The RV and camping industry has been developed in my country for more than ten years, but it can still be regarded as an emerging industry. Many people entering this industry lack professional knowledge, which often results in professional skills but lack of industry knowledge. Can not reflect the value of people. For a new employee, making him understand the company’s corporate culture, job responsibilities, and industry knowledge as soon as possible will help to maximize the employee’s value as soon as possible.
Publish recruitment information through various channels, make appointments for interviews, various screenings, and finally introduce a suitable talent. Facing an unfamiliar industry with completely new knowledge and technology, how can we give full play to the value of talents? How many companies have employees who have no training after joining the job and are at a loss after taking up the job?
change of mind
Let’s talk about corporate culture first. What kind of scale does a company plan to develop into? What kind of growth can employees get in the company? Where is the ceiling for future employee growth? It is at this stage that employees are informed. It allows each employee to have his own personal development plan, grow together with the company, and increase employees’ loyalty to the company. Of course, the person in charge of the enterprise can also regard this as an excellent opportunity to promote the corporate culture. After all, the current caravan and camping industry is still difficult to obtain talents with high income. A future that people look forward to is a goal for employees to strive for.
Let’s talk about job responsibilities. At present, the scale of enterprises in the industry is often small, and SMEs place more emphasis on multi-tasking. However, if you have multiple roles, you must distinguish between the primary and the secondary. What are the main responsibilities, and when other departments need help, what tasks should be undertaken should be carefully distinguished. If you give up your main professional responsibilities and devote more energy to other work, it would be putting the cart before the horse.
management change
Finally, talk about industry knowledge, what is a RV? What are the classifications of RVs? The relationship between campsites and RVs, what services can campsites provide? For a newcomer, these all need to be trained by the company. Of course, for a person who is eager to learn, he may be able to reach a certain level by self-study, but there are still many employees with average conditions. Afterwards, the advantages of the company’s products and services, information on competing products in the industry, etc., should be given training by the company, and the purpose is of course to better utilize the value of employees. Just imagine, employees are not as professional as customers, and inter-industry cooperation cannot explain their own companies and products clearly, so the value of employees cannot be reflected.
Here are two of my experiences. Case 1: A company wants to launch a customer service system, including online question and answer and voice answering return visits. So I hired an excellent talent with many years of customer service experience. After a short training, the employee has fully mastered the industry knowledge and corporate advantages, and then sorted out the product information compiled by the author into two sets of customer service speech skills, one for online questions and answers, and one for online questions and answers. One set is used for voice answering and return visits, both of which have played a very important role. It is also a rare asset for the company, and it facilitates the follow-up work of many employees. The production and arrangement of these two sets of scripts will take no more than one month from the time the employee joins the job. It should be said that a professional personnel, after induction training, will soon demonstrate his own value.
Case 2: A company has a new salesman and driver who mainly receives customers on the spot in a certain place. Because I don’t work in the same place, I have been employed for almost a month when I first contacted him. But for the product, no one has trained him, and when he comes to customers, he is always on the front line to receive them. After a joint reception of customers, the author began to popularize the knowledge of RVs for him, and the professionalism of his introduction was significantly improved after that. Being sales-oriented should not just be lip service. The front-line employees do not have this ability, and the reason lies in the enterprise.
epilogue
From the perspective of enterprise development, employees trained by themselves are often the most loyal. Only a stable team can form a joint force to do a project. Early personnel training is often time-consuming and laborious, but in the later stage, those trained employees are the ones who can play a role. In order to survive and develop, an enterprise must continuously accumulate talents and form healthy competition so that the superior will survive and the fittest will be eliminated. Raising a bunch of idlers, and finally being tied up, the company can’t even talk about development.
