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Supervisors Training vs. Supervisors Working
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<blockquote data-quote="Pacman" data-source="post: 918633" data-attributes="member: 6074"><p>The problem with training an employee correctly regardless of the job is the pressure to maintain the numbers management is held accountable to. A preload with 4 or 5 new employees out of 25 can not maintain the same level of performance that a fully trained operation can. The management groups don't seem to understand the math. The upper management, who couldn't do the job in the first place, hold the center to the same numbers no matter how many employees are being trained. I feel it is much easier to train a driver than a preloader because it is a one on one with fewer distractions. Turnover rates on some inside jobs are too high and the quality of training is most often the determining factor. </p><p> UPS long ago abandoned the long view of developing well trained loyal employees and maintaining a relationship of mutual trust and respect. Jim Casey said it best " if we are working for money alone it is the easiest way not to get it". UPSers doing more than most any other companies employees have carried the organization for years. Many employees are just tired of trying without being acknowledged and respected so they will do the job but not always put out the supreme effort they have in the past. I am surprised many continue to push the weight up the hill instead of demanding management do their job and reduce the incline. What is managements role if not to facilitate the processes? </p><p> The 2012 contract will be interesting to watch. UPS will have a bad economy to fall back on and the Teamsters will ask for the Moon instead of negotiating a meaningful agreement that addresses the real world all UPSers live in. </p><p>An Example:</p><p>Dispatches are too high and require methods to be skipped and service to be compromised.</p><p>Teamsters want more full time jobs so their members can work one job rather than UPS and another one.</p><p>Possible Solution:</p><p>Inside employees working as helpers. Preloaders could work with drivers on specifically designed routes to get the 8 hours. High volume pick up routes could get to the buildings earlier too prime the outbound operations. Many will say it can't be done but it is during peak so is it it can't or the planning would require some thinkers instead of pushers? Some would same cube size is a restriction but pulling a circus wagon is a solution. Since UPS is required to take most new drivers from the inside they would have a ready made driver training plan in place. </p><p> If UPS keeps at the same game and the Teamsters don't understand the economics of helping to maximize profits for the organization maybe some day we will see the old brown trucks in the fields rusting just like we were told the REA trucks did. Accountability goes both ways and the success of UPS depends on management and non-management working together. UPS doesn't have a monopoly on the transportation business and if they don't pick up the millions per day it won't take long for it to wind down. Remember the 96 strike?</p></blockquote><p></p>
[QUOTE="Pacman, post: 918633, member: 6074"] The problem with training an employee correctly regardless of the job is the pressure to maintain the numbers management is held accountable to. A preload with 4 or 5 new employees out of 25 can not maintain the same level of performance that a fully trained operation can. The management groups don't seem to understand the math. The upper management, who couldn't do the job in the first place, hold the center to the same numbers no matter how many employees are being trained. I feel it is much easier to train a driver than a preloader because it is a one on one with fewer distractions. Turnover rates on some inside jobs are too high and the quality of training is most often the determining factor. UPS long ago abandoned the long view of developing well trained loyal employees and maintaining a relationship of mutual trust and respect. Jim Casey said it best " if we are working for money alone it is the easiest way not to get it". UPSers doing more than most any other companies employees have carried the organization for years. Many employees are just tired of trying without being acknowledged and respected so they will do the job but not always put out the supreme effort they have in the past. I am surprised many continue to push the weight up the hill instead of demanding management do their job and reduce the incline. What is managements role if not to facilitate the processes? The 2012 contract will be interesting to watch. UPS will have a bad economy to fall back on and the Teamsters will ask for the Moon instead of negotiating a meaningful agreement that addresses the real world all UPSers live in. An Example: Dispatches are too high and require methods to be skipped and service to be compromised. Teamsters want more full time jobs so their members can work one job rather than UPS and another one. Possible Solution: Inside employees working as helpers. Preloaders could work with drivers on specifically designed routes to get the 8 hours. High volume pick up routes could get to the buildings earlier too prime the outbound operations. Many will say it can't be done but it is during peak so is it it can't or the planning would require some thinkers instead of pushers? Some would same cube size is a restriction but pulling a circus wagon is a solution. Since UPS is required to take most new drivers from the inside they would have a ready made driver training plan in place. If UPS keeps at the same game and the Teamsters don't understand the economics of helping to maximize profits for the organization maybe some day we will see the old brown trucks in the fields rusting just like we were told the REA trucks did. Accountability goes both ways and the success of UPS depends on management and non-management working together. UPS doesn't have a monopoly on the transportation business and if they don't pick up the millions per day it won't take long for it to wind down. Remember the 96 strike? [/QUOTE]
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