Subject: Recruit, Inspire & Retain, September, 2001
A FREE eZINE FROM TRAINING SYSTEMS, INC.
RECRUIT, INSPIRE & RETAIN September, 2001
/////////////////////////////////////// COOL INFO CONTAINED IN THIS
ISSUE:
Great Strategies for a Tough Recruiting Climate * Who's Wearing Fun
Meters? * LEADERSHIP QUOTABLES * Involving Employees - Ideas from
"The Field" * HOW TRAINING SYSTEMS Helps You Complete Your
Performance Improvement Project Successfully * Reduce Time For Learning By
Using Participative Learning Methods * Standard Pacific Corp Creates
Harassment Prevention Training In-House * How Cisco Systems Laid Off &
Yet Retained a Bunch of Employees * Places to Go, Things to Do * Get 10%
off books, tapes & software at
http://store.fastcommerce.com/trainingsys
by typing "RIR" in Special Instructions
/////////////////////////////////////
{{{{{{{{{{{{{{{{{{{{{{{ SPREAD IT AROUND - click FORWARD in your e-mail
and introduce others to Recruit, Inspire & Retain, and remember, you
can CHECK ARCHIVES by keyword at our Web site,
http://www.trainingsys.com./rir/search.html
{{{{{{{{{{{{{{{{{{{{{{{{{
~~~~~~~~~~~~~~~~~~~~~~~~~~~~~ COOL RECRUITING TIPS
Great Strategies for a Tough Recruiting Climate
* Use a multisource approach, combining the services of search firms,
traditional print advertising, electronic job boards and professional
networks.
* Go the extra mile to meet people who interest you, rather than
insisting they come to you.
* Avoid compromising what you need for what you can find.
* Commit to making the decision as quickly as you can, consistent with
your due diligence checks.
* Take charge of your own learning on how to recruit successfully. from
Association Management magazine
!! Keep Recruiting. Use the downturn to attract a large applicant pool
and use the selection process to keep the supply chain full. Instead of
selecting applicants into
slots on your organization chart, select them into your proprietary
talent database. And tell them so: "We want to have a long-term
win-win employment relationship with you. We've selected you into our
talent pool. We'll call you when we need you. If you are available when we
call, we'll have a great assignment for you...maybe more." As you
build your proprietary talent database, include great independent
contractors, temps, and outside companies to which you can outsource work
on an as-needed basis. excerpted from Bruce Tulgan's "Winning the
Talent Wars"
**TOOL BOX** #"Winning the Talent Wars", by Bruce Tulgan How
to manage and compete in the high-tech, high- speed, knowledge-based,
superfluid economy. Available at
http://store.fastcommerce.com/trainingsys
(10% off by typing "RIR" in Special Instructions).
#"Get The Best: How to Recruit the People You Want", by
Catherine D. Fyock, TRAINING SYSTEMS, INC. HR Consultant, 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?
...Citibank staff in a EAB Conversion loved them so much they had us
make 50 more & overnight them!
**TOOL BOX** Fun Meter Buttons, available at
http://store.fastcommerce.com/trainingsys
*****************
!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!! POSTER QUOTABLES!
LEADERSHIP: "I personally learned through dancing with a very good
dancer an important lesson about leadership (through my body). I was at a
conference and was at a party where we were dancing. At the time, I didn't
know "how" to dance except in a generic sense (the way those
of us Baby Boomers learned) The person I was dancing with was a
ballroom dancer. What did I learn? That if the leader is confident ? the
follower can follow ? even without knowing what she (or he) is
doing!" Brenda VanderMeulen (Training & Development listserv)
HIGH EXPECTATIONS WORK!: On the first day of school, a teacher was
glancing over the roll when she noticed a number after each student's
name, such as 154, 136 or 142. "Wow! Look at these IQs," she
said to herself. "What a terrific class." The teacher promptly
determined to work harder with this class than with any other she ever
had. Throughout the year, she came up with innovative lessons that she
thought would challenge the students, because she didn't want them to get
bored with work that was too easy. Her plan worked! The class outperformed
all the other classes that she taught in the usual way. Then, during the
last quarter of the year, she discovered what those numbers after the
students' name really were: their locker numbers.
**TOOL BOX **
#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
Involving Employees - Ideas from "The Field" ~~How do you
involve employees in the design of your performance evaluation system?
Elise Forman
(elisef@partnersintl.org),
HR Manager at Partners International in Spokane Washington, told TRAINING
SYSTEMS: "Number one would be asking for input from the managers on
what they see as important factors in managing the performance of their
employees. Second, would be to come up with examples of systems that would
work best for the organization. I would like to see consistency on the way
performance appraisals are accomplished, and to make them as simple as
possible. Also, I would like to see the employee involved in the
performance management process, discussing with their manager where their
goals are, what training or development they may need to help them do
their job."
~~IBM staff (50K of them!) participated in WorldJam, an online
brainstorming session which met for four days in May. WorldJam was meant
to brew fresh business ideas on methods of working efficiently and ways to
retain employees. Using IBM's intranet, participants conversed with one
another in live chat rooms, posted messages on online bulleting boards,
and voted for their favorite
ideas. Thousands of proposals were generated, and 149 employees pledged
to try out an idea discussed in the meeting. The event took some
inspiration from a more traditional gathering in 1998 called SummerJam, a
discussion and recruiting event that attracted about 1,500 people at eight
IBM laboratories worldwide.
**TOOL BOX**
#
http://www.iwannabefamous.com,
a site for people who want to be famous. Send them a photo and reason why
you deserve to be famous, and they'll put you up on the site.
#
http://www.od-online.com/app/profiler-intro.asp
Personality testing to help you increase your productivity, identify your
ideal job, get along better with your co-workers, reduce the likelihood of
health risks, realize your full potential. The Summary Report outlining
your personality is FREE.
*****************
>>>>>>>>>>>>>>>>>>>>>>>
HOW TRAINING SYSTEMS Helps You Complete Your Performance Improvement
Project Successfully
Here's a humorous look at how to screw up any training or Performance
Improvement project - thanks, Michael Greer (cr 2001). TRAINING SYSTEMS,
INC. helps you do the opposite!
1. Don't bother figuring out how many different projects are going on
in your organization at the same time and prioritizing them.
2. Encourage sponsors and key stakeholders to take a passive role on
the project team.
3. Set up ongoing committees focusing on management process.
4. Interrupt team members relentlessly ... preferably during their time
off.
5. Create a culture in which project managers are expected to
"roll over" and take it when substantive new deliverables are
added.
6. Halfway through the project, when most of the deliverables have
begun to take shape, add a whole bunch of new stakeholders and ask them
for their opinions about the project and its deliverables.
7. Never force sponsors to stand behind their approvals with a formal
signoff.
8. Make sure project managers have lots of responsibilities and
deadlines, but no authority.
9. Describe project deliverables in the vaguest possible terms.
10. Get projects up and running as quickly as possible - don't worry
about documenting agreements.
REMEMBER THAT TRAINING SYSTEMS, INC. HELPS YOU DO THE OPPOSITE! Call us
at 800-469-3560 for ideas on how to get your next training/performance
improvement need taken care of successfully!
**TOOL BOX**
#Creating Highly Interactive Training Quickly & Effectively, by
Carolyn B. Thompson,
http://www.trainingsys.com
(10% off by typing "RIR" in Special Instructions).
|||||||||||||||||||||||||| TRAIN SO THEY'LL LEARN
Reduce Time For Learning By Using Participative Learning Methods (What?
I always thought that took more time than lecture/reading!)
Real companies, who really measured time to learn and achieve
on-the-job skill proficiency found:
* Innovative Management Solutions cut their software system training
from 6 days to 2 days.
* Alberta Motor Association cut their coaching program from 3 days to 1
day when managers created their own coaching models so they are tailored
to the needs of each manager's specific work environment.
* Fortis Family cut a 3 day product training to 1 day by having
learners research, then help other learn what they learned.
* II Stanley cut 12 hours off a soldering class, saving the company an
average of $1,800 each time the course is run.
How did they do this? E-mail to
RIR@trainingsys.com
with your fax number and we'll send you a complete description of how
these companies designed the learning methods. All of these companies got
their ideas from and also saved huge amounts of design time using
CourseBuilder software.
**TOOL BOX**
CourseBuilder software and design/development system follows the same
principles as "Creating Highly Interactive Training Quickly &
Effectively"...accelerated learning! See all the components at
http://www.trainingsys.com/resources/coursebuilder/cb.html
Get more tips on helping great employees learn at
http://www.trainingsys.com,
click TRAIN TIPS.
NEW FEATURE AT OUR WEBSITE! In addition to Train Tips, you can now get
new ideas for learning methods you can use right away. Click TRAIN TIPS,
then LEARNING METHODS. ||||||||||||||||||||||||||
======================= SUCCESS STORIES
Standard Pacific Corp Creates Harassment Prevention Training In-House
Heather Breidenthal
(Hbreidenthal@stanpac.com)
had 893 managers & non-managers who needed to learn how to prevent
harassment in their workplace. She went looking for either an existing
course or a company who would design one for her. After talking with
TRAINING SYSTEMS, INC. & looking at other vendors' off-the-shelf
courses, she decided to design it in-house. Why? Standard Pacific Corp
employees would feel more comfortable discussing these topics, even at the
design phase, with in-house staff.
Heather said by designing this training herself she, as an HR
Generalist, is way better prepared to help employees around any harassment
issues that come up. She told TRAINING SYSTEMS that it was exhausting and
took a lot of time, but it was FUN & built her skills! After she
finished, TRAINING SYSTEMS gave her many ideas on how to get more mileage
out of the course and ways to use it with new employees.
========================
&&&&&&&&&&&&&&&&&&&&&&&&&
RETAIN THE BEST
How Cisco Systems Laid Off & Yet Retained a Bunch of Employees
Earlier this year, San Jose, Calif.-based networking giant Cisco
Systems announced layoffs for the first time in its history. But unlike
its smaller rivals, Cisco approached the reduction in force not only with
generosity - laid off employees received six months of severance pay ? but
also creativity.
In a scheme officials said reflects the company's commitment to being a
good corporate neighbor, employees
were offered another option to separation: They could agree to be
farmed out to positions at nonprofit organizations. The plan calls for
Cisco to pay one-third of the employee's salary and provide health
benefits and stock options if he or she commits to work for one year at
operations such as the Second Harvest Food Bank; InnVision, a San
Jose-based service provider for the homeless; and Catholic Charities of
Santa Clara County. The new position doesn't mean the employees will be on
their own. Staffers will remain Cisco employees and that means quarterly
goals and regular check-up meetings. "Anyone who doesn't see this as
a real commitment won't stay in the program," Barbara Beck, senior
vice president of human resources, told the San Jose Mercury. from
"Pink Slip Alternatives Offered", Human Resource Executive
Magazine, by Chris Cornell
**TOOL BOX** Managing Change At Work (book $13.95, CD & Book
$99.00, Video & 5 books $395.00 w/FREE preview),
http://store.fastcommerce.com/trainingsys
(10% off by typing "RIR" in Special Instructions).
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! * Free online assessments! * Purchase books, tapes &
software 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!
Put it on your Windows taskbar! Right click a blank area of your
taskbar and select Toolbars/New Toolbar from the drop down menu. In the
new Toolbar box, enter
http://www.trainingsys.com.
^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^
,,,,,,,,,,,,,,,,,,,,,,,,,,,, PLACES TO GO, THINGS TO DO
September 16-22, 2001 2001 National Rehabilitation Awareness Week. Get
info at
http://www.nraf-rehabnet.org
September 23-26, 2001 International Customer Service Association
Conference, Orlando World Center, Orlando, FL,
http://www.icsa.com
September 26, 27, 28, 2001 Presenting Data and Information, Fairmont
Hotel, Chicago, IL, 800-822-2454
September 25-26, 2001 Workforce 2002 Conference & Expo,
Minneapolis, MN,
http://www.workforce2002.com
October 1-4, 2001 Organization Development Summit, Naples, FL,
http://www.linkageinc.com/od2001
October 2-5, 2001 Trade Show and Event Marketing Managers Conference,
Baltimore Marriott Waterfront Hotel, Baltimore, MD,
http://www.exhibitornet.com
October 10-12, 2001 ASTD Tech Knowledge Conference and Exposition,
Charlotte Convention Center, Charlotte, NC,
http://www.astd.org
October 10-12, 2001 The New Media Instructional Design Symposium,
Washington, D.C.,
http://www.influent.com
October 23-24, 2001 The 2001 Human Resources Conference: HR Challenges
for the 21st Century, The Waldorf-Astoria, New York, NY,
http://www.conference-board.org/HumanResourcesNY.htm
October 27, 2001 11th Annual Make A Difference Day,
http://www.makeadifferenceday.com
November 7-11, 2001 International Career Development Conference,
DoubleTree Hotel at Seattle-Tacoma International Airport,
http://www.careerccc.com
,,,,,,,,,,,,,,,,,,,,,,,,
Copyright 2001 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.
**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! |
