In a pharmaceutical laboratory, there are no secondary tasks. Every analysis influences product safety, quality stability, and the predictability of supply. This is why training new employees is not a formality but a strategic process that directly determines whether a lab can deliver consistently high results from batch to batch.
In this article, we explain how our training system is structured, why it follows the principle ‘newcomers must operate at the level of veterans’, and which mechanisms guarantee that every specialist completes the same training path.
Why we train newcomers to the level of experienced analysts
In a laboratory, the cost of error is higher than in most other fields. A single mistake can lead to batch deviations, supply delays, or additional inspections from regulators. This is why we follow a strict rule: a newcomer must not be trained ‘as it happens’, but trained to the level of a seasoned professional.
This is critical for several reasons:
- Inconsistent actions = inconsistent results. If analysts work differently, purity, impurity, and stability metrics begin to fluctuate. This undermines Consistency — the foundation of trust in pharma.
- Senior staff set the standard. Their precision, discipline, and habits become the benchmark we teach every newcomer.
- Standardized training = stable quality. Only a unified approach ensures reproducible results and minimizes human variability.
How our training system is structured
A unified learning environment through LMS
We designed our training so that it is identical for all employees and fully compliant with GMP. Theoretical training takes place in an LMS platform containing all essential materials: digital manuals, video instructions, interactive modules, and up-to-date SOPs. This format eliminates discrepancies and guarantees a unified knowledge standard.
Microlearning: short modules for fast skill acquisition
Theoretical content is delivered in microlearning format — small, focused learning blocks. These help new employees understand a specific skill quickly and immediately apply it in practice. This accelerates onboarding and reduces the load on mentors.
Hands-on practice under the supervision of an experienced mentor
After completing theory, a newcomer moves to practical work in the lab: performing SOPs, learning to operate instruments, and practicing correct data recording. A mentor ensures that every action follows the established laboratory standard.
Competency checkpoints
To confirm that a new specialist is truly ready to work at an expert level, we use several mandatory validation steps:
- regular tests and practical assignments;
- direct observation of SOP execution;
- demonstration of instrument handling skills.
Only after passing all checkpoints is the employee approved to work with production batches.
GMP-compliant training documentation
All training stages are documented as required by GMP. This ensures transparency, audit readiness, and confidence that every analyst has gone through the same standardized onboarding process.
How we measure a newcomer’s readiness to work at expert level
We allow an employee to analyze production batches only after confirming they can consistently deliver stable, repeatable results. This is monitored using several tools.
- Certification tests
These assess method knowledge, GMP requirements, SOP comprehension, and principles of data integrity.
- Shadowing — working side-by-side with a veteran
A newcomer completes several shifts together with an experienced analyst, for example with BULK1(Bulk-Mix 400 mg/mL):
- performing the same tasks;
- learning to notice subtle details;
- adopting professional habits and discipline;
- Practical tests on real instruments
We give newcomers analyses with pre-validated expected results. This allows us to assess:
- how precisely they follow the method;
- how they handle variations in conditions;
- whether they can achieve stable performance.
- Regular competency checks
Even after approval, analysts undergo periodic assessments to prevent skill drift.
Case: how structured training stabilized our quality
Several years ago, we noticed that different analysts obtained slightly different results when working with the same HPLC method. The variation was small but meaningful — and it threatened batch stability.
After investigation, we learned that although the SOP was the same, each new employee interpreted certain steps differently. Once we implemented an LMS, microlearning modules, and a structured shadowing program, the differences disappeared.
Within a year, result variability decreased by 42%, and the number of repeat analyses was cut by more than half. Batch stability improved, and inspection risks decreased significantly.
Conclusion
Training is not an HR task and not a required formality. It is a core element of the quality system that directly determines laboratory stability and product predictability.
If you’re looking to expand your portfolio with high-quality, fully compliant pharmaceutical products, we invite you to partner with us as a distributor. Our verified processes and consistent purity standards ensure reliability you can trust. Let’s build a strong partnership based on quality and transparency.