Temporary Employees Training and Employee Retention suggestions needed

#31
Retirees as temps

Not sure this is the right place to insert this comment but:

I worked for a non-union company that hired retirees for 100% inspection work (non-conforming product). They worked, as I recall, for 3-4 hours a couple days a week at minimum wage with no benefits.

They loved it - made a little extra spending money for bingo or grandchildren, were made to feel useful, and really enjoyed the conversation with other retirees - since they often lived alone and relished the camaraderie.

Reminded me of a "quilting bee" where they got paid!!

Would like to see other companies doing the same.

Sue
 
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diecuts

#33
Another view on temps

Hi Sue,

Your idea using retirees is great! We do the same, especially with the administrative supervisors, two folk using the same office but on alternate days. PPAPs and such can be handled in a prompt fashion at a lower cost this way.

On the production floor, we have a home industry program. It has a coordinator who does the training and keeps product flowing. People who see our flyers at church bulletin boards, or are handed a business card at a deli are dubious at first, thinking that working at home for money must be a scam. We invite them to the plant, show them several assemblies that they may choose from, and make them believers. The jobs pay by the piece and are calculated to pay an equivilent of $8 to $17 per hour, depending on whether they watch TV or not. Faster folk make more. In the last month we have hired 35 folk. I like it because my costs are essentially fixed, with a small amount of overhead, employees like it because they set the pace and the work environment. An added benefit is no union interaction, what can the union improve on? The employee makes all the choices on how, when, where, and how much they want to work.

With respect to temps, they work for a couple days inside the plant, paid by the hour, around $12. The good ones enter the home industry program,
the non-motivated ones are not asked back. Everyone wins.

I have 17000 sq ft and 85 employees. By June it will be 140 employees. By having employees working at home and using the plant as a drop off / ship point is the only way I can expand in Michigan's oferous Single Business Tax environment without lots of capital expense. Even then, as the SBT is on payroll, I still take a hit.

Again, like the retirees, perhaps it is time to retire....

Cheers, Diecuts
 

Helmut Jilling

Auditor / Consultant
#35
Jennifer Kirley said:
I...
I would think that careful hiring and a 90 day/120 day probation period would work; I know of various organizations that enjoyed better results via investing a bit more time in the hiring process...

Unfortunately, government laws REALLY restrict the ability of business to ask the questions necessary to determine whether a prospect has a good chance of succeeding. So, "Temp to Hire" has become the rule in many companies. It is easier to release a temp who doesn't work well, than firing a newly hired employee. It may not be ideal, but it is the marketplace's effort to accomplish what companies need.
 

Helmut Jilling

Auditor / Consultant
#36
gpainter said:
If you are going thru an agency many now provide the basic training (eg safety, general QMS,etc). First thing we did was to define exactly what temporary employment was. Then we basically stated that they receive orientation training and OJT only. If you go thru an agency they are usually considered an employee of the agency until you hire them full time. As for retention again it would be a combination of the agency sending workers that meet your needs and are less apt to leave.

You can also limit the OJT to just those specific tasks they are performing. That can frequently be done in 30 - 120 minutes, and reduce excess training to those who won't show up.
 

Helmut Jilling

Auditor / Consultant
#37
I think the Home worker idea, and the use of retirees, are both great ideas.

I'll add a third idea. I observed a few years ago, during the very tight labor market in 1999, there is a whole pool of first rate workers which isn't being tapped. Young, stay-at-home Moms have a great work ethic, great organizational skills, they manage small enterprises (at home) every day, and many would like to make a little extra money. The only hurdle is they are only available from 9am to 3pm, while their kids are in school. However, I'll bet the produce more in those 6 hours than many employees will do in 8 hours. And they will be grateful for the opportunity.

Many jobs could be designed to utilize this talent pool. Those that are doing it have no regrets!

Try it.
 
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