UPS Delivers the Goods :: essays research papers

When Jordan Colletta joined UPS in 1975, fresh erupt of school and pertly married, he wasnt thinking about expression a career. He respectable wanted some security. Now not only is he still a faithful UPS employee, but the condition tracking work has come a long wayhes transgression president of the shippers e-commerce sales team. His advancement in the company was steady, the effect of careful planning though UPSs career-development program. By putting resources into much(prenominal) programs and helping reps set goals and develop skills, businesses give notice forfeit employees to set up at bottom their organizations and reduce employee turnover rates in the process, as UPS has found Its turnover rate among full time coach-and-fours in 4 percent.Developing salespeople starts with a clear mission. At UPS, employees meet annually with managers to expose their strengths and decide what skills they enquire for a new job within the company. We set up the foundation f or forthcoming development and map out immediate, midterm, and future goals, Colletta says. When I was a tracing clerk, I told my supervisor that my goal was to became a partition sales manager. I then became a driver, then a salesperson, and in 1986 I reached my goal. life history development entails implementing training programs and Internet career centers that can help companies grow their staffs. Employees take courses in order to acquire the stock certificate that will use up them candidates for management positions. But learning isnt just in the classroom. Mentoring programs in which managers coach lower-level employees are also valuable. Mentors are peculiarly important, Colletta says. They help you experience the opportunities that are out there. They helped me see what I couldnt because I couldnt look that far ahead yet.Progress must be routinely monitored. Employee reviews and 360-degree reports are good ways to track improvement. So is a managers involvement. Ha ve an open door indemnity to keep the intercourse lines open, he says.UPS Delivers the Goods essays research papers When Jordan Colletta joined UPS in 1975, fresh out of school and newly married, he wasnt thinking about building a career. He just wanted some security. Now not only is he still a faithful UPS employee, but the former tracking clerk has come a long wayhes vice president of the shippers e-commerce sales team. His advancement in the company was steady, the result of careful planning though UPSs career-development program. By putting resources into such programs and helping reps set goals and develop skills, businesses can allow employees to grow within their organizations and reduce turnover rates in the process, as UPS has found Its turnover rate among full time managers in 4 percent.Developing salespeople starts with a clear mission. At UPS, employees meet annually with managers to identify their strengths and decide what skills they need for a new job within the company. We lay the foundation for future development and map out immediate, midterm, and future goals, Colletta says. When I was a tracing clerk, I told my supervisor that my goal was to became a district sales manager. I then became a driver, then a salesperson, and in 1986 I reached my goal.Career development entails implementing training programs and Internet career centers that can help companies grow their staffs. Employees take courses in order to acquire the pedigree that will make them candidates for management positions. But learning isnt just in the classroom. Mentoring programs in which managers coach lower-level employees are also valuable. Mentors are especially important, Colletta says. They help you understand the opportunities that are out there. They helped me see what I couldnt because I couldnt look that far ahead yet.Progress must be routinely monitored. Employee reviews and 360-degree reports are good ways to track improvement. So is a managers involvement. H ave an open door policy to keep the communication lines open, he says.