CAC: Parts Warehousing WDC (ENG)

That big area in your facility stuffed with parts can and should be a showcase for your dealership. A distribution center which has been designed and developed to be space effective, productive and safe is a wondrous thing. Not many equipment dealerships have such a warehouse, do they? A warehouse stores parts, and it requires that there are aisles for people and equipment to perform the order picking and receiving functions as well as the physical counts. It also has to have packing and shipping benches as well as staging areas for inbound and outbound shipments. Finally, there are the shipping and receiving docks.

This class will present warehouse theory from what the location nomenclature – the location identification, should consist of to the sizing principals to use in determining the storage space required. It will expose different picking methods and the appropriate storage media and material handling equipment for each. The metrics of picking and packing, storage efficiency, shipping and receiving, and dock handling will be developed.

The overall sizing theory of cubic and square foot requirements for each part number stored as well as systems to utilize that will tell you which location size should be used for which part, and how many of each of these location sizes are required helps with the designs and layouts of your warehouse in a manner that can be used by everyone.  This is a commonsense program exposes a little understood area in a dealership: the warehouse.

CAC: Parts Change (ENG)

Dealing with change is one of the biggest challenges we face in our lives. It will also be one of the largest challenges you face in creating value for customers and remain relevant in the supply chain. Jack Welsh is famous for saying “When the world around you is changing faster than you are…. the end is near.

Look around. Look what has happened in only just the past two decades; Cell Phones, Smart Appliances, Artificial Intelligence to name just a few. Look also at the changes in the equipment we support; computerization of componentry, telematics, etc. Now look at your business internally. What changes have you made in how you do things? This program covers all of these issues.

It is critical that we know how to lead through these periods of rapid change. We have to be able to communicate effectively. What are we doing? Why are we doing it? And how we get everyone committed to these changes is covered in detail in this comprehensive class.

Managers must understand how to engage their team, and lead the business, through change. You will learn how to effectively manage change, become consistent in identifying and resolving critical change issues and innovating in how you do the work and find new and different ways to grow is covered in detail. Don’t miss this important class.

LWS: Electrical Evaluator CSA (ENG)

The men and women in the electrical evaluation team are routinely confronted by on-the-job challenges due to a myriad of complexities and safety considerations involved. These ever-changing challenges have reached a point where the skills and knowledge of employees now make a critical difference in developing and maintaining electrical systems. The challenges electrical evaluator face includes, but are not limited to: ensuring safety, accessing areas, identifying hidden issues, interpreting technical data, timing constraints, effectively communicating and documenting workflow, and keeping abreast of new technologies.

To address these challenges, the Comprehensive Skills Assessment or CSA covers all electrical subject matter required in the course of performing an electrical evaluation. In assessing this position, we have taken all of the classes involved in the electrical business and created a job assessment questionnaire. More than 900 questions from the pretest and final assessment of all classes were boiled down to one-hundred essential multiple-choice, true/false, and yes/no questions comprising the CSA.

The results from the CSA categorize the skills and knowledge of the individual being assessed into one of our four levels of accomplishment: Developing, Beginning, Intermediate, and Advanced. These assessments can be used, in conjunction with background checks and interviews, to screen applicants before they are hired.

The genesis of the CSA has been to enable employers to create a specific employee development program for each employee in the electrical evaluation team. In addition, it can be used in the annual performance review for each employee. It can even be used as a foundation piece of information related to wages and salaries for the electrical systems evaluation team.

LWS: Basic Electrical CSA (ENG)

It is an exciting time to have a career in the electrical field. Electrification is being reimagined and updated with the latest technologies to enhance the way we live, work and play. Continuing education can prepare you for diverse roles in the electrical industry while keeping you on top of technological advancements and safety standards. Plus, continuing education is essential to remaining relevant, competitive and effective in your career. Let our accredited online training courses help achieve your career ambitions in the electrical industry today!

This comprehensive skills assessment covers all of the topics and subject matter required in the course of performing electrical tasks. In assessing this position, we have taken all of the classes involved in the electrical business and created a job assessment questionnaire. We have taken the over 900 questions, from the pretest and final assessment, from all of the classes offered. We have taken all of these questions and boiled them down to one-hundred essential questions. Each question has an answer within a multiple-choice selection, true/false, and yes/no.

The results from the CSA, Comprehensive Skills Assessment, categorize the skills and knowledge of the individual being assessed, into one of our four levels of accomplishment: Developing, Beginning, Intermediate, and Advanced.

These assessments can be used, in conjunction with background checks and interviews, to screen applicants before they are hired. They should also be used in the annual performance review with each employee. They can even be used as a foundation piece of information related to the wages and salaries paid to the employees. Finally, and this is the genesis of the creation of the comprehensive assessment skills, the assessment has been developed to be used to create a specific employee development program for each employee in electrical teams.

CAC: Basic Electrical CSA (ENG)

It is an exciting time to have a career in the electrical field. Electrification is being reimagined and updated with the latest technologies to enhance the way we live, work and play. Continuing education can prepare you for diverse roles in the electrical industry while keeping you on top of technological advancements and safety standards. Plus, continuing education is essential to remaining relevant, competitive and effective in your career. Let our accredited online training courses help achieve your career ambitions in the electrical industry today!

This comprehensive skills assessment covers all of the topics and subject matter required in the course of performing electrical tasks. In assessing this position, we have taken all of the classes involved in the electrical business and created a job assessment questionnaire. We have taken the over 900 questions, from the pretest and final assessment, from all of the classes offered. We have taken all of these questions and boiled them down to one-hundred essential questions. Each question has an answer within a multiple-choice selection, true/false, and yes/no.

The results from the CSA, Comprehensive Skills Assessment, categorize the skills and knowledge of the individual being assessed, into one of our four levels of accomplishment: Developing, Beginning, Intermediate, and Advanced.

These assessments can be used, in conjunction with background checks and interviews, to screen applicants before they are hired. They should also be used in the annual performance review with each employee. They can even be used as a foundation piece of information related to the wages and salaries paid to the employees. Finally, and this is the genesis of the creation of the comprehensive assessment skills, the assessment has been developed to be used to create a specific employee development program for each employee in electrical teams.

LWS: Product Support Sales Management CSA (ENG)

Selling is as old as the hills and most people think it is a function that requires you be good with people.  Sales requires very serious organizational skills. Not just a personality. From the rapid changes we have experienced in our industry, we are at the point where the skills and the knowledge of our employees is a critical difference in developing and maintaining our relationships with our customers. The leadership involved with the sales team is critical. The challenges in maintaining a motivated, skilled work force is not easy.

The comprehensive skills assessment covers all of the topics and subject matter required in the course of performing the sales job function. In assessing this position, we have taken all of the classes involved in selling and created a skills assessment. We have taken the 900 questions, from the pretest and final assessment, from all of the classes offered for Selling and Marketing. We have taken all of these questions and boiled them down to ninety essential questions. Each question has an answer within a multiple-choice selection.

The results from the CSA, Comprehensive Skills Assessment, categorize the skills and knowledge of the individual being assessed, into one of our four levels of accomplishment: Developing, Beginning, Intermediate, and Advanced.

These assessments can be used, in conjunction with background checks and interviews, to screen applicants before they are hired. They should also be used in the annual performance review with each employee. They can even be used as a foundation piece of information related to the wages and salaries paid to the employees. Finally, and this is the genesis of the creation of the comprehensive assessment skills, the assessment has been developed to be used to create a specific employee development program for each employee in the parts and service business teams.

LWS: Product Support Sales CSA (ENG)

Selling is as old as the hills and most people think it is a function that requires you be good with people.  The Sales Function also requires strong back office support. Dealer Business Systems development has allowed the management of territories with market segmentation and call reporting. Territory Potentials and Market Capture have also required we be able to provide office support to the sales force.

The comprehensive skills assessment covers all of the topics and subject matter required in the course of performing the sales support job function. In assessing this position, we have taken all of the classes involved in selling and marketing and created a skills assessment. We have taken the 900 questions, from the pretest and final assessment, from all of the classes offered for Selling. We have taken all of these questions and boiled them down to ninety essential questions. Each question has an answer within a multiple-choice selection.

The results from the CSA, Comprehensive Skills Assessment, categorize the skills and knowledge of the individual being assessed, into one of our four levels of accomplishment: Developing, Beginning, Intermediate, and Advanced.

These assessments can be used, in conjunction with background checks and interviews, to screen applicants before they are hired. They should also be used in the annual performance review with each employee. They can even be used as a foundation piece of information related to the wages and salaries paid to the employees. Finally, and this is the genesis of the creation of the comprehensive assessment skills, the assessment has been developed to be used to create a specific employee development program for each employee in the parts and service business teams.

LWS: Construction Industry Technician CSA (ENG)

With the rapid changes and developments experienced in capital equipment over the past few decades we have reached the point where the skills and the knowledge of technicians is the critical difference in developing and maintaining our relationships with our customers. This has included changes in machine design, computerization of componentry, telematics, and the use of exotic materials.

The Construction Industry Technician comprehensive skills assessment covers the four major areas of equipment: Engine, Drive Train, Hydraulics and Electrical. In creating this assessment, we have taken into consideration the major manufacturers.

We have created a series of multiple-choice questions within each of the four categories above. The results from the CSA, Comprehensive Skills Assessment, categorize the skills and knowledge of the individual being assessed, into a score.
The following reflects how our clients use the assessment programs.

1. Recruiting: The assessments should be part of the process of recruiting employees. In conjunction with background checks and interviews, the assessment gives you a much more objective evaluation of the applicants before they are hired.
2. Performance Reviews: The assessments should also be part of the process of the annual performance review with each employee.

Upon completion of a specific Job Function Skills Assessment the student will receive their score. This score will rank their skills based on the results we have seen from the thousands of assessments taken.

LWS: Service Management CSA (ENG)

There are some fundamental truths about people and their work: everyone wants to do a good job, everyone can do more than they think they can, and everyone is fundamentally lazy. In management and leadership we have to deal with the people and the processes. That is the job. You lead people and you manage the process.

The job of the manager or supervisor starts with the basic job function description and moves on to standards of performance. Everyone has to understand what is expected of them, as well as accepting that what is expected of them is both achievable and important. The various aspects of management are exposed in this power program.

In dealing with people, you also will need to be able to communicate with the employees.  In this program we explore two of the main forms of communications: praise and criticism. This part of interpersonal relations can be learned. These are skills that can be learned by following a simple plan. We discuss this plan in detail, which has many common elements with both praise and criticism to provide you with a better ability in working with your employees.

HCC: Service Management CSA (ENG)

There are some fundamental truths about people and their work: everyone wants to do a good job, everyone can do more than they think they can, and everyone is fundamentally lazy. In management and leadership we have to deal with the people and the processes. That is the job. You lead people and you manage the process.

The job of the manager or supervisor starts with the basic job function description and moves on to standards of performance. Everyone has to understand what is expected of them, as well as accepting that what is expected of them is both achievable and important. The various aspects of management are exposed in this power program.

In dealing with people, you also will need to be able to communicate with the employees.  In this program we explore two of the main forms of communications: praise and criticism. This part of interpersonal relations can be learned. These are skills that can be learned by following a simple plan. We discuss this plan in detail, which has many common elements with both praise and criticism to provide you with a better ability in working with your employees.