| | Locate Staffing, Inc. | Sheboygan (H): 920-451-1313
Green Bay: 920-465-9602
Manitowoc: 920-652-0777
Sturgeon Bay: 920-746-7917 | | |    | | | | | |
| Locate Staffing is a proud member of American Staffing Association and a certified National Women Business Owner Corporation
Locate Staffing Wins Youth Baseball League Title
Locate Staffing's 5th-grade recreation department baseball team recently won the league title.
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Locate Staffing at 2011 Hawkeye League Championship
Locate Staffing won their first 3 playoff games before taking on 1st seed Poseidon's/Busch Light on August 11, 2011. Locate Staffing played well about 4 innings, but just not well enough and lost the game (11-10-1) 10-27.
Locate Staffing finished 2nd Place. Josh Koren played well throughout the tournament and was selected as 'Player of the Match' in couple of games.
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| | From Janelle's Desk |  | In 1969 Dr. Lawrence Peter produced his famous Peter Principle which states that 'In a hierarchy every employee tends to rise to his level of incompetence', or, in other words, that people perform and move up until they reach a level beyond their competence where they cannot perform and so get stuck. |
This theory is as true today as it was over 40 years ago. Each time you hire a person you are taking a gamble, no matter how good the interview and screening process. Most people look for and take up jobs that are better than the ones they were doing previously. So there is no track record at the new level to evaluate them by. What happens if they cannot perform? Do you fire them right away? And what happens if the next person is the same, and the one after that? What will that do to staff morale and to the company's reputation? In today's competitive climate, a business must be staffed, at every level, with people who can perform.
Temporary staffing offers a simple solution. When you work with a company like Locate Staffing you know that the temporary staff we provide you are going to be competent and capable of performing. And if there should be a problem, replacing a temporary employee is a simple matter with no ethical, legal or administrative hassles. And we'll send you a replacement. If you should find the abilities of the temporary staff worth investing in, you can always offer a full time job. More than anything else, you know who will be filling the position, the person's abilities and that the Peter Principle will not apply.
Another option is to remove Peter Principle issue altogether by leasing staff from our Direct Employee Leasing Division. This offers you a long term workforce without the costs and administrative problems of hiring and retaining full time employees.
We will be happy to talk to you about removing the Peter Principle and other bottlenecks from your organization.
Until next month...
- Janelle | | | | | | | Fun And Games |
One of the most public functions of an HR department is to manage people development through training. Unfortunately, most small and medium companies don't have a clue of how to go about it. In its most simplistic form, a corporate training program evolves out of an understanding of the organization's goals and what skills are going to be needed to take it there. Having done this, many HR departments then hunt for consultants or trainers who can impart the necessary skills.
But there is much more to it than this. I may be a pessimist but I feel that 80% of the people who attend these workshops go there either because they are made to or because they feel, it will give them a break from the office routine. All the better if it is in an exotic location. A paid holiday with good food and cocktails in the evenings. The small price to be paid is to attend some boring interventions during the day. The end result? Nothing!
Training does not exist in a vacuum. The concept of continual learning has to be part of the company culture. People have to know that if they stand still they will be overtaken by those better equipped to lead in the future. While there are many aspects to this, there are two key ones to start with. Firstly the concept of learning new skills has to be not just emphasized but demonstrated by the top management in the way they function and innovate. And secondly, demonstrate the seriousness of this by fast tracking a few people who have acquired new skills and new knowledge through the training programs they have attended. There's nothing like a public demonstration of what learning can achieve, to get people to take the training opportunities they are given seriously. | | | |
