
job shadowing, 2) employer‐sponsored science fairs, 3) development of
problem‐based projects for K – 12 students to explain different areas that
integrate academic standards, 4) school‐based clubs, and 5) K – 12 and college
programs.
Dealing with workforce challenges in the biotechnology industry requires collaboration
at and among the national, state, and local levels. Biotechnology Industry Executive
and Workforce Solutions Forum participants recommended an approach that identifies
and determines common fundamentals to the industry at the national level while
providing flexibility to regional and local levels to find solutions to better manage their
local biotechnology workforce challenges. One goal of the President’s High Growth Job
Training Initiative is to foster collaborations between industry, the public workforce
system, community colleges and other educational and training providers, and
economic development entities in order to develop solutions to the needs of their local
8
11.
Investments in these sectors are designed to achieve four broad outcomes:
1. Targeted investment of workforce development resources and support for
private and public sector partnerships to ensure the development of workers’
skills in demand occupations based on industry need.
2. Increased integration of community and technical college efforts with business
and the public workforce system activities to meet the skills training needs of
high growth industries.
3. Increased opportunities for employers to use apprenticeship training as skills
development methodology, combining on‐the‐job training and academics, to
ensure a pipeline of skilled workers.
4. Providing workers with paths to career enhancing opportunities in high growth
occupations.
By expanding the local workforce system’s capacity to be market‐driven, responsive to
local economic needs, and a contributor to the economic well‐being of the community,
the Employment and Training Administration is promoting workforce quality,
enhanced productivity, and economic competitiveness.
The High Growth Job Training Initiative Process
To achieve the desired outcomes of the President’s High Growth Job Training Initiative
for the biotechnology industry, ETA follows a detailed protocol to identify workforce
challenges and solutions and demonstrate solutions nationally.6 First, ETA conducts an
environmental scan to understand the economic conditions and workforce challenges
facing the industry. Then, ETA conducts a series of Executive Forums to offer leaders in
business and industry an opportunity to share their current and future workforce needs
with the workforce system. Using the information gathered at these meetings, ETA
convenes a Solutions Forum with industry and public workforce system representatives
to verify workforce challenges and devise solutions. In the final phase of the High
Growth Job Training Initiative process, ETA makes a series of investments in innovative
and industry‐driven projects that reflect industry‐identified challenges and solutions
and demonstrate training initiatives and capacity building strategies to address the
industry’s unique workforce challenges. These projects make up a solution set tailored
to each industry’s specific needs.
During the ETA‐led Executive Forums for the biotechnology industry, senior executives
from many sectors of the industry expressed a wide range of workforce challenges
confronting the industry. The challenges expressed in the Executive Forums fell into
6
This process is described in greater detail in Appendix A.
11
19. Figure 3 Example of a Biotechnology Cluster
San Diego Pharmaceuticals / Biotech Cluster
Research Equipment Inputs Pharmaceuticals and Other Products
Related Products
UCSD Labs and
UCSD Labs and Laboratory
Laboratory Specialty
Specialty
Hospitals
Hospitals Instruments
Instruments Chemicals
Chemicals Pharmaceutical
Pharmaceutical Consumer
Salk
Salk and Process
and Process Products Consumer
Products Goods
Equipment
Equipment (Manufacturing) Goods
Scripps (Manufacturing)
Scripps Containers
Containers
Burnham
Burnham
Medical
Medical
Kimmel
Kimmel Devices
Devices Packaging
Packaging
Private Firms
Private Firms
Specialized Risk Human Capital Cluster/University/
Specialized
Capital Providers Government
Support
Relationship
Services
Providers
Venture
Venture Community Colleges BIOCOM
Community Colleges BIOCOM Banks
Banks
Capital Firms
Capital Firms
Angel
Angel UCSD
UCSD
UCSD
UCSD Legal
Legal
Networks
Networks CONNECT
CONNECT Services
Services
Science and
Science and Accounting
SDSU
SDSU Accounting
Technology
Technology Firms
Firms
Council
Council
National Leader Nationally Competitive Less Developed
Source: New Economy Strategies
San Diego’s biotechnology cluster includes research and development, pharmaceuticals
(including pharmaceutical manufacturing), and medical devices. According to a report
issued by the Milken Institute, and reported on in Forbes Magazine, entitled “America’s
Biotech and Life Sciences Cluster,”9 San Diego ranks first among biotechnology clusters
in the United States. Following closely behind San Diego are Boston, Raleigh‐Durham‐
Chapel Hill, NC, San Jose CA, and Seattle‐Bellevue‐Everett, WA. The study ranked the
metropolitan areas using 44 measurements within two broad categories: the
biotechnology innovation pipeline, which includes research and development dollars
and the quality of the workforce; and the assessment of impact, or how successful an
area has been at bringing ideas to market and creating companies, jobs, and products.
Clusters bring together inter‐related institutions, organizations, and individuals and
cause the export of goods and services beyond the region while creating demand for
localized services and infrastructure. From real estate development of wet‐labs,
9
Dolan, Kerry A., “Top Ten U.S. Biotech Clusters,” Forbes Magazine, June 2004.
19
23. • Consumers are already enjoying biotechnology foods, such as papaya, soybeans,
and corn. Hundreds of biopesticides and other products are improving the food
supply and reducing dependence on chemical pesticides.
• Environmental biotechnology products make it possible to clean up hazardous
waste more efficiently by harnessing pollution‐eating microbes without the use of
caustic materials.
• Industrial biotechnology applications have led to cleaner processes that produce less
waste and use less energy and water in industry sectors as chemicals, pulp and
paper, textiles, food, energy, and metal and minerals. For example, laundry
detergents produced in the U.S. contain biotechnology based enzymes.
• DNA fingerprinting, a biotechnology process, has dramatically improved criminal
investigation and forensic medicine, as well as afforded significant advances in
anthropology and wildlife management.
To better the current and future business models of the biotechnology industry, it is
necessary to understand the interwoven realities of health care delivery in the U.S. and
the promise of biotechnology as a means to address the rising costs of health care. The
link between biotechnology and health care is strong. Rising health care costs, a
population of increasingly expensive coverage factors, and a system of highly regulated
institutions lead to significant challenges. At the same time, the promise of
biotechnology and life science research and development affords a response to
overcome these potentially negative economic conditions. While the ETA has
addressed the workforce demands of health care services, including the severe nursing
shortage affecting the nation, it is the biotechnology and life science sectors that
demand immediate attention to ensure that the industry can respond effectively to the
dual challenges of fighting disease and finding a solution to the rising costs of health
care.
The U.S. and global biotechnology and life science sectors continue to evolve. Industry
representatives often describe several possible ways in which health care and medicine
will be delivered in the future. The practice of medicine is fast becoming more
integrated, multi‐disciplinary, and inclusive of a broad range of skills and
competencies. According to senior representatives during the three ETA regional
forums, in the future, the biotechnology industry will become a major component of
health care in the U.S. and, thus, the lines of activities and resources will become
blurred.
23
27. Figure 6 Biotech Related Occupations and their Projected 10 Year Growth
Number Number
Numeric 2002 Median Postsecondary
Employed employed Change
Occupation Title Change Annual Education &
2002 2012 %
(000ʹs) Earnings Training
(000ʹs) (000ʹs)
Medical scientists,
58 73 16 26.9 56,980 Doctorʹs degree
except epidemiologists
Biomedical engineers 8 10 2 26.1 60,410 Bachelorʹs degree
Environmental
scientists and
65 80 15 23.7 47,600 Masterʹs degree
specialists, including
health
Biological scientists,
27 33 6 22.3 53,300 Bachelorʹs degree
all other
Biological technicians 48 57 9 19.4 29,040 Associateʹs degree
Chemist 84 95 11 12.7 52,890 Bachelorʹs degree
Agricultural & food
20 22 2 9.3 28,580 Associateʹs degree
science technicians
Chemical technicians 69 72 3 4.7 37,430 Bachelorʹs degree
Source: U.S. Bureau of Labor Statistics
Figure 7
Biotechnology-related Technical Employment by Occupation, 2002
Scientists - 55%
Engineers - 8%
Science and Clinical Laboratory Technicians - 30%
R&D-focused Computer Specialists - 7%
Source: U.S. Department of Commerce Technology Administration and Bureau of Industry
Security Critical Technology Assessment of Biotechnology in US Industry, question 14, pg.
4, August 2002.
27
28. Figure 8
Annual Growth Rate in Biotech-related Technical Occupations, 2000 - 2002
Industry Occupations
The occupations that make up the biotechnology industry are diverse and require a
wide range of skills and experience levels. While math and science training are
essential for research and development positions, other occupations along the industry
cycle require familiarity with the Research and Development (R&D) process along with
additional skill sets, such as knowledge of the regulations governing R&D, including
Good Laboratory Practices and Good Manufacturing Practices (GMP).17
Although R&D occupations require workers with strong experience in science and
math, significant employment possibilities arise as the product moves through the
lifecycle around the creation of products such as operations, finance, administration,
information systems, sales, and marketing. Figure 9 provides an overview of positions
in a small biotechnology company. Additionally, complementary jobs indirectly tied to
biotechnology demand skills and competencies in laboratory facility construction and
management, equipment and supplies to support R&D, and new information tools.
These positions are particularly important to the industry as it maintains a constant
flow of abundant data and knowledge and maintains its rapidly changing pace of
discovery.
Gundersen, Larry E. “It’s time to update the Graduate,” Biochemistry and Molecular Biology Education,
17
Vol. 31, No. 4, 2003, pp. 264.
28
29. Figure 9
Overview of Jobs in a Small Biotechnology Company (1‐49 Employees)
Research: Operations: Quality: Control and Finance, Administration
Discovery and Pre‐ Process/Product Assurance and Information
clinical Development Systems
VP of R&D Director Director Chief Financial
Senior Scientist Supervisor Supervisor Officer
Scientist Associate Analyst Accounting Manager
Research Technician Technician Application Systems
Associate Facilities Documentation Specialist
Laboratory Manager Coordinator Accounting Clerk
Support Facilities HR Manager
Technician Receptionist
Administrative
Assistant
Source: Feena D. Hanes, New England Board of Higher Education, for MassBio, Cambridge MA
Occupations in the biotechnology industry can be grouped into seven broad
categories:18
Research and Development: Jobs in this category focus on basic and applied research in
the biotechnology field. Individuals employed in these occupations may be required to
develop theories, test hypotheses, create models, and clarify knowledge. Depending on
the type of science required, research and development may take place in a laboratory,
greenhouse, an animal care facility, or in a field of agricultural crops. Education
requirements for R&D occupations range from community or technical college training
in science and laboratory skills to advanced Ph.D.’s.
Clinical Research: This class of occupations is responsible for research in a health care
setting. This may involve clinical trials of pharmaceuticals investigated for use by
humans, or of veterinary drugs tested before being approved for use in domestic
animals and livestock. As with R&D, education requirements range from community
or technical college training in science and laboratory skills to doctoral degrees.
18
This categorization was generated by the State of California’s Employment Development Department
in its 2004 report, “Biotechnology Jobs in California: Under the Microscope.” The report is available
online at http://www.calmis.cahwnet.gov/file/occmisc/Biotech-Part1.pdf.
29
32. Figure 10
Job Types by Education Level (estimates)
Job Type High School 2‐year College 4‐year College
Degree Degree Degree
Quality
• Quality Assurance 0 40% 60%
• Quality Control 0 40% 60%
Manufacturing
• Operations 25% 50% 25%
• Logistics 0 60% 40%
• Materials Control 40% 40% 20%
• Maintenance & 45% 50% 5%
Facilities
Engineering 0 0 100%
Process Sciences 0 0 100%
Compliance 0 0 100%
Support Services
• Purchasing/Finance 0 40% 60%
• IT 0 30% 70%
• Human Resources 0 30% 70%
Source: IDEC Pharmaceuticals, San Diego CA
Retention: Incumbent Worker Training
The rapidly evolving technology in the industry results in challenges to a businesses
ability to retain its employees. An employee who starts a job with state‐of‐the‐art skills
may quickly find his or her skill sets outdated due to technology upgrades or new
product development. This forces employers to either lay off the individual, seek a
different qualified candidate, or look into re‐skilling employees to meet the new skill
requirements of the position.
Additionally, new product development and advances in the knowledge base require
companies to constantly change and upgrade skill requirements for employees while
the biotechnology industry is challenged by a limited capacity for employee training.
Biotechnology firms, particularly smaller firms, have immediate needs for highly skilled
workers, but often cannot afford the cost of training new employees or upgrading the
skills of existing employees to meet new requirements.
32