Videos

- Career builder (2)
- Events (4)
- FDA (14)
- Interviews (6)
- Pharmacists (4)
- Technology (6)

Pharma Jobs

- Qualty Control and Quality Assurance Jobs (210)
- Administration Jobs (94)
- Clinical Jobs (116)
- Formulation and Process Development jobs (102)
- H R Jobs (63)
- Manufacturing or Production Jobs (92)
- Packaging Jobs (15)
- Pharma Engineering Jobs (137)
- Pharma IT Jobs (28)
- Pharmaceutical Marketing Jobs (54)
- Pharmaceutical sales jobs (470)
- Project Management Jobs (126)
- Regulatory Affairs Jobs (33)
- Research and Development jobs (405)
- Validation Jobs (30)
- Accounting and Finance Jobs (127)

The Future of Aseptic Processing–An Update

in

Liquids

ASEPTIC PROCESSING Last year I wrote in these pages about the future of aseptic processing.At that time the industry was waiting for FDA to publish a replacement for its 1987 “Guideline on Sterile Drug Products Produced by Aseptic Processing” and wrestling with issues such as media-fill acceptance criteria, interventions and intervention management, environmental monitoring practices and acceptance levels, rapid microbial methods, sterility test insensitivity, regulatory harmonization, and how best to implement, control, and monitor improved aseptic processing technologies such as isolators and barrier systems.

View Full Article

Author(s):

Russell E.Madsen.

Journal:

Pharmaceutical Technology .2004.

Copyright:

Login or register to post comments

Review Articles:

Please see Instruction
For Authors and Copyright Agreement Form

Pharma News:

Please email us your news, announcement or info to news @ pharmainfo.net

Pharma Blogs

TALENT MANAGEMENT - I

Submitted by abhi271183 on Wed, 07/02/2008 - 10:06.

in

MyBlog

Talent management always remains a source of pain for senior executives in the pharmaceutical companies. Number of companies failing in proper talent management sometimes leads to surplus of talent to its shortfall which ultimately hurts company’s profit objective in long term. You can see a large number of companies have opened up special departments such as talent management department, attrition rate management department etc to fight up with this.

Companies always have two options whether to go for proper forecast and long term planning or just react and take action according to the ongoing situation. First option looks good but in the rapid changing economy one couldn’t guess exactly what will happen in next 2-3 years. Therefore sometimes it does not create any meaning to recruit, select and develop candidates in advance.