SUCCESS IN FOCUS
ProValue, LLC
January 29, 2010 |
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| Greetings! |
It is hard to believe but nearly a month of 2010 has past. For many businesses and individuals, the beginning of a new year brings "Goal Setting." During your company's review and development of operational goals, check out the list in the first article in this newsletter. If your company has not implemented this list, I encourage you to make it happen in 2010.
Our clients continue to be concerned about the increased regulations and the enhanced enforcement efforts of various regulatory agencies. Whether we like it or not, the regulations and enforcement must be dealt with appropriately. Every company needs to make sure that appropriate documentation, policies, and procedures are in place. An enhanced training effort for each employee is also needed in today's environment. If your company needs assistance with any of these projects, give our professional staff a call.
As always, thank you for your business.
SCOTT DEWEESE
President of ProValue, LLC
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| YOUR 2010 Human Resource TO-DO LIST |
 If you have been following the ProValue newsletter for a couple of years now, you will remember that I always write a Human Resource To-Do List in January of each year. So without further ado, here are my recommendations for your Human Resource To-Do List in 2010!
1. Please, please please conduct anti-harassment training for your supervisory staff! I continue to see a rise in sexual harassment claims and a good defense begins with providing proper training to your supervisory staff. Two hours, once a year is all it takes to mitigate your risk!!
2. Review and update your employee handbook. Throw out policies that you don't use or are not working and create ones that support and strengthen your management philosophy.
3. Train your supervisors how to document and document properly. Then demand that they actually do it!
4. Communicate and communicate often with your employees about their performance, your company, goals, visions, plans, etc. Trust me, they can handle it and you could do a better job communicating it!
5. Always ask yourself this question when considering employee termination, "Will the employee be surprised they are being terminated?" If the answer is "yes," then you need to seriously review your documentation and determine if your reason for termination is a business reason and if you can back it up with documentation if needed.
6. Commit to creating a hiring process that is well thought out and consistent from candidate to candidate. Avoid using your "gut" to hire an employee and instead base it on who is the most qualified candidate for the position.
7. Create and/or update your job descriptions. Every position in the company should have a complete job description outlining essential duties and responsibilities, physical requirements and working conditions.
8. Audit your exempt versus non-exempt classifications. Ensure that you can back up your decision to make a position exempt with something more than just a fancy job title.
9. Consider sponsoring an employee assistance program at your company. This is an awesome tool to assist your supervisory staff in helping employees handle personal problems that may be impacting work performance.
10. If you hire youths ages 14 - 17 please, please, please ensure you understand and comply with all federal and state child labor laws. Require that your supervisory staff know and comply with child labor laws.
If you have questions or comments regarding this article please contact Sara Kepley at skepley@provaluellc.com or (620) 960-1694.
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| PEAK PERFORMANCE MANAGEMENT SERIES |
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 PEAK
PERFORMANCE
Management Series
SESSION 1: THE POWER OF COMMUNICATION
Basic Communication
Emotional Excellence
Building Trust
Conflict Resolution
SESSION 2: LEADERSHIP DEVELOPMENT AND PRACTICES
Principles of Leadership
The Five Leadership Roles
Practices of Empowering Leaders
SESSION 3: ESSENTIALS OF HUMAN RESOURCES
Employee Handbook Updates
SESSION 4: EMPOWERMENT FOR LASTING CHANGE
Empowering Others for Success
Enid, OK
Session 1: Nov. 10-11, 2009
Session 2: Dec. 8-9, 2009
Session 3: Jan. 5-6, 2010
Session 4: Feb. 9-10, 2010
Cost is $1,200 per partcipant (includes all 4 sessions). Sign up at www.provaluellc.com or contact Makayla Poepperling at (620) 802-0723 or mpoepperling@provaluellc.com |
| PROVALUE WEBINAR SERIES |
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The ProValue Webinar Series offers you professional training at a low price, with the added convenince of participating right from your desk. Don't miss out on the next webinar - sign up today!
Cost is $199 per registered site.
Training will begin at 10:00 am and last 60-90 minutes.
March 31: FMLA Compliance
- Learn how to accurately administer FMLA
- Learn the definition of a "serious health condition".
- Understand what "intermittent leave" really is.
- Learn what "qualifying exigencies" are.
- Be informed about what your FMLA Policy should include.
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| JOB OPENINGS |
CONTROLLER (Moundridge, KS) - Mid-Kansas Cooperative Association, a farmers' cooperative located in Moundridge, Kansas, is seeking an experienced Controller. This position is responsible for accurate and timely financial statements and the overall accounting operations for the company. Position requires a Bachelor's Degree in Accounting; minimum of ten years experience; excellent supervisory skills and solid PC skills including an intermediate level in Excel and Word plus a basic working knowledge of Outlook. AgTrax experience a plus. Successful candidates must have excellent customer service skills with the ability to handle multiple priorities and deadlines. Competitive salary and benefits offered. Please send resume and cover letter to Attn: Jeff Frizell, PO Box D, Moundridge, KS 67107 or email to jfrizell@mkcoop.com or upload your resume at www.provaluellc.com
GENERAL MANAGER (Sentinel, OK) - Sentinel Farmers Cooperative, located in Southwest Oklahoma is seeking a successful, and experienced General Manager. The Coop specializes in grain handling and storage, Seed, Fertilizer, Chemicals, Farm supplies, Petroleum Products, Seed Cleaning, Feed, and Custom Application. The Manager will be responsible for ensuring customer satisfaction by consistent delivery of both quality products and services to achieve company financial objectives. In addition, this position requires experience in all phases of management including sales and marketing, human resources, and budgeting. The Farmers Cooperative Grain has a total grain storage capacity of 1 million bushels with annuals sales of $10 million. Send resume with cover letter to: Jim Warner, ProValue, LLC, 509 S Grand, Cherokee, OK 73728 or upload your resume at www.provaluellc.com
GENERAL MANAGER (Mereta, TX) - Cotton Gin and Elevator seeking General Manager! An exciting opportunity exists at Mereta Co-op Gin Co. for a successful, and experienced General Manager. The company is looking for a candidate who will create and maintain a customer-driven operation with a vision that inspires employees to their best. The Co-op specializes in cotton ginning, and but also operates a farm supply store and has facilities for grain handling and storage. The Manager will be responsible for ensuring customer satisfaction by consistent delivery of both quality products and services to achieve company financial objectives. In addition, this position requires experience in all phases of management including sales and marketing, human resources, and budgeting. Mereta Co-op Gin Co. has annual sales of $17 million. The company offers retirement benefits, paid vacation and sick leave, and provides a company car and paid fuel expenses. Applications will be accepted until February 8, 2010. Send resume with cover letter to: Ralph Kellermeier, Board President, 5002 N Helwig Rd, Miles, TX 76861. You can also apply online at www.provaluellc.com.
CUSTOM APPLICATOR (Johnson, KS) - Skyland Grain, LLC in Johnson, KS (about 75 miles to the SW of Garden City) is looking for an energetic, hard working and self-motivated Custom Applicator. This is an awesome opportunity to join a reputable company and grow professionally. The ideal candidate will possess their Commercial Applicators license, or be able to attain licensing, be dependable, have a solid understanding and background in farm equipment, be able to multitask, be mechanically inclined, and have a driving record in "good standing"; agronomy experience and farming background are highly desired. Strong communication skills and computer skills required. Competitive pay and excellent benefits package offered. Please send your resume and cover letter to Skyland Grain, LLC, PO Box 280, Johnson, KS 67855 or email to lynngiessel@skylandgrain.com. To learn more check out our website at www.skylandgrain.com. EOE
GENERAL MANAGER (Wakefield, KS) - Farmers Cooperative seeking General Manager! Wakefield Farmers Cooperative Association is now accepting resumes for a General Manager. The Manager will be responsible for ensuring customer satisfaction by providing quality products and services to cooperative members. The company is looking for a candidate with strength in grain handling and merchandising who will create and maintain a customer-driven operation with a vision that inspires employees to do their best. The Cooperative operates a grain elevator and also offers feed, seed, bulk fertilizer, and custom application. This position will require knowledge of sales and marketing, human resources, and budgeting. Wakefield Farmers Cooperative Association has annual sales of $5 million. Competitive pay and benefit package available, company vehicle will be provided. Applications will be accepted until February 15, 2010. Send resume with cover letter to: ProValue, LLC, Attn: Makayla Poepperling, PO Box 1747, Hutchinson, KS 67504 or apply online at www.provaluellc.com
If you have a job opening you would like to advertise here please contact Makayla Poepperling at mpoepperling@provaluellc.com or call (620) 802.0723. |
| VISIT US ONLINE! |
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Have you visited our website? Read about new General Managers, check out job openings, and get free HR forms under the Human Resources tab. | |
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