Employee Talent Dashboards: A Comprehensive Guide for Singapore Pharmaceutical Companies

Singapore is home to several pharmaceutical companies, both local and multinational. Some of the major pharmaceutical companies in Singapore include: 

• GlaxoSmithKline (GSK): GSK is a global pharmaceutical company with a significant presence in Singapore. The company has a manufacturing facility in Singapore that produces several of its drugs, including vaccines and respiratory medicines. 

• Pfizer: Pfizer is another multinational pharmaceutical company with a presence in Singapore. The company's Singapore location focuses on research and development, as well as manufacturing for several of its drugs. 

• Novartis: Novartis is a Swiss-based pharmaceutical company that operates in Singapore through its subsidiary, Novartis Singapore Pharmaceuticals. The company's Singapore location focuses on manufacturing, research and development, and clinical trials. 

• Roche: Roche is a Swiss-based multinational pharmaceutical company with a significant presence in Singapore. The company has a manufacturing facility in Singapore that produces several of its drugs, including oncology medicines. 

• Takeda: Takeda is a Japanese pharmaceutical company that has a research and development center in Singapore. The company focuses on developing drugs for oncology, gastroenterology, and neuroscience. 

• Mundipharma: Mundipharma is a Singapore-based pharmaceutical company that focuses on developing drugs for pain management, oncology, and respiratory diseases. 

Overall, Singapore's pharmaceutical industry is a significant contributor to the country's economy and provides a range of job opportunities in areas such as research and development, manufacturing, and clinical trials. 

Employee talent dashboards are a valuable tool for Singapore pharmaceutical companies to track and manage employee performance and development. Here is a comprehensive guide on how to create and utilize employee talent dashboards: 

• Define the Metrics: The first step is to define the metrics that will be used to track employee performance and development. This may include metrics such as productivity, quality, attendance, training completion, and employee engagement. 

• Gather the Data: Once the metrics have been defined, the next step is to gather the data. This may involve collecting data from various sources, such as performance evaluations, training records, and attendance reports. 

• Create the Dashboard: The dashboard should be visually appealing and easy to understand. It should provide an overview of the key metrics, as well as the ability to drill down into more detailed information. 

• Set Goals and Targets: The dashboard should be used to set goals and targets for employee performance and development. This can help to identify areas for improvement and track progress over time. 

• Provide Feedback and Coaching: The dashboard should be used as a tool for providing feedback and coaching to employees. Managers can use the dashboard to identify areas where employees need to improve, and provide guidance on how to do so. 

• Encourage Employee Engagement: Employee talent dashboards should be designed to encourage employee engagement and ownership of their performance and development. This may involve providing employees with access to their own data and encouraging them to set their own goals. 

• Regularly Review and Update: The dashboard should be regularly reviewed and updated to ensure that it is providing accurate and relevant information. This may involve revisiting the metrics and data sources, and making adjustments as necessary. 

Overall, employee talent dashboards can be a valuable tool for Singapore pharmaceutical companies to track and manage employee performance and development. By defining the metrics, gathering data, creating the dashboard, setting goals and targets, providing feedback and coaching, encouraging employee engagement, and regularly reviewing and updating, companies can use these dashboards to improve performance and drive business success.