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Casual Articles - Attract and Retain Positively Great Employees - An Action Plan for Employee Training
The Canadian transportation industry is very cash flow intensive. Truckers and brokers have a number of recurring expenses that place demands on their cash flow. They must pay drivers, repairs, fuel and other suppliers. In the meantime, they usually need to wait anywhere between 30 and 60 days before their freight bills are paid. This creates a financial perfect storm. They must pay expenses quickly – but wait to get paid themselves.Many
Is that true? There is a story of a CEO of a multi-national company who decided to withdraw a product from the market when it had consistently failed for nine months and eaten up millions of pounds in advertising, promotions etc. Was he weak? He could have maintained the myth of success and stayed in the market and gradually withdrawn, costing him and his company many more millions. Instead, he chose to face the fact that they had made a bad dec
Start your employee training in the interview process. A manager was hiring. She needed to fill quite a few positions but she did not want to fill them with just any-bodies. She wanted ones that were going to be long-term employees, motivated to do a great job. She had made a commitment to an employee training program for her department and decided to share the reason for the program as well as the plan for implementation during interviews. In the end, she hired employees who worked hard to be part of the department's goals.
Think of your training program when hiring an employee, not after. A department had three shifts of employees who needed specialized technical abilities that not every new hire would be competent or familiar but could be trained. By just adding two weeks of additional training specific to their department to the general orientation, it paid off. The department
When you need a heart by-pass, you call in a cardiologist rather than a general practitioner. When you are in legal troubles, you consult a lawyer. When you have tax problems, you seek advice of a tax consultant. Yet many troubled companies make the fatal mistake of not approaching the right professional for help. Many try to get out of their conundrum using the internal management. Others rely on their lawyers, auditors, etc. These tr
Start your employee training in the interview process. A manager was hiring. She needed to fill quite a few positions but she did not want to fill them with just any-bodies. She wanted ones that were going to be long-term employees, motivated to do a great job. She had made a commitment to an employee training program for her department and decided to share the reason for the program as well as the plan for implementation during interviews. In the end, she hired employees who worked hard to be part of the department's goals.
Think of your training program when hiring an employee, not after. A department had three shifts of employees who needed specialized technical abilities that not every new hire would be competent or familiar but could be trained. By just adding two weeks of additional training specific to their department to the general orientation, it paid off. The departmen
Making a profit is the primary goal in any business enterprise. The same holds true for Internet businesses for sale. Profit is the excess of income over expense. Profit is an objective indicator of productivity, and a solid basis for growth, expansion and survival. Profit enables a businessman to realize his other objectives too.Not all enterprises are interested in making profits. For example, hospitals, schools, charitable institutions
Start your employee training in the interview process. A manager was hiring. She needed to fill quite a few positions but she did not want to fill them with just any-bodies. She wanted ones that were going to be long-term employees, motivated to do a great job. She had made a commitment to an employee training program for her department and decided to share the reason for the program as well as the plan for implementation during interviews. In the end, she hired employees who worked hard to be part of the department's goals.
Think of your training program when hiring an employee, not after. A department had three shifts of employees who needed specialized technical abilities that not every new hire would be competent or familiar but could be trained. By just adding two weeks of additional training specific to their department to the general orientation, it paid off. The departmen
Advertising does not cure cancer. It rarely affects world peace. For all the attempts to classify it as a "science," advertising has essentially evolved from two snake oil salesmen on opposite corners yelling louder and making bolder claims. Today, there are more corners to yell from – radio, TV, the Internet – but the principle remains. Yet you'd never now it, judging from the self-important seriousness pervading our industry.Lighten up
Think of your training program when hiring an employee, not after. A department had three shifts of employees who needed specialized technical abilities that not every new hire would be competent or familiar but could be trained. By just adding two weeks of additional training specific to their department to the general orientation, it paid off. The departmen
For some, planning a business exit can be a predictable, methodical process. We know the competition; we understand market demands, know when we want to sell and might even know the actual date. But for far too many business owners, the business exit comes as a harsh reality and often unplanned event.Protecting your business and assets against the dreaded six D’s of an unplanned business exit can give whole new meaning to the term “Disast
Supplement training during the 90 day probation period to accurately assess the employee's ability to perform to expectations. During a probation, a manager was receiving reports from co-workers of a new employee. Benefit of the doubt was given to the new hire and the probation period ended. When the department's usually high morale plummeted because for the employee's poor performance despite counseling. Knowing that the department's training program had been delivered consistently to all new hires with the same trainer, the manager terminated the employee. It was a messy situation that could have been avoided if the manager had evaluated this properly during the probation.
Training that meets the needs of the department and/employee should continue in some form as long as a person is employed. An employee shared with a manager during their review, two years after hire, that they were thinking of applying for a transfer to another department. They felt that they wanted to expand their knowledge base in another area. The em
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