Archive for the ‘Training and Education’ Category
Applicant Tracking System Eliminates Paper Applications, Streamlines Processes
Implementing an applicant tracking system at its company-owned restaurants has helped Burger King Corporation (BKC) address a variety of challenges it had faced with its previous hiring process.
Challenges to Tackle
The national fast-food chain used to accept paper job applications from walk-ins, but that process was proving to be too cumbersome. The overwhelming majority of applicants were walk-ins, and most stopped into a restaurant during the midday rush—between 11 a.m. and 2 p.m., says Jose Tomas, executive vice president and chief human resources and communications officer, Burger King Corporation (www.bk.com). At that time, managers are “busy making WHOPPER® sandwiches and taking care of guests.”
Sometimes, managers could interview an applicant on the spot. But if they were too busy Continue Reading…
How To Compare Forecast Accuracy
Workforce management forecasts are comprised of a handful of crucial elements, including metrics, time frame, and subject. When several possibilities for each element exist, and these options are mixed, different forecasts naturally emerge. How is it possible to compare the accuracy of multiple forecasts that all seem credible but provide different results?
To begin, Continue Reading…
Workforce Management Forecasting: A Whole New Animal
With the number of forecasts potentially floating around your company, it may be difficult to keep track of them, let alone differentiate between them. The workforce management forecast is separate from the finance forecast, and yes – you should ideally have both. Why? The multiple drivers in most workforce management forecasts demand more specificity than the ones, or even one, in most finance forecasts.
While a finance forecast might have sales as a sole driver, workforce management forecasts can have many. Drivers for this type of forecast might include customers, transactions, items, and cartons, to name a few examples. Besides the greater number of drivers, Continue Reading…
Customization Versus Configuration: Which Is Better?
Is it better to customize or configure? Any good workforce performance management system needs to have elements that can be adjusted to best serve a company’s needs. Deciding between customization and configuration is crucial in selecting a workforce performance management system that works best for your organization. However, in order to do that, you need to know exactly what the difference is between the two.
Customizing an application entails changing its core programming to better suit a company’s needs. Companies that customize a program Continue Reading…
Safety Management: Newsletter for Parking Professionals- October, 2010
Are You Ready to Shake Out?
Major earthquakes can cause unprecedented catastrophes. With earthquakes as an inevitable part of our future, parking garage owners and managers will need to be prepared and take actions to ensure that disasters do not become catastrophes. With the safety and lives and employees and patrons at stake,
What we do now, will determine what our lives will be like afterwards.
With this in mind, the Earthquake Country Alliance (www.earthquakecountry.org) created the ShakeOut, an earthquake drill and preparedness activity in which everyone can participate. In particular, businesses of all sizes and types can use the drill to get their employees, business partners, and even their customers, involved and prepared for a big earthquake. Furthermore, the level of your staffs’ own personal and family preparedness will be key to their availability to support your company’s response and recovery efforts after a disaster.
Although they were created for the Great California ShakeOut (www.shakeout.org), the instructions to follow are Continue Reading…
How To Stimulate Creativity In Your Employees
It’s easy enough to slip into a culture of managing, as you are always managed. Even leading can become a routine in which you use the same set of inputs to achieve results. Encouraging creativity in your employees can shake things up a bit, and with great results.
Great managers are also great leaders. They tell their team where they want to be and stand out of the way as their team gets to work. Along the way, they set goals and ensure that the overall task is moving according to plan. They also step in when there are problems or changes in the objective. Changing things up a bit, by encouraging your employees to think outside the box will lead to innovation on many levels.
There are natural boundaries to what people will share in a group. Your job will be to convince your employees that you really do want them to think outside the box. In fact, the more outside the box, the better. You may need to open the discussion by picking a function that’s always been done the same way, such as entering employee hours and expenses into the system, and open it up to ideas on how else it might be done. Some of the ideas will be too off the mark, but as the people in the room feed off the ideas of the others, an excellent idea may emerge.
An informal meeting around lunch in a conference room is a great way to start. Let your group know your goal is to look at everything with fresh eyes. If they see a way to do something more efficiently or in a way that will enhance the customer experience, you want to know about it. If they have an idea that’s not quite developed, you want them to bring it up so the group can kick it around.
All of this will encourage creativity in your employees. There’s no telling what they’ll come up with or how it will benefit your group and the company.
Deltek Presents: Clarity 2010 GovCon Industry Trends Event, sponsored by Valiant
Tuesday, November 16 8:00 a.m. – 9:30 a.m. ET
Tysons Corner Marriott
8028 Leesburg Pike
Vienna, Virginia 22182
RSVP NOW for the live event or register to view the event via live streaming video.
The Clarity 2010 GovCon Industry Trends Event unveils the findings of one of the largest annual studies of how Government contractors operate.
Join us on November 16 for a first-hand look at this year’s survey results, as well as an analysis of the trends we’ve seen over the last two years.
Last year, hundreds of GovCon firms attended this groundbreaking event to strategize and plan for success in the coming year. Attend this year’s event and see what all the buzz was about!
Speakers
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Kevin Plexico Sr. Vice President, Operations Deltek | INPUT Kevin Plexico is Senior Vice President, Operations at INPUT, the recognized industry leader and media go-to source for timely, reliable and relevant for government forecast and market information. He manages the delivery of INPUT’s information products, providing essential industry information and insights to over 2,000 member companies. Mr. Plexico has responsibility for leading the industry’s largest team of analysts focused on the public sector market. Mr. Plexico provides thought leadership and expert opinion to industry executives and is a recognized expert on the public sector market. |
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Rich Wilkinson Vice President, Government Contracting Deltek Rich Wilkinson has more than 30 years experience working with the Government, government contractors, private-sector companies and government contracting solutions providers. He was the Contracting Officer for R&D and first production of the Navy’s Advanced Acoustic Signal Processor, the UYS-1 at the Naval Air Systems Command. As Controller and Compliance Officer at both Atlantic Research Corporation and CSC, Rich was responsible for accounting and finance operations and Cost Accounting Standards compliance. Since joining Deltek in 1996, he has helped more than 100 companies select, install and deploy their Government contract accounting systems. He is also a regular lecturer on Government contract compliance and accounting at George Mason University. |
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Crucial Questions to Ask Human Capital Management Providers
Human capital management is about the total workforce marketplace, not just aspects of it. The total workforce marketplace is a three-punch system that hinges upon attracting and hiring talent, deploying and managing them, and finally retaining and rewarding them for their efforts and out-put. Working to insure that a human capital management provider has mastered each of these three key areas is essential to your overall success. The following are questions that can help you get closer to a solution that is completely comprehensive, without redundancy or other waste.
What does it mean to “attract and hire?” How far is your company willing to go? How many ways are they going about targeting this foundational goal? When you need the answer to these questions, it pays to zero in on three primary areas that offer telltale signs of success:
1. Applicant tracking. Can they tell you who applied and how many are up for consideration. How easily can you get your hands on important applicant information and make sure no one talented or eager falls through the cracks?
2. Background assessments and hiring paperwork. Are you vetting potential candidates carefully enough? How do you know?
3. Training. Does the human capital management provider offer training? Is it taken seriously? How intensive is it?
Once you leave the realm of talent attractions and hiring, it’s time to consider how the staff will be deployed and managed. Who will handle payroll and HR? What mobile solutions are there? Who plans the schedules? Who tracks time and attendance? How will you know? These are important questions, as are the ones in the next category.
If your company is focused on long-term retention and relationships, you need to think about the incentives you offer workers to entice them to your company and then keep them there once they’re hired. What rewards are there? What services? What about benefits and insurance?
If you can’t answer these questions satisfactorily for any solution, in or out-of-house, then you need to think carefully before moving forward.
Pitch and Catch with Industry Experts at AT&T Park – September 1st!
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Learning Management Systems- from Matt Gilley of Intellum
I had the pleasure of participating in an internet radio show, Entrepreneurial Insights, on March 26, 2010, along with Pino Bacinello (President) of Pacific Mergers and Acquisitions and Leo McKernan (General Manager) of Online Training Technologies. We spent about an hour discussing current trends in the elearning industry, and it was interesting to hear Leo’s opinions.
Online Training Technologies is a content partner of Intellum’s, specializing in financial services education, and Leo’s primary focus during the chat centered around his client’s needs to customize OTT off-the-shelf content, e.g. Anti-Money Laundering. That is not a request many of our client’s have, and actually, I see prospects and clients more often creating completely customized training from their own source material using a 3rd party course authoring tool. It’s an interesting contrast in business models though. I spent a good bit of the segment explaining how, especially in the last 18 months, many companies (often brick and mortar consultancies or software providers) have begun leveraging the Rollbook Learning Management System to “sell” training, anything from certifications to software simulation. I believe ecommerce LMS implementations will continue to gather momentum, and we have actually created a specific LMS product to service this burgeoning market. Anyway, it’s a fun conversation, and you can take a listen here.
http://ehsm.it/1o
Authors
- Adam Stark
- Albert P. Corvigno
- Alex Passantino
- Bob Hayes
- Bob Perry
- Cameron Hamilton
- Carolyn D. Richmond
- Dana Wright
- Gary Levy
- Jay Ethridge and Joe Jezior
- Jim Pirraglia
- John Bauer
- John McHugh
- Jon Levin
- Karen Bucks
- Kathy Phillips
- Katie Meeker
- Lisa Brauner
- Matthew Gilley
- Michael Busch
- Mike Lehner
- Natalie Runyon
- Nick Fishman
- Rich Wilkinson
- Robert Munao
- Stephanie O'Rourk
- Steve Amitay
- Valiant
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