ResourceMFG is the nation's leading manufacturing support organization. It focuses on the demands of the manufacturing sector to serve the needs of employees and customers. The company has immersed themselves in the manufacturing community and has close relationships with support organizations such as The National Association of Manufacturers (NAM) and The American Production and Inventory Control Society (APICS).
The foundation of ResourceMFG is a commitment to understanding the specialized needs of clients, employees, and the community, which provide the foundation for success. Like the manufacturers they represent there is a philosophy of continuous improvement. ResourceMFG is dedicated to improving programs, processes, training and people to meet the diverse needs of the US manufacturing sector. A benchmark of the organization is on time delivery. The company understands manufacturing professionals and provides excellent programs and productive employees. ResourceMFG delivers the right person with the right skills at the right time.
Manufacturing is the sole focus of ResourceMFG allowing a better manufacturing workforce. ResourceMFG understands that it takes good people to get good results. Experienced manufacturing professionals know how to find the talent needed to deliver results for manufacturing businesses. ResourceMFG has been nationally recognized for having workforce management initiatives that impact the bottom line.
According to manufacturing journalist, Thomas R. Cutler in the February issue of Industry 2.0, “Generic personnel placement organizations are failing to meet the specific employee requirements of industry segments including automotive, electronic, machining, sheet metal, fabrication, and many other specialized producers. There is increasing staffing segmentation. Few organizations are involved with the total spectrum of manufacturing positions including production, quality, maintenance, supervision, and all levels of management. Skilled manufacturing recruiters must be able to deliver the right person, with the right skills, at the right time.”
According to Julie Maydew, Division Vice President of ResourceMFG, one of the very few firms dedicated exclusively to the manufacturing sector, "We focus on the demands of the manufacturing sector to serve the needs of our employees and customers. We have immersed ourselves in the manufacturing community and have close relationships with a wide range of industrial organizations."
In an era where lean manufacturing is normative and the standard, it is remarkable that how much waste still remains in the hiring and training of manufacturing employees. ResourceMFG maintains relationships with leading manufacturing trade organizations and associations to help clients eliminate wasteful practices, and experience real continued process improvements. "Aligning with professional development groups in the manufacturing sector is critical to the organization's success," asserts Maydew.
The industry specific focus of each organization allows access to business reports on current trends and situations that are positively or negatively impacting each industry. Access to this information also allows the industrial placement leader to continuously upgrade the knowledge of internal staff and better serve the manufacturing sector.
The complete feature article may be found at http://trcutlerinc.com/Cutler%20Speak%20-%20Feb07%20Industry%202.0.pdf
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Should I quit
By: B-JAZZED | 23-06-2008
I started a new job about two weeks and I am not getting it and I heard someone say that the manager was trying to let me quit on my own. should I go back to work tomorrow or should i just throw in the towel and not go back?
I assume that there are two types of organisations ...
By: drabsv | 18-06-2008
I assume that there are two types of organisations according to the relation structure-people:(1) organisations which expect employees to adapt to their rules, roles and conditions of work. If there are not enough candidates, these organisations react by either increasing salaries or by coercing people to work there through various mechansims - manipulating unemployment rate (e.g. outsourcing work to overpopulated Asia, letting immigrants in); mandatory labour service/ military service; etc. In brief: "the individual must fit into the system". An example of a policy of such organisation: "working time is set Monday till Friday, from 8 am till 5 p.m".(2) organisations which create their rules, roles and work habitats with the human in mind, from the very outset; they also maintain feedback loops to change (improve) those rules, roles and conditions for work when necessary. In brief: "the individual must fit to the system and system must fit to the individual".An example of a policy of such organisation: "the working day is 8 hours; standard working time is set Monday till Friday, from 8 am till 5 p.m but you can arrange with our managers a different schedule, convenient to you". If my assumption is correct, any examples of type (2) organisations?
I need your feeback
By: voterperson | 09-06-2008
My friend Steve was unjustly fired from the bank he worked for due to the fact that the branch manager is a horror show. She harasses the staff, customers, etc. So when my friend Steve was unjustly fired he wrote a letter to the CEO. It was a detailed damaging letter concerning the branch manager. (FIRST STEVE SENT THE LETTER TO THE CORPORATE OFFICE AND FOLLOWED IT UP WITH A PHONE CALL. BUT MY FRIEND STEVE KNEW THE CEO WOULD NEVER SEE THE LETTER AT THE OFFICE SO HE OBTAINED THE CEO?s HOME ADDRESS AND MAILED IT TO THE CEO?S HOME) HERE ARE EXCERPTS FROM THE LETTER STEVE WROTE: (1) When I was helping the safe deposit attendant one customer (male) came into the branch to go into his box. I signed him in and he and I retrieved his box from the vault. When he went into the coupon room he realized that his sister was waiting on the banking floor. He asked me if I could watch his box while he would go and get his sister. I told him that I could not do this but I could go and get his sister, which I did. As his sister was walking to the coupon room the branch manager ran after him. And as the coupon door closed, the branch manager knocked on the door and asked the sister if she was on the signature card for the safe deposit box. The sister said no she wasn?t so the branch manager kicked her out of the room. Of course the sister and the customer was upset. I decided on my own to check with the higher ups and they told me that only the person who is on the signature card can retrieve the box but that person can bring in as many people as they want into the coupon room. (2) And one couple came in with their five year old son to go into their safe deposit box. The son held my hand the entire time he was at our branch and walked with me wherever I went. The branch manager said to me in a nasty tone of voice: "You are not allowed to walk with him" The couple was upset because every time they came into our branch and I gave their son my undivided attention he came out of his shell and made many friends at school.(3) The branch manager told one of my coworkers when the branch manager and the coworker had a disagreement that this coworker needs to go to see a psychologist. And the branch manager printed out and handed to my coworker two pages off the Internet on what psychologist to see.(4) About two weeks ago in the morning I asked the branch manager if she needed any copying done and she replied: I am a grown woman I don't need any one asking me if I need copying done. . Let me tell you on a professional level I am here just to work. (5) My coworkers are so afraid to have conversations with one another because they are so afraid that the branch manager is going to say something or write them up.(6) CUSTOMERS ARE CLOSING THEIR ACCOUNTS LEFT AND RIGHT AND OPENING THEM UP IN OTHER BANKS (7) A few months ago the branch manager yelled at one my coworkers in front of a customer. This coworker is a teller and she had a customer at her window. And then not to long ago the branch manager told this coworker of mine that this coworker is very unprofessional. Please keep in mind this coworker is the most professional person I know and she is quieter than a church mouse trying to avoid a cat. (9) The branch manager is supposed to put in 40 hours. However, she comes in late (around 9AM) and leaves 3PM or 4PM. 10) The branch manager has made trouble in the other branches she used to work at. One person that worked with her at another branch said ?Thank God she is no longer at our branch? . ----------------------------------------------------------------------------- RIGHT AFTER THE CEO RECEIVED THE LETTER (AT HIS HOUSE) THE BRANCH MANAGER HAD A REVIEW AND WAS PUT ON WARNING. MY QUESTION: Since the branch manager was put on warning is she monitored and if so how? (Keep in mind she is a manager in a bank branch and her boss and the higher ups are not there every day). STEVE?s ex-COworkers told STEVE that ever since HIS letter THE BRANCH MANAGER comes in early and stays late and she even moved very close to the job AND SHE IS NOT BOTHERING THEM THE WAY SHE USED TO.. The ex-coworkers told me that she twisted and turned the truth to get Steve fired, BUT in addition she has twisted and turned to get other people fired. And she has been transferred from one branch to another because no one wants her in their branch. My two friends told me that their branch was interviewing for a teller position but when the candidates came in and saw this branch manager the exact words of the people who applied for the job said "Oh no not her, goodbye I am not staying for the interview" I know for a fact she was put on warning. I spoke to Steve's ex-coworkers (becaues I am friends with two of them) and they told me she was put on warning and she is totally different, but she still has her moments. This manager had a way of twisting and turning the truth to her benefits. To sum her type the backstabber.
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