Success stories
abound in
business with
measurable
results like
reduced
turnover, fewer
employee errors,
and cost savings
on many fronts,
including
reduced waste
and reductions
in the amount of
training
required for
employees.
“KeyTrain provides a vehicle for progression in a
self-study program and allows employees to advance
through to higher paying jobs at their own speed.”
- Walt Tillman, Operations Training Team
Leader, Siemens
“The employees we select using WorkKeys [assessments]
are superstars, and we're very satisfied with their
performance and interpersonal skills"
- Kim Cheatley, Human Resources Manager, Steelscape
|
 |
Businesses have
recognized and
used the WorkKeys
system
and KeyTrain for
years in hiring
and development.
They are more
recently
demanding those
same skills by
asking for, and
encouraging
incumbent
workers to
strive for, the
National Career
Readiness
Certificate (NCRC). While
workforce
development and
education
throughout the
country begin to
fully embrace
and accept the
importance of
workplace skills
as defined by WorkKeys®
assessments
and the NCRC,
it is the
nation’s
employers that
are the true
drivers of
demand for
higher skills.
Success stories
abound in
business with
measurable
results like
reduced
turnover, fewer
employee errors,
and cost savings
on many fronts,
including
reduced waste
and reductions
in the amount of
training
required for
employees.
Steelscape
was presented
with The
Psychologically
Healthy
Workplace Award
by the
American
Psychological
Association.
WorkKeys
assessments
and KeyTrain
were the
foundation of
their top ten
best practice.
The award
recognizes
companies for
innovative
programs and
policies that
stand out for
their
facilitation of
a
psychologically
healthy
workplace. Steelscape’s
team-centered,
award-winning
hiring process
involves
profiling
positions to
determine skill
requirements,
using WorkKeys
assessments for
screening, and
improving skills
using KeyTrain.
With this
process in
place, the
company reported
employee
turnover rate
reduced to just
1.6 percent and
an OSHA
recordable rate
of only 2.3
incidents per
200,000 work
hours.
Human Resources
stated that new
employees were
not only a good
fit, but that
they were now
hiring only “the
best of the
best.”
With expanding
business and
increasing
technology in
their
manufacturing
process,
Siemens was
challenged with
upgrading skills
to meet demands
for high tech
manufacturing.
By partnering
with the
Peninsula
Workforce
Development
Center, they
implemented
the WorkKeys
system and KeyTrain for
hiring and
promotions.
Specifically,
Siemens profiled
production line
jobs, assessed
the production
line staff and
identified skill
weaknesses in
Applied
Technology and
Locating
Information.
With this
information and
a KeyTrain lab
to build skills,
employees were
motivated to
improve.
Approximately
325 employees
voluntarily
enrolled in
KeyTrain
on-site.
The process led
to Siemens
hiring over 100
workers with
higher skills
(cited as better
troubleshooting
and problem
solving), in a 6
month period.
Among all
employees, the
process lead to
better
attendance and
punctuality and
a measurable
cost savings in
scrap reduction.
|
