LWS: Technical Communicator CSA

With the rapid changes in design and automation of the equipment we become more dependent on our ability to communicate with our customers, suppliers and employees and answer the questions posed to us. This technical communicator also is required to provide training and mentoring to the more junior skill level technicians as well as assist in “on the job” training.

This comprehensive skills assessment covers all of the topics and subject matter required in the course of performing the job function of a technical communicator. In assessing this job function we have taken the skills and knowledge requirements and created an assessment questionnaire. We have used as the foundation for this assessment the pretest and final assessment questions from all of the classes offered for the Service Department as well as the Technician Assessment for a Construction Industry Technician. 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 skills assessment, 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.

CAC: Service Foreman CSA

With the rapid changes we have experienced in our industry, we have reached 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 changes we face include machine design, computerization of componentry, telematics, and the use of exotic materials. Additionally, the technology within dealer management systems continues to progress at a rapid pace with VoIP, AI, and “smart” systems to name just a few.

The comprehensive skills assessment covers all of the topics and subject matter required in the course of performing the job function of a Foreman. In assessing this job function we have taken the skills and knowledge and created an assessment questionnaire. We have used as the foundation for this assessment the pretest and final assessment questions from all of the classes offered for the Service Department. 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 skills assessment, 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 Management CSA

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: Parts & Service Marketing CSA

With the distribution networks supporting construction equipment becoming even more dependent on absorption and contribution margins we have recognized the critical nature of comprehensive and current marketing information. The Dealer Management Systems now offer comprehensive call reporting, machine population and all of the attendant reporting structures on market potential and market capture. The Sales Function requires very strong parts and service marketing.

The comprehensive skills assessment covers all of the topics and subject matter required in the course of performing the parts and service marketing 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 Marketing and 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: Purchasing & Expediting CSA

With the rapid changes we have experienced in our industry, we have reached the point where the skills and the knowledge of our employees is a critical difference in developing and maintaining our relationships with our customers. We have arrived at the point that we must find every part that every customer orders, and do this on the day that they order the parts. Supply chains and transportation logistics are complicated subjects and need specialized skills.

The comprehensive skills assessment covers all of the topics and subject matter required in the course of performing the purchasing and expediting job function. In assessing this task, we have taken all of the classes involved in the Parts Business and created a skills and knowledge assessment questionnaire. We have taken the 900 questions, from the pretest and final assessment, from all of the classes offered for the Parts Business 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: Parts Management CSA

With the rapid changes we have experienced in our industry, we have reached 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 changes we face include machine design, computerization of componentry, telematics, and the use of exotic materials. Additionally, the technology within dealer management systems continues to progress at a rapid pace with VoIP, AI, and “smart” systems to name just a few.

The comprehensive skills assessment covers all of the topics and subject matter required in the course of performing the Parts Management job function. In assessing a Parts Manager, we have taken the 750 questions that comprise the final assessment from all of the classes offered for Parts Managers 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 CSA, 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: Parts Office CSA

The working men and women in the parts offices have been confronted with equally rapid changes in their methods and processes as we have seen in the technology applied to the equipment we represent. These rapid changes reached 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 changes we have faced with the technology within dealer management systems continues to impact on all of the methods and processes in the business.

This comprehensive skills assessment covers all of the topics and subject matter required in the course of performing the office job functions. In assessing this position, we have taken all of the classes involved in the parts business and created a job assessment questionnaire. We have taken the 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 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: Parts Inventory CSA

With the rapid changes we have experienced in our industry, we have reached 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 requirements in inventory management have changed dramatically since the arrival of computers to drive this job function. Additionally, the technology within dealer management systems continues to progress at a rapid pace with cloud computing and “smart” systems to name just a few.

The comprehensive skills assessment covers all of the topics and subject matter required in the course of performing the inventory management job function. In assessing this job function we have taken the classes involved in managing the parts business and created an skills and knowledge assessment questionnaire. We have taken the 900 questions, from the pretest and final assessment, from all of the classes offered for the Part Business. 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: Parts Warehouse CSA

The employees in the parts warehouses have an extremely difficult task. Shipping and Receiving Methods as well as Storage Technology changes have made this a critical job function. The rapid changes have moved this function from being primarily a physical labor job to the point where the skills and the knowledge of our employees have become a critical difference in developing and maintaining our relationships with our customers.

This comprehensive skills assessment covers all of the topics and subject matter required in the course of performing the warehouse job functions. In assessing this position, we have taken all of the classes involved in the parts business and created a job assessment questionnaire. We have taken the 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 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: Parts Counter & Telephone Sales CSA

With the rapid changes we have experienced in our industry, we have reached 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 changes we face include machine design, computerization of componentry, telematics, and the use of exotic materials. Additionally, the technology within dealer management systems continues to progress at a rapid pace with VoIP, AI, and “smart” systems to name just a few. And each of the OEM’s has or is in the process of developing electronic catalogues allowing customers to place orders directly to the dealership.

The comprehensive skills assessment covers all of the topics and subject matter required in the course of performing the telephone and counter sales job function. In assessing this job function we have taken all of the classes involved in selling and created a skills assessment questionnaire. We have taken the 900 questions, from the pretest and final assessment, from all of the classes offered for Counter and Telephone 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.