"We need to work on our education system so that it produces the type of graduates we need in this industry, as well as how we train and retain," said Dr Maneesh Nerurkar, president of global pharmaceutical R&D for Nicholas Piramal.
"There is a fine line between breadth and depth of infrastructure and business success and we need to establish where that line is," he said, speaking at the recent inaugural Interphex trade show, held in Mumbai, where Outsourcing-Pharma.com was in attendance.
According to Nerurkar, staff improvements can be made in the key areas of scientific education, leadership, retention.
"First of all, education in India is a challenge. We are very good on the basic technology but are starting to lose the basic fundamentals of science, which are crucial and where I see the industry cycling back to focus on," said Nerurkar.
In addition, India needs to improve its education system in niche areas to match the US, where both colleges and pharma companies produce trainees with competitive differences.
"Specialisation is lacking in our universities and we as an industry need to send a message to them as to what we need from graduates entering clinical research so that this situation can improve," said Nerurkar.
"Presently graduates are too generic and each employer is having to train them too intricately, rather than being able to hire directly according to their specific needs."
Secondly, Nerurkar said that leadership is lacking amongst the Indian workplace: "We as workers have not managed to take the leadership we use in our personal lives and apply it in the workplace. We have the ability, now we need to use it."
Communication, in particular when dealing with clients is another area that staff in Indian CROs can show a great deal of improvement, he added.
Meanwhile, a huge challenge this industry is currently faced with is staff recruitment and retention.
"The problem is massive," said Nerurkar. "Demand is far greater than supply."
Nerurkar said that in its approach to recruitment, his company uses a "feel and see approach," evaluating each candidate as to their suitability in a few key areas: extent of education, including knowledge of scientific fundamentals; empathy; leadership and communication, with the emphasis varying according to the specific job. "Then once hired we try to hold their hand as long as needed," he added.
In order to try and overcome the retention problem Nicholas Piramal uses "progressive human resources measures," such as training and career progression to improve retention. "Salary rises are not the answer," he emphasised.
Furthermore, when it comes to training, Nerurkar stressed that the industry as a whole needs to be driven to strive for perfection, instead of cutting corners or being content with half measures. "This business demands perfection, and this is gradually starting to be realised in India."
Nerurkar left the audience with a final note: "It's all about the people. We need to take the brain power that exists and convert it into something more productive."
