Synoma Pharmaceuticals Development Recruit

Synoma Pharmaceuticals Development Recruit

Instructions/Descriptions

Synoma Pharmaceuticals Development Recruit

Developing a Recruitment Plan

Introduction

Synoma Pharmaceuticals is a manufacturer of generic pharmaceutical products located in South Florida. Due to the success of several new generic products, Synoma is experiencing tremendous growth. Several brand new generic products have been recently approved or are very close to obtaining approval from the Federal Drug Administration. In fact, Synoma already has thousands of pre-orders of these products still in the production pipeline. The sales for the last quarter were $18.8 million, but expected sales for the next two quarters may reach or even exceed $300 million.

To accommodate its growth, Synoma has recently opened a new facility in the Greater Ft. Lauderdale area. The increase in production has brought tremendous pressure to quickly hire and train machine operators for the different production areas: gelcaps, capsules, tablets, and packaging. Synoma has relied on three (3) different temporary personnel agencies to recruit operators. That is, whenever production demands increased Synoma would ask the three temporary agencies to send them candidates. Although Synoma would give these temporary agencies a brief job description and list of minimum requirements and qualifications, the training and production units of Synoma have been complaining about the poor quality of the candidates referred to by the temp agencies. The manner in which the temporary agencies recruit applicants is unclear. In some cases, Synoma employees refer friends and family members to these agencies. The agencies also said that they advertise in local newspapers. Apparently, these ads include a description of the job requirements, but do not mention the company’s name.

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All of the applicants referred to by the temporary agencies are automatically granted access to Synoma’s training program. The training of new operators involves three full-days of classroom sessions involving Good Manufacturing Practices, documentation, standard operating procedures, safety, and machine operation instructions. The operators are then placed on a one to three-month period of on-the-job-training (OJT), which includes coaching by a certified instructor (typically the operator’s supervisor) on the production floor. The HR Department has been able to collect the following data regarding the new operators hired through the temporary agencies in the last 16 months:

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The training unit has noticed that some of the best operators are included in the group who quits after 6 to 12 months on the job. Many of these best operators have college or professional degrees from other countries, especially in electronics, but are not fluent in English and have trouble obtaining formal recognition of their degrees in the U.S.

Consider each one of the four recruitment elements listed below, and diagnose the main issues or problems that Synoma is currently facing in each one of these four areas. Then, formulate a recruitment plan that specifies your choices for each one of the four recruitment elements in the table. Examples of possible choices within each area have been listed for your consideration.

% who are employee referrals Temp Agency A Temp Agency B Temp Agency C 5 8 25 % not returning after 1st day Temp Agency A Temp Agency B Temp Agency C 10 4 2 % not passing training exams Temp Agency A Temp Agency B Temp Agency C 15 6 2 % terminated during OJT Temp Agency A Temp Agency B Temp Agency C 10 4 2 % quitting after 3 months Temp Agency A Temp Agency B Temp Agency C 10 8 15 % quitting after 6-12 months Temp Agency A Temp Agency B Temp Agency C 2 4 20 % rated as superior performers after 1 yr. Temp Agency A Temp Agency B Temp Agency C 8 15 40

Synoma Pharmaceuticals Development Recruit

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