As a hiring manager, it takes time for you to train new hires - which means you're working 12 hour days, 6 days/week, with a few more hours at home as well
As a new hire, it takes time to learn how to fit into a company - especially when everyone is working crazy hard to satisfy customers
... would that be of interest to you and your company's success?
The Top 3 Reasons Most Hiring Managers are Still Stuck with a Cronic Case of
Reason 1: Your overwhelmed and distracted by annual goals, critical projects, urgent customer orders, necessary team building, aligning metrics, making decisions to keep things humming, writing reviews...plus additional new hire training needs
You started in management knowing you'd be wearing many hats.
But in today's talent stretched market, where everything is changing - as in absolutely everything
You feel like you need a hiring miracle...now.
How do you find talent that understands what is and what needs to be, the big picture and the small, as well as being able to come on board quickly enough to begin making a difference, at least a small one, in 90-days or less?
What you need is:
A system that takes new hires from zero to hero fast by building insight and understanding
Reason 2: Your a permanent resident of Chase-Your-Tail Hell
New hires cycle flow through your area like water down a waterfall
Just when someone is trained and ready to contribute, they hire in down the street and you have to start all over again.
Those who leave say it's money, yet research says it's not understanding an organization's sense of purpose or lack of a clear career path.
Which is it?
Thing is, you're adding benefits, explaining purpose driven work, and spending time helping new hires understand how what they do benefits constomers - plus - there are career paths. No one waived a magic wand and suddenly you were in a job that was never even conceived of before.
At this point you're just wondering what, if anything, will make new hires interview, stay, and put forth their best efforts
What you need is:
A solution set that helps provide the big insights and the detail; the "how things are connected" as well as the individual contribution. An overview that sets the purpose driven stage, excites new hire imaginations with what is possible in multiple functional areas, all while providing enough detail so they can begin to plot their career paths.
Reason 3: No matter what, you feel that you'll always be left just "crushing through" the talent shortage.
It's taking everything you've got...
...adjusting your training to improve knowledge retention
...adjusting your work load to give prime hours to your new hires
...leaving critical projects and goals until later
Worse yet, it seems to not make a difference.
You're afraid you'll be stuck in this never ending cycle of training and explaining why nothing else was finished, why team projects were put on hold - again, why metrics didn't improve...
What you need is:
A new system from Day One that begins taking the burden off you for all the training - leaving you only with the training you must provide because of your area requirements, or that you chose to provide due to your unique expertise. A system made by experts who've been in the same part of the business as you. A working system that allows you to reintroduce project work, continuous improvement, and end the hours taking up your time at home.
Training that transforms "crushing through" to "throughput".
"Cynthia is a vault of knowledge"
Michael Gebera Director of Operations, Tapecon
The Good New Is...
No need to tell you how reliability, responsiveness, agility, and cost containment can go right through the window if a new hire isn't trained.
You know this all too well
So what is the magic that helps you transform a new hire into a trained, confident novice without immediately overwhelming them with the day-to-day complexity you have to deal with?
The understanding of why specific performance is needed?
The ability to turn to their internal network when they need an answer outside your group's domain of expertise?
The insight into how supply chain, data, and tech pieces fit together into a strategic picture?
The cool career that new hires can build starting right now in your organization?
How can we start bridging those gaps quickly?
The Accelerated Productivity System
That's the biggest question I've had to answer for all the hiring managers I talk with and survey to better understand what they need to make it easier bringing new talent in and keeping them.
Traditional HR overviews provide some insight into how people are placed in a company, some idea of the products, and a bit of intro into the culture, but most do not have knowledgable been-there-done-that personnel training new hires in supply chain, data, and tech systems that you know they will be interfacing with. That leaves the remaining training up to you.
What if we treat new hire onboarding as the beginning of their jobs, not just quick papers to sign, org charts to view, quick who we are training and marketing videos?
Accelerating Productivity is a complete end-to-end overview for:
Because here's the thing...
...you can't afford to lose more time doing needed training all by yourself
...you don't have the luxury, although it may currently be your reality, to focus solely on bringing the never-ending-churn of new hires up to speed - you have goals to accomplish too, and an area to run
...you can't just hope new hires will be excited enough to stay AND to create measurable results in 90 days. Results like demonstrating company process knowledge, product knowledge, and the beginnings of a healthy, working internal network
And you no longer have to.
No time for fluff
Don't let the Dr. scare you off - Cynthia Kalina-Kaminsky is all about making sure performance and learning are rapid, on target, and immediately applicable to your organizatation.
Experience in industry starting as a manufacturing engineer, then in supply chain and management consulting, the federal government, Head of Entrepreneurship in academia, and as a master professional instructor allows Cynthia to merge best practices so you don't waste time, money, or opportunity
Working with you, we accomplished in 3 months what took 12 years in my previous company.
- Challen Steere, Co-Founder, Executive Home Services
She knows Supply Chain from the ground up both with the mind of an engineer as well as a customer champion. Great to have a teacher who has been there, done that but also has an eye on the future of things to come. I was able to apply some of the teachings immediately and look forward to leveraging more as I go.
-Angie Apperson, Business Program Manager – Supply Chain -Deliver, Microsoft
While it's true that no one can guarentee results due to the varying ways individuals learn and companies use Supply Chain Career Launchpad, it was developed to deliver results. While new hires won't instantly become masters of supply chain, they will be introduced to big picture, details, and tools (with a bit of advanced tech thrown in for fun). Introduction that aids in:
The best part about Supply Chain Career Launchpad is you don't have to wait years to see results. They start happening quickly.
Collaborating with an outside functional area? Jump in and have your new hire use module insights about area concerns.
Example: Intimidated by an inventory grid? Boost understanding fast with Mod. 5
Afraid a solution will get a supply chain in trouble? Query the new internal networks for answers.
Info for your budget
One (1) full year access per individual
Bonus private Q&A: every 50 unique seats/year
"Public" Q&A as scheduled and announced
Potential measurable ROI beginning 90-days
Pricing - all volume orders & discounts invoiced 1 - 24 seats: $ 597/seat 25 - 100 seats: $547/seat + private Q&A session(s) 101+ seats: $522/seat + private Q&A sessions
Once a "seat" is accessed online, all files and information are immediately available - no waiting or timed release. This gives you maximum flexibility - it also means we cannot refund that seat.
Full refunds (minus credit card or other 3rd party added fees) made by emailing a request to Support@ProcessStrategySolutions.com - must have participant's name, email address, and request must be made before course is entered. The email must be received in time to close out access before the course area is entered.
Questions your fellow supply chain managers/executives asked before saying "yes" to time saving, ROI producing, career enhancing, onboarding
Question 1: I want to do this, but I'm already stretched waaaaay too thin. How much time is this going to take?
We hear you.
Today's business environment has never been so demanding, time consuming, and talent needing.
Like you, we've searched for just the right talent, only to lose them to another offer.
And adding another training element to your never ending must-get-done-list? We've thought and strategized long and hard for you on this subject.
Here's what we came up with for you...
Supply Chain Career Launchpad was created with built-in flexibility for how and when you want to have training conducted.
Individual? Digital access is 24/7. You can even assign the modules or lessons to accomplish in specific timeframes so that you can review progress and their developing understanding of you company.
Group facilitation? Your choice: ...you do it all and keep everyone focused as you want on the schedule you want ...you share the facilitation with other functional experts giving new hires insights often only received after considerable time in the company - timing is flexible - once per week, once per month - speed depends on your needs and schedule ...you contract Process & Strategy to facilitate (extra charge for this)
If you know that the current mode of bringing new hires up to speed and keeping them interested in staying at your company is just not getting the job done, then we strongly suggest you employ Supply Chain Career Launchpad.
The creator, Cynthia Kalina-Kaminsky, is a results driven application, not theoretical, instructor. No fluff. No impractical stuff.
You get faster contributions - meaning you're ahead of everyone else
Question 2: As much as I want this course, budgeting presents a problem.
How much budget money is wasting being inefficient with your area's time and talent because new hires are not up to speed?
How much money and competitive opportunity is wasted because you can't work on projects as scheduled, which means, you squeeze them in with overtime and crashed projects as fast as possible when a sliver of time shows up - which may mean your competitors have one up'ed your company due to project delays. Additional budgeting won't change lost competitive stance due to late project work. It just may negatively affect future revenue.
Create a set of measures to prove meaningful ROI for the course and your budget approvals. Metrics that are built for new hires, not your sustainment area. For example: - avg. time to understand area processes and what they accomplish - avg. time to begin asking insightful questions about processes, activity, projects, and products - average new hire time with company vs average new hire time with company using Supply Chain Career Launchpad
Discounts are cumulative over the course of a year - so you can phase in training of new hires.
In some states, Supply Chain Career Launchpad course can be fully funded through workforce development grant funds, leaving your budget intact and gaining you community praise. Please ask about this.
Question 3: Shouldn't this be left to HR - isn't this their job anyway?
Anymore, making sure a new hire has the potential you need and stays with the company is a team effort.
...HR has its piece to play (and if you are under a grant - see above - then they are the POC for grant data). If you chose to facilitate the training inhouse among various functional areas, HR is the logical choice for coordination.
...you have a piece to play - but now you have flexibility in how you play and what exactly you really need to be involved in
...other functional areas can also have their parts to play - and they would also get additional flexibility with faster cross-functional cooperation built-in
Working as a team or individually, Supply Chain Career Launchpad is a jumping off point for increased agility, responsiveness, and reliability that propels your business forward
Question 4: Can't I just get this from a college or have them go through certification courses instead?
Colleges and universities are theory based. Supply Chain Career Launchpad is application and experience based.
Yes, it takes some of the new tech and shows where it could be used how, but that is so your new hires not only feel they are "in the know" with the cool tech community but also in the know for your future tech options.
Certifications - way too advanced - often for those who have been in only one area of supply chain before as well. Cert courses are usually "fire hose" style learning and assume they have basic knowledge - which you cannot assume with new hires. Supply Chain Career Launchpad get new hires' feet wet in all the different areas, support and direct supply chain, and highlight basic tools and concepts before employees ever have to master them for a test. This gives employees time to apply things they've learned to your company's benefit.
Fine tuned to hiring managers' input and new hire "wants", Supply Chain Career Launchpad was created to help solve your talent problems of keeping your new hires by immersing them into your company as well as showing them the bigger picture of staying with you.
Question 5: So what exactly does this cost and what do I get?
Besides the path to a shorter learning curve, insight into the bigger supply chain picture, understanding of how tech must be aligned with processes and strategy, as well as building an internal network, you get:
8 modules of lessons with worksheets and company discovery application
Discovery into your company and building of internal networks
Hands-on experiential learning from a single case study worked through all the modules
Bonus interviews with hiring managers and experts so new hires understand what is expected
Q&A sessions to clear up areas where new hires may be stuck.
A course built by a supply chain and operations expert who is also a master instructor - not a curriculum development company that has no idea of what strategy, operations, and supply chains really are. An introductory course - not a master's class.
You can get both volume discounts as well as private Q&A sessions depending on how many registrations you purchase in 1 (one) year. Here's the pricing (a year is a full year from initial purchase) click here for group purchase: