Sales Force Management. Compliance Management

The pharmaceutical industry is recognized as one of the most important sector in the national economy, as well as in the people's healthy and quality of life. Those pharmaceutical companies play a irreplaceable role in this industry. By the speed of medical reform, more foreign enterprises invested in China, bringing with them not only the advanced-technology medicines, but also new techniques in management. Some of these foreign enterprises launched the compliance reform, especially on Sales function, for two reasons, one is that these enterprises are mostly listed in Europe and US stock market and they shall follow the those local laws and regulations, and secondly this practice helps with their globalization and preventing any potential risk. However, this reform was not processed smoothly even thought it will benefit the whole pharmaceutical industry and environment. The enterprises face both internal and external challenges, with sales professionals'turnover rate increase, misunderstanding from customer and also competition from other competitors. Those enterprises suffered a lot from these headaches. This paper discuss how to manage the sales professionals under this new practice by analyzing the characteristic of pharmaceutical sales function, internal environment and external competition, the future development trend, etc.. This is not a simple stimulation on sales volume, actually it is regarding the general methodology on sales professionals management. This discussion is targeted on helping the sales team to build up their faith and confidence, simultaneously to prevent a high turnover rate. The enterprises shall set up a mature system in the talent management and development, guiding the staff how to adjust themselves into the new environment and request, exerting their renovation and make the necessary contribution to the company.This paper brings the following solutions by analyzing the current problems. First of all, enhancing the managing skills in sales function from different perspective, e.g. from organization, personal behavior; secondly, to set up an attractive and scientific total compensation system to motivate and retain staff; thirdly, promote the compliance-based and staff-recognized company culture; and last, to develop a systematic training plan to help with building up the talent pool and talent development.Even thought there would be problems on the way to new changes and reform, we are sure to solve it with enough confidence and patient. We may find the problem, conquer the difficulty and achieve the final success.