Study On The Optimization Of The Training System For Middle And Senior Managers In RA Companies Based On The Competency Model

Since the 13th Five-Year Plan under the strong leadership of the Central Committee of the Communist Party of China and the State Council,and with the joint catalyst of the international market and a favorable investment environment,the development of China’s pharmaceutical industry has made outstanding achievements,with a stronger foundation for its development,more powerful development momentum and a new level of overall development.At the same time,there is an increasingly urgent need for people to manage their health and improve their quality of life.With the aging of the global population,the life and health industry is moving into the center of the socio-economic circle.It is gradually becoming a significant player in the economic map,becoming another primary sunrise industry of global importance.After more than two decades of brutal growth,China’s pharmaceutical companies are now transforming into a specialized industry,which requires high-quality development from every player in the pharmaceutical industry,both in the management and business dimensions.RA was established in 2007,with its primary business model being outsourced R&D,production,and sales of pharmaceuticals.in early 2020,prompted by the development environment of the significant health industry,the company decided to make a strategic transformation.All outsourced projects were adjusted to its operations,using five years to develop into a modern high-tech pharmaceutical enterprise integrating research and development(R&D),production,and sales.In October 2020,the company developed the construction of two own R&D and production bases:180,000m~2 Jiyang Industrial Park and 440,000m~2 Linyi Industrial Park.Team triples in size in half a year.As a result,this major strategic transformation has given rise to a series of management issues,the most obvious of which is the mismatch between the competence of middle and senior management and the company’s strategic requirements.Firstly,most of the company’s management have been on board for less than a year and are basically parachutists.The actual competence of the middle and senior management deviates greatly from the job requirements and leadership expectations;secondly,there is currently a gap in the company’s training and promotion work for the middle and senior management,as the training organised by the company basically remains formal and the participation of the middle and senior management in training activities is extremely low.Therefore,it is necessary and urgent to build a training system for management empowerment.In order to solve the above problems,this thesis constructs the middle and high-level competency model of RA company by means of strategic culture decoding,behavioral event interview,questionnaire survey and expert evaluation,and extracts more than 20 competency qualities from the four dimensions of professional knowledge,general skills,personality characteristics and attitude values,and two sequences of technical and non-technical.On this basis,Evaluate the actual competency level of middle and senior managers,and conduct feedback interviews on the evaluation results for middle and senior managers to further lock in the training needs.In the training system operation adopts the way of project management,corresponding to training needs,design knowledge and skills,general management skills,horizontal cooperation,problem management,strategic management,pressure management,innovation management and other ten series of training projects.In the aspect of effect evaluation,Koch four-level evaluation is adopted,from the four dimensions of response,learning,behavior and result,through questionnaire,assessment index feedback,personal development plan and other ways to track the review,while matching the establishment of the corresponding resource system,institutional system and security system,to jointly promote the implementation of the management training system.This thesis innovatively proposes to build a competency model for middle and senior managers within the company,analyze the current situation of competency to match the targeted training and development system can quickly calibrate the direction of the organization’s talent development,which is of great significance to the organization’s capacity building,and also provides a practical reference case for the training of management cadres in pharmaceutical companies.At the same time,the project-based functional design of the training system based on the competency model has a very positive sign for the transformation and upgrading of the company’s human resources management.It can also provide a reference for other companies in the transformation and innovation of their training systems and other modules of human resources.