The simplest way of decreasing turnover, increasing production
and cutting costs.
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By survey, health insurance was rated the #1 most effective employee retention tool, scoring even higher than salary*! Now I know some of you are probably saying to yourselves, “Sure, I’d love to get benefits for my employees but I just can’t afford it,” or “My overhead is already too much as it is.” Well, there are solutions – one of which is the use of a professional staffing company. Professional Staffing companies are able to provide unique cost effective insurance benefits for temporary and contract employees. This is because professional staffing companies have many products available exclusively to them that you can take advantage of through the use of their temporary and contract services. Utilizing a professional staffing company allows you access to an insurance program tailored to meet your needs, and because the insurance provided by a staffing company is often 40% below a base premium rate, it becomes very affordable and accessible to most employees and budgets. This could literally translate to thousands in time and money saved by you and your company. The addition of health benefits could work wonders for your company’s retention rate as suggested by statistics showing that employees who have insurance benefits work up to 57% longer than those without benefits**. For you, this could lead to increased productivity and ultimately cut costs. Imagine if your company could retain the same employees over an extended period of time. Your employees would get better at their jobs rather than you needing to constantly rehire and retrain new ones. A consistent work force helps reduce time needed for production because as employees got better at their jobs, their time per task would decrease thus, increasing their efficiency and helping your employees and your company go from good to Great. Continental Professional Staffing offers temporary and contract employee benefit plans that cut costs and keep employees happy. For more information on how Continental Professional Staffing can help you, please call 765.778.9999 or contact us by email. *Society for the Human Resource Management 2000 Employee Retention Survey **Society for the Human Resource Management 2000 Employee Retention Survey |
Quote of the Day"You can't build a reputation on what you are going to do." -Henry Ford (1863-1947) Great Inventions of the 20th Century: Cellular Phones
The basic concept of cellular phones began in 1947, when researchers looked at crude mobile (car) phones and realized that by using small cells (range of service area) with frequency reuse they could increase the traffic capacity of mobile phones substantially. However at that time, the technology to do so was nonexistent. Anything to do with broadcasting and sending a radio or television message out over the airwaves comes under Federal Communications Commission (FCC) regulation. A cell phone is a type of two-way radio. In 1947, AT&T proposed that the FCC allocate a large number of radio-spectrum frequencies so that widespread mobile telephone service would become feasible and AT&T would have a incentive to research the new technology. We can partially blame the FCC for the gap between the initial concept of cellular service and its availability to the public. The FCC decided to limit the amount of frequencies available in 1947, the limits made only twenty-three phone conversations possible simultaneously in the same service area - not a market incentive for research. The FCC reconsidered its position in 1968, stating "if the technology to build a better mobile service works, we will increase the frequencies allocation, freeing the airwaves for more mobile phones." AT&T and Bell Labs proposed a cellular system to the FCC of many small, low-powered, broadcast towers, each covering a 'cell' a few miles in radius and collectively covering a larger area. Each tower would use only a few of the total frequencies allocated to the system. As the phones traveled across the area, calls would be passed from tower to tower. |
How much is turnover costing you? A high turnover rate can be devastating to any company. Nationally, the average annual employee turnover rate for all companies is 12% and studies suggest that 75% of the demand for new employees is simply to replace workers who have left the company. The constant screening, hiring and training does nothing but eat into time and money. So, how can you stop the constant turnover?