Overview
A leading biopharmaceutical company faced operational inefficiencies caused by decentralized resource management, inconsistent salary structures across multiple vendors, and limited career progression opportunities. These factors impacted employee engagement and retention, creating a recurring need for recruitment and training. Additionally, fluctuating manufacturing targets required a more flexible and scalable workforce solution to maintain efficiency and cost control.
Catalyx responded by implementing a Functional Service Provision (FSP) Model, taking full ownership of workforce management—including hiring, onboarding, training, performance, and operational delivery—allowing the client to concentrate on core pharmaceutical activities.
Challenges
Decentralised and Fragmented Resource Management
Resources were managed by several vendors in a disjointed “body shop” manner, making it difficult to optimize manufacturing output and drive improvements.
Engagement & Retention Challenges
Varying salary structures and limited oversight of contingent resources across multiple vendors led to challenges with employee engagement and workplace culture. Inconsistent career progression opportunities further impacted motivation, reduced team cohesion, and contributed to retention difficulties.
High Turnover & Costs
Frequent employee departures meant ongoing costs and operational disruptions due to constant recruitment and retraining.
Limited Flexibility
The inability to scale the workforce efficiently hindered the company’s ability to meet shifting manufacturing targets and market demands.
Solution
Comprehensive Assessment
Catalyx conducted an in-depth review of existing processes, benchmarking them against industry best practices to design an optimal FSP model for key areas like inspection, packaging, manufacturing, distribution, and quality control (QC).
KPI-Driven Approach
Together with the client, Catalyx established clear KPIs for each function, enabling transparent performance management and accountability.
Seamless Transition
All vendor resources were rebadged as Catalyx employees, ensuring consistency in management, pay, and career opportunities. A mix of permanent and contingent labor was used for agility.
Full Operational Management
Catalyx assumed end-to-end responsibility for workforce performance, compliance, and operational excellence within the client’s manufacturing sites.
Training & Career Development
Comprehensive onboarding, GMP training, and tailored career development programs were introduced to boost employee skills, engagement, and long-term retention.
Outcomes:
Significant Attrition Reduction
Investing in professional growth and career paths greatly improved retention and engagement.
Consistent KPI Achievement
Operations consistently met or exceeded KPIs, driving sustained efficiency and productivity.
QC Process Improvements
Work-in-progress (WIP) in the QC function was reduced, streamlining workflows and minimizing turnaround times.
Workforce Growth & Flexibility
The workforce expanded from 29 to 180+ resources across five functions and multiple sites, demonstrating the scalability and adaptability of the FSP model.
Conclusion:
By transforming workforce management and creating structured processes, Catalyx enabled the client to improve efficiency, reduce attrition, and achieve compliance. The scalable, KPI-driven FSP solution continues to support the client’s operational goals and deliver long-term value.