Mentoring in logistics
The warehouse logistics division is one of the most numerous and significant in the company, as it is responsible for the timely delivery of our products to partners. Pickers, storekeepers, 1C operators – these and other warehouse positions are now in great demand in the labor market. To improve the attractiveness of working in the company, we are constantly improving the conditions: the availability of corporate transport and corporate catering, the introduction of a warehouse accounting system and automation of operations; the creation of places for rest and eating, support for innovative employee proposals, etc. And in order for new colleagues to easily learn the basics of warehouse professions, we have introduced a mentoring system in Tamaki.
Each intern (new employee) is assigned to an experienced mentor. The mentor immerses the intern in the profession, guiding him, as on a route map (according to a specially developed program of induction), along the way mastering everything necessary for work. Employees study not only the rules of working with orders: assembly, relocation, inventory, etc., but also the basics of labor protection, the basics of the food safety system. Learning (theory and practice) takes place on the job. Our mentors use a traditional learning model: tell-show-let's do it together-do it yourself. The mandatory elements of training are constant feedback and validation – control measurements of the knowledge of new employees. At the end of 2 months of work, interns are certified for probation. With a positive passage, the merits of both the intern himself and the mentor, who receives additional financial remuneration, are noted.
The introduction of mentoring contributes not only to the adaptation of newcomers, but also to the creation of a favorable microclimate in the team and to reduce staff turnover in general.
Each intern (new employee) is assigned to an experienced mentor. The mentor immerses the intern in the profession, guiding him, as on a route map (according to a specially developed program of induction), along the way mastering everything necessary for work. Employees study not only the rules of working with orders: assembly, relocation, inventory, etc., but also the basics of labor protection, the basics of the food safety system. Learning (theory and practice) takes place on the job. Our mentors use a traditional learning model: tell-show-let's do it together-do it yourself. The mandatory elements of training are constant feedback and validation – control measurements of the knowledge of new employees. At the end of 2 months of work, interns are certified for probation. With a positive passage, the merits of both the intern himself and the mentor, who receives additional financial remuneration, are noted.
The introduction of mentoring contributes not only to the adaptation of newcomers, but also to the creation of a favorable microclimate in the team and to reduce staff turnover in general.
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