Lionzone

Seasoned truck drivers will be very familiar with Operation Safe Driver Week because it means that law enforcement will be out in full force to check for unsafe driving practices. However, new drivers need to be exposed to this as well.

For those with office jobs, the periods spent working since the start of the Covid-19 pandemic in the United States have been… trying at best. However, many workers hit their stride working from home. Saving money on gas and childcare and saving time by not commuting to work and sitting in traffic, lots of office employees found that a remote workstyle truly fit their needs and their lives, with less stress than they had experienced working in the office. While some smaller companies can and will remain fully remote, others need and desire the face-to-face communications and interpersonal work connections that working in an office brings. Some business owners found that it was difficult to keep everyone on their teams on the same pages, and there are also those that do not appreciate the complexities that remote work brings to teamwork.

At the end of April, job openings increased to 10.1 million, and hires didn’t change from the 6.1 million of the previous month. The quit rate fell minimally to 3.8 million, and layoffs and discharges also decreased to 1.6 million.

With quiet hiring, a company takes an employee and moves them to where the need is the greatest. There may be communication between the two parties about the changes, but quiet hiring is to help a company out that is struggling to meet its needs. However, by using career pathing, employers and employees can work together to create and implement plans for up-skilling and re-skilling to be ready for a move up in the company. This planning takes place years in advance, preparing for both the good and the bad times that could be ahead for any business. While the two concepts may seem similar on the surface, understanding the differences can be extremely beneficial to managers seeking to plan for every possible need a business may have.

Many industry professionals believe that the problem of “too few” techs is actually a problem of “too few QUALIFIED” technicians. For some, the issue is that not enough high schools and community colleges invest in the right tools to show potential truck technicians the ropes of the job. The equipment being used in schools is already “museum-quality,” with some of the parts used as educational tools being over thirty years old; needless to say, the technology being shown to students is already outdated and won’t help them achieve any real world experience. Many schools also either can’t afford trucks or parts to train with, or don’t have the experience to buy the correct, up-to-date equipment. With electrical systems being more intricate now than ever before, the training for these integral pieces must evolve alongside the actual equipment, and many professionals in trucking do not believe that this has happened in the schools and training facilities educating the newest techs today.