Dispatchers & Logistics Managers

Request Information

Introduction

Our service is tailored to address the specific health and stress risks faced by dispatchers and logistics managers in the transportation sector.

Program Components

  • Objective: To evaluate the current health status and ergonomic needs of dispatchers and logistics managers.
  • Activities:
    • Comprehensive health assessments, including assessments of sedentary-related health risks.
    • Ergonomic assessments of workstations to optimize comfort and posture.
  • Benefits: Provides a baseline for designing individualized wellness plans and improving workspace ergonomics.
  • Objective: To address the health risks associated with prolonged desk work and sedentary lifestyles.
  • Activities:
    • Customized exercise routines that can be done in the office to combat a sedentary lifestyle.
    • Nutritional guidance and meal planning to promote a balanced diet despite a desk-based job.
  • Benefits: Improves physical fitness, reduces the risk of sedentary-related health issues, and enhances overall well-being.
  • Objective: To help dispatchers and logistics managers cope with the high-pressure nature of their roles.
  • Activities:
    • Stress management workshops and relaxation techniques.
    • Access to confidential mental health support services for addressing job-related stress and anxiety.
  • Benefits: Enhances mental resilience, reduces stress, and fosters effective stress-coping strategies.
  • Objective: To assist in effective time management and decision-making under pressure.
  • Activities:
    • Training on time management techniques and prioritization.
    • Strategies for making effective decisions in high-pressure situations.
  • Benefits: Enhances time management skills, reduces stress related to decision-making, and improves overall work efficiency.
  • Objective: To ensure dispatchers and logistics managers are well-prepared to handle emergencies.
  • Activities:
    • Training in safety protocols and coordination of emergency responses.
    • Simulated emergency scenarios to build confidence and competence.
  • Benefits: Enhances emergency readiness, reduces stress during critical situations, and ensures safety in transportation operations.
  • Objective: To improve coordination and communication among transportation teams.
  • Activities:
    • Communication skills workshops and strategies for effective team collaboration.
    • Tools and resources for streamlining communication processes.
  • Benefits: Enhances coordination, reduces misunderstandings, and promotes smoother operations.
  • Objective: To foster a sense of community among dispatchers and logistics managers.
  • Activities:
    • Facilitation of peer support groups and forums for professionals to share experiences.
    • Organizing team-building events and social activities.
  • Benefits: Encourages a strong support network among colleagues, reducing feelings of stress and isolation.
  • Objective: To provide continuous support and track progress.
  • Activities:
    • Regular check-ins with dispatchers and logistics managers to assess their health and well-being.
    • Adjustment of wellness plans as needed based on individual progress.
  • Benefits: Ensures sustained improvements in health, well-being, and job performance.

Our program is designed to address both the physical and mental health of dispatchers and logistics managers, helping them lead healthier lives, reduce stress, and ultimately, enhance their job performance and overall job satisfaction while ensuring efficient transportation operations.

Virtual/Instructor-led training

Onboarding Remote Employees:

Best Practices for HR Teams

Request Information

Introduction

Welcome to this skills training workshop on onboarding remote employees. As more and more organizations adopt remote work arrangements, it is important to have a strong onboarding process in place to set remote employees up for success in their roles. In this workshop, we will explore best practices for onboarding remote employees and discuss various strategies and tools that can help ensure a smooth and successful transition for new hires. By the end of this session, you will have a better understanding of how to effectively onboard remote employees and support them as they integrate into your organization.

Details‚Äč
  • To provide HR teams with a thorough understanding of best practices for onboarding remote employees
  • To introduce various strategies and tools that can be used to support the onboarding of remote employees
  • To explore practical approaches for supporting remote employees during the onboarding process
  • Defining the purpose and goals of your onboarding program for remote employees
  • Establishing clear communication and expectations with remote employees
  • Providing remote employees with the necessary resources and support to succeed in their roles
  • Building connections and fostering a sense of belonging among remote employees
  • Practical exercises for applying the concepts learned in this session

This training will be conducted through a combination of lectures, discussions, and practical exercises. Participants will have the opportunity to engage in group activities and apply the concepts learned in this session to real-world scenarios.

This training will include both theoretical and practical elements. Participants will learn about best practices for onboarding remote employees and the various frameworks and tools that can be used to support this process. They will also have the opportunity to apply these concepts through practical exercises, working in groups to design and evaluate onboarding programs for remote employees using the frameworks introduced in this session.

included in 90-min, Half Day & Full Day sessions

  • Designing an onboarding program for remote employees using the ADDIE model
  • Evaluating the impact of technology on the onboarding of remote employees using the SAMR model
  • Identifying strategies for fostering a sense of belonging among remote employees using the Belonging Model

(included in Half-Day and Full Day sessions)

  • The ADDIE Model: The ADDIE model is a five-step process for designing and developing training programs, including onboarding programs. It can be used to guide the creation and evaluation of onboarding programs for remote employees.
  • The SAMR Model: The SAMR model is a framework for evaluating the effectiveness of technology in education and training. It can be used to assess the impact of technology on the onboarding of remote employees.
  • The Belonging Model: The Belonging Model is a framework that outlines the various factors that contribute to a sense of belonging in the workplace. It can be used to understand and enhance the sense of belonging among remote employees during the onboarding process.
  1. The ADDIE Model: HR teams can use this framework to guide the creation of an onboarding program for remote employees, ensuring that it is well-designed and aligns with the goals and needs of the organization.
  2. The SAMR Model: HR teams can use this framework to evaluate the impact of technology on the onboarding of remote employees and identify ways to optimize the use of technology in the onboarding process.
  3. The Belonging Model: HR teams can use this framework to understand the factors that contribute to a sense of belonging among remote employees and identify strategies for fostering a sense of belonging during the onboarding process.

At the end of this session, participants will have gained a comprehensive understanding of best practices for onboarding remote employees and the various frameworks and tools that can be used to support this process. They will have learned about strategies for establishing clear communication and expectations with remote employees, providing necessary resources and support, and fostering a sense of belonging among remote employees. Participants will be well-equipped to design and implement an effective onboarding program for remote employees and support them as they integrate into the organization.