Chap 10

Job withdrawal I think is the most distructive of all. if someone simply dosn't come in you can see and know that they are not there and you know that you need to fill in. but if some one comes in and simply dose a crapy job or do nothing at all. if stuff needs to follow a strict schedual having someone do a crapy job that needs to be redone later will set you back and ultmantly cost money.

Chap 9

Coaching seems to be one of those things that managers have a hard time doing. at least in my experiance. they never seem to have the time to give me any one-on-one time and feedback. and the most they do to help me learn for myself is to put me on the online training and leave it up to me to find someone that is more of an expert to ask questions to.
I know that it depends on the job but as far as setting goals is it better to set day to day goals or week or month?

chap 8

Methods for measuring preformance
I found this section very intreaging mainy because retail is all about measuring performance. but what method is best and how dose it depend on the company?

Im used to a simple ranking system that over all is not really fair for our place.

refection of the 2/4/10

I enjoyed the presentation that was given but i wasn't sold on the candy he brought it was a little to hard for my liking. there was a lot of good information given about how they train their people. they hit on all the major ways of training (computer, lecture, demo, simulation) one of the things I thought was a really good idea was to send out a online training before holding a lecture to help get ppl thinking about the topic

refection of the 2/2/10

the hireing procces is a very intresting one. writing a good description is the biggest part of getting the right pool of applicants. once you get them you need to find the best way for your organization to find out about those ppl. social networking would seem to be a very good way to check out your final applicants.

chap 7

Training at my work is the most boaring thing. some corporate person puts togeather something they think will help teach us something but every one that I know just skips though it and guesses at the answers on the test untill they get a passing score. the worst part is they don't test the effectiveness. they just keep piling on the traning. it would be nice if they asked for our opion, if nothing else. I think that finding a quantifiable way of mesuring the effectiveness would be very hard to do in a Corp structure.

chap 6

I do no envy those that have to pick the people that will work for them. pooring over all the resumes/applications looking for just the right person(s). I wish that there was an easier way for both the employer as well as the employee. I have spent a couple days worth of time creating and recreating my resume, and tayloring it to each place i apply.
Resume is a quick and cheep way for employers to filter the ppl that want the job, but is very bias and in many cases have unaccurate information in it.
References help but you'll only find ppl that will only say good things.
BG checks will compleatly unbias but most of wont paint a clear picture of the person.
employment tests in my opinon is a great tool to use to see a little more of the persons personality.
work sample see what they can really do.
and then the interview got to love those =)

refection of the 28th

after working retail for 6 years now I know how much i hate it and most of the reasons have to do with this one little section in this book. job enlargment, job extention and job rotation. managers have to deal with so many things all the time that they never really feel many of those thing (or so it seems) but having my ideas rejected time after time has really broken my spirit and i become a drone. I know that they have to deal with a lot of bratty teens that have no ambition but im not like that at all and i know that they know that. they could give me a few trys at being a manager and see how I do.