This is the process of fundamentally changing and improving various aspects of your organization, to meet your strategic goals, enhance performance, and adapt to the evolving business environment. We can play a key role here by providing strategic workforce planning expertise, executive coaching and on going support. The key aspects of what we offer here are:
Strategic Alignment building : We help align various roles in your organization with the overall business objective. We ensure that the focus and goals of each role, along with organization processes and systems, are in sync with the strategic goals.
Executive Coaching : Strong leadership and teams are essential for business transformation. We help coach your leaders and executive teams on how to approach and implement strategic workforce planning and change Management.
Organization Network Analysis (ONA) : This is a new repertoire in organization change management and is a data analytics driven approach to studying relationships and interactions among individuals, teams and departments in an organization. It uses data analysis to map out how information, influence and communication, flows through the network of an organization, to help in -
Identifying Key Influencers
Understanding Communication Patterns
Assessing Change Readiness
Mapping Social Capital
Optimizing Team Structures
Measuring Change Impact
Mitigating Change Resistance
Change Engagement : Engaged employees are more likely to contribute positively to transformation efforts. We help in devising strategies to enhance change engagement and satisfaction.
People Cost Management : We help organizations optimize their People budgets, ensuring that resources are allocated efficiently.
Compliance and Risk Management : Keeping up with labor laws and regulations is crucial. We assist in ensuring that your organization remains compliant and minimizes legal risks.
Measuring Success : We work with organizations to define key performance indicators (KPIs) and establish metrics to track the progress of the organization transformation initiative.
Early medtech companies in Asia today faces several human capital challenges for growth-
Skills Gap : There are big gaps between skills and qualifications of available workforce, particularly specialized skills in this sector, hindering innovation & growth.
Education & Training : Adequate training programs and educational institutions specializing in medtech are lacking in most Asian countries, making it difficult to produce skilled workforce for the sector.
Regulatory Compliance : The medtech sector requires deep understanding of regulatory compliance. Shortage in this field is slowing down growth and product development in Asia.
Language & Culture : In many parts of Asia, language and cultural barriers can be a challenge when trying to attract talent from diverse backgrounds, including expatriates.
Intellectual Property Concerns : Protecting intellectual property is crucial in the medtech industry. Lack of strong IP protection laws often deter investment in Asia
Market Competition : Intense competition for skilled professionals in the medtech sector can drive up labor costs, making it challenging for smaller companies to attract and retain talent.
Having a smart Human Capital Partner for capitalising your Asia Growth Aspirations is key for success!
Author - Binayak Bagchi
Like many other countries, Australia faces several integrated healthcare challenges. I am going to talk of a few here:
Fragmented Systems : The Australian healthcare system consists of both public and private sectors, often leading to fragmented care delivery and challenges of coordination.
Information Sharing : Integrating patient information across healthcare providers while maintaining patient privacy/ data security is complex.
Communication : Ensuring effective communication and collaboration among various healthcare professionals, organizations, can be difficult.
Funding : Funding across different parts of the healthcare system to support integrated care models can be a challenge.
Cultural Differences : Different healthcare organizations have varying cultures, practices, and priorities, making it challenging to align efforts.
Legal & Regulatory : Navigating these frameworks, especially when sharing patient data across organizations, can be a barrier to integration.
Technology : Implementing and maintaining compatible technologies for sharing medical records can be technically complex and resource-intensive.
Patient Engagement : Encouraging patients to actively participate in their integrated care plans is a challenge.
Resistance to Change : NHealthcare professionals are resistant to new models of care requiring changes in their roles, responsibilities, and workflows.
Measuring Outcomes : Defining and measuring the success of integrated care models around patient outcomes and cost is challenging.
Addressing the above requires coordinated effort from policymakers, healthcare providers, organizations, and patients, to create a more integrated, patient-centered healthcare system.
Author - Binayak Bagchi
“Market Access is defined by the bringing of products or solutions to the right patient at the right price points in a timely manner through the efficient enablement of registrations, reimbursement, listing, training and supply”.
As Asia Pacific continues to undergo unprecedented demographic changes, the need for a holistic approach to transform healthcare delivery has never been greater. Addressing the growing demand for healthcare in a fragmented region with disparate regulatory regimes, complex reimbursement systems, and conflicting policy priorities, requires a different kind of innovative thinking from all stakeholders across the MedTech ecosystem.
Market access has previously been more focused on pricing and reimbursement. However, driven by the ever-changing healthcare macro-environment, the move from price-based to value-based approaches and companies developing more unconventional business models, other elements such as regulatory, supply chain & channels, training & education (beyond physicians), stakeholders & KOL management and financing are becoming increasingly relevant.
Healthcare policies within Asia are rapidly developing. It is thus impossible to apply a standard strategy across the entire region. Local knowledge is critical to identify the structure, stakeholders and processes. Medtech companies looking to enter or scale in Asia will have to consider long-term implications of how the market landscape is evolving and build up their capabilities to deliver measured and meaningful propositions backed by impactful data in order to build up sustainable businesses in the region.
Regulatory Compliance : The medtech sector requires deep understanding of regulatory compliance. Shortage in this field is slowing down growth and product development in Asia.
Language & Culture : In many parts of Asia, language and cultural barriers can be a challenge when trying to attract talent from diverse backgrounds, including expatriates.
Intellectual Property Concerns : Protecting intellectual property is crucial in the medtech industry. Lack of strong IP protection laws often deter investment in Asia
Market Competition : Intense competition for skilled professionals in the medtech sector can drive up labor costs, making it challenging for smaller companies to attract and retain talent.
Having a smart Human Capital Partner for capitalising your Asia Growth Aspirations is key for success!
Author - Aijaz Shaikh