Pfizer Development and Training
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
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
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