Subject: Recruit, Inspire & Retain, March, 2001


March, 2001

Two Ways You May Have Overlooked to Attract Talented
People * Life@Work using Fun Meters * Eye Halve a
Spelling Chequer Pome * The Power of Specific
Recognition * Resources to Help You Improve * Cool Calls
* How TS Creates Fun Learning That Allows People to
Learn the FASTEST and Have the Greatest RETENTION! * Use
Simulations to Train So They'll Learn * Train For The
Mission, Not The Long Haul * Places to Go, Things to Do

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Two Ways You May Have Overlooked to Attract Talented
* "Hired Guns" are entering the workforce in rapidly
increasing numbers, completing their assigned jobs in
anywhere from two months to two years and then moving
on. Whether by choice (a career path with more variety
and flexibility than the traditional office appeals to many) or by default (many workers have been downsized
and unable to find FT employment), these workers-for-hire are fast becoming important players in the
workplace. A look at shows that
everybody from Web designs to pastry chefs are taking
advantage of the flexibility that contract employment

* Giving new employees an expense-paid tropical vacation
before they even start working can be a cost-effective
way to attract talent and garner loyalty. Pixo Inc. (, a Cupertino, CA-based maker of
wireless telephone software applications, recently began
putting to good use the money it saves by avoiding the
costs of a headhunterónormally 25% of each recruit's
annual salaryóby sending new employees and their
families on a week-long trip to Maui. Dave Rothschild,
Pixo's president and CEO, told The Wall Street Journal,
"We're luring all the recruits we need, without head-hunter expenses." Pixo also plans to go public in 2001,
if a trip to Hawaii isn't enough to entice new hires.
However, nothing (really) comes for free: the vacation
offer hinges upon the employees staying for a least one
year. Fortunately, the sunshine in Hawaii is perennial.

Get more tips on recruiting great employees at and then click on RECRUIT

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Life@Work staff saw a Fun Meter and told us that the
first time they saw one they loved the idea so much that
they now start a meeting with a Fun Meter chart with #1-100. Everyone at the meeting is striving to reach 100 by
the end!



Eye halve a spelling chequer
It came with my pea sea
It plane lee marques four mye revue
Miss steaks eye kin knot sea.
Eye strike a key and type a word
And weight four it two say
Weather eye am wrong oar write
It shows me strait a weigh.
Az soon az a mist ache is maid
It nose bee fore two long
And eye can put the error rite
Its rare lea ever rong.
Eye ran this pome threw it,
Your sure reel glad two no.
Its vary polished in it's weigh,
My checker tolled me sew.
A checker is a bless sing,
It freeze yew lodes of thyme.
It helps me rite awl stiles two reed,
And aides me when aye rime.
To rite with kare is kwite a feet
Of witch won shoud be proud.
And wee mussed dew the best wee can,
Sew flaws are knot aloud.
And now bee cause my spelling
Is checked with such grate flare,
There are know faults with in my cite,
Of nun eye am a wear.
Each frays come posed up on my screen
Eye trussed to bee a joule
The checker poured o'er every word
To cheque sum spelling rule.
That's why aye brake in two averse
My righting wants too pleas.
Sow now ewe sea why aye dew prays
Such soft wear for pea seas.

BUY PACKS of inspirational posters at, do
a Product Search for POSTERS, then look for Training
Room Posters (30/pack).

See how Jesus inspired people at work. Go to, click on INSPIRE TIPS, and
see ideas from learners in a training session on
inspiring the way Jesus did.

If you missed responding in a previous issue and want to
be part of the upcoming book on working with staff using
the Bible as your guide, give us your ideas at

Resources to Help You
Recruit, Inspire & Retain Employees

Winning the Talent Wars, by Bruce Tulgan
The reality of the new economy is that there is tons of
work to be done, but no real job security for anybody.
And it is that reality that gave birth to the free agent
mind set and, thus, the talent wars. Learn how to win!
Call 800-469-3560.

Simply HR
The first HR Web-based packaged retail product designed
exclusively for small business,

Screen Saver Studio
Create learning retention on your own screen saver! Put
key learning points on your employees' desktops after

Digital Game-Based Learning, by Marc Prensky
If you are in any way interested in games and training,
and/or want to know where training is going to be headed
in the next 10-20 years, read this new book,

A free, on-line basic training program about basics of
business. Will help you understand the basic systems and
concepts in business,

Knowledge and Skills Necessary for Competence in OD
List of competencies geared toward those who work with
organizations to improve organizational capacity, Also
relevant to organizational trainers as OD professionals.
Go to

The Power of Purpose, by Richard J. Leider
A down-to-earth guide for people struggling to find
their true professional callings. It's designed to serve
as a jumping-off point for those who'd truly like to
combine their own unique gifts with the needs of the
world to carve out a vocational niche that's both
individualized and highly rewarding. Available at

Free Training on the Web at More
than 600 courses on business, desktop computing, and IT
skills training. You even get to participate in GIGAds
(short, interactive exercises that appear during breaks
in the courseware).
Find your favorite charitable organizations online.
Designate a charity and donate to it in one step.
Click on a charity listed and the site will make a
donation to that charity (limit 1/day).

Creating Highly Interactive Training Quickly &
Effectively, by Carolyn B. Thompson
A great new book that gives you the step-by-step process
for putting together group and self-study training of
all kinds with all the methods you need! Full of
examples illustrating how each piece should look, and
photos of actual training, materials & screens. Call 800-469-3560 or visit to



"I am so enthused (about individual coaching to improve
time management) that I have even begun coaching a
colleague here at work. It feels like the kind of system
that is going to stick and I am determined to get to the
things I still have outstanding. Thanks so much for the
guidance. And the encouragement. Boy, it goes to show
how valuable acknowledgment is in getting to the goal.
Thanks again, I will keep in touch." Karol, JVS Detroit.

"Thanks for the way you presented info from my learning
journal. I liked the quotes you selected--even surprised myself at how they sounded. I plan to follow your
suggestion regarding submission for publication." Steve Sligar (excerpts from his travel journal were featured
in January's RIR in the "Training Systems Associate
tells us about training in
Finland and Russia" section).

"The better the presenter, the more money they raise and
we need to raise more money!" When asked what her budget
was for coaching on presentation skills for 3 of her
staff, Cathy at the Center for Sight & Hearing. (Yeah -
you got the training ROI philosophy down, Cathy!)

"I got a kick out of working with you - Thanks!" Paul,
from Paul & Mike's Transmission (re: plan we helped him
create for inspiring his employees).


CHECK ARCHIVES by keyword at our Web site,


Why use simulations? First, we simulate in order to
allow people to practice in a risk-free environment.
That can mean a risk of lives, or simply a risk of
monetary loss. If risk is low, there's no need to
simulate; we can learn on the job "practicing" on real

What is a simulation? Simulations can be done in the
form of games, or not; but not all games are
simulations: Jeopardy, for example, is not a simulation.
Simulations need to encompass the real issues and
challenges an organization faces - it should be written
about that organization directly. People can make a
direct transference from the simulation to the work
practices the every next day. Interestingly enough, if
one uses the strict definition of simulation, and does
not write about a particular organization and its
specific issues, then it isn't a simulation but a simple
game or role playing. Simulations are built on reality
or the closest approximation of reality. That is why
airlines use them to train pilots, and why the military
conducts scores of simulations before conducting a

Examples & outcomes:
EXAMPLE 1: Fortune 500 Company Using Star Trainer
Simulator-based training reduced agents' call handling
time. Post-training call duration, on average, was at
least 13% shorter for agents trained with StarTrainer than for the group trained with conventional role-playing. Among the six call scenarios measured, the
maximum mean reduction was 22% - from 215 seconds for
the conventional group to 168 seconds for the simulation
group - a reduction of 47 seconds.

EXAMPLE 2: Another Fortune 500 Co. Using StarTrainer
The experiment focused on a single performance measure -
accuracy. Participants in the StarTrainer group scored
8% higher correct responses than participants trained
with role-playing methods. The "accuracy gap" between
the two groups increased as the complexity of the call
scenario increased. In addition, the StarTrainer group
gave higher ratings for usefulness than traditional

EXAMPLE 3: Off The Shelf
Monte Cristo Multimedia's simulation games such as Wall
Street Trader, Start Up, Airline Tycoon, and Economic
War. SimCity's Roller Coaster Tycoon. Buy at


Preventing Workplace Violence
Dr. Mitchell E. Gibson has used the following in
companies to prevent workplace violence:

*Temporal Patterning - an astrological science that
predicts when is violence most likely to occur).

*Maharishi Effect - less than 1% of group praying or
meditation on something, such as like having no
workplace violence, makes a change for the whole group.
Used in Kosovo, see &

*Focus Serenity & Clarity - looks at places of power &
flow in a workspace & places of stress and transforms
the energy in the space.

Get in touch with Dr. Gibson at mail to:

Get more tips on helping great employees learn at, click TRAIN TIPS.

HOW TRAINING SYSTEMS Creates FUN Learning That Allows
People to Learn the FASTEST and Have the Greatest

Send us an e-mail at telling us how
we do this (hint-it's on our website) and win a FREE
book of your choice!



Train For The Mission, Not The Long Haul
by Bruce Tulgan
You have to train your employees. That much is obvious.
But the more you train people, the more valuable they
are, and, therefore, the more options they have in the
free market for talent. This frustrating reality is what
I call "the training investment paradox". To solve the
training investment paradox, and at the same time tune-in to the new just-in-time learning style of today's
employees, companies must retool the traditional
approach to training.

1. Gear the training of individual contributors for the
specific tasks, responsibilities, and projects they are
going to be working on in the very near term.

2. Put new contributors through your own boot camp. Get
them up to speed very quickly so they can start adding
value right away.

3. Create a just-in-time training infrastructure that
can support ongoing as-needed learning. Provide maximum
information resources in different media and give
learners the remote control. Try to anticipate the
learning needs that may come up over time; skill and
knowledge gaps; refreshers; information that may come in
handy. Also prepare contributors to anticipate their own
needs as well. Gear just-in-time learning resources
around anticipated gaps.

4. Transform your corporate culture by making everybody
a knowledge worker. Knowledge work is not about what you
do, but rather, how you do it. If a contributor goes out
of his/her way to leverage information resources and
employ skill and knowledge to accomplish tasks and
responsibilities, no matter how basic, then he/she is
knowledge worker. Help every single contributor identify
information resources and make plan for leveraging skill
and knowledge to accomplish every task and
responsibility, no matter how basic.
Bruce Tulgan is the founder of RainmakerThinking, Inc.
and author of Winning the Talent Wars (W. W. Norton).

Get more tips on retaining great employees by clicking and clicking RETAIN TIPS.


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March 15-16, 2001
ASAE On-line Learning Professional Development Forum,
Hyatt Regency, Bethesda, Maryland.,,50243,00.html

March 22-23, 2001
National Safety Council, Ergonomics: Awareness &
Application, Atlanta, GA, Also
Kansas City, MO & Chicago, IL.
March 30-April 1, 2001
Carolyn B. Thompson, President of Training Systems, Inc.
is attending the HUMOR Project's 16th annual
international conference on "The Positive Power of Humor
& Creativity" in Saratoga Springs, New York.

April 1, 2001

April 1-4, 2001
Human Resource Planning Society Conference, Caesars
Palace, Las Vegas NV. 212-49-6387 or

April 8-12, 2001
ISPI Conference, San Francisco, CA. Carolyn B. Thompson,
President of Training Systems, Inc., is facilitating 3
sessions on interactive training, and Lynn Hauser (TS
Associate) is attending, too. 202-408-7969,

April 9-11, 2001
Dave Meier's 3-Day Accelerated Learning Training Methods
Workshop, Orlando Airport Marriott, Orland, FL, 407-851-9000

April 16-20, 2001
WBT Producer Conference & Expo, Anaheim CA. Join THE
event for professionals involved in the management,
design, implementation, development and production of
Web-based training and e-learning. Http://

April 28-May 2, 2001
International Federation of Training & Development
Organizations Ltd (IFTDO), Londrina, Brazil,

May 3, 2001
Join with the National Day of Prayer Task Force to
celebrate the 50th government-proclaimed National Day of
Prayer. The theme is "One Nation Under God", based on
Psalm 33:12, which states "Blessed is the nation whose
God is the Lord."


Copyright 2001 TRAINING SYSTEMS, INC. All rights


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RainMaker for the compliment. E-mail your article to
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success stories, and information to help you recruit,
inspire, train, & retain great employees!

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