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At work, we may be exposed to hazards that cause illnesses and we may carry out activities that result in serious injuries. Each type of work may expose us to different hazards. ergo_controlhazards_fig1

We need to ask ourselves:

 

  • How does the work I do affect my health?
  • What should I do to protect my health?

 

In effort to reduce the exposure to hazards a control of hazards was created. Please see the below information provided that is used to control hazards, which is an effective way to reduce work place related injuries.

 

 

Solutions to Control Hazards

 

Type of Control Workplace Examples
Engineering Control

Implement physical change to the workplace, which eliminates and reduces the hazard on the job/task.

· Position a work table to eliminate a long/excessive reach and enable working in neutral postures.

· Install diverters on conveyors to direct material towards the works to eliminate excessive leaning or reaching.

Administrative & Work Practice Control

Establish efficient processes and procedures.

· Staff “floaters” to provide periodic break between scheduled breaks.

· Establish a job rotation system where employees rotate job duties and are able to use different muscle groups.

Personal Protective Equipment

Use protection to reduce exposure to ergonomics-related risk factors.

 · Wear thermal gloves to help with cold conditions while maintaining the ability to grasp items easily.
greensburg-grandopening
(Ribbon Cutting Ceremony for our new Greensburg Location)

Exciting news for both Greensburg and New Albany.  We most recently completed our office renovation in New Albany, IN.  We are located at 3211 Grant Line Road, New Albany, IN 47150.  Please come by to visit and see what job opportunities we have for the New Albany area.

In Greensburg we most recently partnered with Hitachi Powdered Metals to become their provider of labor for the upcoming years.  We have multiple opportunities for job seekers, so come visit us at 1903 North Greensburg Crossing, Greensburg, IN 47240 or visit us online at www.ms-il.com.
  1. Friends not Clients – Research by McGraw-Hill into why retailers lost customers showed that 68% went elsewhere because of indifference or the attitude of their salesforce. Only 14% went because they were dissatisfied with the product or service and only 9% went to the competition. Your customers will remain loyal if you pay them attention.
  2. When to communicate. – Those who communicate most do better than those who do it least. Do not worry about talking to customers too often. Worry about being a bore. Talk whenever you have something you think will be of interest.
  3. Network – Find producers in other areas such as insurance and financial services that would make valuable partners, and ask them to send out a letter to any clients they perceive as possibly having a need for the product you sell, mentioning you and your company. Because the referral is coming from a known source, you will see a high level of appointments come from this method.
  4. Relate to the person first. – When you first meet a potential client, make it a goal of talking about anything other than what the appointment is about before starting your presentation. This gives the prospect a chance to personally relate to you first, then as a trusted advisor.
  5. Say “Thank you” – Three must have are Specific, sincere and creative. Rather than just saying “thank you” or using a generic statement like, “thank you for take the time to meet with me,” be specific. In order to offer sincere thanks to clients you need to be a keen observer. Lastly, be creative with a gift.

 

Be a leader and not just a boss.  We hear all the cliché’s about not just being a boss but be a leader to your team, but how many of your “leaders” really listen?  All boss’s, I believe have the desire to be a great leaders, but what are some simple ways to gain the respect of your team and give them the desire to give 100% each and every day they walk through that door?

To be a leader it’s not about being a friend to your team but being a support system. Sometimes our team members need a shoulder for support or a hand to lift them up.  A leader does not turn their back on their team member if they are in need, you will gain their respect by being available to listen.  Listen to your team don’t just hear them.  Checking your texts, voicemails and emails while they are talking to you is not only rude but will make the team member feel like they are an afterthought.

Give them freedom to make mistakes. It is unrealistic to believe we as leaders can control everything, or that we know it all.  Embrace the team’s knowledge; give them your knowledge, and give them the opportunity to develop processes that work for their specific work style. Leaders cannot do it alone.

Just because you can, doesn’t mean you should. Our teams are not our whipping posts.  If you’re having a bad day, sending an email out may not be the best idea.  You will drive down morale with the click of a button.  Instead, keep it to yourself until you can see more clearly.

It is not the team’s job to adjust to your leadership style, it is your job to adjust to their learning style.  I have an extremely diverse team, not just ethnically or culturally, but age ranges and personalities.  When guiding them through projects or conflict resolution, I put on a different hat for each individual.

To be a great leader it takes a lot of hard work and dedication to be “great”.  But the hard work pays off when you see that 20 year old excel in ways you never thought imaginable or that rough around the edges, anti-social team member take a lead on a project and shine!  It’s all worth it, just be patient with yourself and with your team.

 

Understanding the US Staffing Industry & Revenue

Many of us have either used or will use the services of a staffing agency during our lifetime to either search for a suitable career, part-time position or to be placed at a temporary job. However we often overlook the business, economic and social impact this one hundred and twenty-four billion ($124 billion dollar in 2012) industry has in the United States and our local community.

According to report published in the Staffing Industry journal conducted by the Addison Group, there are one hundred and five (105) staffing firms in the Unites States that have annual revenue exceeding one hundred million dollars. These one hundred and five staffing firms have approximately 54.1% of the total market share and have combined revenue of over seventy billion ($70 Billion) dollars in the US alone in 2012.

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The current state of the US Economic Recovery & the Staffing Industry

Since the end of the Great Recession, which severely impacted the US and Global economy, things have turned around slowly. The US economy has been steadily expanding for more than five years. Many critics say that the economic recovery was extremely sluggish because it took the about five years to recover all the jobs that were lost during the course of the eighteen (18) month long the recession and slowdown.  Labor force participation is at the lowest it has been in decades, yet the employment rate has declined to the previous normal levels.

The staffing and recruiting industry on the other hand has shown tremendous resilience during this recovery period.  The industry saw an unprecedented growth during this time unlike any other recovery period.  The Great Recession which was determined to be the worse blow to the US and global economy since World War II lasted eighteen months, whereas all the other ten (10) recessions since the World War II lasted only ten (10) months.

In our next segment we will analyze the factors and variables that led to the speedy and robust recovery of the Staffing and Recruiting industry and why it fared so much better than the overall economy.

 

References

  • Staffing Industry Analysts, Timothy Landhuis, Research Analyst at the Addison Group June 27, 2013

 

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Servant leadership is about making the world a better place as its objectives are focused on the greater good. The role of a servant leader is to help people achieve goals and make a difference in the lives of their people while impacting their organization.

The concept of servant leadership is broken down into two different types: strategic leadership and operational leadership. These two types of leadership are the strengths that make servant leadership whole. Strategic leadership establishes a clear vision, maintains values with that vision, and declares strategic imperatives that the organization needs to accomplish. Strategic leadership is about vision and the role of the direction aspect of leadership as it relates to servant leadership. Operational leadership is everything else. It includes procedures, policies, leader behaviors, or the “how” for the organization. Operational leadership is the implementation of the servant part of servant leadership.

Another positive impact of servant leadership is that it familiarizes with called leaders. Called people have servant hearts. They understand that their position is to shepherd everyone and everything that comes their way. They love feedback and understand that the only reason they are leading is to serve. Called leaders want to develop others and bring out the best in them. Servant leadership is also about choice. In today’s economy, people are looking for a deeper purpose in life and for principles that work. Servant leadership does work and is motivating to employees as they know they are being led from the heart rather than self-serving antics of their leader.

Demonstrated strengths with regard to the “servant leadership” is presented in the book Leading at a Higher Level.  The applications for transferring the skills to everyday business practices are immense as they are relevant to how managers do and should lead their employees.

With the “strategic and operational” concepts being identified by the author, a leader must ensure their organizations know how, where, and why they are moving in a specific direction.  It is a leader’s responsibility to ensure these concepts are applied to a company’s short term and long term planning.  Without leaders being thoughtful in these areas, there is no purpose or direction.

Most leaders obtain their positions because of their drive and high level of achievement.  It is important that as a manager is provided with opportunities to guide others that they are aware of the significance of their actions.  Is the leader modeling behavior that is encouraging to their employees like praising a job well done as “called leader” would do?  Does the manager represent the company’s mission and vision through actions and deeds like someone who is in a leadership position by “choice”?  These are some of the questions a manager must ask themselves and the concepts they must apply as they strive to be “servant leaders”.

 

 

Come join us for the GRAND OPENING of our new Greensburg Office location.  We are moving into a newly renovated space at 1903 N Greensburg Crossing, Greensburg, IN 47240.

We will be holding a ribbon cutting event on February 5th at 11:00 am.  There will be drinks, snacks, and an opportunity to tour our new office. This new location will allow us to better serve our customer base and employees.  We are doubling our square footage and streamlining the recruiting process.  We are excited about our growth within the Greensburg community and are looking for great partnerships in the upcoming years.

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Latino Community Development presents LATINO NIGHT
August 16th 2014 at Bankers Life Fieldhouse
Indiana Fever vs. Chicago Sky (starts at 7:00pm)

Before Tip-Off starting at 4pm, Invite your friends, family and everyone you know to the first annual LATINO NIGHT where over 80 vendors from Indianapolis area restaurants and businesses will be outside with free samples. Get a taste of Latino culture indoors with live entertainment before the game!

To Purchase Game tickets, click the link below! Free t-shirt, hot dog, chips and drink vouchers with each ticket purchase!
http://www.fevergroups.com/tickets/737

Proceeds go to the 14th Annual Santa Comes To Town – Indianapolis.

Come celebrate with us amigos! See you there!

 

For more information click on the images below:

     LCD-FeverFlyer-LetterSize

LMSB2S-LogoMS-IL has made a 3 year commitment in helping Let’s Move Salad Bars to MIDWEST Schools. Let’s Move Salad Bars to MIDWEST Schools is a multi-year campaign supporting United’s 2014, 2015 and 2016 conventions, which will be co-located with the Food Marketing Institute conventions in Chicago. The new Midwest campaign builds on the momentum of United’s successful salad bar campaigns in New Orleans, Texas and California that donated salad bars to 50, 100 and 436 schools respectively. The salad bars highlight the produce industry’s commitment to improving child nutrition and combating childhood obesity.

The goal of Let’s Move Salad Bars to MIDWEST Schools is to increase children’s fruit and vegetable consumption by donating salad bars to schools in IL, IN, MI, MN, OH and WI.

Let’s Move Salad Bars to MIDWEST Schools is a special campaign of the United Fresh Foundation, under the umbrella of the national Let’s Move Salad Bars to Schools (LMSB2S) initiative. LMSB2S-picture

LMSB2S supports First Lady Michelle Obama’s Let’s Move! initiative to end childhood obesity in a generation. The Centers for Disease Control and Prevention (CDC) is the lead federal agency for LMSB2S. School salad bars are an effective strategy to increase students’ fruit and vegetable consumption and help them develop healthier eating habits. Salad bars are also an easy way for schools to meet the new nutrition standards for school lunch, which double the amount of fruits and vegetable served and emphasize a colorful variety.Over the last 3 years, salad bars have been donated to over 400 Midwest schools, benefiting more than 150,000 students. Let’s Move Salad Bars to MIDWEST Schools continues the United Fresh Foundation’s tradition of benefiting children and schools in the region of the country hosting our annual convention, which will be in Chicago in 2014-2016. The United Fresh Foundation, a founding partner of the national Let’s Move Salad Bars to Schools initiative, works with the produce industry, foundations, allied organizations, and others to support school salad bars.

Multilayered political issues are not uncommon to the staffing industry. In fact immigration, unemployment, job creation, and health benefits for temporary workers are all hurdles we in the staffing industry have encountered for years. Now that the 2012 Presidential election is over most of the USA can all take a deep breath. Health care has been an ongoing topic of discussion to the majority of Americans for some time now leading into the election. Now that the election is over we are all left wondering when the Patient Protection and Affordable Care Act will take effect. The PPACA will affect all U.S. employers; the greatest impression is going to be left on the staffing industry. While beneficial, the act will create the prospect for non-traditional workers to access affordable healthcare for the first time. Inversely, the unique characteristics of covering the cost, important guideline questions, regulation, and complementary industry products that will arise to supplement the temporary workforce with sporadic assignments and highly flexible work schedules will make the act’s implementation a daunting task for staffing firms of all sizes.

The new law clearly states that companies with over 50 full-time employees will have to provide health benefits to all of its employees or pay penalties. What keeps me up at night is when this law takes effect what will happen to MS-IL Staffing. MS-IL sends out over a thousand workers weekly. Currently, those workers are offered health coverage after a 90 day waiting period, but the insurance premium is paid by the worker. In a quick calculation of the cost for my employer to provide the government mandated health insurance to its 1,000 plus temporary workers annually would exceed $3 million.

MS-IL Staffing is just one of hundreds possibly thousands of staffing companies facing the same dilemma the roughly $.80/hour increase per worker based on a 40 hour work week. One answer is simple: transfer all or a significant portion of this cost to the client. A staffing company who just sends out 50-200 people weekly working 40 hours/week is considered to be a large employer by the PPACA, however it couldn’t be further from the truth. It’s fair to say that the majority of every staffing company not sending out a minimum of 1,000 people weekly will immediately go out of business once the law is in effect. How will the industry change as a result? The first visible result will be an enormous reduction in the number of staffing companies.

Where do we buy the insurance? Like most staffing companies that currently offer insurance to their temporary workers MS-IL offers a portable, mini-med program that provides inexpensive, portable, basic coverage. These medical programs do not meet the requirements of the PPACA. The temporary employee market has not ever been attractive enough for the insurance companies to offer insurance. Workers often leave temporary employment, or become the full time employee of the client after only a short period of time. Medical insurance packages offered to temporary employees that meet the required federal coverage levels simply don’t exist, because the temporary staffing workforce is constantly changing.

There is the question of state-run health care exchanges, but the states have not yielded an answer as to whether or not they will provide an exchange. Obviously, this is a question only to be answered by the states themselves. Equally, we must ask ourselves what is going to happen, if a state decides not to participate.

The most glaring procedural question is: When does full-time employment start according to the PPACA? The answer is that we don’t even have an idea when we will find out. From the perspective of a staffing company the ramifications of this question are enormous. For instance if the look-back period is longer, then the less expensive the cost will be for a staffing firm to offer health care. In the same respect the penalties will be fewer as well. If the look back period is shorter it is going to be far more expensive to offer health insurance. Also, the number of penalties will be far more expensive to the employer as well.The exposures to the staffing industry by the PPACA might leave you wondering if the industry will continue. The answer is that staffing will continue to exist, but the face of the industry will be changed forever. The decisions made to reduce the cost and fulfill guideline requirements will forever change the industry as we know it today. Ultimately our conscientious pronouncements will change manufacturing, logistics, insurance, and every blue collar job in America very soon!

Every year the week before Thanksgiving WZPL and the Smiley Morning Show put on a Phonathon for the Make-A-Wish Foundation. If you listen to WZPL 99.5, then most likely you’ve heard the broadcast for the Make-A-Wish Foundation. Of all the philanthropies that MS-IL participates in every year the Make-A-Wish Foundation is possibly our favorite. Since its creation in 1980, the Make-A-Wish Foundation has stuck to its core values to improve the lives of children with life threatening medical conditions. The Make-A-Wish foundation reaches more than 250,000 children around the world. To that end, philanthropy is a great part of the MS-IL organization. Originally, I as many of the internal employees of MS-IL were drawn to the MS-IL organization understanding its strong commitment to the charity of others. We at MS-IL are thankful for the Make-A-Wish foundation, and equally thankful to be able to make a life-affirming impact for the lives of children everywhere through great organizations like Make-A-Wish.

Not everyone understands the idea of outsourcing staffing needs, but more and more people are beginning to understand the benefits of saving opportunity cost through outsourcing labor. Rolling out a requirement to a 3rd party isn’t a sign of weakness. It’s a sign that an organization is expanding, or an organization is getting enough projects to increase their manpower. Few people outside of the realm of staffing and recruiting fully understand the industry, but the industry receives widespread criticism even though it is incredibly important to almost all facets of business in America. Manpower is crucial to completing projects and the most important asset a company creates other than its products. I’ve always said, “Do what you do best, and source out the rest.” I accredit that statement with a great degree of the successful projects I have completed on time. The proper staff will always dictate the success of any project, and an understaffed project is destined to fall short.

For Staffing as a whole the economy is simple: In the grand scheme of things, a sales person that cost you $10,000 and carries their target of $4M is worth every penny. Hiring anything less than the best candidate available is a false economy. The same goes for light industrial staffing. If your production lines can’t function, because there aren’t enough workers to staff all three shifts, then you might find yourself standing in the unemployment line when your deliverables are not met.

Positive points to thank about when considering a move to contingent labor are:

When you employ an agency, it – not you – becomes the temp worker’s employer. The agency is responsible for and bears the financial burden of recruiting, screening, testing and hiring workers; payroll expenses and paperwork; payroll and withholding taxes; unemployment and workers’ compensation insurance; and any employee benefits they may wish to provide. Some agencies even provide training such as software application tutorials and orientation. To that end, production is the true cause of business. Every business function needs a plan to be effective. A sourcing plan should include all the possible sources for candidates and indicate where, how, and at what cost those resources will be utilized. The best choice is the most educated choice. If you would like to explore the possibilities of moving to a contingent labor model, then please contact us at 855-243-5562.