SYNOPSIS

The importance of proper hiring, operator training and indoctrination cannot be overemphasized when one considers the condition of the present day labor market, the high labor turnover and the high cost of training. It has been determined that the cost of training a new direct labor employee to a degree of efficiency where s/he can produce quality work in sufficient quantities to warrant his/her being classed as a “normal” production employee is in excess of $5,900. This calculation model is based upon a 100% production employee who earns an average of $14.40 per hour. The model is called “SCARE,” an acronym for Separation, Cost And Replacement Expense. The value of “SCARE” is that it not only enables companies to accurately determine what their total turnover costs are over any given period for any type or group of individuals, it also allows determination of Unit Replacement Cost (URC); i.e., the “per person” cost to replace a departed employee. Additionally, because it is used by enough progressive companies, it also quickly points out trends and averages against which you can measure you own performance."  The information, wisdom, tools, ideas and advise in this eBook will provide you with the needed springboard to help you develop your own cost matrix used to reduce training costs. Click here to order your copy now!

Table of Contents

A.    DEFINING TRAINING COSTS

Category I:       Search And Selection

Category II:      Assignment And Placement

Category III:     Training

Category IV:    Retention

Category V:      Termination

B.    THE “SCARE” MODEL

Category I:       Search And Selection

Category II:      Assignment And Placement

Category III:     Training

Category IV:    Retention

Category V:      Terminations

D.    OTHER CONSIDERATION S

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PARTIAL PREVIEW

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"A “SCARE” analysis is broken down into five basic categories:

Category	Cost Segment
I.	Search and Selection
II.	Assignment and Placement
III.	Training
IV.	Retention
V.	Termination

Each of these categories has a number of very specific costs that apply directly to it. Additionally, all have common costs, such as Human Resources department overhead, that are shared. 

Some of these costs, such as the charges for placing recruiting advertisements, are quite easy to compute. Others, such as interviewing costs by non-Human Resources Department members of the management team, must be worked out mathematically. A sampling of some of these factors and the particular areas they cover as well as a summary of some of the types of costs that must be considered when analyzing a factory’s turnover are as follows: . . ."

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