Change management during CRM implementation the case of GSK Vietnam

Abstract

Nowadays, we live in the heavily tech-focused world where technology plays as an important role in developing and growing business. As such, pharmaceutical industry is facing these challenges too, step up to this change and take it seriously. For the ten last years, marketing activities in pharmaceutical organization focus on personal selling through visits of MR. Free samples, brochures, brand reminder, gift, event travel,…are offered to HCPs as well. The reporting and tracking for these activities are carried out manually and un-systemized. However, nowadays, pharmaceutical industry has many SOPs to ensure that marketing activities do not too impact HCP‘s recommendation and prescription. By accessing technology, focusing on CRM on this case, pharmaceutical companies pay attention to both comply SOPs related to customer relationship and increase these relationship, comprehend customer‘s insight toward prescription and recommendation. Customer intelligence, data collection, tracking and reporting become easier and systemized through CRM implementation. Besides, through CRM support, MRs can deliver effective presentations and communications via visual aids. Realizing the potential benefits of CRM implementation in pharmaceutical industry, GSK first launched Veeva – a CRM application in 2018. However, on audit report in Sep 2019, auditors has findings that there has been the high gap between KPIs and actual on Veeva system. Thus, the thesis tend to explore potential problems in order that author can understand and find out causes for underperformance of Veeva report. Through in-depth interview and theory-informed, the crucial problem has been figured out as change management failure. The finding of thesis highlights that change management failure happened during Veeva implementation and deeply impacted to performance on Veeva system, employee‘s resistance increase and financial investment effect toward Veeva‘s investment. Based on research findings, the potential causes have been revealed, including insufficient training and education, lack of top and middle management support, insufficiency technical support and resistance to change. In a further investigation, root causes of this situation are identified as employee‘s resistance. Alternative solutions are also made with regards to improve performance on Veeva system. This thesis also will help to take further steps towards developing solutions such as training and performance measurement.