Thoughts on Training Temporary Workers?
I’m interested in hearing your opinions on training temps.
We’ve seen a significant boom in the logistics and supply chain sector in my country, leading to an increased demand for operatives, many of whom are hired as temps.
Many of these positions require specific certifications for operating heavy machinery and certain types of forklifts and equipment. The training typically lasts between 2 to 5 days and costs anywhere from €300 to €1,000. Unfortunately, there aren’t enough qualified candidates with these certifications to meet the demand.
I’m contemplating covering the training costs for some potential candidates. However, I’m concerned about the inconsistency often associated with temp work. It’s not uncommon for workers to show up for just a day or for a job to last only a few days, which means we might not recoup our investment in their training.
Ideally, these positions would be filled by permanent employees whose employers would cover the training costs, rather than expecting candidates to come in already qualified.
I’m considering identifying some of our more dependable temps—those who have successfully completed several assignments for us—to put forward for training. Yet, this strategy doesn’t entirely bridge the gap we’re facing.
Has anyone from other agencies implemented a similar approach? I’d appreciate your insights!
RCadmin
It sounds like you’re navigating a challenging situation in the logistics and supply chain industry, especially with the increased demand for qualified operatives. Here are a few thoughts on your approach to training temps:
Investment in Training: Investing in training for reliable workers can yield good returns. If you identify dependable temps who have shown a commitment to their roles, training them can help build a more skilled workforce. It might also incentivize them to stick around longer, especially if they feel valued by your company.
Conditional Contracts: Consider tying the cost of training to a commitment period. For example, if you cover the training cost, the worker agrees to stay with your agency for a certain period (e.g., six months to a year). If they leave early, they would need to reimburse a portion of the training costs. This could help mitigate the risk of workers leaving right after being trained.
In-House Training Programs: If possible, explore the option of developing in-house training programs that can be tailored to your specific needs. This might reduce training costs and allow for greater flexibility in certification.
Partnerships with Training Organizations: Form partnerships with training organizations or local community colleges. They might offer packages or discounts for bulk training, or you could work together to create a program tailored to the needs of your agency.
Flexible Staffing Solutions: In addition to training temps, consider offering flexible staffing solutions where trained operatives can be moved to different sites as needed. This could help ensure that the investment in training is utilized effectively across multiple operations.
Retention Strategies: Beyond training, look at broader strategies for retention. Creating a positive work environment, offering performance bonuses, and exploring pathways for advancement can help keep your temps engaged and reduce turnover.
Feedback and Iteration: Finally, continually solicit feedback from the temps themselves. Understand their motivations and what might help them stay longer. This information can guide your training and retention strategies.
It’s clear you’re considering the long-term implications of training and employee reliability, which is a great mindset to have. Good luck with your efforts, and it might also help to reach out within industry forums or databases for specific case studies or advice tailored to your local context.