What is the most scarce medical device talent in 2015?

Primary career choices: personal development prospects

The survey results show that the competitiveness of the enterprises that the candidates value is in turn the product, corporate culture and development space. However, when choosing a company, they regard their personal good development prospects as the primary career choice factor. Geographic location is also an important consideration when candidates choose a company.

High salary area: intervention and imaging

The survey results show that the salary composition of each segment of medical equipment is basically the same. For example, the salary composition of sales positions is generally “floor salary bonus”; the salary of technical support positions is “floor salary bonus”; the salary of registered positions is “13 months salary bonus (2 to 4 months salary) )". Among them, the sales category bonus portion is different according to the sales characteristics. For example, the consumable product sales position has a bonus for the quarterly completion task, and the bonus is generally a fixed amount (6-10 months salary); the equipment product sales position is based on a certain proportion (4) %~8%) or reward for completing the mission. Among the national average wages of various sub-specialties in the domestic medical device industry , the basic wages in the areas of intervention (extracardiac and intracardiac) and imaging (large equipment) are relatively high.

Main incentives: salary increases and promotions

Incentives are an integral part of maintaining business vitality. The survey surveyed nine types of employee incentives such as compensation and bonuses, job promotion, and paid vacations. The results show that among the 154 companies surveyed, 30% to 35% of the companies use the main incentives to increase salaries and bonuses; about 20% use the methods of providing promotion and training opportunities; a few companies offer special Incentives, such as foreign training and tourism, internal employee rewards, etc.

The most important incentives for candidates are basically the same as those offered by companies. Among them, salary and bonuses, job promotion and training opportunities are among the top three.

Among the surveyed enterprises, more than 90% of the enterprises adopt the annual salary increase policy, and more than 80% of the foreign companies pay the salary in the first half of the year (more in March-April), and more than 60% of the domestic enterprises pay the salary. Year-end. Different companies have different salary increases depending on the company's profitability, salary adjustment system and salary adjustment cycle. In general, the difference between the salary adjustment of foreign-funded enterprises and domestic enterprises is not large, and the salary adjustment of about 60% of enterprises is between 10% and 15%. The 15% to 20% salary adjustment level accounts for 24% of the overall salary adjustment ratio. The domestic enterprises that provide this salary adjustment level are obviously more than the foreign-funded enterprises.

Providing training opportunities is also the focus of incentives. In order to cope with the development of the enterprise, improve the performance of human resources and the quality of employees, most enterprises focus on targeted training such as products and sales techniques. This training accounts for 47% to 48% of the overall training; In-house training and external training; there are significantly more foreign companies providing training opportunities abroad.

Promotion of positions is one of the best ways for companies to retain talent and motivate employees. The survey shows that the most widely used promotion model is based on personnel performance and performance, including: promotion by echelon (such as the top 10% promotion for two consecutive years, the last 10% elimination); exams, ratings (such as annual evaluation, Performance appraisal, promotion according to the results); working years are preferred (in the case of the same performance appraisal, most companies give priority to employees who have worked longer in the company).

The highest employee turnover rate: US-funded enterprises

Loss of staff plagues almost all medical device companies. According to statistics, the turnover rate of some medical device companies has reached 20% to 30%, and a few have been controlled at around 15%. Relatively speaking, Japanese companies have the lowest employee turnover rate, followed by European and domestic companies, and the loss rate of US-owned enterprises is relatively high.

This survey summarizes the factors that the corporate human resources department and corporate employees believe to maintain staff stability. Among them, the human resources department believes that the top three factors to maintain employee stability are: corporate culture, salary and development space. The HR department of most companies believes that the most important reason for staff turnover is that the corporate culture is not enough to attract employees; the second is salary and benefits. However, the ideas of the employees are different. The feedback from more than 1,000 candidates shows that 63% of the candidates regard the quality of the products as the first factor (human resources put this item at the end); corporate culture and development space It is ranked second and third; the salary that the human resources department values ​​is ranked fourth in the eyes of candidates.

Most reasons for leaving: treatment

According to the survey, although employees are more concerned about the development space when choosing a company, the most reason for employees to leave is the treatment problem (about 44% of respondents choose this); personal development space ranks second ( About 40%); some employees choose to leave because of family, childbirth, household registration, entrepreneurship and other personal reasons (9.33%).

This survey made a statistical analysis of the basic years of work of respondents in different positions in a company. The results show that the liquidity of staff in different positions is as follows: sales staff > registered personnel > market talents > production personnel . The average working life of a salesperson in a company is only 1.8 years; the average working life of a production person is about 5 years.

The survey also counted the ages of practitioners in relevant positions. The survey shows that the level of various positions is proportional to age: the average age of practitioners in clinical applications is 30 years old; the average age of employees in training positions is 36 years; the average age of employees in after-sales positions is 29 years old; Levels of respondents are all over the age of 30; director-level respondents are all over the age of 40. Application, training, after-sales and other professional positions start at a higher age.

Two types of talents that are most lacking in medical devices

1. Senior sales talent

According to the survey, more than 90% of medical equipment companies lack senior sales personnel. The medical background, proficiency in foreign languages ​​and rich connections are the necessary thresholds for their employment. The lack of senior sales staff in medical equipment companies has a considerable relationship with the high demands of the industry for sales personnel. Medical equipment sales personnel must not only be a graduate of the medical profession, but also be proficient in at least one foreign language; in addition, they must have a keen observation and response ability to the market, and have a rich network relationship with major hospitals and medical institutions in the local area; Sales personnel themselves must have certain technical capabilities to operate a variety of medical equipment on the ground. Such high conditions have discouraged many salespeople. For example, English, because many medical equipment involves import and export business, if you can't use English proficiently, you can't read the English description, let alone provide the Chinese party with the intention to provide Chinese materials, explain and demonstrate the operation process.

2. Senior R&D talent

In recent years, with the deepening of medical insurance reform, the medical device industry has also ushered in development opportunities, so the overall demand for advanced R&D talents in related fields is also growing. In addition to work experience, this type of talent must also have insight into the latest developments in medical devices and have unique insights into new product development. The wealth of knowledge required for this position also determines that candidates must have a highly educated education experience and have the ability to translate knowledge into productivity.

At present, China's medical devices are actively upgrading their technology, striving for opportunities in the domestic demand market and external industries. The improvement in the quality and technical structure of related medical products has also led to the acquisition of surveillance, medical imaging equipment, clinical laboratory equipment and minimally invasive interventional treatment. Significant results. In the future, the demand for talents in China's medical device industry will be higher and higher. Solving the problem of talent demand will be the top priority for many medical device companies.

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