| RECRUIT, INSPIRE & RETAIN July, 2002 FROM TRAINING SYSTEMS, INC. GREAT TRAINING FOR GREAT EMPLOYEES http://www.trainingsys.com 815-469-3560/fax: 815-469-0886/e: tsi@trainingsys.com /////////////////////////////////////// COOL INFO CONTAINED IN THIS ISSUE: Recruiting is Like Marketing - You Need to Do It Constantly * Who’s Wearing Fun Meters? * HR Dictionary * Giving to Others in Secret is Really Inspiring * E-Learning Means More Than You Think! * Supervisors - The Key to Retention of Frontline Workers! * Conferences/Seminars & Volunteering/Donating ///////////////////////////////////// {{{{{{{{{{{{{{{{{{{{{{{ SPREAD IT AROUND! Pass this issue along to fellow employees or customers so they too can benefit from the ideas on recruiting, inspiring, training, & retaining. You can FORWARD this issue or print it out. Remember, you can CHECK ARCHIVES by keyword at our Web site, http://www.trainingsys.com/rir/index.htm {{{{{{{{{{{{{{{{{{{{{{{{{ ~~~~~~~~~~~~~~~~~~~~~~~~~~~~~ COOL RECRUITING TIPS Recruiting is Like Marketing - You Need to Do It Constantly Would you start marketing the day you needed to make a sale? Of course not, but that’s just what we do when we need to fill a position in our organization - we start recruiting the day the position is open. This causes a lengthy period of time when you and others in your organization are doing your job PLUS the open position and recruiting! Tired yet? Apply what you know about marketing to the right customer to marketing your organization to the employees you need! The key to successful marketing is a good plan that identifies the target market, has strategies that’ll attract that target and action steps to be worked on throughout the year. Use our Recruitment Plan format to do the same for recruiting success: RECRUITMENT PLAN Title of Position I. What are the mission and short term/long term goals of our organization? II. Who are our potential employees (target market)? Where will we find them? III. What does our Target Employee Market value and need? IV. What makes us attractive to these potential employees? V. What are 10 benefits to the potential employee in working with us? VI. Who are our competitors for these employees? VII. List the Recruitment Marketing Strategies you will use to attract the target employees above: LIST STRATEGIES: LIST OBJECTIVES & RESPONSE: VIII. How will we respond to these applicants (target employees)? IX. What are our assessment techniques for these applicants? X. What are our selection techniques for these applicants? XI. How will we close the sale with these applicants? XII. The steps to implementing each strategy, timelines, and who’s responsible: XIII. Costs XIV. How will we measure the success of the plan, how will we track actions/when? XV. Review date of plan and follow-up. **TOOL BOX** #”Get the Best: How to Recruit the People You Want”, by TRAINING SYSTEMS, INC. Associate, Catherine Fyock, #”Effective Recruiting Strategies, by Ron Visconti Both available at http://store.fastcommerce.com/trainingsys (10% off by typing “RIR” in Special Instructions) Get more tips on recruiting great employees at http://www.trainingsys.com and then click on RECRUIT TIPS. ~~~~~~~~~~~~~~~~~~~~~~~~~~~~~ Have a recruitment, inspiration, training, or retention idea or question? Send e-mail to rir@trainingsys.com and we’ll post your idea or question (and the answer) in Answers & Ideas on Recruiting, Inspiring, Training, & Retaining Great Employees at http://www.trainingsys.com ***************** WHO’S WEARING FUN METERS? *Cheryl Bovee & Kathe Bove and the Pampered Chef consultants in their respective cluster will be wearing Fun Meter Buttons at this month’s Pampered Chef annual convention. **TOOL BOX** Fun Meter Buttons, available at http://store.fastcommerce.com/trainingsys ***************** !!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!! YOU LOVE OUR POSTERS, YOU’LL LOVE THESE... HR Dictionary "JOIN OUR FAST-PACED COMPANY" We have no time to train you. "CASUAL WORK ATMOSPHERE" We don't pay enough to expect that you'll dress up. "MUST BE DEADLINE-ORIENTED" You'll be six months behind schedule on your first day. "SOME OVERTIME REQUIRED" Some time each night and some time each weekend. "MUST HAVE AN EYE FOR DETAIL" We have no quality control. "SEEKING CANDIDATES WITH A WIDE VARIETY OF EXPERIENCE" You'll need it to replace three people who just left. "PROBLEM-SOLVING SKILLS A MUST" You're walking into a company in perpetual chaos. "REQUIRES TEAM LEADERSHIP SKILLS" You'll have the responsibilities of a manager, without the pay or respect. **TOOL BOX ** #PowerPoint screen show that features 40 humorous and timely posters that are pre-set to work on "auto-pilot". Makes a great "WELCOME" message or enhancement to your session break. Runs about 5 minutes, and is set to automatically recycle. You can add in your own slides. (a great place to slip in your objectives!) http://www.trainerswarehouse.com/shop/prodinfo.asp?number=SOPSS #BUY PACKS of inspirational posters at http://www2.mailordercentral.com/trainerswarehouse/, do a Product Search for POSTERS, then look for Training Room Posters (30/pack). !!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!! +++++++++++++++++++++++++++ IDEAS TO INSPIRE Giving to Others in Secret is Really Inspiring Want to inspire others and yourself? Try doing something for a co-worker, boss, customer, your staff, a stranger without telling them it was you: ^ Buy from someone for whom business is slow. ^ Buy a gift certificate and send it anonymously to someone, perhaps with a note that says simply, “God bless you”, or “You are terrific!” ^ Make copies for a co-worker, leave goodies in the breakroom, or leave a vase of flowers on a co-worker’s desk. (To keep it a secret, you’ll have to schedule your “work” while your co-workers are away.) ^ Next time you pay a toll or admission fee, pay for the person behind you in line. ^ Deliver a box of cookies to a co-worker or mail a box of goodies to someone in another office. **TOOL BOX** #”Fun Works: Creating A Place Where People Love to Work”, by Leslie Yerkes, 800-469-3560 #”The Power of Servant Leadership” by Robert K. Greanleaf, 800-469-3560 +++++++++++++++++++++++++++ }}}}}}}}}}}}}}}}}}} COOL CALLS From participants in a conference session on measuring training ROI: *”Thank God. Great job. This was worth the cost of the seminar. I can’t wait to use the tool.” *”One word: outstanding! The best yet and will be hard to beat! Great takeaways and practical.” *”Enthusiastic facilitator - used lots of good accelerated learning techniques. The Ten Step tool will be very useful in my organization.” Shirley Walsh, retired from Antiques Unique, e-mailed this week: “I will NEVER forget your fine session at the Chamber meeting at Klaus’s in 1993. I didn’t have time to go and ended up going anyway only because you were speaking. You mentioned what I believe is an ‘Expressive Personality’. Well I do start out with a clean desk and within minutes it’s a shambles. That evening I was able to drop the quilt from a life situation.” Tom Pierce, Pierce Communications Group, left voice mail: “The song with the executives worked great in training! I did what you said - just give the instructions without labeling the exercise (‘Now we’re going to write a song.”) It worked like a charm as they focused on the outcome and had fun doing it!” }}}}}}}}}}}}}}}}}}} |||||||||||||||||||||||||| TRAIN SO THEY’LL LEARN E-Learning Means More Than You Think! HTML email newsletters are an excellent media option when you need to deliver information to the field as rapidly as possible. The steps: 1. Identify the learner and their individual learning needs. (You can create different versions of a master newsletter, with each variation customized to address a specific subgroup within your organization.) 2. Plan the sequence of topics to determine what will be addressed within each individual newsletter that comprises your learning campaign. Determine the most efficient way to structure objectives and content, and determine the appropriate delivery schedule for each content module. 3. Design and create the content of each newsletter. This includes text, graphics, photos, animations, or more detailed interactions (such as interactive Flash modules) delivered via links that generate a pop-up browser window. 4. Send each newsletter issue to trainees (employees or customers) according to your predetermined delivery schedule. 5. Follow up, includes adjusting your approach as appropriate, based on learner reactions to each newsletter issue. Follow-up options include: sending e-mail messages within a few days to summarize user questions, comments and concerns; provide links to a topic website that hosts user discussions, provides reference links, and access to back issues of the newsletters, archives user questions and comments, provides a FAQ-list; deliver a survey or test. Adapted from Creative Approaches to Training Newsletter 2/02 |||||||||||||||||||||||||| &&&&&&&&&&&&&&&&&&&&&&&&& RETAIN THE BEST Supervisors - The Key to Retention of Frontline Workers! The average turnover rate for frontline employees in the fast food industry is in excess of 110% per year. Unfortunately, these turnover rates are not unique to the fast food industry. Turnover rates in retail, manufacturing, service businesses, and healthcare often top triple digits for their frontline employees. It’s critical to our understanding of frontline workers to understand that the immediate supervisor plays an absolutely critical role in retention. Make Retention a Corporate Objective - you already know that frontline turnover is phenomenally expensive. Make sure that you have a plan in place to dramatically reduce this expenditure. Provide Supervisor Incentives Based on Retention - frontline supervisors’ wages should have several components. Beyond the hourly or salaried wages, many supervisors are compensated on performance (sales, production, completion rate –– whatever is relevant in that workplace). Providing incentives for reaching performance goals helps to ensure that the company’s overall goals are felt within the frontline as well. It’s a great practice. Take performance compensation a step further –– compensate supervisors on their abilities to retain their teams. If the supervisor knows that (s)he stands to benefit personally from increased frontline retention, chances are pretty good that the supervisor will make the extra effort when required. Open the Door - the frontline supervisor needs the autonomy to implement retention strategies that will work. Different workforces respond to different incentives. If the frontline supervisor has the right and the responsibility to develop what works best in that given situation, the response is likely to be much more on target than a one-size-fits-all plan. Provide the guidelines for the incentives, including budget. Even provide a list of incentive choices if needed, but empower the frontline supervisor to decide and implement what works best for his/her unique situation. Building and implementing a strategy for frontline worker retention makes good financial sense. What lots of companies don’t recognize is that it also builds a much more pleasant environment for all involved. By Alice Errett, The Aldex Group. Adapted with permission. **TOOL BOX** #”Clear and Creative Thinking”, by Herb Kindler, Ph.D, 800-469-3560 #”Critical Thinking”, by Daniel A. Feldman, Ph.D., 800-469-3560 Get more tips on retaining great employees by clicking http://www.trainingsys.com and clicking RETAIN TIPS. &&&&&&&&&&&&&&&&&&&&&&&&& ^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^ Put the TRAINING SYSTEMS, INC. site on your Windows taskbar! Right click blank area of taskbar, select Toolbars/New Toolbar, in new Toolbar box, enter http://www.trainingsys.com. ^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^ ^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^ WWW.TRAININGSYS.COM Get FREE access to great recruiting, inspiring, training & retaining tips, ideas & resources where you can: * Download articles for your newsletter! * Use free online assessments! * Purchase books, tapes & fun incentives to help you & your employees be the best! * Get new tips each month on Recruiting, Inspiring, Training, & Retaining great employees! * Click on links to great managing and training websites! * Purchase our famous inspirational quote posters! * Get answers to your employee recruiting, inspiring, retaining, & training questions from our experts! ^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^ ,,,,,,,,,,,,,,,,,,,,,,,,,,,, CONFERENCES/SEMINARS & VOLUNTEERING/DONATING July 15-17, 2002 Training World 2002: Integrating Blended Learning Techniques to Create a Learning Organization that is Aligned with Business Strategy Through Talent Development and Management, Washington DC Convention Center, http://www.hrevents.com July 21-23, 2002 Meeting Professionals International, Metro Toronto Convention Center, Toronto, CAN, http://www.mpiweb.org July 25, 26, 2002 The eLearning Instructional Design Conference, San Francisco, CA, http://www.elearningguild.com July 29-31, 2002 SHRM’s HR Generalist Certificate Program, facilitated by TRAINING SYSTEMS, INC. Associate, Catherine D. Fyock, CSP, SHPR in San Diego, CA, http://www.shrm.org/seminars July 29-31, 2002 Dave Meier’s Accelerated Learning Training Methods Workshop, Denver, CO, send email to: alcenter@execpc.com August 19-21, 2002 Dave Meier’s Accelerated Learning Training Methods Workshop, San Francisco, CA, send email to: alcenter@execpc.com August 2-3, 2002 Path Facilitator Training, combined with Path for Teens Training, Zoe Christian Fellowship Church, Whittier, CA, http://www.jesusceo.com or 562-906-5000 August 14-16, 2002 18th Annual Conference on Distance Teaching & Learning, Monona Terrace Convention Center, Madison, WI, http://www.uwex.edu/disted/conference September 9-12, 2002, The Leadership Development/Succession Management/Coaching and Mentoring Conference, San Diego, CA, http://www.linkageinc.com September 12-13, 2002 The Change Leadership Series, Process Redesign: From Analysis to Execution, Chicago, IL, http://www.nai-consulting.com September 10-13, 2002 e-Learning Workshop Blended Online and Classroom, Houston, TX, http://www.vignettestraining.com/workshops.htm September 23-25, 2002 Online Learning Magazine’s 5th Annual Online Learning Conference & Expo 2002, Anaheim Convention Center, Anaheim, CA, http://www.vnulearning.com September 24-26, 2002 e-Learning Workshop Blended Online and Classroom, Framingham, MA, http://www.vignettestraining.com/workshops.htm September 25-27, 2002 Human Resource Executive’s 5th Annual HR Technology Conference & Exposition, Navy Pier, Chicago, IL, http://www.HRTEchConference.com November 6-10, 2002 International Career Development Conference: Thriving in Challenging and Uncertain Times, Hyatt Regency Hotel, Irvine, CA, http://www.careerccc.com University of St. Francis’ Training Management and Training Technology programs, 800-735-7600 NEW LIFE FOR OLD BOOKS Send children’s books to orphans in Ethiopia, or old dictionaries to a university in Croatia. Go to http://www.ublib.buffalo.edu/hsl/cms/donationprograms.html to find out what kinds of books nonprofit organizations worldwide need. IS YOUR FAVORITE CHARITY CRUELTY-FREE? Visit http://www.humaneseal.org for a list of health-related charities that don’t test on animals, AND a list of organizations that do. HELP SAVE THE PLANET! RECYCLE USED PC DISKS! Over one billion disks are thrown away by PC users every year! They go into landfills, where they can take over 450 years to degrade OR they’re incinerated, causing acid rain. Greendisk has a recycling program that’s easy and inexpensive. You ship used 3.5" disks, CDs and videotapes to their recycling facility in Missouri. Greendisk takes them apart and makes new disks and other items. Go to http://www.greendisk.com for details. ,,,,,,,,,,,,,,,,,,,,,,,, Copyright 2002 TRAINING SYSTEMS, INC. All rights reserved. **FORWARD RECRUIT, INSPIRE & RETAIN TO OTHERS Remember, you can get issues you missed at our Web site http://www.trainingsys.com/rir/index.htm. **ARTICLE REPRINTS FOR RECRUIT, INSPIRE & RETAIN An ideal way to introduce new ideas or stimulate learning with the employees in your organization. Article reprints can also serve as a powerful promotional or sales tool - include them with your brochures, newsletters & media kits. For complete information on article reprints or copyright permission, call 1-800-469-3560 or e-mail to rir@trainingsys.com **YOU HAVE UNIQUE, VALUABLE KNOWLEDGE FOR OTHERS We’d love to print your articles on recruiting, inspiring, training and retaining employees. E-mail your article to mail to rir@trainingsys.com. **We’ll be back next month with more great tips, ideas, success stories, and information to help you recruit, inspire, train, & retain great employees! **Visit us at http://www.trainingsys.com soon! 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