【正文】 health and lifestyle talks。 critical illness coverageSporting events。 and167。167。167。167。 Improve retentionEmployees in turn are more likely to than other workers to have:167。 Reduced costs through decreased absenteeism167。 Enhanced petitiveness in recruiting167。 OR? Did not demonstrate our core values even though delivered partial resultsAssumes all aim high reach targetsNeed to Improve Performance NowThe performance of employees in each rating category will be clearly differentiatedThe characteristics of employees in category is as follows:Hewitt’s POV: Achievement of Objectives/Targets4848Performance Results ApplicationPerformance results mainly strongly drive variable bonus and merit increase, and influence promotion and TDFor those bad performers, panies usually give them another opportunity and enter PIP programData Source: Hewitt CPRDS 2023 Overall Findings4949Annual Performance ReviewDisplay of petencies + Achievement of KRAsAchieve of KRAsMerit Increase DeterminationBonus DeterminationImpact on RewardsLinking Performance to RewardsIt is important to establish a clear line of sight between performance and rewards (merit increase and performance bonus) and opportunities to reinforce the desired behaviours and performance.Development OpportunitiesDisplay of behavioral petenciesSAMPLE5050Pharma RD Pay Mix AnalysisData Source: Hewitt CPRDS 2023 Overall Findings5151Shortterm Incentive Plan PrevalenceVariable Pay Type PrevalenceIndividual Performance Plan, Comprehensive Incentive Plan and Special Recognition Awards are still the most mon methods for Variable Bonus Plan。 ? Delivered partial results and lived our core values。 ? Delivered results needed and lived our core values。 ? Delivered the results needed, and more, and lived our core values。Central TendencyBeing in the middle can be demotivatingCentral Tendency while 61% report to have a suggested distribution (remend a distribution but do not strictly enforce it by adjusting ratings。 May not have the chance to observe behaviours and can be subjective Focus on “how” in addition to “what” of performance252。 May be difficult to identify the right Key Performance Indicator167。 May be difficult to cascade broad business goals to individuals Identify emphasize “priorities” 252。 Difficult to measure167。 May be too fundamental, too micro to track。 Keeps focus on the purpose of the job252。Most panies have only Results KPIs and Behaviors KPIs, and the typical weighting is about 70% and 30% or 75% and 25%. And if the pany have Other KPIs, usually they are related to 360 degree evaluation or cooperation evaluation or global performanceManagement KPIs typically include budget control, project progress, pliance, petencyNonmanagement KPIs mainly include number of pound, delivery efficiency, quality, science petencyData Source: Hewitt CPRDS 2023 Overall Findings4242About KPI Hewitt POV Key Result Areas Performance Goals that the employee is expected to achieve Individual targets that support the anization’s/Unit’s/Team goals Role Responsibilities Responsibilities which are integral to an employees job Listed in the employee’s Job DescriptionCompetencies Skills and abilities described in behavioral terms that are observable and measurable Critical to successful individual or pany performance Competencies are listed briefly in the Job Description ., Developing People4343Purpose of Each Type of KPIs Hewitt POV KRAsRoleResponsibilitiesCompetencies167。 2) RD productivityData Source: PhRMA, 2023, FDA1515The Road to Positive RD ReturnsImprove Productivity( Increase ROI )Scientific innovation is not the only route to higher RD productivity. Attention to the familiar management areas of cost, speed, and decision making can still reap rewards.Data Source: MicKinsey Quarterly, Feb., 2023CostOrganizational and Procurement IssuesMore Aggressive outsource selected noncore activities to lowcost locationsReduce the costs associated with drug failures by– Focusing on the activities truly reducing risk of failure– Sharing risk with othersSpeedClinical development planning ( good vs. poor)Patient Recruiting ( quick vs. slow )Site and investigator management ( optimal vs. suboptimal )Decision MakingShift pound attrition to earlier stagesChoice of pounds for Investment1616All Major Big Pharmas Have Stepped up their Investments in China in the Past One or Two YearsQ1, 2023 Q2, 2023 Q3, 2023 Q4, 2023 Q1, 2023BayerScheringwill invest 100mil Euro to establish its RD center in Beijing to enhance its global RD capabilityJohnsonJohnsonannounced that they will buildup its APAC RD center in Shanghai to consolidate its RD capability in Beijing, Mumbai and Bangalore and will have wide cooperation with universities in ChinaAstraZenecainvest to establish its new China operation center and part of its APAC function in ShanghaiIts new RD center will start to use in 2023 in Shanghai Zhang Jiang HighTech ParkNovartisinvested $1B in RD in China over the next 5 years and will pay $125 million to buy an 85% stake in Chinese vaccine maker Zheijang Tianyuan BioPharmaceuticalRocheannounced that its Asia operations center is being established in Shanghai and that China will serve as a core development region at the same level as the US and Germany PfizerPfizer EM President announced interest to pursue acquisitions in China to accelerate growth Pfizer expand its manufacturer plant and RD capability in China Merck Serono plans to establish its global RD center in Beijing and will keep invest about 150mil Euro for this new centerNovo Nordisk plans to double investment in China RD in 3 ye