HR Trends & PR Tips

by Susan K. Maciak, www.cameocareer.com

One of the latest trends in Human Resources is keeping brain power where it’s built. States that educate students in public universities want to keep them close to home after graduation. It makes sense. A state puts money into systems that produce some of the best and the brightest employees–only to have them take their talents elsewhere.

If you have suggestions on how to keep home-grown talent closer to home, let us know. Email your ideas to ask@cameocareer.com

When is the best kind of training? That depends.

If you’ve just hired someone to do work that requires a small amount of expertise to take their first step, you can simply walk that person through the basics on his/her first day on the job. If one day of training isn’t enough, consider having the new employee shadow the person who is leaving for a few days. If the job is extremely complex, you might want to set aside a week or two for the new person to pick it up from the old one.

Generally, you’ll get more bang for your buck if you pay the incoming employee to spend time learning the ropes with someone who actually knows the job, rather than lining up a training program somewhere else. If you use outside training, you’ll have to pay both the trainer to teach and the trainee to learn. The trainer will also be unlikely to know the specifics of the position you are filling.

In some cases, though, going outside the office makes sense. Let’s say the new candidate will be using a computer program not really mastered by the outgoing person– or something entirely new to the whole staff. Then, you’ll want to find an expert for the instruction. If more than one person needs to learn the new system, though, consider bringing your trainer in, rather than sending your people out.

Write your question on human resource development in the comment section of this blog (below). Or . . . send your question to ask@cameocareer.com

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• Pass the buck on customer complaints
• Can’t make a quick decision on returns or refunds
• Calls a supervisor every time he/she gets a question
• Can’t solve simple problems such as suggesting alternatives for
•          out-of-stock items
• Can’t communicate directions or meet other customer requests
• Doesn’t know how to ‘make a lemonade out of a lemon’

 For more on the link between human resource development and public relations programs, see www.cameocareer.com or request information on HR-PR services at ask@cameocareer.com

By Susan K. Maciak, Consultant

      www.cameocareer.com

True or False:

1. Adults have shorter attention spans than youth do.                  

True Adults typically have a more difficult time staying focused on learning than youth do. Most have much more on their minds than children do.

2. Adults prefer to learn theories and concepts, allowing them to see the big picture.

False. 80% of adults say they prefer straightforward, how-to instruction over theory.

3. Adults need more time to perform learning activities than youth.

True. As learners age, they grow more thoughtful in approaching projects and use a variety of resources to finish assignments.

4. Adults are more sensitive to learning failure than youth.

True. Adults take errors more personally. They worry about their reputations.

5. It’s usually a good idea to relate material / methods to an adult’s past experience in high school or college.

False. Avoid fashioning your training techniques on adults’ formal education. Many will judge your instruction as too childish. Some may have bad memories and negative attitudes toward  traditional schooling and will tune you out.