aesica pharmaceuticals

www.aesica-pharma.co.uk

aesica pharmaceuticals Reviews

Updated October 23, 2014
Updated October 23, 2014
3 Reviews
4.0
3 Reviews

Recommend to a friend
Approve of CEO
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Robert Hardy
1 Rating

Employee Reviews

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  1.  

    Aesica Internship: Synthetic Chemist

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Former Employee - Synthetic Chemist In the API Division in Cramlington, England (UK)
    Former Employee - Synthetic Chemist In the API Division in Cramlington, England (UK)

    I worked at aesica pharmaceuticals as an intern (less than a year)

    Pros

    Good work environment
    People are a lot more social than if you worked in the lab for bigger companies such as GSK
    Someone is always willing to lend a hand if needed, they are willing to give you some rope so you can make the most of your experience

    Cons

    Can be a challenge to get to their industrial sites without a car

    Recommends
    Neutral Outlook
    Approves of CEO
  2. 1 person found this helpful  

    Dynamic senior management cowboys riding a team of knackered old donkeys?

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Current Employee - Anonymous Employee
    Current Employee - Anonymous Employee

    I have been working at aesica pharmaceuticals full-time

    Pros

    A few financial and marketing wizards at the top of Aesica are able to spot customers who need our service and how this service can be offered profitably, without getting tied into any loss-making activities. As a whole, this makes the company very stable and it in recent years it has grown and acquired operations sites from reputable manufacturers at a rapid rate without any obvious risk of burn-out.

    As a contract manufacture, it is a high-pressure manufacturing environment, but manages to maintain a friendly and polite atmosphere despite these pressures.

    Cons

    During the acquisition of manufacturing sites, Aesica has inherited many of the old staff and procedures used by each of these manufacturing sites. This has saved Aesica from having to develop many procedures and hire staff of its own, but means that it is slowly building up a range of bureaucratic processes which serve little purpose and are not questioned by the swathes of long-serving staff to whom "twas ever thus".

    HR is understaffed (although the HR staff who are available do a good job) and don't seem to have enough time to develop more robust recruitment and promotion processes. As a result, there seems to be quite high turnover of new staff as a result of: new recruits not having sufficient aptitude for the job in hand; or new recruits having more than enough aptitude for the job in hand but realising that some of their seniors are comparatively less skilled. It is, of course, natural that people's abilities and that teams need a variety of skills, but the lack of any organised way to recognise these skills does not give skilled workers confidence that 'the system' will notice their skills and reward them accordingly at some point in the future.

    Advice to ManagementAdvice

    You already know that you've promoted people to management positions only to later regret it once their lack of ability became apparent. You've also felt, at some point, the frustration that a talented employee feels when they sense that their talent is not being fully utilised and rewarded by their employer.

    The simple solution? Promote the talented people instead of the less able. How to do this? Ask HR. I'd suggest that aptitude tests are your friend where jobs requiring technical and financial decisions are concerned. The lack of aptitude testing procedures in a company run by people with PhDs, MBAs and backgrounds in pharmaceuticals, chemistry and finance is pretty surprising. I recommend that you install a simple aptitude testing program for new recruits and for people who are considered for management positions, to avoid truly talented employees feeling that they are being overlooked in favour of noisy idiots. Yes, that would mean employing one or two more HR staff (and no, I don't work in HR).

    Of course, this may not be the correct solution, but a solution is required. Your company is continually losing talented new recruits to other employers. Without a solution all that will remain is a number of capable but ageing employees inherited from the sites you acquired, plus a selection of less qualified and less capable newer employees, from whom you will be trying and frequently failing to find good managers in the future.

    Recommends
    Positive Outlook
  3. 1 person found this helpful  

    Enjoyable but not without it's troubles

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Current Employee - Formulation Production in Queenborough, England (UK)
    Current Employee - Formulation Production in Queenborough, England (UK)

    I have been working at aesica pharmaceuticals full-time (more than 3 years)

    Pros

    On the job training leading to working in more areas, which leads to possibilities of moving up the pay scale over time. There is also a great workforce full of friendly employees.

    Cons

    Machinery, and the building in general need updating. Information not fed too well through the company.

    Recommends
    Positive Outlook

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