Thursday, December 27, 2012

FELIZ Y PRÓSPERO
HAPPY AND PROSPEROUS


para todos nuestros Clientes y Amigos...
Muchas gracias por compartir este 2012,
y los invitamos a trabajar juntos en un 2013
AÚN MEJOR !!!

to all our Customers and Friends...
Thank you very much for sharing 2012,
and we invite you to work together in a 2013
EVEN BETTER !!!


Mails: msg.latam@gmail.com   -   medinacasabella@alumni.gwu.edu
Phone: 0054-11-3532-0510 (office)   -   0054-911-4420-5103 (mobile)
https://www.facebook.com/MSG.LatAm
https://twitter.com/MSGLatAm
http://ar.linkedin.com/in/medinacasabella 


MEyGC 2013 - CEU en MANAGEMENT ESTRATÉGICO y GESTIÓN DEL CAMBIO (UTN)


GOSyF 2013 - CEU en GESTIÓN DE ORGANIZACIONES DE SALUD y FARMA (UTN)
Link: http://www.sceu.frba.utn.edu.ar/cursosfooter/gestion/gestion-de-organizaciones-de-salud-y-farma.html



El Acceso a la Anticoncepción ahorraría a la Economía Mundial U$S 5,7 mil millones



La economía mundial recibiría un impulso de USD 5,7 mil millones si todas las mujeres tuviesen acceso a la anticoncepción, según el informe anual sobre la población mundial de UN Population Fund (UNFPA; Nueva York, NY, EUA).

Según el informe, la falta de planificación familiar adecuada en los países en desarrollo contribuye significativamente con la pobreza y la mala salud. En gran medida, la causa es que en la actualidad alrededor de 222 millones de mujeres tienen un acceso insuficiente a los anticonceptivos, especialmente en los países más pobres. A pesar de que se podrían ahorrar miles de millones evitando los embarazos no deseados y los abortos en condiciones inseguras, y la variedad de beneficios económicos que se podrían fomentar a través de la planificación familiar, la financiación global para la planificación familiar ha descendido y se necesitarían USD 4,1 mil millones adicionales por año para financiar anticonceptivos para quienes los precisen en los países en desarrollo.

Las donaciones se quedaron cortas en USD 500 millones en relación a lo necesario y esperado para 2010. El resultado es que el uso de anticonceptivos prácticamente no ha aumentados en los últimos años. Hay indicios sin embargo, de que se está tratando de resolver este problema. En un encuentro especial que tuvo lugar en Londres en julio de 2012, los países y fundaciones donantes comprometieron USD 2,6 mil millones para cubrir la mitad de las necesidades insatisfechas en planificación familiar en 2020. Los países en desarrollo comprometieron dos mil millones de dólares adicionales.

El informe cita estudios que muestran que la inversión en planificación familiar voluntaria reduce la pobreza, incrementa la participación de la mujer en la educación, como así también en la fuerza laboral, creando hogares más sanos a medida que la cantidad de niños por hogar disminuye. El resultado es que las familias obtienen mayores ingresos y una mayor prosperidad para sus países. Por otro lado, que las mujeres no puedan tomar sus propias decisiones informadas y en libertad sobre reproducción, es un impedimento grave para el desarrollo social y económico.

“La planificación familiar no es un privilegio, sino un derecho. Sin embargo a demasiadas mujeres —y hombres— se les niega este derecho humano” dijo Babatunde Osotimehin, exministro de salud de Nigeria y director ejecutivo de UNFPA. “La información que tenemos muestra que el acceso a la planificación familiar libera recompensas sin precedentes, tanto a nivel individual como nacional. Las mujeres que tienen acceso a la planificación familiar pueden contribuir enormemente al desarrollo económico. El efecto acumulado de estas decisiones altamente personales puede influir en países y regiones enteras.”

En el informe se solicita el fortalecimiento de los sistemas de salud, y extender la planificación familiar se ha convertido en un punto clave de la agenda de desarrollo global que seguirá a los objetivos de desarrollo del milenio después de 2015, para que permanezca como prioridad a nivel global. Todos los países deben recibir estímulo y ayuda para avanzar en las acciones de educación de las comunidades sobre los beneficios de otorgar a la mujer la elección genuina de planificación familiar y reforzar el enfoque de la planificación familiar basada en el derecho.

Fuente: Globetech Media

Thursday, December 20, 2012


para todos nuestros Clientes y Amigos...
Muchas gracias por compartir este 2012,
y los invitamos a trabajar juntos en un 2013
AÚN MEJOR !!!

to all our Customers and Friends...
Thank you very much for sharing 2012,
and we invite you to work together in a 2013
EVEN BETTER !!!


Mails: msg.latam@gmail.com   -   medinacasabella@alumni.gwu.edu
Phone: 0054-11-3532-0510 (office)   -   0054-911-4420-5103 (mobile)
https://www.facebook.com/MSG.LatAm
https://twitter.com/MSGLatAm
http://ar.linkedin.com/in/medinacasabella 


MEyGC 2013 - CEU en MANAGEMENT ESTRATÉGICO y GESTIÓN DEL CAMBIO (UTN)



Monday, December 17, 2012

Making Sense out of the Senseless

Understanding the Mindset of Mass Murderers
George Waashington University's Psychologist Richard Cooter discusses the mental health of mass killers—and whether anything can be done to prevent future incidents

Understanding the mindset of mass murderers, especially in the wake of last week’s Newtown, Conn., tragedy in which 20 children lost their lives, can seem nearly impossible.
To gain insight, George Washington Today spoke with Richard Cooter, coordinator of GW’s Forensic Psychology Program who is both an attorney and clinical psychologist, about the perpetrators of mass killings and what, if anything, can be done to prevent future episodes.
Q: Is there a typical profile—or set of characteristic in common—for perpetrators of these mass shootings?
A: Every case is unique, and every individual is unique. However, broadly speaking, mass killers tend to fit into one of three groups. The first is people who are truly psychotic and unable to divorce reality from delusion. An example of this kind of killer seems to be Jared Lee Loughner in the 2011 Arizona shootings. The second category is people who are psychopathic and have little or no ability to empathize with others.
Finally, probably the most common group is composed of people who, one way or another, come to the conclusion they’ve been wronged and get incredibly angry and suicidal. They’re very depressed and ruminate about a perceived injustice. They think the world deserves to suffer because of how they’ve been treated. While details are still emerging about Adam Lanza, the gunman in Connecticut, it sounds like he may fit this profile.
These categories are not mutually exclusive. For example, for anyone to commit a mass killing he or she must have a limited ability to empathize with others.
Q: What is the significance of Adam Lanza killing his mother first?
A: His mother seems to be a key figure, however, more elaboration of what actually occurred would be required to be certain. Mass killers will often target whomever they think primarily responsible for the wrongs against them, although sometimes their anger gets displaced onto other targets.
Q: Is there any way to predict or prevent mass shootings?
A: It is very difficult to predict who could be a perpetrator. There are a lot of people who are troubled, people who walk out of jobs, people who are angry, are loners. The vast majority of those people wouldn’t hurt anyone except themselves. Most mentally ill people are not violent.
Any attempt to prevent mass killings would require institutionalizing a lot of people, and it would result in many false positives. The ability to pick the one in the bunch who truly has the potential for mass violence is very limited. And people have legal rights—it’s not possible to institutionalize people without evidence of their intent to harm others.
Even in hindsight, it can be difficult to see true red flags. Our greatest ability to predict violence is past behavior, but many of the mass killers in recent history haven’t had a pattern of violence.
If you start with the proposition that you can’t identify these people, the best thing you can do is limit their ability to shed blood of this magnitude. Stronger gun control measures, like banning assault weapons, could limit death tolls.
Q: Are these mass killings on the rise?
A: It feels like we’ve had a lot, probably 10 or so in the past year. We also tend to have higher death tolls in America than in other nations.  There’s a cultural element, but it’s hard to understand exactly how the American psyche contributes to this.
It struck me how qualitatively different this shooting was—targeting elementary school children is unusual and incredibly tragic. The only good we can hope from this is to galvanize the country to work toward preventing a tragedy on this scale in the future.

Sunday, December 16, 2012

Pharmaceutical & Biotech Trends:
Re-Thinking Science Leadership

Effective performance appraisals help retain and develop key staff, build a positive organization culture, and advance science for all

by William Ronco, Ph.D.


“Mine was a waste of time. My boss did all the talking and there wasn’t even much of that. It took him twenty minutes to cover a year of my work.”

“Mine was a joke. The forms my company uses don’t have anything to do with the science I’m actually working on.”

“I don’t know about forms. What I do know is that what they pay me doesn’t connect with what they tell me.”

“My company’s forms aren’t so bad. What bothers me is we never get to the part about my professional development.”

Listen to a group of scientists in December and January, and you’re likely to hear these and many other complaints about performance appraisal dysfunction. Many science organizations do performance appraisals at year-end. Few do them well.

It’s understandable that science organizations struggle with performance appraisals. How is it possible to assess a scientist’s performance when positive experimental results may reflect sloppy lab work more than creativity or clear thinking? And how is it possible for scientists to overlook the inherent absurdity of the performance appraisal bureaucratic process? The very thought of using cumbersome, corporate, jargon-laden forms to assess a scientist’s performance in a 60-minute discussion can’t help but invite healthy skepticism if not outright rebellion.

Despite the struggles, it’s especially important to get science performance appraisals right. 

Done well, appraisals have great potential to motivate, focus, and help scientists pursue professional development in the areas that interest them most. For science organizations, effective performance appraisals help retain and develop key staff, build a positive organization culture, and advance science for all.

From Performance Appraisals To Performance Management: Quarterly?

The most important best practice we’ve seen is a quarterly, rather than the traditional annual approach. For people who struggle with cumbersome annual appraisals, the thought of repeating the process four times may initially seem absurd. However, shifting to a quarterly approach makes the discussions more current, focused on real job activities. 

Quarterly discussions require much less paperwork than annuals and thus often take less time overall than annual processes. Most importantly, quarterly discussions trigger a shift from performance appraisal to performance management. Both the manager and the employee can take a more active, positive role in jointly managing the employee’s performance and development.

Beyond a quarterly approach, other key best practices include:
  • Having discussions scheduled throughout the year on the employee’s anniversary of hiring, not batched in a brief (typically year-end) time period
  • Company forms that accurately describe employee jobs and performance criteria
  • Discussion that devotes equal time to three topics—performance assessment, updating job priorities, and planning meaningful training/professional development
  • Performance assessment that is objective, fair, and balanced
  • Job priorities and expectations that are clear and updated for the next three months
  • Pay that reflects employee performance in some way and aligns with organization goals
  • Having senior leaders themselves give high-quality discussions

Seven Practical Tips For Both Managers and Employees

Whatever your organization does, it’s quite possible for scientists giving or getting performance appraisals to take several kinds of action to help you get the most from the process:
  1. Both manager and employee draft the forms. Having both people work with the forms makes discussions more productive.
  2. Exchange drafts of the forms before meeting. Knowing more about what the other person is thinking before the meeting helps make discussion less reactive, more thoughtful.
  3. Relate the forms to the job. If the organization’s paperwork doesn’t make the connections between what the person actually does and what they’re being assessed on, work to fill in the gaps and make the connections in the discussion.
  4. Work to make assessments fair. People struggle to be accurate, neither too negative nor too positive when assessing performance. Working to make assessments fair is well worth the effort.
  5. Discuss the question, “What do you want to get better at?”. Many performance appraisal forms include useful questions about employees’ long-term goals. Meaningful professional development for most scientists also involves discussing new competencies they want to develop, ideas they want to explore, and papers they want to write.
  6. Develop clear action steps. The person being appraised should leave the discussion knowing as clearly as possible what the job priorities and expectations are for the next three months, as well as with some specific plans for meaningful professional development. The person giving the appraisal is likely to leave the discussion with some actions needed to support the employee’s professional development.
  7. Schedule a check-in in three months. Whether or not your organization does quarterly discussions, scheduling your own quarterly discussions help keep action plans on track, address changes, and make professional development more meaningful.

Fuente: GEN


Thursday, December 13, 2012

Open Innovation in the Pharmaceutical Industry


“For many years the R&D spending in pharma has been growing, while the number of drugs approved has been diminishing. The good news is that R&D spending is now reducing ($35 billion worldwide in 2009–2010) and the pipeline of new drugs is growing. I believe there is a link between those pharma companies that are becoming more outward-facing and their increasing productivity,” comments Patrick Vallance, president, pharmaceuticals R&D at GlaxoSmithKline, speaking at the recent “Open Innovation in Action” Summit at Stevenage Bioscience Catalyst (SBC).

According to Clare O’Neill, Ph.D., founder of innovation consultancy, Original Ventures, open innovation is a form of collective intelligence. O’Neill explains, “Those in companies who are more connected have a higher risk of having a good idea. If you are connected to people, then ideas can be challenged from multiple angles.”

As many big pharmas are maturing they have become more akin to manufacturing organizations with less internal innovation. This is where accessing science from academic centers of excellence and SMEs can help, and delegates at the conference believe many pharmas are now altering their business model and will increasingly access innovation in drug discovery from external sources.

Vallance comments, “We have pushed the externalization agenda and have many models of how it works. We’re believers in harnessing external expertise because it is now crucial for our business to progress. We have 10,500 scientists working for us worldwide, and there is no way we’ll even have one percent of the good ideas in the world. This is why we were keen to be involved in setting up SBC as the UK’s first open innovation biomedical campus at our Stevenage site because it allows us to have links with some of the highest caliber scientists in the world without having them in-house.”

Vallance detailed that GSK now has 42 discovery performance units, which are small teams of GSK scientists focused on the discovery of medicines for specific areas of disease that are operating an open innovation strategy. These are partnerships focused on developing assets that are currently pre-proof-of-concept and include in-licenses, option collaborations, technology deals and academic collaborations, all ultimately focused on producing new molecules.

Early Adopters

A number of open innovation successes were highlighted at the conference. O’Neill says: “Open innovation leads to increasing success and early adopters such as Procter and Gamble have seen their revenues increase twofold, and Eli Lilly is a strong leader in open innovation with their current open innovation TB program.”

Duncan Judd, founder of drug discovery services consultancy, Awridian, presented other good examples of where open innovation is being utilized in drug discovery. These include the development of 47 lead compounds to treat malaria which have come from open access to the compounds and facilities at GSK’s site at Tres Cantos in Spain; Shire funding a rare diseases R&D partnership with Italy’s TIGEM to the tune of $22 million; the SGC at Oxford seeking to solve the structures of human proteins of medical relevance and allowing their use without restriction, and the MRC-AstraZeneca collaboration where researchers have access to 22 AstraZeneca compounds to potentially treat Alzheimer’s disease.

Open Innovation consultant Stefan Lindegaard explains where he believes open innovation currently sits in big pharma, saying, “96% of all product innovation fails, so this means around 2% of new products produce 90% of the value so you have to keep innovating. Procter and Gamble started their open innovation program 12 years ago; now they are so used to working in teams where there is an external element that they just call it innovation. In seven years time in pharma it will be the same, where open innovation will become systematized and strategic in many companies, and those that don’t do this will struggle.” Lindegaard adds, “Small companies are roadkill and they have to be entrepreneurial to survive, it is only the large pharmas that can afford to do the innovation because their size provides some protection should certain approaches fail. This is why open innovation needs to be part of the toolbox for big pharma.”

The Other Side of the Coin

It is clear that open innovation does have a number of benefits for big pharma but what’s in it for academic scientists? Christine Martin, Ph.D., manager, drug discovery, at Cambridge Enterprise, the technology transfer company of the University of Cambridge, explains why some groups at Cambridge want to locate at the open innovation, SBC campus: “We help researchers convert their validated targets from aspirational to de-risked, investable assets. Many academics appreciate how challenging the transition from target to drug candidate can be; so what we are doing is identifying those research groups that would benefit from access to drug discovery expertise by co-location with industry at the SBC. Through their Scinovo group, GSK is happy to help because at this stage the assets are pre-competitive.”

Martino Picardo, Ph.D, CEO of SBC, continues, “Several groups at the University of Cambridge want to be here, as their scientists need access to GSK's drug discovery expertise, as well as that of Scinovo, the organization within GSK that provides consultancy in that area. Our open ecosystem here also provides state-of-the-art facilities and equipment that academics and small companies would not otherwise be able to access.”

A Shift in Perceptions

A culture of open innovation seems to offer a number of advantages in terms of cost reductions, access to new ideas, and crowd-sourced funding, yet many speakers at the conference stated that its adoption has been slower in big pharma than other industries. O’Neill says, “Open innovation is not a panacea but is underutilized in this sector and opportunities are being missed.” Some cited the fact that open innovation projects sometimes come up against the ‘not invented here syndrome’, where employees are less willing to engage with external partners. According to panelists at the conference, to overcome this mindset, their firms have systematized open innovation more rigorously with targets that reward staff when they deliver projects which have utilized an open innovation element.”

Another issue cited was intellectual property rights. Vallance explains, “All our 13,500 compound hits against the malaria parasite are in the public domain and this caused an interesting reaction from our lawyers as they believed we were throwing away our IP.” He adds, “Our biggest challenge now is overprotection of IP, especially in the university sector because it is more restrictive than is appropriate. Tech transfer offices overvaluing ideas could become a problem for open innovation if it continues.”

A knock-on effect has been that funding of projects with open innovation elements is sometimes more difficult to access, especially in Europe. Vallance comments, “VCs in the U.S. are changing, and they are happy to own a part of something rather than the whole. I’m not sure we’ve had that shift of thinking with the VCs in the UK. I think they need to ask themselves if they want to own 100% of something that is diminishing or to own a bit of something that is growing.”

Where to Now?

With the blockbuster model in pharma now becoming unsustainable and expensive drugs not being reimbursed, it is clear that big pharma has got to be creative and decrease the amount of money spent developing those drugs. Open innovation looks set to continue being a popular strategy for potentially reducing these costs. O’Neill concludes, “The train has left the platform and is moving. It is 10 years since early adopters begun their open innovation programs and it is those pharma companies where open innovation becomes an attitude rather than a process which will reap the rewards in the future”.

Fuente: GEN

Tuesday, December 11, 2012

Sanofi apuesta fuerte a un Plan de Expansión
en Mercados Emergentes
La farmacéutica francesa pondrá el ojo en países de la periferia, para desarrollar negocios sustentables para su economía


El laboratorio francés Sanofi ha puesto en marcha un ambicioso plan de expansión en diversos países, con el objetivo de fortalecer los mercados emergentes, un terreno fértil para su crecimiento. Así lo explicó Christopher A. Viehbacher, CEO de Sanofi, en un evento que reunió en París a representantes de los mercados emergentes y al cual fue invitado Portafolio.

El directivo destacó tres pilares en el crecimiento de la mayor empresa francesa por valor en bolsa. 

Por un lado, está el énfasis que han puesto en la innovación, producto de las inversiones en Investigación y Desarrollo; el segundo pilar es la adquisiciones que han hecho en mercados emergentes, y tercero, la adaptación que han tenido en estos nuevos escenarios.

“Aunque las enfermedades son globales, los clientes no lo son. Tenemos que entender las necesidades específicas en cada mercado”, explicó Viehbacher, quien destacó, además, que cerca del 90 por ciento de los productos que venden en mercados emergentes son fabricados en esos mismos países.

Los resultados avalan la apuesta que Sanofi está realizando en estos mercados. Según cifras de la empresa, tienen presencia en casi 80 países y cuentan con 37.000 empleados. En cuanto a las ventas en países emergentes, estas aumentaron 70,3 por ciento entre el tercer trimestre de 2008 y el tercer cuarto del presente año.

Es más, en ese último lapso, las ventas en mercados emergentes representaron un poco más del 30 por ciento del total del grupo.

Otro de los retos que el directivo, nacido en Canadá, resalta sobre la aventura de conquistar los mercados emergentes, tiene que ver con la manera en que funcionan los sistemas de salud en cada uno de esos países.

Explicó, por ejemplo, que en China cerca de dos tercios de la población tiene historia médica electrónica, algo impensable en otros emergentes.

A principios de octubre, el laboratorio francés Sanofi anunció la compra en Colombia de Genfar, con lo que se convirtió en el líder de medicamentos genéricos en el país.

La adquisición no es un hecho aislado, sino que hace parte de un ambicioso plan que Sanofi ha desarrollado en otros países. Por ejemplo, se hizo con el laboratorio brasileño Medley. También realizó una alianza con el grupo indio Hetero Drugs para desarrollar medicamentos en Sudáfrica y con el chino Hao Wa Wa (Good Baby).

Fuente: Portafolio.co

Thursday, December 6, 2012

Las Metas Regionales de Recursos Humanos para la Salud en LatAm
por Charles Godue (*)



En la reciente sesión  del Comité Ejecutivo de la Organización Panamericana de la Salud, se presento un Informe de Progreso sobre las Metas Regionales de Recursos Humanos para la Salud 2007-2015, mas específicamente sobre los resultados del primer ejercicio de medición de las Metas realizado en 23 países de la Región. El Informe dio lugar a una discusión animada con las delegaciones de los países presentes sobre los principales hallazgos de la medición, sobre las Metas mismas y su significado, y de forma más amplia sobre los desarrollos y preocupaciones actuales en materia de recursos humanos. Estos aportes resultan de interés a un proceso de reflexión colectiva sobre los elementos de la futura agenda de políticas de recursos humanos para la Región.
Es apropiado recordar aun brevemente los principales antecedentes que dieron lugar e influyeron en la definición de las Metas Regionales y los principios que las sostienen. El antecedente inmediato de mayor trascendencia fue la Reunión Regional de los Observatorios de Recursos Humanos para la Salud (RHS) que tuvo lugar en Toronto, Canadá, en octubre 2005. Los participantes acordaron una plataforma de acción para una Década de RHS hasta el 2015, para coincidir con los Objetivos de Desarrollo del Milenio. El Llamado a la Acción de Toronto plantea cinco desafíos críticos en materia de RHS para alcanzar el acceso universal a servicios de salud de calidad y lograr mayor equidad en salud.
En este contexto, las Metas Regionales de RHS fueron conceptualizadas como cambios sustantivos en la situación de los RHS en cada uno de los desafíos críticos de Toronto, contributivos a la renovación de la Atención Primaria de Salud y sus atributos fundamentales. Las Metas pueden ser interpretadas como situaciones problema a ser superadas  para romper con una historia de profundas distorsiones y desequilibrios  que tienen un impacto humano inmediato en las posibilidades concretas para millones de ciudadanos y familias de encontrar el personal de salud apropiado, con las competencias adecuadas, en el momento y en el lugar que los necesitan. Tomadas en su totalidad, las Metas comunican una visión integrada del cambio deseado, y conforman un referente para el desarrollo de políticas y planes de RHS.
Las 20 Metas Regionales de RHS fueron adoptadas por la Conferencia Panamericana de la Salud en octubre de 2007. Consultas regionales y reuniones de expertos permitieron en los meses siguientes lograr un acuerdo sobre una serie de indicadores y una metodológica participativa para su medición. El enfoque de la metodología de medición busca generar un diálogo nacional entre una variedad de actores sociales y de gobierno vinculados a una u otra meta.
Dentro de los hallazgos de la medición de la línea de base de las Metas Regionales en los 23 países participantes cabe destacar:
  • Solamente 12 países han superado una densidad de personal de salud de 25 por 10.000 habitantes, razón asociada a una cobertura básica con programas esenciales de salud pública;
  • 6 países disponen de una proporción de su fuerza laboral médica de por lo menos  40% de médicos de atención primaria de salud;
  • Solamente 3 países han establecido una unidad de RHS con capacidades integrales de planificación estratégica, gestión, seguimiento y evaluación;
  • En muchos países los trabajadores del primer nivel de atención no disponen de competencias de salud pública y de interculturalidad comprobables;
  • La mayoría de los países tienen una proporción alta de contratos laborales precarios y sin protección para el personal sanitario;
  • Muy pocos países han logrado que la educación en ciencias de la salud este orientada hacia la APS y han adoptado estrategias de formación inter-disciplinaria.
El resultado de la medición de la primera Meta Regional sobre la densidad de personal de salud es particularmente alarmante cuando se toma en cuenta los graves problemas de distribución interna del personal de salud que caracterizan nuestros países. La intensificación de las estrategias de expansión de los equipos de salud familiar y comunitaria es fundamental en este contexto.
En la sesión del Comité Ejecutivo, las delegaciones de país coincidieron en la importancia crítica de las capacidades de rectoría y de coordinación intersectorial de las autoridades de salud, y en la urgencia de convocar a las instituciones formadoras en una alianza para la APS.
El ejercicio de medición de las Metas Regionales generó entusiasmo en los países participantes y aporto  lecciones interesantes para su mejoría a futuro. Estamos planificando una segunda vuelta de medición a partir del 2013, ahora acompañada de un análisis de las políticas y estrategias puestas en marcha para su superación.
Muchos observadores del contexto regional coinciden sobre los avances logrados en los últimos años en el reconocimiento de la centralidad del personal de salud en las políticas públicas del sector. Sin embargo,  con todas las reservas del caso, la primera medición de las Metas sugiere que esta conciencia no tiene todavía una expresión satisfactoria en términos de cambios reales de la situación de los recursos humanos. Es sin duda una fuerte  invitación a redoblar esfuerzos y a intensificar las cooperaciones entre los países de la Región.

(*) Coordinador del Proyecto de Recursos Humanos, Organización Panamericana de la Salud / Organización Mundial de la Salud (OPS/OMS) - Washington DC

Generic Drug Makers See a Drought Ahead

by Katie Thomas

They call it the patent cliff. Brand-name drug makers have feared it for years. And now the makers of generic drugs fear it, too.
This year, more than 40 brand-name drugs — valued at $35 billion in annual sales — lost their patent protection, meaning that generic companies were permitted to make their own lower-priced versions of well-known drugs like Plavix, Lexapro and Seroquel — and share in the profits that had exclusively belonged to the brands.
Next year, the value of drugs scheduled to lose their patents and be sold as generics is expected to decline by more than half, to about $17 billion, according to an analysis by Crédit Agricole Securities.“The patent cliff is over,” said Kim Vukhac, an analyst for Crédit Agricole. “That’s great for large pharma, but that also means the opportunities theoretically have dried up for generics.”
In response, many generic drug makers are scrambling to redefine themselves, whether by specializing in hard-to-make drugs, selling branded products or making large acquisitions. The large generics company Watson acquired a European competitor, Actavis, in October, vaulting it from the fifth- to the third-largest generic drug maker worldwide.
“They are certainly saying either I need to get bigger, or I need to get ‘specialer,’ ” said Michael Kleinrock, director of research development at the IMS Institute for Healthcare Informatics, a health industry research group. “They all want to be special.”
As one consequence of the approaching cliff, executives for generic drug companies say, they will no longer be able to rely as much on the lucrative six-month exclusivity periods that follow the patent expirations of many drugs. During those periods, companies that are the first to file an application with the Food and Drug Administration, successfully challenge a patent and show they can make the drug win the right to sell their version exclusively or with limited competition.
The exclusivity windows can give a quick jolt to companies. During the first nine months of 2012, sales of generic drugs increased by 19 percent over the same period in 2011, to $39.1 billion from $32.8 billion, according to Michael Faerm, an analyst for Credit Suisse. Sales of branded drugs, by contrast, fell 4 percent during the same period, to $174.2 billion from $181.3 billion.
But those exclusive periods also make generic drug makers vulnerable to the fickle cycle of patent expiration. “The only issue is it’s a bubble, too,” said Mr. Kleinrock. He said next year, the generic industry would enter a drought that was expected to last about two years.  Of the drugs that are becoming generic, fewer have exclusivity periods dedicated to a single drug maker.
In 2013, for example, the antidepressant Cymbalta, sold by Eli Lilly, is scheduled to be available in generic form. But more than five companies are expected to share in sales during the first six months, according to a report by Ms. Vukhac.
Heather Bresch, the chief executive of Mylan, the second-largest generics company in the United States, said Wall Street analysts were obsessed with the issue. “I can’t go anywhere without being asked about the patent cliff, the patent cliff, the patent cliff,” she said. “The patent cliff is one aspect of a complex, multilayered landscape, and I think each company is going to face it differently.”
Jeremy M. Levin, the chief executive of Teva Pharmaceuticals, the largest global maker of generic drugs, agreed. “The concept of exclusivity — where only one generic player could actually make money out of the unique moment — has diminished,” he said. “In the absence of that, many companies have had to really ask the question, ‘How do I really play in the generics world?’ ”
For Teva, Mr. Levin said, he believes the answer will be both its reach  — it sells 1,400 products, and one in six generic prescriptions in the United States is filled with a Teva product  — and what he says is a reputation for making quality products. That focus will be increasingly important, he said, given recent statements by the F.D.A. that it intends to take a closer look at the quality of generic drugs. Mr. Levin also said he planned to cut costs, announcing last week that he intended to trim from $1.5 to $2 billion in expenses over the next five years.
Mr. Levin and Ms. Bresch each said that generic companies could gain an edge by expanding into global markets. While use of generic medicines is widespread in the United States — an estimated 80 percent of prescriptions are filled with generics — they are less popular in places like Europe and Japan, although that is changing.
Mylan made a big international push in 2007, when it bought the generics business of the German pharmaceutical company Merck KGaA, and this summer it entered into a deal with Pfizer to market and distribute generic drugs in Japan.
Watson’s recent purchase revealed a similar goal. It plans to take the name Actavis, which is unfamiliar to American ears but is better known internationally.
The top generics companies have also sought to grow by going into the branded-drug business. Teva is perhaps the best example, since it sells the blockbuster multiple sclerosisdrug Copaxone. But Mylan’s revenue has gotten a lift in recent years from sales of the antiallergy product EpiPen, and Watson sells branded contraceptives and other women’s health products.
Many drug makers are also going after difficult-to-make products like extended-release tablets, patches and creams in the hope that, with less competition, prices will not erode as quickly. The prices of many traditional pills drop sharply once the six-month exclusivity periods end and the market is flooded with competitors. “They have a bit better pricing power and are a little bit more durable,” said Mr. Faerm, the Credit Suisse analyst.
Paul M. Bisaro, chief executive of Watson, said when blockbusters like Plavix or Lipitorlost patent protection, they got a lot of attention. “But that doesn’t translate into profit,” he said.
Analysts said Watson excelled at this tactic. The company is expected to introduce a generic form of the Lidoderm pain patch next year after entering into a legal settlement with the Japanese pharmaceutical company Endo. Competing companies have also tried to capitalize on difficult-to-make products, including Teva, Mylan and Impax Laboratories, which focuses on complicated products. Teva and Mylan are each pursuing generic forms of the asthma medicine Advair, which has been hard to copy because it combines two drugs that are inhaled through a device.
Perhaps the hardest drugs to copy are a newer category of products known as biologics, which are proteins made in living cells and are commonly used as treatments for cancer, like Avastin, and rheumatoid arthritis, like Humira. The F.D.A. is still setting the guidelines for how generic versions of biologics — called biosimilars — will be approved, but successfully bringing such copycat versions to market is seen as the holy grail for many generic companies.
In 2009, Teva formed a partnership with the Swiss company Lonza to develop biosimilars, and the biotechnology company Amgen is teaming up with Watson on a similar project.
“A lot of people look at biosimilars and say that’s going to be the next thing,” said Ms. Vukhac, of Credit Agricole. Her report said six of the top 20 best-selling drugs in 2013 were expected to be biologics, but the F.D.A. was not expected to issue guidelines for approving biosimilars anytime soon. Because of the significant investment required for these products, she said only the biggest generics players were expected to be successful. “No one really knows how that’s going to play out”.

Fuente: The New York Times