I’m interested in hearing your thoughts on training temporary workers.
In my country, the logistics and supply chain sector is booming, leading to a significant demand for operatives, many of whom are temporary. A lot of these positions require specific certifications for operating heavy machinery, various forklifts, and equipment. Training typically spans 2-5 days and can cost anywhere from €300 to €1,000. Unfortunately, there aren’t enough qualified individuals to meet the rising demand for these roles, which has led me to consider sponsoring training for prospective workers.
However, there’s a challenge with the reliability of temporary workers. Often, they might complete one shift and then not return, or their assignments may last only a few days, making it hard to recoup the training costs. Ideally, these roles would be filled by permanent employees whose employers cover training expenses instead of expecting immediate qualifications.
I’m contemplating selecting some of our more dependable temp workers—those who have successfully completed multiple assignments—for this opportunity, but it still doesn’t fully address the staffing gap.
Has anyone else in the agency world had experience with this approach? I would love to hear your suggestions.
RCadmin
It’s great that you’re exploring ways to tackle the training and certification challenges in the logistics and supply chain sector. Investing in training for temps can provide more qualified candidates for roles and potentially increase worker retention, but it does come with its risks, as you’ve identified.
Here are a few thoughts and suggestions:
Targeted Training: Focus on training those workers who have already shown reliability and commitment. Offering the training as a reward for consistent performance might increase their loyalty and reduce turnover.
Cost-Sharing Model: Consider a model where the costs of training are shared between the agency and the temp worker. For instance, if a temp completes a certain number of shifts or stays with you for a set period after certification, they could have a portion of their training cost reimbursed.
Partnerships with Training Providers: Look into partnerships with training centers or providers that may offer discounted rates or package deals for bulk training. This could lower your upfront costs while still ensuring the workers are well-trained.
Build a Talent Pool: Create a system to identify and maintain a list of reliable workers who could be prioritized for training and job placement. This will not only help streamline your training investments but also build a sense of community and loyalty among your temps.
Feedback Loop: After implementing any training program, gather feedback from both workers and employers. This can provide insights into the effectiveness of the training and how it impacts job performance, which can help you adjust your approach as needed.
Long-Term Employment Opportunities: Highlight potential career growth within your agency or with partner companies for these trained workers. If they see a pathway to more stability or advancement, they may be less likely to drop off after a few days.
Evaluate ROI: Keep track of the productivity and retention rates of employees who have received training compared to those who haven’t. This data will help justify the investment in training and inform future decisions.
It’s definitely a balancing act between investing in employee training and ensuring a return on that investment, especially given the nature of temp work. Sharing best practices with other agencies could also provide valuable insights into what has worked or not worked for them. Good luck!