several years ago. I was required to evaluate the catering drivers safety out on the Ramp area of the airport. We had over 200 drivers and they were to be evaluated at least 4 times per month. That was a lot of work, and even more if there was a safety issue with one of the drivers.
I suggested that we implement a "Safety 5's" program to reduce accidents and to encourage all who attended these quick meetings. They clocked in and were ready to receive quick reminders about safety issues. These safety meetings lasted 5 minutes twice per week and immediately reduced accidents by 75%.
Not only were the accidents reduced by a large amount, the employees Paid More Attention at these quick meetings, and out on the very dangerous Ramp where all of the airline preperation happened. It didn't cost much, it was quick, and it reduced my workload dramatically. The drivers were not failing safety evaluations as often and the attitude changed out on the Ramp!
Training is worth EVERY PENNY!…
valuated 67 ATS and rated it to be number one and they are looking to migrate out of one of the systems you are evaluating. In addition to its customizationability and expandibility, it also has mobile version and addresses most of the questions that Eric suggested.
Also look at the great customer reviews at
nalogy between human beings and bottles of ketchup is the epitome marketing gone mad.
Can’t we move towards a point where an idea is an idea, and people are decent enough, intelligent enough, and brave enough to evaluate it on its merit? I really believe that effective presentation of ideas requires decency, intelligence, and bravery. I’ll choose to be influenced by these things more than any packaging. But that’s just me, and I probably need a makeover.…
content within the answer. So for example, I do not know Six Sigma Process Improvement methodology but I've certainly interviewed several hundred Six Sigma Black Belts over the years and I am confident I can tell with a high degree of certainty if a person has the experience I am looking for based on how his/her answers are constructed. Kinda like not only what is said, but how it is said can also be taken into account.…
You laid your finger on an interesting point, though, and that's the perception that recruiters simply don't have enough time to evaluate additional documentation. Yes, we process an awful lot of information, but let's just breathe and realize that we're paid to evaluate the right candidates as meticulously and with as many touch points as possible.
-Structure, coordinate the project
-Develop, deploy monitoring tools
-Assembly file of financing
-Coordinate multidisciplinary teams
-Evaluate the risks, set up risk controls
Managing Knowledge :
-Define the chart
-Lead practice communities
-Develop expertise mapping
-Create recognition plan
-Evaluate return on investment
-Analyze impacts and resistances to change
-Develop the change network
-Follow-up improvments, measure the change
-Set-up operational accompaniment…