Which universities are pushing the boundaries in life sciences?

If you had to name the branch of university research that has the most tangible impact on mankind’s day-to-day activities, it is likely that the life sciences would be near the top of the list: not many days go by without the announcement of a new drug or gene discovery that has the potential to change lives or tackle disease.

Much of the best research in these fields takes place in the ultra-elite universities that excel in subjects across the board.

But analysis by Times Higher Education of the institutions that make up the World University Rankings reveals that there is a cluster of institutions just below this elite that are particularly strong in the life sciences and in driving forward innovation.

The 120 “life science challengers” tend to pitch much higher in the subject rankings related to clinical research and life sciences, as might be expected, with the bulk of them achieving overall scores in the middle to upper ranges (see below).

Which universities are pushing the boundaries in life sciencesHowever, they also perform very strongly in terms of the citation impact of their research, something that can be credited to their excelling in fields where journal article activity is key. Unlike the “technology challengers” (another cluster in the rankings), they also tend to be older universities, with few having been established less than 50 years ago.

Beyond these similarities though, the factors that drive the individual successes of the institutions are varied. In some cases excellent strategic decisions taken by the university are a factor; in others the local or regional ecosystem for research plays a part.

Sweden, which has five institutions in the list (headed by the medical research specialist Karolinska Institute), is one example where the ecosystem for life sciences appears to be a key factor.

Ulf Landegren, professor of molecular medicine at Uppsala University, another of the Swedish institutions in the list, said that the country had historically excelled in many life science fields, but that it was now taking its performance to another level with the help of collaborative programmes. The Science for Life Laboratory is one such programme – government-funded, it is based in Uppsala and also in Stockholm.

The SciLifeLab, as it is known, allows researchers from across Sweden to use cutting-edge and often expensive technology without paying for the privilege (apart from the costs of “disposables” used in lab work). Companies and scientists based outside Sweden can also use the facilities, but must face the full cost of doing so.

Professor Landegren, who was heavily involved in setting up Uppsala’s SciLifeLab site, said the effect of the scheme “has been that Swedish scientists now have ready access to advanced techniques that they may not themselves have the economy or the skills to set up”.

“Increasingly we see that life science is going the way of physics, in that technology is getting a little too expensive and complicated for individuals to have all the resources they need to answer their research questions so you might as well centralise it,” he explained.

He added that as well as making “generic” technology and techniques available to all Swedish scientists, SciLifeLab went a stage further by also identifying emerging “beyond state-of-the-art” approaches to research and capitalising on them before they spread to other countries and universities.

Access to expensive technology and the latest techniques is a theme carried across to other institutions that make the list.

Ross Coppel, director of research in the Faculty of Medicine, Nursing and Health Sciences at Australia’s Monash University, puts its success down to past strategic decisions to invest properly in the best academic staff and equipment, but also to the skilled technicians who operate facilities.

He said universities’ research strategies “are often very similar and it [success] comes down to your capacity to implement and execute your vision. I think we were in the fortunate position of having the financial resource to do it [and] the determination to do it and it’s worked out for us very well”.

On the role of technicians, he said Monash had focused on their field being a career path in its own right, with good job security and benefits. In return, in terms of testing new techniques and advancing research technology, “we look to them also to be pushing the boundaries of what is achievable”, explained Professor Coppel.

Beyond smaller research nations like Sweden and Australia, the life science challengers cluster is dominated by institutions in the US and UK.

With 35 institutions of the 120 (the UK has 24), the US is out in front, with a number of private institutions excelling in research. Here, the unique position that some American universities occupy – having strong ties to hospitals and the general healthcare system – is an obvious explanation for their success.

Emory University in Atlanta, for instance, is behind the state of Georgia’s biggest healthcare system – not-for-profit Emory Healthcare – while the US’ Centers for Disease Control and Prevention has its headquarters adjacent to the university’s campus. This geographic proximity between researchers and the practical application of their findings has obvious collaborative benefits.

But the university is also keen to stress the importance of its global reach through its success in spinning out research into the healthcare market and its academic links overseas.

David Stephens, vice-president for research at Emory, said that the institution had “realised its greatest success in commercialising research discoveries in the field of infectious diseases. For example, nine out of 10 US HIV/Aids patients, and thousands more globally, are on life-saving drugs discovered at Emory”.

Meanwhile, an effect of its international collaborations can be seen in the recent joint set-up with the University of Queensland – another life science challenger institution – of a multimillion-dollar biotech company developing cancer treatments.

simon.baker@timeshighereducation.com

Seminar Calendar of Upcoming Courses – June to July – 2017

Upcoming-Courses-for-French-Circles-Club

GlobalCompliancePanel’s seminars are a wonderful opportunity for professionals in the regulatory compliance areas to understand the latest happenings and updates in the regulatory compliance areas and to implement them, something they need to climb in their professions. GlobalCompliancePanel brings together a few of the best recognized names in the field of regulatory compliance on its panel of experts. The result: Learning that is effective, valuable and helpful.

GlobalCompliancePanel’s experts help you unravel all the knowledge you need in all the areas of regulatory compliance. At these seminars which are held all over the globe, you get to interact with them in person, so that any doubt or clarification you have is sorted out by none other than the honcho. They help professionals like you implement the regulations and stay updated, so that regulatory compliance causes no stress for you.

GlobalCompliancePanel’s experts offer their insightful analysis into the issues that are of consequence to regulatory professionals in their daily work. Their thoughts help you implement the best practices of the industry into your work. They also offer updates on the latest regulatory requirements arising out of a host of the laws and issues related to regulatory compliance, including, but not limited to medical devices, food and beverages, pharmaceuticals, life sciences, biotechnology and pharmaceutical water systems.

Take a look at our upcoming webinars from GlobalCompliancePanel, which will put you on the road to learning about any area that is of importance to your profession. You can plan your learning from GlobalCompliancePanel by looking at our seminars in the next few weeks at locations of convenience to you. You can choose from a whole range of topics. See which among these trainings suit you: Design of Experiments (DOE) for Process Development and Validation, Writing and implementing effective SOP’s, new FSMA rules, risk management and device regulations, data integrity, combination products, and what have you!

Contact us today!
NetZealous LLC DBA GlobalCompliancePanel
john.robinson@globalcompliancepanel.com
Toll free: +1-800-447-9407
FAX : 302 288 6884
Website: http://bit.ly/Courses-June-to-July-2017

Key issues in HR auditing

Key issues in HR auditing

The importance of HR auditing can be gauged from the fact that it is about employees, an organization’s most valuable resource. It is through HR audits that an organization evaluates its strengths and weaknesses of its most important resource. HR audits have come a long way from the earlier times, when they were considered a set of checklists to be ticked. Today, HR audits in organizations consist of a whole gamut of sustainable and continuous audit activities that relate to critical areas such as governance, compliance and management in the organization.

Important benefits of HR auditing

HR auditing helps organizations:

o  Zero in on not only existing problems relating to HR, but also potential ones

o  Assess the efficacy of HR management practices

o  Understand the deficiencies of the HR internal control processes

o  Evaluate human capital and risks, both from the strategic and compliance-related perspectives

Rightly done HR audits enhance the value of an organization’s human capital and its competitiveness and bring down its susceptibility to employment practices liabilities by advising the management on what corrective steps it needs to take to resolve HR internal control processes.

Most importantly, HR audits should take human capital related risks and opportunities from the standpoint of Enterprise Risk Management (ERM), which leads to higher interaction between HR and management.

Proper ways of carrying out HR auditing

Although most organizations understand the importance of HR auditing and its uses; it is important for them to get the exact ways of implementing it. Getting their HR auditing right is the stepping stone to many important useful and corrective steps.

Risk management is the single most important ingredient that has to go into HR auditing. The proper ways of carrying out HR auditing will be imparted at a two-day seminar from GlobalCompliancePanel, a leading provider of professional trainings for the areas of regulatory compliance.

The Director of this seminar is Ronald Adler, a president-CEO of Laurdan Associates, Inc., a veteran owned, human resource management consulting firm that specializes in HR audits, employment practices liability risk management, HR metrics and benchmarking, strategic HR-business issues and unemployment insurance. Ronald brings vast and deep experience in all the areas of HR including HR auditing.

Professionals who wish to benefit from this learning can register for this seminar by logging on to Key issues in HR auditing .

The Director of this seminar will help organizations direct and focus their attention on their human resource management practices, policies, procedures, processes, and outcomes.

Asking the right questions

The foundation to sound HR auditing is to ask the right questions. Sharp, thoughtful, perceptive and insightful, they should prod management into getting into the depths of HR auditing. The ways by which to ingrain the habit of asking the right, meaningful questions will be the major learning this seminar will impart. Ronald will show the ways by which HR auditing needs to learn to throw up a structured and systematic series of questions about core areas such as key compliance, risk management, internal auditing, and human resource management issues to HR, which after all, is the real purpose of HR audits.

An understanding of how to ask these questions should be out of the realization that no two employees that HR auditing policies are focused on are alike. This way, Ronald will give clarity on the distinguishing nature of HR auditing.

HR auditing from the ERM perspective

A core aspect of HR auditing is that it should be inseparably linked to Enterprise Risk Management (ERM) for it to become effective and successful. To make this happen, HR auditing should take a broader and comprehensive view of human capital risks bring the interrelationships and interactions between HR and other functions relating to management and the organization in alignment with each other.

Ronald will explain these, as well as the ways by which HR auditing can help the organization identify and capitalize on potential opportunities and reduce risks.

HR professionals and others related to HR auditing, such as CFO’s, Internal Auditors, External Auditors, Risk Managers, Compliance Officers and COOs can benefit from the lessons learnt at this seminar.

He will cover the following areas at this seminar:

o  Review an overview of employment related risk management and HR Audits

o  Assess human capital risks

o  Develop HR metrics

o  Explore the HR audit model

o  Assess strategic alignment

o  Assess HR management related documents

o  Assess HR management processes and practices

o  Review the practical applications of HR audits.

Wrong hiring and ways of avoiding it

A perfect hire is a boon to any organization. At the other extreme, a bad hire can bring the inverse result to the organization: It can not only impede productivity; it can even result in drawing the organization into legal issues associated with wrong hiring. Problem employees create employee problems, which is why HR professionals need to be aware of what steps to take and what scenarios to avoid if they have to take hiring decisions that are legally defensible. A hire that is weak from the legal perspective is the stepping stone for troubles for the organization.

As if the legal troubles of wrong hiring are not enough; organizations have to also deal with the financial burden it brings. Many organizations have realized that in the absence of the right precautions, there is a near certainty that could end up hiring someone with a wrong background.

Facing embarrassing lawsuits

If an organization’s HR overlooks areas such as the candidate’s criminal record, or fails to take note of a falsified background, all that it is going to see is workplace violence, not to speak of lawsuits for negligent hiring and all the loss of time spent on finding the unsuited person.

Employers have to also face the prospect of inviting lawsuits for initiating screening methods that either violate the law or fail to take into account the changes in civil rights legislation and the new EEOC Guidance on the use of criminal records. This makes the screening process more complex than it ever was. It adds a new layer of woes for the organization, which has to bear the brunt of a wrong decision in hiring.

Get to understand all the aspects of legally compliant hiring practices

The way out is to gain familiarity with legally compliant best practices. This is the only truly proven antidote to not only keep the business productive; but to also make sure the organization will not be taken to court. Want to explore the ways of putting legally compliant hiring practices in place? Then, you need to enroll for a highly engaging and valuable two-day seminar from GlobalCompliancePanel, a leading provider of professional trainings for the areas of regulatory compliance.

At this seminar, Lester S. Rosen, who is CEO and Attorney at Law at Employment Screening Resources, a national background screening company accredited by the National Association of Professional Background Screeners (NAPBS), will be the Director. To gain the benefit of the rich experience Lester brings into hiring best practices, please register for this seminar by visiting Wrong hiring and ways of avoiding it .

Touching upon all aspects of legally safe hiring and background checks

Over these two days, which will see a high level of interactivity, Lester will equip the participants with cutting edge tools, the latest legal developments and practical advice on the challenges of recruiting, background screening and hiring the best people for their organization. All those related to hiring practices, such as Human Resources professionals, Employers, Business Owners, Hiring Managers, Staffing Directors, Risk Management and Security Processionals, Staffing Professionals, Recruiters, and Background Screening Professionals will gain immensely from this session.

This seminar will help participants with the ways of obtaining and utilizing criminal records and background information on job applicants. The Director will update them on recent legal developments, and describe a few case studies which will help them understand the steps employers should take and the mistakes they should avoid. He will also familiarize them with the critical issues relating to hiring, such as the use of social networking sites, new technology and the EEOC approach to the use of criminal records and credit reports. Also taken up for discussion is the topic of why class action lawsuits are rising exponentially against employers and how to effectively comply with the federal Fair Credit Reporting Act (FCRA), as well as the many state laws that are in place for regulating background checks.

The Director will help participants understand with the immediate steps they can take to avoid a bad hire by putting in place a screening policy that withstands legal scrutiny. He will also traverse a variety of topics related to background checks such as:

o  The process employers should use in hiring to minimize the chance of a bad hire

o  The ways of adapting a background screening system

o  The ways of selecting the rightly suited screening partner

o  The most judicious ways of using social media, international background checks and drug testing.

Rising in one’s career through leadership management

Being a manager is an exercise in continuity. One does not become a manager and stop there. It is important to be, than to become managers. This means that management is a journey, not a destination. Because of this, continuous improvement is needed into this discipline from time to time.

Leadership management is needed to improve both the manager’s own self, and with it, the growth of the organization. Leadership management may be defined as the means by which one identifies, manages and sharpens one’s leadership capabilities. Why leadership management matters for organizations is that when leadership management is developed and refined with the right coaching, it can bring about tremendous change in the managers individually, for the whole team, and in the organization as a whole.

Leadership management is a tool for any ambitious manager

No manager who is ambitious likes to be left behind. It is the desire and ambition of any go-getting manager to stay ahead of her peers. The ways of doing this keep playing in the mind of any ambitious manager. Leading from the front and making a difference to her organization is always a priority for such self-driven managers.

Advancing professionally in one’s career and developing leadership management skills also give most managers a better grip on many practical aspects of management, which are not normally found in textbooks. The delicate performance conversations that they need to have from time to time with employees and the intention of making a difference by being able to coach their mentees more effectively, purposefully and with a strong sense of focus, are some of these.

Self-improvement and improvement for the organization

Leadership management brings about a sense of self-improvement of management skills, right up to the point of motivating the team to do the same on a daily basis. All this should reflect in improved positive results for the organization.

While all these are true; what is also equally true is that most managers hardly find the time to advance their careers. In keeping their sights on the managerial peak; most managers lose sight of leadership management and dilute their purpose. The culture in most organizations –that of getting things done in order to show results –is to blame for this.

In the process of working all the time to just show numbers; most managers lose sight of the more important goal of self-development, which often is at the core of leadership management. Advancing one’s own professional stature is the hallmark of leadership management and is as important as showing results for the organization. After all, a well lubricated, well-oiled managerial staff is the cog in the organization’s wheel.

Advancing within one’s own self as a manager by developing leadership management skills is extremely important, because a manager who is not growing from within cannot take the organization forwards. How does this happen? What are the ways by which managers can bring about leadership management? Is there an effective way of addressing issues concerning leadership management? What are the ways of improving it for the manager’s own good, which will result in benefits for the organization?

A complete understanding of leadership management  

All these will be part of a highly valuable, extremely interactive and entertaining session on leadership management. A two-day seminar on leadership management from GlobalCompliancePanel, a leading provider of professional trainings in all the areas of regulatory compliance, will show how to grow within the organization by focusing on leadership management.

This seminar will offer enjoyable lessons on management and self-improvement to such an extent that the participants laugh, listen and learn with the extremely lively Director of this seminar on leadership management, Chris DeVany.

To derive the immense benefit this seminar is going to impart, please register by visiting Rising in one’s career through leadership management .

Chris, the founder and president of Pinnacle Performance Improvement Worldwide, a firm which focuses on management and organizational development; will lead participants though all these important topics and the key leadership management questions and answers that need to be addressed effectively if the manager has to play a major part in improving the team’s performance overall, as well as that of each member of the team.

An extremely useful session on leadership management

This seminar will be of immense use to all seekers of leadership management, as it will cover all the important aspects of leadership management. Peer discussions addressing leading and managing, integrating finance and quality, managing one’s time effectively, managing performance and managing up, are some of these.

Participants will be able to gain the following lessons on leadership management at the end of this highly useful session:

–       Lead and manage

–       Integrate finance and quality into their organization

–       Manage their time, including prioritizing

–       Manage performance

–       Understand behavioral styles, so they can manage more effectively

–       Handle performance conversations, especially difficult conversations

–       Coach with purpose and focus

–       Manage to Action Plans, both by the team members and oneself

–       Build teams

–       Integrate performance improvement and quality improvement

–       Manage one’s own manager, manage up.