Recruit, Inspire & Retain

March 2005

Ideas for "Marketing" and Providing "Customer Service" to Current and Potential Employees

TRAINING SYSTEMS, INC.
Great Training for Great Employees

http://www.trainingsys.com
800-469-3560 FAX 815-469-0886
 E-mail:
tsi@trainingsys.com

THIS ISSUE

 
bullet Learning Improves Recruitment & Retention
bullet Who’s Wearing Fun Meters?
bullet “Come to Work Dressed As Your Salary” & Other Workplace Rules
bullet Cool Calls
bullet When You Make Work Fun, You’ll Do It Better
bullet Scenario-Based Questions Improve Learning Results
bullet Dumbing Down Your Employees — A Good Retention Technique?
bullet Professional Development Conferences/Fun Days to Celebrate/Ways to Volunteer & Give
(Call 800-469-3560 or E-mail for ways to celebrate the Fun Days to Celebrate!)

Get $ off Training Review in March & April 2005!

Call NOW to have your training design reviewed by the author of Creating Highly Interactive Training Quickly & Effectively!

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Tools: Recruit Inspire Train Retain

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COOL RECRUITING TIPS

Learning Improves Recruitment & Retention

Tenet Health System is the 2nd largest health care provider in the United States, managing 114 hospitals across 16 states with 115, 000 employees. Like all health care providers, Tenet faces the challenge of recruiting and retaining registered nurses. Approximately 1/3 of the nursing workforce is over 50 years of age. Making matters worse, there are roughly 21,000 fewer nursing students today than in 1995.

Learning is a key part of a holistic intervention to improve the recruitment and retention of RNs. To that end, Tenet Health System, provides 500-plus hours of online clinical training and learning paths aligned along a Career Trajectory. Career trajectories provide clear and attainable career paths for employees. Career paths enable employees to enter at one level and map a path to move from one job to another. An example of this is the career trajectory for RNs called “RN Track.” The RN Track is a strategic way to recruit, retain and develop nurses. The program’s strengths are that it has multiple entry and exit points, it extends over the tenure of employment, and it enables employees to align personal and professional development.

For example, a new hire may accept a position as an office clerk and express an interest in nursing. Assuming the candidate is qualified and motivated, he is then given training and an opportunity to become a nurse’s aid. If he wants to continue on the nursing track, additional training is provided to enable him to become a licensed vocational nurse (LVN). Still more training is available to prepare the employee to move from an LVN position to a registered nurse (non-degreed RN), and yet more support is provided to pursue a BS RN (degreed nurse). In the advanced RN Track, learning opportunities are available for those seeking specialization in critical care, obstetrics and other nursing specializations.

There is ample evidence that the Career Trajectory program is working and that education is a differentiator. Tenet recently participated in a job fair in Los Angeles for newly graduated RNs. This was a highly competitive event at which the major health care employers sought candidates. A survey of RNs who took job offers from Tenet after the job fair found that 40% of the RNs cited learning opportunities at Tenet as a major reason for accepting the offer. In addition to playing a significant role in recruitment, learning is part of an overall program that is credited with reducing RN attrition by 9%.

Excerpted from Chief Learning Officer magazine, March 2003

   
  
**TOOL BOX**
   
  Managing Engineers & Technical Employees: How to Attract, Motivate & Retain Excellent People, by Douglas Soat
   
  Creating Commitment: How to Attract & Retain Talented Employees By Building Relationships That Last, by Michael O’Malley
   
Both available by e-mailing books@trainingsys.com
   

Tools: : Recruit Inspire Train Retain

 
Recruitment, inspiration, training, and retention ideasHave a recruitment, inspiration, training, or retention idea or question? Ask by clicking the question mark, and we’ll post your idea or question (and the answer) in Answers & Ideas on Recruiting, Inspiring, Training, & Retaining Great Employees at http://www.trainingsys.com.

 WHO'S WEARING FUN METERS?

 
* National Business Aviation Association conference bookstore buyers.
   
* Association of Applied & Therapeutic Humor conference bookstore buyers.

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YOU LOVE OUR POSTERS, YOU’LL LOVE THESE...

“Come to Work Dressed As Your Salary” & Other Workplace Rules

DRESS CODE:
It is advised that you come to work dressed according to your salary. If we see you wearing $350 Prada sneakers and carrying a $600 Gucci bag, we assume you are doing well financially and therefore you do not need a raise.

If you dress poorly, you need to learn to manage your money better so that you may buy nicer clothes, and therefore you do not need a raise.

If you dress in-between, you are right where you need to be, and therefore you do not need a raise.

SICK DAYS:
We will no longer accept a doctor’s statement as proof of sickness. If you are able to go to the doctor, you are able to come to work.

PERSONAL DAYS:
Each employee will receive 104 personal days a year. They are called Saturday & Sunday.

BEREAVEMENT LEAVE:
This is no excuse for missing work. There is nothing you can do for dead friends, relatives, or co-workers. Every effort should be made to have non-employees attend to the arrangements. In rare cases in which employee involvement is necessary, the funeral should be scheduled in the late afternoon. We will be glad to allow you to work through your lunch hour and subsequently be eligible to leave one hour early.

RESTROOM USE:
Entirely too much time is being spent in the restroom. There is now a strict 3-minute time limit in the stalls. At the end of three minutes, an alarm will sound, the toilet paper roll will retract, the stall door will open, and a picture will be taken. After your second offense, your picture will be posted on the company bulletin board under the “Chronic Offenders” category.

Thank you for your loyalty to our company. We are here to provide a positive employment experience. Therefore, all questions, comments, concerns, complaints, frustrations, irritations, aggravations, insinuations, allegations, accusations, contemplations, consternation,
and input should be directed elsewhere.
Have a nice week!

**TOOL BOX**
   
PowerPoint screen show that features 40 humorous posters that are pre-set to work on “auto-pilot”. Makes a great “WELCOME” message or enhancement to your session break. Runs about 5 minutes, and is set to automatically recycle. You can add in your own slides. (a great place to slip in your objectives!) Get your PowerPoint screen show here!
   
Love those colorful quote posters you see in TRAINING SYSTEMS' group training and conference bookstores?  Email (link) or call
800-469-3560 to find out how to get packs of the topics you need.
   

Tools: Recruit Inspire Train Retain

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COOL CALLS

 
* Association of College & University Auditors Program Chair called TRAINING SYSTEMS, INC. to do a session at their annual conference. When asked how they heard about us (as we always do), she said, “I tried the websites of other training companies in the Crain’s Chicago Business list and only yours worked!”
 Thanks to our web host, HelpQuest.com!
   
* Our banker told our referrals group:TRAINING SYSTEMS, INC. lives what they say. Carolyn called to tell me about a banking issue and when I told her I had a staff coaching situation, she spent 15 minutes helping me work on coaching strategies!”

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IDEAS TO INSPIRE

When You Make Work Fun, You’ll Do It Better

When you drive into one of two St. Louis-area Gas House carwashes, you'll likely wonder what in heaven’s name does "Penguin Approved" mean?

Well, if you know anything about owner Stu Mandel, you can guess that whatever the meaning, there has to be a funny story behind it.

"I'm not normal. I know I'm not well," Mandel jokes. "When you make work fun, you'll do it better because you'll be enjoying it. We do a lot of stuff to make that happen."

[Fun Meter]All Gas House team members wear smiles, bright uniforms and company-issued Fun Meter buttons. With their Fun Meters set on Max, employees are sure to greet you with a friendly hello. And if you're under the age of 12, the rewards are smiles plus some penguin stickers.

On holidays like Valentine's Day, St. Patrick's Day and Mickey Mouse's birthday, patrons get a special treat—a visit from none other than Gas House's penguin mascot. And if your car is the selected color of the day—such as red on Valentine's Day—you'll get a free carwash.

Gas House has two locations; an exterior express in the central west end of St. Louis and a full serve in nearby Rock Hill, Mo. The company employs about 60 people between the two sites. Both locations have gas pumps and the express location has a 4,000-square-foot convenience store.

Gasoline at the Rock Hill site is priced higher than the surrounding gas stations, but customers don't seem to mind paying a little more for gas because the main reason they're there is for a fun time and a great carwash.

Fun is as essential to the Gas House experience as water and soap. And with Mandel at the helm,
it couldn't be any other way. "People say to me, 'Stu, you like your job, don't you?' I say no,
I love my job."


Mandel says Gas House's upbeat approach to business was spurred on by an experience he had while attending one of his first International Carwash Association shows in the 1970s. While sitting with some fellow operators, Mandel became involved in an intense discussion about the best kind of ball bearing to use.

"I said to myself, is this my life? I didn't find that part of the business enthralling," Mandel says.

It was then that he decided to put his talent for making people laugh to use, by developing a marketing plan that would draw people into Gas House locations for clean cars, gasoline and a much-needed bright spot in their busy days.

After several years of doing all kinds of fun things for customers, Gas House decided to do some good for the community. All of the holiday promotions are now tied to non-profit groups like the St. Louis Children's Hospital, the Make-A-Wish Foundation and the Muscular Dystrophy Association.

"When customers come through, they tell our crew members that they appreciate what we do for these various charities," Mandel says. "We want our team members to be proud of where they work. They get reinforcement from customers that we're part of the community and we're doing good stuff."

Crew members are also rewarded for doing a good job or going the extra mile for a customer. Managers will hand a crew member a $2 bill and small "penguin" card that says, "keep up the good work." Employees also enjoy an occasional free lunch on the company.

Mandel says Gas House couldn't be the success it is without the dedication of its team members.

"We go above and beyond for our crew members," Mandel says. "I mean, if I hated these people, I'd still do the same stuff because when they come in contact with customers, I want them to be positive and friendly." Mandel says good customer service is essential these days, as customers have less and less contact with people. And, he says, when they do have contact, it's not always positive. "As we become more and more technology directed, it becomes even more important that the contact customers have with team members is friendly and positive."

"I can look and see that the cars are clean and dry and shiny, but when they tell us how friendly our people are, that's great. That's the hardest challenge—finding people who care."

Adapted from Modern CarCare, April, 2003

   
Make a Comment/Questionn

Get more tips on inspiring great employees from TRAINING SYSTEMS.

  
 **TOOL BOX**
     
301 Ways to Have Fun @ Work, by Dave Hemsath & Leslie Yerkes
     
Fun Works: Creating Places Where People Love to Work, by Leslie Yerkes
     
Both available by emailing books@trainingsys.com
     

Tools: Recruit Inspire Train Retain

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TRAIN SO THEY’LL LEARN

Scenario-Based Questions Improve Learning Results

After years of hearing about the benefits of scenario-based questions, you have become a huge fan. Your devotion to these questions, although contagious and endearing at times, occasionally crosses the border into the dark reaches of madness.

Fortunately for you, one of your clients pulls you back to reality with a question about the benefits of scenario-based questions.

Specifically, she asks, "If your team helps me improve my instructional design by providing scenario-based questions, what percent improvement should I see in my learning results?"

How do you answer?

Improvement will be in the 10-20% range,
Improvement will be in the 30-70% range,
Improvement will be in the 50-100% range,
OR
Improvement will be in the 100-200% range

Scenario-based questions are powerful because they make it more likely that learners will spontaneously remember what they've been taught. In the question above, your client asked you about the benefits of scenario-based questions. Specifically, she wondered about the following characteristics of the instructional design:
(1) simulating the performance context of the learners,
(2) creating successful retrieval practice,
(3) providing feedback on the answers,
(4) repeating learning points over multiple questions, &
(5) spreading those questions over time.

Each of these design elements creates separate effects. This is a key point to keep in mind. The truth about instructional design can only be found by looking at the separate effects of individual learning methods.

Research from the preeminent refereed journals shows that
(1) simulating the performance context of learners can improve learning by 10 to 55%,
(2) creating successful retrieval practice results in 30 to 100% improvements,
(3) providing feedback increases learning by 15 to 50%,
(4) repeating learning points improves results by 30 to 110%, &
(5) spreading such repetitions over time can further improve learning by 5 to 40%.

Adding up these numbers shows a range of improvements from 90% to 355%. To be conservative about this, we might want to divide these results in half. Still, the improvements are large, ranging from 45 to 175%. To put this in perspective, if you get 100% improvement, you've doubled your learning!!

The answer to the question your client asked is (3) "Improvement will be in the 50-100% range." The answer is correct and conservative at the same time.

That’s a big spread — learning results will vary widely because different materials, learners, and situations create different effects. Even with this lack of scientific certainty, it’s obvious that well-designed scenario-based questions are an important tool for every instructional professional's toolkit.

This question was borrowed from the Work-Learning Research white paper on simulation-like questions.

 
Make a Comment/Question

Get more tips on training great employees from TRAINING SYSTEMS.

 
**TOOL BOX**
    
The Internet & Problem Based Learning, by William Stepien & Peter Senn
   
Problem-Based Learning in Higher Education, by Maggi Savin-Baden
   

Tools: Recruit Inspire Train Retain

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RETAIN THE BEST

Dumbing Down Your Employees — A Good Retention Technique?

As Director of Communications, I was asked to prepare a memo reviewing our company’s training programs and materials. In the body of the memo one of the sentences mentioned the “pedagogical approach” used by one of the training manuals. The day after I routed the memo to the executive committee, I was called into the HR Director’s office, and told that the Executive Vice President wanted me out of the building by lunch. When I asked why, I was told that she wouldn’t stand for “perverts” (pedophilia?) working in her company.

Finally he showed me her copy of the memo, with her demand that I be fired — and the word “pedagogical” circled in red. The HR Director was fairly reasonable, and once he looked the word up in his dictionary, and made a copy of the definition to send back to her, he told me not to worry. He would take care of it. Two days later a memo to the entire staff came out directing us that no words which could not be found in the local Sunday newspaper could be used in company memos.

A month later, I resigned. In accordance with company policy, I created my resignation memo by pasting words together from the Sunday paper.

**TOOL BOX**
   
How to Work For An Idiot: Survive & Thrive– Without Killing Your Boss, by John Hoover
   
Breaking the Barrier to Upward Communication: Strategies and Skills for Employees, Managers, and HR Specialists, by Thad Green, Jay Knippen
   

Tools: Recruit Inspire Train Retain

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Buy The Leadership Genius of George W. Bush: 10 Common Sense Lessons from the Commander-in-Chief from our online TRAINING SYSTEMS, INC. catalog or by E-mailing or calling 800-469-3560.

WWW.TRAININGSYS.COM Get FREE access to great recruiting, inspiring, training & retaining tips, ideas & resources where you can:

  • Download articles for your newsletter!!

  • Use free online assessments!

  • Purchase books, tapes & fun incentives to help you & your employees be the best!

  • Get new tips each month on Recruiting, Inspiring, Training, & Retaining great employees!

  • Click on links to great managing and training websites!

  • Purchase our famous inspirational quote posters!

  • Get answers to your employee recruiting, inspiring, retaining, & training questions from our experts!

Recruitment, inspiration, training, and retention ideasHave a recruitment, inspiration, training, or retention idea or question? Ask by clicking the question mark, and we’ll post your idea or question (and the answer) in Answers & Ideas on Recruiting, Inspiring, Training, & Retaining Great Employees at http://www.trainingsys.com.

PROFESSIONAL DEVELOPMENT CONFERENCES/
FUN DAYS TO CELEBRATE/
WAYS TO VOLUNTEER & GIVE


MARCH HOLIDAYS
March 14-20 – American Chocolate Week (they have to give us something chocolate every month – it’s the law!)
March 20-26 – Bubble Week (personalities with an ”ly”, champagne, the kind you blow, all of the above?)

March 10 – Telephone Day
March 14 – Genius Day
March 16 – Everything You Do Is Right Day (wait, isn’t that true every day?!)
March 19 – Let’s Laugh Day & Chocolate Caramel Day (let’s laugh while eating chocolate! An added benefit: laughing with a mouth full of chocolate will gross out everyone around you, leaving you with more chocolate!)
March 21 – Flower Day
March 22 – Sing Out Day
March 24 – Chocolate Covered Raisins Day (Cool. Raisins are healthy & now so is chocolate! Serendipity.)
March 25 – Good Friday
March 27 – Easter
March 30 – Doctor’s Day

March 13-16, 2005
2005 Users Conference, Astor Crowne Plaza, New Orleans, LA, email conference@questionmark.com 

March 13-17, 2005
National Conference & Exhibition for Trade Show & Event Marketing Professionals, Mandalay Bay Convention Center, Las Vegas, NV, http://www.ExhibitorShow.com

March 14-16, 2005
SHRM 22 Annual Employment Law & Legislative Conference, Capital Hilton, Washington, D.C., http://www.shrm.org

March 20-23, 2005
WritersUA Technical Writing Conference, Las Vegas, NV, http://www.writersus.com 

March 21-23, 2005
HR Generalist Certificate Program, Washington, DC, http://www.shrm.org/conferences/leg

April 5-6, 2005
Technology, Colleges & Community (TCC) Worldwide Online Conference, http://tcc.kcc.hawaii.edu

April 6-7, 2005
HSMAI’s 5th Annual Affordable Meetings Mid-America, Navy Pier, Chicago, IL, http://www.affordablemeetings.com

April 6-8, 2005
10th National HIPAA Summit, Baltimore Marriott Waterfront, Baltimore, MD, http://www.HIPAASummit.com

April 8-10, 2005
20th International Humor Conference, Saratoga Springs Convention Center, NY, http://www.humorproject.com

April 11-13, 2005
28th Annual Conference & Exposition of the SHRM Global Forum, Chicago, IL, http://www.shrm.org 

April 18-20, 2005
HR Generalist Certificate Program, Las Vegas, NV, http://www.shrm.org/conferences

April 20-22, 2005
36th Annual Conference & Exposition of the Employment Management Association, Dallas, TX, http://www.shrm.org/conferences

April 25-28, 2005
Christian Management Association Conference, Long Beach Convention Center, Long Beach CA, www.cmaonline.org

May 1-4, 2005
Americas’ SAP Users Group Annual Conference & Vendor Fair, Anaheim Convention Center, Anaheim, CA, http://www.asug.com

May 1-5, 2005
Diversity Train-the-Trainer Certificate Program, Washington, DC, http://www.shrm.org  

May 2-4, 2005
HR Generalist Certificate Program, Philadelphia, PA, http://www.shrm.org

May 8-11, 2005
Society for Technical Communications 52nd Annual Conference, Washington State Convention and Trade Center, Seattle, WA, http://www.stc.org

June 9-12, 2005
SHRM Annual Conference & Exposition, San Diego, CA, http://www.shrm.org

June 13-17, 2005
CCL: Leadership Development for Human Resource Professionals, Colorado Springs, CO, http://www.ccl.org

June 19-22, 2005
SHRM Annual Conference & Expo, San Diego, CA, http://www.shrm.org/conferences/annual

June 20-24, 2005
eLearning Instructional Design Conference, Boston, MA, http://www.elearningguild.com

July 5-8, 2005
5th IEEE International Conferrence on Advanced Learning Technologies, Koahsiung, Taiwan, http://lttf.ieee.org/icalt2005/

July 31-August 4,2005
SIGGRAPH Computer Graphics and Interactive Techniques Conference, Los Angeles, CA, http://www.siggraph.org

(Call 800-469-3560 or E-mail for ways to celebrate the Fun Days to Celebrate!)

VOLUNTEERING & GIVING

Associations Unite in Tsunami Relief Effort
ASAE and The Center for Association Leadership will match all employee donations up to $25,000 to the charity of their choice from the list on http://www.usafreedomcorps.gov to help the tsunami victims.

Be a Pen-Pal to a Soldier
Got to the Manhattanville web site, http://www.mville.edu, sign up to correspond with a soldier, and receive a red wristband stamped with MY SOLDIER (like the Lance Armstrong “LIVE STRONG” bands).

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WWW.TRAININGSYS.COM
Get FREE access to great recruiting, inspiring, training & retaining tips, ideas & resources where you can::
* Download articles for your newsletter!
* Use free online assessments!
* Purchase books, tapes & fun incentives to help you & your employees be the best! http://store.fastcommerce.com/trainingsys/ 
* Get new tips each month on Recruiting, Inspiring, Training, & Retaining great employees!
*Have a recruitment, inspiration, training, or retention idea or question? Send e-mail to TSI@trainingsys.com and we’ll post your idea or question (and the answer) in Answers & Ideas on Recruiting, Inspiring, Training, & Retaining Great Employees at http://www.trainingsys.com 
* Click on links to great managing and training websites!
* Purchase our famous inspirational quote posters!
* Get answers to your employee recruiting, inspiring, retaining, & training questions from our experts!

^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^

Copyright 2005 TRAINING SYSTEMS, INC. All rights reserved.

**FORWARD RECRUIT, INSPIRE & RETAIN TO OTHERS

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**ARTICLE REPRINTS FOR RECRUIT, INSPIRE & RETAIN
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**YOU HAVE UNIQUE, VALUABLE KNOWLEDGE FOR OTHERS
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**We’ll be back next month with more great tips, ideas, success stories, and information to help you recruit, inspire, train, & retain great employees!

RECRUIT, INSPIRE & RETAIN contains links to websites operated by organizations other than TRAINING SYSTEMS, INC.  These links are for your convenience and we assume
no responsibility for the content or operations of those sites.

RECRUIT, INSPIRE & RETAIN is a free e-zine of TRAINING SYSTEMS, INC., published 12 times/year. Editor: Carolyn B. Thompson, Data Entry: Patti Lowczyk (Lowczyk Secretarial), HTML: Debbie Daw (www.HelpQuest.com). Visit us at http://www.trainingsys.com soon!
 
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