3 Tips For Surviving Commercial Driver Shortage

The shortage of commercial drivers is no longer a news. In 2015, there was a report of over 30 000 empty seats which needed to be filled in the United States and the problem has kept escalating since then. It so surprising that there is a shortage of commercial drivers when commercial driving schools, as well as trucking companies, have been pumping out newly trained drivers. Statistics have shown a good number of certified commercial drivers who are unemployed but they aren’t lining up to fill the empty seats in trucking companies. As a trucking company, the following tips can enable you to survive the shortage of commercial drivers.Tip 1 – Creating Opportunity for Growth in your CompanyWorking for a company and remaining in the same position for several years can be discouraging. One of the ways to reduce the turnover of drivers and attract new ones is by providing growth opportunities. Based on the performance of the driver, they can be promoted to other roles such as team captains and supervisors. However, the criteria for promoting the drivers should be made known to every driver on the field in other to prevent those who went promoted from getting frustrated and upset. Also, a company where there are growth opportunities are quite attractive to the younger generation of drivers. Better equipped trucks, automatic transmissions, and improved sleeping cabins are few of the other ways to attract young drivers who seek more comfort and convenience.


Tip 2 – Offering Better Compensations and Performance-Based Incentives. Offering better compensations to drivers is not an added expense but a means of reducing cost. It reduces your cost of recruiting and training because you get to attract more experienced drivers while reducing the turnover of your existing drivers. Also, drivers who do their job well, arrive on time, drive safely, and are efficient and productive should be given bonuses. This keeps them motivated.Tip 3 – Making the Job EasyThere are new technologies such as the route optimization software which helps in planning accurate and well-optimized routes. This ensures that drivers never get stuck on the road. It assists them in increasing their productivity and timeliness thus making the job easy and seamless. Also, the software comes with a tracking device which enables the company to know the location of their drivers in real time. This enables the company to be able to send assistance to the driver in case of any problem or breakdown of the vehicle while on the road.


The shortage of commercial drivers does not only increase the cost of operating a company but it also decreases the revenue of the company. Irrespective of what you choose to do in other to mitigate the impact of commercial driver shortage on your company, the best tip is to start as soon as you can. If you have any question concerning how your truck company can survive the shortage in commercial drivers, you can always call or contact a Truck Driver Company.

Leveraging Technology for Organisational Excellence

Technology & HR-Leverage one for the other: “Technology and HR are enablers of business. Integration of the two would mean not only harmonious co-existence but also leveraging one for the other. Leveraging of technology for HR would mean digitizing the mundane HR activities and automating the back office and transactional activities related to recruitment, performance management, career planning, and succession planning, training and knowledge management. Leveraging HR for technology implies managing change associated with technology by way of communication, training, hiring, retraining, stakeholder analysis and conscious keeping. Thus they can play complementary roles.”

Technology and HR both have one thing common i.e., both these are enablers of business.

In recent times, technology has become synonymous with information technology, as hardly any other technological development of the past would have impacted all spectrum of business as information technology has impacted. Irrespective of the kind of business you are in i.e., services or goods, commodity or branded, trading or manufacturing, contemporary or traditional deployment of information technology in one form or the other is a foregone conclusion. To manage and deploy technology in an effective way, all business Organizations would need knowledge workers. Managing of these knowledge workers is the responsibility of HR function. Hence the integration of technology and HR is an absolute must.

Having understood technology and HR in the present context we must understand integration in this context. Integration would not only mean harmonious co-existing but would also mean one enhancing and complementing the other i.e., technology is used to enhance effectiveness of HR and HR functions helps in adopting and managing change which technology deployment brings in.

Leveraging technology for HR

HR management as a function is responsible for deliverables like business strategy execution, administrative efficiency, employee contribution and capacity for change. All these are accomplished through what HR people do i.e., staffing, development, compensation, benefits, communicate organization design, high performing teams and so on. In majority of these areas technology is being deployed.

e-Recruitment

Recruitment is one area where all the companies worth their name leverage IT. There are two different models of e-recruitment, which are in vogue. One is recruitment through company’s own sites and the other is hosting your requirement on the other sites e.g., monster .com, jobsdb.com, jobsahead.com, naukri.com, and jobstreet.com and so on so forth. The first models is more popular with the larger companies who have a brand pull for potential employees e.g., G.E., IBM, Oracle, Microsoft, HCL, ICICI, Reliance, Mindtree consulting etc. Other companies prefer to go to the job sites. Some are adopting both.

E-recruitment has gone a long way since its start. Now these sites have gone global. Sites like jobsahead.com and monster.com have established global network, which encompasses separate sites for jobs in Australia, Denmark, Belgium, and Canada etc. Job seekers are able to search job by region or country and employers target potential employees in specific countries. For example, 3 Com recently posted a company profile on the Ireland site that highlights the contributions of 3 com’s Irish design team in its global projects.

In the early days e-recruitment was plagued with flooding the employers with low-quality bio-data’s. Again technology has come as a savior. Now pre-employment testing like the one introduced by Capital One, a US based financial company, help in filtering the applicants. These tools test online e.g., applicants for call centers. ‘Profile International’ a Texas based provider of employment assessments, has developed tools that allow instant translation of assessment tests between languages. Further developments like video- conference specialized sites, online executives recruitments and combining online and offline methods are leading to more and more companies adopting e-recruitment at least as a secondary recruitment method. Arena Knights Bridge, a US based IT company conducts video based interview of its prospective employees and only short listed employees are met in person. Even Cisco was to launch the same.

Employee Self Service

Employee self-service is perhaps one utility of IT, which has relieved HR of most of mundane tasks and helped it to improve employee satisfaction. Employee self services is a plethora of small activities, which were earlier carried out by employee through administration wing of HR. These are travel bookings, travel rules information, travel bills, leave rules, leave administration, perk administration, etc. Earlier all these rules and information were in the custody of HR. Every user employee was expected to reach out to HR and get it done. Now with deployment of ESS in most of the companies, employee can request for travel related booking online, fill his/her T.E. bills, apply for leave, log time sheet and see his perks value disbursed and due etc. E.g., in Ballarpur Industries Ltd. leave administration is completely digitized in its corporate office. It is working towards digitizing travel related activities, perks and even compensation management and performance management administration. ‘Digitize or outsource all the mundane and routine focus only on core and value add’ – Vineet Chhabra V.P. -PDC BILT.

Communication

Communication which is most talked about management tool has always been a gray area in HR management. In large companies with vast geographical spread communicating with all employees had really posed formidable challenge to HR professionals. Technology has again come for rescue. Starting with telephones, faxes, e-mails and maturing into video conferencing, net cast, web cast etc. communication is one area of HR, which has been greatly benefited by technology. Mouse & click companies like Oracle, IBM has an intranet which caters to most of the information needs of its employees. Brick & Morter companies like BILT also have made a foray into deploying intranet for internal communication, which has corporate notice board, media coverage, and knowledge corners.

Knowledge Management

Another area of HR, which is leveraging technology, is employee development. Programmed learning (PL) i.e. learning at its own pace is one of the most effective ways of adult learning. Use of technology for this purpose can’t be over emphasized. Aptech Online University and ‘The Manage mentor’ are some of the Indian sites, which are in this business knowledge management, which is an integral part of any learning organization, which cannot become a reality without technology. Companies can harness the knowledge of its employees by cataloging and hosting it on the intranet. Talk to ‘Big-5′ or not ‘so big’ consulting companies you will find that main stay of their business is the knowledge repository. Technology has enabled them to retrieve it swiftly. In the competitive environment where speed is the name of game technology driven Knowledge Management constantly provides a strategic advantage.

If you look at HR module of ERP solutions like people soft, SAP, Oracle and Ramco they provide you with a comprehensive package which helps in man-power planning, recruitment, performance management, training and development, career planning, succession planning, separation and grievance handling. A transaction happening in all these areas are digitized and form a closed loop ensuring employee database is always updated. E.g. a joining letter of a new employee is system generated. It will be printed only when all mandatory fields of information are entered. Similarly a transfer order or a separation letter is issued from the system only if that transaction has been carried out in the system.

For career planning, success planning, skill and competencies matrix methods are used by most of these systems. They search an employee with the required skills first in the in-house database of employees. Once put in practice in letter & spirit, this system not only enhances business results by matching the right candidate for right job but also improves retention of employees.

Processing payroll, churning out time office reports, providing HR-MIS are some other routine activities of HR which have been off-loaded to technology.

Leveraging HR for Technology

All HR professionals, preaching or practicing, learning or experimenting, teaching or studying have experienced leveraging technology for HR. But most of us come across a situation where we need to leverage HR for technology. Let us understand what do we mean by this.

Whenever technology is deployed afresh or upgraded it involves a change. The change may be at the activity level e.g., applying for leave through the intranet or at the mental model level e.g., digitizing the process succession planning which have been HR professionals forte. The people have always registered adopting change. This is one area where HR professionals are to deliver i.e., become change agents and lead the process of technology and change adoption. The resistance to change is directly proportional to speed of change. Now speed of change has increased and hence resistance.

Just to take an example, most of ERP implementation in the world have not been able to deliver all the expectations. Some of these have failed to deliver at all. While analyzing the cause of failure it has been observed that 96% of failures are because of people related issues and only 4% are because of technology.

It is the people who make the difference; hence HR should exploit its expertise to facilitate the adoption of technology. I would like to put together some of the thoughts on what HR should do for this.

At the time of recruitment, stop hiring for skills rather hire for attitude and a learning mind. Skills of today are no longer valid tomorrow. Managing ever changing change is the only criteria for success.

Functional or technical skills can be acquired during the job. Hence recruitment in the technology era needs to undergo a paradigm shift i.e., from a skill/competency based it needs to be attitude and learning mind/ ability based interview. That would translate into hiring for skills for future. In IBM every employee has to fill in his/her individual development plan where the employee commits its learning one/two new skills every year thus remaining competitive every time.

If we look at the chemistry of resistance to change it is either a skill issue or a will issue. To address the will issue we need to work at a comprehensive solution starting from recruitment (as discussed earlier), reward, compensation and leading to organization culture which promotes change. A living example is 3M, a US based company, where innovation is way of life, where 10% of revenue must come from new products every year. For them change becomes way of life.

To address the will issue further organization need to prepare a communication strategy which creates a ‘pull’ for the technology. For example, in Ranbaxy, when they went for SAP implementation they anticipated resistance. To address this they started a house journal, which was aimed at educating the employees on the benefits, which will result from adoption of ERP, SAP. This created a need rather a potential need or a latent need was brought out. Adoption of ERP did not become much of a problem.

At times adoption of technologies is perceived as a threat by the employees e.g., automation leading to reduction in workers, office automation leading to retrenchment of clerks etc. HR needs to be associated with the technical adoption right from the beginning till the end. At the selection of technical stage if HR is associated, it can map the skills required and create a pull during implementation and adoption. Post adoption it can release the excess non-re-allocatable employees.

To understand this process more clearly we can take example of ERP implementation. ERP is taken as an example as this is one technology adoption which effects employees across the org. irrespective of function and position. Any other automation may have affected only a segment of organisation. ERP implementation in any organization goes through the following stages.

1. Selection of package

2. Business analysis

3. Solution design

4. Configuration and customization

5. Conference room piloting (CRP)

6. Go-live and production

At each stage HR has to play a role, which will help in mitigating resistance to change.

During selection process, the change agent can understand the business benefit ERP would bring. This would help him to draw a comprehensive communication plant aimed at creating a ‘pull’ for the change. The communication plan may use its various weapons from the armory. The obvious examples are Newsletters, Newsflash. In-house journal, addressing by the top management, web cast, open house sessions, meetings formal and informal.

During the business analysis phase implementation team is supposed to analyse the existing business processes. At times this leads to surfacing of some data which is not very desirable by the process owners, leading to resistance at this stage, HR has to be again proactive and carry out a detailed stake-holder analysis. Such an analysis should give a lead to potential areas of problem and potential champions of change.

Solution design involves defining ‘To-be processes’ i.e., the way business would be carried out in future. At this stage HR has to play the role of catalyst to turn the heat on. The idea is to ensure to make maximum out of an opportunity of package enabled business transformation. HR can play a role by arranging to educate and train the right people on best business practices, just before this phase.

During the configuration and customization HR has to keep on beating the drum, the customization of a standard package is a big no-no. Similarly, during the conference room plotting (CRP) it should help in identifying the right persons to be involved in CRP. A thorough testing at this stage would result in lesser pain at the time of going live. This is also time to focus on training of end users, the employees who are going to use the system once implemented. Training- retraining -training to ensure all the prospective users are comfortable with usage of software before the system goes live.

During the go-live stage HR has to work over time to keep the motivation levels high. This is the time when management starts losing patience as one glitch after the other keeps appearing and virtually bringing the business to halt. At this stage, HR has to play ‘conscious keeper’ for the top management once into product relocating the surplus is a challenge for which it has to be prepared before it.

This examples makes it clear that involvement of HR during the entire life cycle of technology is valuable. ERP is not an isolated case. It is true for any other technology adoption only finer details may vary. Hence HR must play a proactive role rather than being just a silent spectator or mere executers of the wishes of business or chief technology officer in case of technological changes.

Having set the case in different perspective, it seems only logical to leverage technology for HR and vice-versa.

Patents: A Tool for Technological Intelligence

Patents are the largest source of technological information. Patent are given to the inventor as a reward for its innovation in the form of the exclusive right of the monopoly for a period of 20 years from the priority date of the invention. Due to advancement in the IT sector and internet, now these valuable documents are in the reach of the general public. Any person skilled in the art can go through various patent databases and after a search can get the patent document of their need. There are different patent databases viz, USPTO, EPO, JPO, etc freely open for the public access. If we go through the patents related to a specific technological area, we will be able to find the lots of information about the life cycle of the technological innovation viz.,

o evolutionary path of a specific technology,

o technological development,

o technological diversification,

o technology merges,

o major players in specific technological area,

o key points of the specific technology,

“The World Intellectual Property Organisation (WIPO) revealed that 90% to 95% of all the world’s inventions can be found in patented documents.”

Patent analysis can reveals very valuable informations, which is not available anywhere. After patent search the crucial part is the patent analysis, and one have to be very concise about their objective of the study. The information in the patent documents can be utilized in different form according to the need and mapped accordingly to get the picture of the entire analysis in snapshots.

Patent data can be used for the preparation of technological landscapes. Logistic mathematics and circle mathematics can be very useful in the plotting of the technological landscape. It can reveal the evolutionary trend of a technology, how it is evolved from a basic technology, along with the period of the technological diversification and its nature. These maps will also give the detailed overview of the merging of the different technologies to give rise to break-through technologies. These types of maps will be very useful for the R&D personals to evaluate the position of their research and technology, and also they will find way to more innovate more advanced and valuable technology.

In the today’s global context firms need to know what technologies can competitors choke easily, and may be attempting to. They also need to know the spaces in technologies where competition is intense, and the areas where competitors are concentrating their IP development and their R&D efforts. They need to be able to track patent acquisition and development strategies and chart out the competitive landscape. To evaluate technology before making any investment decision, firms need to know the pace of patenting activity in the technology, which patents embody fundamental ideas in the technology and how vulnerable the firm’s technologies are to patent infringements. This will give them much needed information in deciding between technology development and technology acquisition.

The ability to extract relevant information from patent literature is a crucial success factor for anyone involved in technological innovation. The technology mapping technique’s that can be used to transform patent information into knowledge that can influence decision-making.

Patents are an important source of technological intelligence that companies can use to gain strategic advantage. Technology Intelligence is a can be used for gathering, analyzing, forecasting, and managing external technology related information, including patent information. Computational patent mapping is a methodology for the development and application of a technology knowledgebase for technology and competitive intelligence. The primary deliverables of patent mapping is in the form of knowledge visualization through landscape and maps. These maps provide valuable intelligence on technology evolution/revolution, nature of various types of pioneering; big; pure; and emerging players, state-of-the-art assessment, etc.

These types of technological maps will prove to be a valuable multiplier in R&D and commercialization activities, in various ways including the following:

o Developing further insights in response to strategic requirements and policy formulation in the organization

o Forecasting and identifying technological activities and trends in the industry

o Aiding in the visualization of alternative development and growth paths available to the organization

o Enabling pre-emptive recognition and action on potential licensing opportunities

o Identifying prospective partners and clients

o Identify technology discontinuities and areas of opportunities in their chosen technologies

o Monitor and evaluate the technological process of competitors and potential competitors

o Support decisions on foray and investment into particular technologies and sub-technologies

o Surveillance of technological progress of competitors as well as to alert oneself to new entrants to the field

o Spotting of white spaces or opportunity areas within a dense technological domain

o Creative tool to simulate new ideas and create new IP

o Complementing corporate IP filing strategies

o Support technology proposals for large scale national and international level projects

o Support investment and technology due diligence on companies

Patent mapping can be an integral part of IP management. It can uncover valuable information hidden in patents and can provide useful indicators for technical trends, market trends, competitors changes and technological profile and innovation potential of a company. Patent maps are visual representations of patent information that has been mined and aggregated or clustered to highlight specific features. There is a high degree of flexibility in visualization, which may be in the form of time-series or as spatial maps. We provide a more market and technology oriented analysis of the complete set of patent portfolio assets via our patent mapping services. Patent mapping can be used to ascertain the quality of patents with respect to prevailing technology and the extent to which patents affect the technology. This is a valuable input in technology sourcing/development and R&D decisions. Patent mapping can be indispensable for both firms that have an under-utilized patent profile and are looking to license/assign it at the most favorable terms, as well as to firms that are looking at developing patent portfolio strength in a particular technological field.

Mere subject specialization is not enough for this, but analytical thinking and innovations are very essential. Today lots of software resources are available for mapping the patent data, but almost all are confined to bibliographic informations. The machine work cannot be compared with that of human intelligence. Patent mapping requires many skills. First and foremost among these is an ability to understand the complex scientific ideas protected by the patents themselves. Although it is possible to create a patent map by analyzing the relationships between patents without understanding the subject matter, such a map is often useless and needs to be refined by someone who understands the intricacies of the particular scientific discipline that is the basis of the invention. Thus, I expect that the need for people with scientific (and engineering) expertise in the field of patent mapping is on the increase. That’s why today lots of KPO firm are looking for the right individual and there is a huge demand today, which will certainly increase in the near future.

Small Business Owners: Utilizing Technology to Improve Profits

If you really want to become more profitable and improve operations in your company, you have to shift your focus from the following limiting thoughts about technology.

  1. If I buy the latest production software we will be in good shape
  2. We don’t do that here
  3. We are unique, we don’t have competition that use technology to help them generate profits
  4. The plan is in my head, people will steal it off the computer
  5. All I need is more sales to make more profits

You’ve got to get the right mindset by eliminating restricting thoughts, and then you’ll be ready to improve people, processes and profitability.

Do you ever wonder how a company can start out with just one idea, a passion and a vision, then 10 to 20 years later have thousands of employees and millions in sales?

  1. What did these companies do to become so successful
  2. Are the owners smarter than you?
  3. Do they work harder than you?
  4. Did they have better equipment or people than you?

No. But they do use better technology tools to drive operation (the people and the process). Operations represent about 60% or 80% of all your overhead costs but they’re the least understood by US businesses.

For decades, the Japanese have focused on operations that have driven innovation and a culture of continuous improvement. In the right small business owner hands, operations and technology can be a competitive weapon.

Now, ask yourself how can your small company— with just a handful of employees and limited resources — turn operations and technology applications into a powerful weapon to beat competition and learn to grow and thrive!

Why invest in technology / What are the benefits

The bottom line is, if you’re suffering from tight cash flow, exhausted lines of credit and top-line growth, then you have weak operations and have underutilized the technology applications onsite or off-the-shelf that can help you.

First step to rapid profit improvement is to start by questioning your employees. They usually know where costly blocks and bottlenecks are hidden.

Technology can store employee survey results that help you to plan profitability.

Employee Questionnaire(sample)

  1. Are your interests and ambitions being challenged
  2. Does each department in this company have measurable standard designed to increase profitability? Does each area have documentation of process flows and procedures of how it should work?
  3. Does everyone in this company share the goal of improving the company profits? Does the CEO hold town hall meetings about ‘planned profits’?
  4. Are you regularly told when you do good work?
  5. Do you get the help you need to do a good job?
  6. As an employee, do you feel you can trust your direct supervisor/manager?
  7. Are owner/managers open and honest with employees?
  8. Does the company provide you with continual training in areas that will make you a better employee? Has it trained you on how to cut operating expenses or increase revenue to improve profits in your area?
  9. Are your responsibilities generally explained, well planned and organized?
  10. Is poor performance tolerated by management? i.e., worker performance, operations bottlenecks and customer relations.

The following are other ways business productivity software drives business processes more efficiently to gain optimal results:

Create an open and communicative environment.

By storing appraisal information within a formal database, managers can more easily communicate business strategy and create measurable goals for their employees that will support overall company objectives. In allowing employees to see the whole picture and understand better how individual goals fit into the company’s business objectives. This can create a energized and engaged employees, thereby raising the business productivity of the company.

Motivate your employees using technology.

Based upon the information gathered in an online performance evaluation, managers can compare current skills with those required for advancement or other recognition or reward opportunities that present themselves as the manager tracks progress on employee goals throughout the year. You may also find you need to redirect employees to different departments if you feel their business productivity could increase elsewhere. If there are impediments to better performance, the company should review why it is happening and try to eliminate these through better allocation of resources or additional training.

Monitor business productivity and employee progress on goals.

Business productivity software solutions enable managers to more easily track progress during every phase of goal completion and offer immediate reinforcement or coaching to keep performance and deadlines on track in daily operations, and utilize performance measurements for strategic planning.

Electronic Commerce

There are many business applications related to e-commerce, from setting up your online storefront to managing your supply chain to marketing your products and services. These technologies fall into three main categories:

Business to Business(B2B)

  • Purchasing indirect supplies
  • Look for catalogue-based websites offered by suppliers for corporate purchases, similar to business-to-customer websites, for purchasing indirect supplies such as office furniture, pens, paper, and general office equipment.
  • Leveraging your existing Web presence
  • Improve your existing business-to-customer e-commerce website. Greater sophistication can be added into your online store to target your business clientele.

Business to Customer(B2C)

The global reach of the Internet has allowed many businesses to sell their products and services online, both at home and abroad. An electronic storefront is a website with many pre-built e-commerce components like electronic shopping carts and secure payment gateways that you can use to set up an online store.

Internet Marketing

Everything you do to promote your business online is Internet marketing. For example, Internet marketing strategies include (but are not limited to) website design and content, search engine optimization, directory submissions, reciprocal linking strategies, online advertising, and email marketing.

How to Implement Technology to increase profits

IT implementation can be a valuable tool for increasing workplace productivity, but without a careful selection of the right technologies for your specific industry and comprehensive employee training, it can also serve to reduce productivity, profitability and employee satisfaction. The return on investment will depend on whether the technologies implemented are right for a given business’ needs and how prepared employees are to use them.

Step 1

Brainstorm a list of business process improvements you may be able to realize from a technological implementation. Your list should include three categories: improvements that you know to be possible, and which are core requirements for your expense; a wish list of things you would like to have, but which may be future development efforts; and a list of things which would transform the way you do business, but which may not be possible. These three targets provide you with a present-day implementation goal, as well as a future development target–and it may be that your transformational goals could be far easier to reach than you expect.

Step 2

Determine whether you intend to develop these technologies using in-house resources, or through outside consultancies. Nearly every major workflow technology requires extensive customization, implementation procedures and training. Small businesses can sometimes get by cheaply using staff members technologically proficient–but mistakes made at the beginning of the process can ramp up costs later on when you turn to professional outside support.

Step 3

Avoid specifying particular technologies if you do not have the technical expertise to evaluate them properly. The purpose of the managerial process at this stage is to define goals and budgetary constraints; non-technical managers who wed themselves to specific technologies too early can miss out on substantial cost savings, and choose a technology not the best suited for the work.

Step 4

Circulate your request for proposals among outside consultants and implementors, or establish an internal process for doing the same among your staff if you are keeping the work in-house. Major technological implementations will not succeed if they are added to the existing workload of an employee. Proper technological implementations can be more than a full-time job in and of themselves. Staff members shifted to technology implementation should have their existing duties moved to other staff resources.

Step 5

Negotiate a time frame, budget and implementation benchmarks with your external or internal staff resources. If you are working with an outside consultant, your contract should include protections against running over budget and over schedule. Likewise, the consultant will protect his own firm by setting specific terms of the work to be completed, and charging you extra if you change them over the course of the contract.

Step 6

Develop an implementation timetable, including the following steps: test deployment to review the work; training, if necessary; a transition phase from the current workflow to the new technology; and production deployment of the completed technology. This last phase is typically followed by an iterative process, in which improvements to the technology are collected from the staff who have direct experience working with it. When budget and time allow for it, apply a new cycle of upgrades to your technology to ensure that you are getting the most out of it.