Recruitment Trends in Malaysia's Life Sciences, Pharmaceuticals and Medical Device Sectors

  • ID: 4397073
  • Report
  • Region: Malaysia
  • 87 Pages
  • AcuBiz Consulting Sdn Bhd
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Opportunities Are High for Placement Companies As Investments in Pharmaceuticals, Life Sciences, And Medical Devices Industries Are Increasing in Malaysia

FEATURED COMPANIES

  • ACGT Sdn Bhd
  • Carleton Executive Search
  • Hovid Berhad
  • Kotra Pharma (M) Sdn Bhd
  • Pharmaniaga Bhd
  • Romer Labs Sdn Bhd
  • MORE

This new market research report analyses the rising opportunities for technical and techno-commercial placement consultancy companies in Malaysia as investments are rising in pharmaceuticals, medical devices, and life sciences industries in the country.

The healthcare sector is a leading driver of economic growth in Malaysia. Changing demographics, rapid urbanisation and more pervasive health awareness have led to the creation of a strong domestic healthcare industry. The Government wishes to catalyse growth in this sector by encouraging more private investments in areas such as manufacturing of pharmaceutical products, medical devices and the clinical research industry.

This report analyses the recruitment trends prevalent in Malaysia for technical and techno-commercial roles in the life sciences, pharmaceutical and medical device companies. The placement practices of these companies in Malaysia are analysed in detail. The main objective of undertaking this study was to understand the business prospects for a recruitment firm focusing on placement of mid-to-senior level professionals for technical and techno-commercial roles– especially with respect to placement of expatriates.

The companies in the targeted industries in Malaysia are categorised into three groups for analysing their hiring trends and practices. This study compares recruitment practices of each of these categories in detail.  Additionally, the recruitment practices of selected companies belonging to each of the above categories across the targeted sectors are analysed.

The competition analysis section of the study compares the services offered by recruitment firms in the targeted industries in Malaysia. The different business strategies adopted by these firms to rise to the unique challenges of the industry are analysed. Profiles of some of the key players operating in the target industry segments are provided.

Finally, the report lists strategies for tapping the recruitment opportunities in the life sciences, pharmaceutical and medical device industries in Malaysia based on the feedback from the industry players as well as companies.

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Note: Product cover images may vary from those shown
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FEATURED COMPANIES

  • ACGT Sdn Bhd
  • Carleton Executive Search
  • Hovid Berhad
  • Kotra Pharma (M) Sdn Bhd
  • Pharmaniaga Bhd
  • Romer Labs Sdn Bhd
  • MORE

1. Executive Summary

2. Market Definition and Scope

3. Information Sources and Methodology

4. Assessing Malaysia’s Market Potential
4.1. Government focus on the targeted sectors
4.2. Government initiatives to attract and retain talent
4.3. Critical occupations 2017
4.4. Top Skills in Demand in 2017
Table 1: Top Talent Trends 2017

5. The Regulatory Landscape
The National Biotechnology Policy
Figure 1: Implementation Phases of Malaysia’s National Biotechnology Policy
Table 2: Key Indicators of BioNexus Companies
The Bioeconomy Transformation Program (BTP)
Table 3: Investments in Focus Areas in 2015
The Medical Device Act 2012
Clinical Research Guidelines
Biosimilar Guidelines
The Biosafety Act
Green Technology Financing Scheme
The Economic Transformation Programme (ETP)
The Bioeconomy Initiative Malaysia (BIM)

6. Industry Overview
6.1 Life Sciences Industry
Biopharmaceuticals
IVD
Agricultural biotechnology
Major Players in Malaysia
6.2. Pharmaceuticals Industry
Major Players in Malaysia
6.3. Medical Devices Industry
Major Players in Malaysia
6.4. SWOT Analysis
Table 4: SWOT Analysis of Malaysia’s Life Sciences, Pharmaceutical and Medical Device Industries
6.5. Skill Gap Analysis
Industry Demand
Demand and Supply Imbalance

7. An Assessment of Recruitment Practices of Companies in the Targeted Industries in Malaysia
7.1. Recruitment Practices
7.1.1. Category A
Operation strategies
Centralised vs. Regional vs. Local Hiring
Mode of hiring
The Hiring Process
7.1.2. Category B
Operation strategies
Centralised vs. Regional vs. Local Hiring
Mode of Hiring
The Hiring Process
7.1.3. Category C
Operation Strategies
7.2. Hiring of Expatriates for Mid-Senior Roles
7.3. Company Profiles in the Targeted Industry Sectors
7.3.1 Life Sciences Companies
Biocon Sdn Bhd
Table 5: Recruitment Trends at Biocon Sdn. Bhd.
CCM Duopharma Biotech Berhad
Table 6: Recruitment Trends at CCM Duopharma Sdn. Bhd.
Romer Labs Sdn Bhd
Table 7: Recruitment Trends at Romer Labs Sdn Bhd
ACGT Sdn Bhd
Table 8: Recruitment Trends at ACGT Sdn Bhd
7.3.2. Pharmaceutical Companies
Pharmaniaga Bhd
Table 9: Recruitment Trends at Pharmaniaga Bhd
Kotra Pharma (M) Sdn Bhd
Table 10: Recruitment Trends at Kotra Pharma (M) Sdn Bhd
Ranbaxy (M) Sdn Bhd (A Sun Pharma company)
Table 11: Recruitment Trends at Ranbaxy Sdn Bhd
Hovid Berhad
Table 12: Recruitment Trends at Hovid Bhd
SM Biomed Sdn Bhd
Table 13: Recruitment Trends at SM Biomed Sdn Bhd
KCK Pharmaceuticals Sdn Bhd
Table 14: Recruitment Trends at KCK Pharmaceuticals Sdn Bhd
7.3.3. Medical Device Industry
B Braun Medical Industries Sdn Bhd
Table 15: Recruitment Trends at B Braun Medical Industries Sdn. Bhd.
Abbott Laboratories Sdn Bhd (Formerly St Jude Medical Sdn Bhd)
Table 16: Recruitment Trends at Abbott Laboratories (Formerly St Jude Medical Sdn Bhd)
Agilent Technologies (M) Sdn Bhd
Table 17: Recruitment Trends at Agilent Technologies (M) Sdn Bhd
Boston Scientific (M) Sdn Bhd
Table 18: Recruitment Trends at Boston Scientific (M) Sdn Bhd
Lake Region Medical Sdn Bhd
Table 19: Recruitment Trends at Lake Region Medical Sdn Bhd
Johnson and Johnson Sdn Bhd
Table 20: Recruitment Trends at Johnson and Johnson Sdn Bhd
7.4. Salary Ranges for Mid-Senior Technical and Techno-commercial roles
Table 21: Salary Guide Techno Commercial roles (Life Sciences and Pharmaceutical industries)
Table 22: Salary Guide Techno Commercial roles (Medical Device industry)
Table 23: Salary Guide Technical roles (Life Sciences and Pharmaceutical industries)
Table 24: Salary Guide Technical roles (Medical Device industry)

8. Opportunities for Recruitment Firms in Malaysia’s Life Sciences, Pharmaceutical and Medical Device Sectors
8.1. Situational Analysis
Figure 2: Market Forces Shaping the Recruitment Industry for Targeted Sectors in Malaysia
8.2. Market Drivers
Table 25: Factors Driving the Demand for Recruitment Services in the Target Sectors
8.2.1 Strong Government Support
8.2.2 The rising gap between the supply and demand of local scientific skills
8.2.3 Supportive Immigration Policies
8.2.4 Retention of Talent
8.2.5 Rising Regulatory Requirements
8.2.6 Highly Variable Technical Skill Sets across Various Industry Segments
8.2.7 Shifting Skill Needs during the Life Cycle of a Product
8.2.8 Vendors and Suppliers with their own Skill Set Demands
8.2.9 Favourable Business and Market Landscapes
8.3. Market Challenges
Table 26: Market Challenges of the Placement Consultancy Sector in the Industry sectors
8.3.1 Absence of a Critical Mass of Scientific Professionals
8.3.2 Relatively Lower Financial Strength of Malaysian Companies
8.3.3 Lack of Local Talent for Niche Job Roles
8.3.4 Local Economic conditions and Government Policies Deter Hiring of Expatriates
8.3.5 Increasing Use of Online Job Search Tools and Social Media
8.4. Emerging Job Roles
Table 27: Job Roles in Demand in the Targeted Sectors
8.5. Competitor Analysis
8.5.1. Key Categories and the Main Players Within
ManpowerGroup
EPS Malaysia
Robert Walters
Carleton Executive Search
Kegan Executive Search

9. Ways to Exploit the Placement Opportunities in Malaysian Target Industry Segments

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FEATURED COMPANIES

  • ACGT Sdn Bhd
  • Carleton Executive Search
  • Hovid Berhad
  • Kotra Pharma (M) Sdn Bhd
  • Pharmaniaga Bhd
  • Romer Labs Sdn Bhd
  • MORE

The healthcare sector is a leading driver of economic growth in Malaysia. Changing demographics, rapid urbanisation and more pervasive health awareness have led to the creation of a strong domestic healthcare industry. The Government wishes to catalyse growth in this sector by encouraging more private investments in areas such as manufacturing of pharmaceutical products, medical devices and the clinical research industry. Healthcare, identified as a National Key Economic Area under the country’s Economic Transformation Program, is projected to generate US Dollars (USD) 8.5 billion in Gross National Income and create 181,000 new jobs.

Malaysia has a vibrant business environment with pro-business policies and attractive tax incentives favouring inflow of foreign direct investments. Unfortunately, one of the rate limiting factors for growth of the life sciences, pharmaceutical and medical device industry segments is the lack of highly skilled human resources in the country to drive research and development. Brain drain of skilled scientists and lack of a critical mass of talented professionals are some of the factors leading to this situation. The government has launched several initiatives to fix the problem and the industry is hopeful that the imbalance in supply and demand of talented professionals capable of handling complex projects will subside in the coming years.

As companies expand their product lines and look to new markets for expansion, there is an increased demand for professionals with regulatory experience both for local as well as more regulated markets. In order to drive Malaysia’s aspiration to be a key player in the global Halal scene, certified professional expertise is required in the industry. In new niche areas such as biopharmaceuticals, technical roles such as bioprocess engineering are a growing requirement. In addition to these specific requirements in the upcoming years, other general talent trends that are currently prevalent are explored in this report to get a pulse of the Malaysian industry.

The human resource gap provides unique opportunities for recruitment firms with capabilities in scientific profiling and sourcing talents globally. In this study the placement practices of life sciences, pharmaceutical and medical device companies in Malaysia are analysed based on secondary as well as primary research. The main objective was to understand the business prospects for a recruitment firm focusing on placement of mid-to-senior level professionals for technical and techno-commercial roles– especially with respect to placement of expatriates.

The companies in the country are categorised into three groups for analysing their hiring trends and practices. Category A companies are mainly multinational companies (MNCs), which normally hire senior professionals from developed markets such as USA and Western Europe. Some Category A companies source top professionals internally, transferring the senior officers from other branches as per the requirement in the Malaysia branch. As for other mid-to-senior level placements the services of recruitment firms are often used.

Category B companies are small and medium companies, many from foreign countries, setting up part of their operations in Malaysia targeting government incentives as well as certain other advantages such as raw material availability and access to Asian markets. Malaysian Government-linked companies (GLCs) are also included in this category. These companies normally have proprietary technology platforms and often need a strong technical team. Due to the lack of availability of good skills locally, they are forced to hire expatriate for mid-senior R&D roles from emerging markets like India in order to save costs.

Category C companies are Malaysian companies focusing on less complex areas within the industry sectors. Most of these companies may not be potential clients for recruitment firms focusing on sourcing senior technical professionals from abroad.

This study compares recruitment practices of each of these categories in detail.  Additionally, the recruitment practices of selected companies belonging to each of the above categories across the targeted sectors are analysed.

The competition analysis section of the study compares the services offered by recruitment firms in the targeted industries in Malaysia. The different business strategies adopted by these firms to rise to the unique challenges of the industry are analysed.  Global firms with local offices offer a wide range of services including outsourcing of the entire hiring process and the option of parking the payroll of employees under them. These flexible work arrangements are increasingly being preferred across the industries. Regional boutique firms also operate in these fields. Although a majority of these firms only offer permanent recruitment options, a few select firms possess the capability of identifying key skilled talent (from overseas) for niche job roles. Firms that operate from overseas to place foreign talent in the country are also discussed. Profiles of some of the key players operating in the target industry segments are provided.

Finally, the report lists a few important strategies for tapping the recruitment opportunities in the life sciences, pharmaceutical and medical device industries in Malaysia based on the feedback from the industry players as well as companies. 

Note: Product cover images may vary from those shown
5 of 6
  • Abbott Laboratories Sdn Bhd (Formerly St Jude Medical Sdn Bhd)
  • ACGT Sdn Bhd
  • Agilent Technologies (M) Sdn Bhd
  • B Braun Medical Industries Sdn Bhd
  • Biocon Sdn Bhd
  • Boston Scientific (M) Sdn Bhd
  • Carleton Executive Search
  • CCM Duopharma Biotech Berhad
  • EPS Malaysia
  • Hovid Berhad
  • Johnson and Johnson Sdn Bhd
  • KCK Pharmaceuticals Sdn Bhd
  • Kegan Executive Search
  • Kotra Pharma (M) Sdn Bhd
  • Lake Region Medical Sdn Bhd
  • ManpowerGroup
  • Pharmaniaga Bhd
  • Ranbaxy (M) Sdn Bhd (A Sun Pharma company)
  • Robert Walters
  • Romer Labs Sdn Bhd
  • SM Biomed Sdn Bhd
Note: Product cover images may vary from those shown
6 of 6
Note: Product cover images may vary from those shown
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