De Producten van DJ, Inc.

Als u een tiener hebt die een de zomerbaan zoekt, weet u hoe onverbiddelijk hun vooruitzichten dit jaar zijn. Sommige werkgelegenheidsdeskundigen voorspellen dat dit de slechtste markt van de de zomerbaan sinds de jaren '50 zal zijn. Zijn de gehouden langs tiener-verouderde arbeiders van banen gewoonlijk gebroken omhoog door op non-actief gesteld, furloughed, het uit-van-werkvolwassenen die om het even welke manier zoeken om einden te maken samenkomen tot de economie zich omdraait. Morgen aandrijving-door neemt de ochtend wanneer u uw kop van koffie opneemt, een blik bij persoon bemannen. U bent geschikter om een rijp gezicht te zien dan één of ander vers-onder ogen gezien hoge schooljong geitje - en het geld-hongerige collegiale aantal arbeidskrachten heeft om de markt van de de zomerbaan nog te raken. Met de traditionele zomer zullen de werkgevers die, teens en collegiates buiten de doos moeten denken om geld voor onderwijs, autodelen, kleren en data te verdienen deze zomer inkrimpen.

Dit is absoluut de zomer waar teens en de studenten voorbij de wandelgalerij en de lokale snel voedselconcessies zullen moeten kijken om werkgelegenheid te vinden. Het is tijd om buiten de doos te denken! In jaren voorbij, zouden de werkgelegenheidsdeskundigen kunnen voorgesteld hebben dat teens banen in productie zoek. Jammer genoeg, heeft de economische crisis de V.S. vertraagd. productie productie, die naar huis duizenden van de V.S. verzendt. arbeiders en het glutting van het verwerkende aantal arbeidskrachten. Er is weinig kans in de productie van dit jaar voor ongeschoolde, part-time, de zomerlaborers. Maar er is potentiële kans in vervulling, distributie en opslaand, zeggen de baandeskundigen.

Niet alleen profiteren de ondernemingen van goedkopere arbeid wanneer zij teens en collegiates tewerkstellen, maar er kunnen voordelen zijn aan de bouw van vroege het werk verhoudingen met de eerste arbeiders van morgen. De banen van de zomer bieden een mogelijkheid voor studenten om potentiële carrières uit te proberen terwijl het geven van werkgevers een kans om toekomstige arbeiders omhoog te rangschikken. Vele teens en collegiates komen op de bedrijfzomer terug na de zomer en zoeken uiteindelijk full-time werk. De werkgevers van Savvy gebruiken deze kansen om toekomstig personeel vooraf te trainen en te profiteren door opgeleide, top-notch werknemers te bereiken klaar om de grond te raken die zodra zij hun graad verdienen loopt.

Distribution, fulfillment and logistics companies that utilize DJ Products’ highly-adaptable, ergonomically-designed material handling equipment won’t have any trouble giving this summer’s hungry teen workforce an opportunity to grow their work skills. Ergonomically-designed to adjust to the physical size and abilities of any worker, DJ Products equipment can be successfully used by male or female teens and college students without risk of injury. Intuitive controls, superior safety features, adaptable design, and premium construction make DJ Products’ motorized carts and electric tugs easy to use, minimizing training time and maximizing production — the perfect combination for summer workers!�

Considering the state of the economy, it’s not unexpected that the logistics industry is suffering along with everyone else. According to the recently released Global Contract Logistics 2009 report published by Transport Intelligence, the global contract logistics market grew at a rate of 5% in 2008, half the 10% growth experienced in each of the past few years. Of greatest concern was the noticeable drop in volume during the fourth quarter, generally considered the industry’s peak season.

“This downturn has been felt well into 2009, although there are signs that the fall in volumes may well have bottomed out by the end of the first quarter, the report suggests,” logistics industry analyst Ken Hurst noted in today’s posting on Works Management online.

Increasing, global reach provides the greatest opportunity for future success in the logistics industry, particularly when U.S. markets go stale. Developing markets in Latin America, Central and Eastern Europe and the Asian Pacific region offer the most opportunity for future growth, according to the Ti report. While the China market has cooled recently, Hurst expects it to rebound, saying, “… with GDP growth still in the high single digits, and a $585 billion stimulus package taking effect, underlying economic activity will continue to drive its [China’s] logistics sector.”

The report predicts five more years of volatile swings in the logistics industry worldwide with significant recovery not predicted until 2011. Rebuilding is expected to be agonizingly slow. According to Hurst’s post, “Ti believes that the market will grow at a compound annual rate of 2.4% between 2009 and 2012.” Stabilization of the industry will depend on the speed with which global sales increase. Until consumer confidence returns and drives up demand for goods, manufacturers and retailers will continue to keep supply costs lean. Because of its position at the tail end of the supply chain, the logistics industry may be one of the final economic sectors to achieve recovery. While contractual relationships will protect some logistics companies from the worst market volatility, “logistics providers will have to work hard at increasing their value proposition to clients if they are to avoid the worst excesses of the recession,” John Manners-Bell, Ti CEO told Hurst.

Even before the economy took a dive, material handling industry experts were warning of coming changes to America’s workforce that could have far-reaching implications for U.S. businesses. America’s population is aging. By 2015, the over 65 population will increase by more than 20%. At the same time, the number of people getting started in the workplace, those 25 to 39, will grow by only 6%. And even more alarming, the population group that has traditionally formed the core of America’s workforce, those aged 40 to 54, will shrink by 5%. Businesses need to prepare now to deal with a younger, smaller U.S. workforce.

But that’s only part of the problem, said Gary Forger, Senior VP of Professional Development for the Material Handling Industry of America (MHIA), in his keynote address at ProMat 2009 earlier this month. The fast pace of technological change and the need for constant learning and retraining may present the biggest challenge. Where it used to take 12 to 15 years for skill sets to before becoming obsolete, it now takes less than 3 years. “It is estimated that 39% of the current workforce and 26% of new hires will have basic skill deficiencies,” Forger said. Unfortunately, America’s future workforce may not have the “live to work” ethic of their predecessors. Tomorrow’s worker will be seeking a better work-life balance, placing higher value on “work to live.”

While coming changes in workforce demographics will present significant challenges for U.S. businesses, Forger said it will also present unique opportunities to improve productivity and performance for companies able to exercise flexibility. Forger suggested that those opportunities are likely to be found in unexpected places. Companies may find it productive to pair old and new workers, he said. New workers would bring advanced technological skills to the table; older workers, knowledge and experience. Automation is expected to increase to allow smaller workforces to maintain production. The need to accommodate aging workers will place increased emphasis on ergonomic equipment.

As the number of U.S. workers dwindles, the material handling industry should prepare for an increasingly multi-cultural and multi-lingual workforce. Forger said recruiters may need to target new work groups, such as “Hispanic women reentering the workforce.” Retention efforts may need to become more flexible and more creative, offering different incentives to differently-motivated groups. In the future, advancement, employee satisfaction and responsibilities may provide better retention results than basic pay. How companies address work-life balance issues is also expected to play a key role in employee retention.