Founded in 2005, Arterium is a leading Ukrainian pharmaceutical company with a presence in over 5 countries. The corporation employs more than 2,300 specialists and maintains a product portfolio of 176 pharmaceutical items. As a GMP-compliant manufacturer, Arterium prioritizes operational excellence and transparency across all business processes.
Arterium Cuts Costs by 30% Through Automated Employee Evaluation
Nectain helped Arterium automate employee performance evaluations and introduce a transparent, competency-based bonus system.
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Industry
Healthcare
Company size
>1000 employees
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About Arterium
The Challenge
Arterium aimed to implement a fair, measurable, and regular evaluation process for its employees. Bonuses and incentives were previously distributed without a structured performance framework—often based on assumptions rather than facts.
There was no unified system to track employee performance, and underperformance frequently went unnoticed or unaddressed. As a result, bonuses were paid regardless of goal completion, draining company resources and eroding trust in the fairness of rewards.
To align with Good Manufacturing Practice (GMP) standards and improve HR decision-making, Arterium needed to digitize and automate the evaluation process.
Nectain’s Task
Nectain was tasked with implementing a structured, GMP-compliant system for employee performance evaluation and goal management.
Structured Employee Performance Review Process
Implement a regular employee evaluation process to assess, twice a year, how well employees meet their goals and align with the key competencies required for their roles.
Automating Performance Management in Line with GMP Standards
Automate goal tracking and competency assessment processes in line with Good Manufacturing Practice (GMP) standards.
Solution Details
Nectain delivered an end-to-end performance management system, customized to Arterium’s pharmaceutical business model.
STEP 01 Twice-yearly evaluations
For managerial, engineering, office, marketing, and sales personnel.
STEP 02 Dual-track assessment
Performance against KPIs and alignment with role-specific competencies.
STEP 03 Flexible review configuration
360-degree feedback, line manager input, or self-assessment.
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STEP 04 Dispute resolution feature
Employees can contest evaluation results within the platform.
STEP 05 Role-based goal assignment
With a hierarchical goal tree visible to all stakeholders.
STEP 06 Deep ERP integration
Pulling employee and organizational data, pushing evaluation results for automated bonus calculations.
STEP 07 GMP-compliant documentation
Digital records of every decision, result, and document.
Project Highlights
100% evaluation transparency
Line managers and employees have shared visibility into assigned goals and performance status.
Full GMP compliance
The platform ensures all evaluations are documented, traceable, and aligned with industry regulations.
Streamlined talent management
Competency scores are now used to support internal promotions, role changes, and hiring decisions.
Results
30% cost reduction in the first year
Within two performance cycles, Arterium discovered that nearly a third of prior incentive payouts had no factual basis. These funds were reallocated toward high-performing staff and strategic talent programs.
Increased trust and transparency
Employees now understand how and why bonuses are assigned. Objective performance data, rather than managerial discretion, determines outcomes.
Better goal alignment
With goals now tracked in a single system, managers can better monitor progress, adjust strategies, and drive accountability across departments.
Zero manual paperwork
All evaluation documents are auto-generated, signed, and archived—fully digital, fully secure.
Payback Period
Although cost savings weren’t the original goal, the financial impact was undeniable. The system paid for itself in under a year, simply by eliminating inefficiencies and unjustified payouts.
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