PAGSASANAY SA TAGUMPAY
1. Determine what you want from your sales team:
Audacity
Competitiveness
Energy
2. Have a script/playbook, how to sell, a manual
3. Most effective training
1. Energetic trainer;
2. Live sales appointment
3. Live sales call
4. Role playing
5. Ask permission to have sales call to serve as training video
6. Develop the discipline of follow up
7. Measure performance of sales people: behavior and results
Track accountability say sales call and results: daily weekly, monthly quarterly
8. Tools: 24/7. We are limited to train sales people
1. Video
2. Manual
3. Sales book
9. Create sales environment that makes people to compete
1. Prizes
2. Gas cards
3. Gift checks
4. Movie card
10. A sales office with sales bulletin updated daily
Showing posts with label training. Show all posts
Showing posts with label training. Show all posts
January 05, 2019
December 27, 2018
Miniscule sales force
It saddens me that hard work is a rare commodity in the sbu when it comes to sales force recruitment and training
Maybe with regards to prospecting too. No wonder our sales results are disappointing. Can we do better next year 2019. Ating bantayan?
Aba. Ang laki ng gastos sa mga party at mga event... Ganito lang ang nagbebenta sa atin. Baka nga hindi pa iba niyan eh.
--
PAGSASANAY SA TAGUMPAY (Training for Success)
Jorge U. Saguinsin
YOUR OFFICES ARE TO REFER TO THESE ON QUESTION ABOUT PRODUCTS information and pricing. Please RRURAC
Holy Gardens One Stop Shop (Master Brochure)
1. LET US WORK TOGETHER TO CREATE BEAUTIFUL LIFE STORIES (not worries)
2. BIDDA: BELIEVE, INSPIRE, DREAM, DO AND ACT
3. Read and answer all email and texts. Be responsible
4 RRURAC (Read, Reflect, Understand, Realize Act, Check) # 3
5. Makipag TIPAN - iGALANG ang mga nasusulat: CCD handbook at MC
Pag uusapan sa am talk
YOUR OFFICES ARE OBLIGED ORDERED TO UPDATE THEIR POSTS AT THE FOLLOWING SITES: (they have been placed here for your easy reference)
Weekly posting at HolyGardens Communications and Best Pictures
Notice: This email address is a private property of Holy Gardens Group and its contents are private and confidential. Its contents and attachment may not be copied nor forwarded to parties other than the ones intended to, nor can the contents be used other than the original intent You are advised to delete the message you received if in case it may have been wrongly sent to your good office
September 25, 2018
Japanese kids learning cleanliness and its value at grade school
PAGSASANAY SA TAGUMPAY
Rizal Philippines
September 24, 2018
My daughter went to Japan early this year and spent nearly 100k for the travel and expensive lifestyle there: food train (P500.00 per ticket one way or a Ramen order. Well the pay there is high - expenditures high too.
One of the important thing she noticed is the pervasive cleanliness. Everywhere
Wonder why Japan is so clean? Look at how they train the school children. Do you think this is still happening? Mga spoiled trash scattering brats karaniwang school children natin. Can we do this?
Japanese students practice cleaning their classrooms.
Rizal Philippines
September 24, 2018
My daughter went to Japan early this year and spent nearly 100k for the travel and expensive lifestyle there: food train (P500.00 per ticket one way or a Ramen order. Well the pay there is high - expenditures high too.
One of the important thing she noticed is the pervasive cleanliness. Everywhere
Wonder why Japan is so clean? Look at how they train the school children. Do you think this is still happening? Mga spoiled trash scattering brats karaniwang school children natin. Can we do this?
Japanese students practice cleaning their classrooms.
September 17, 2018
Quotable quotes on obedience
---------- Forwarded message ---------
From: Jorge Saguinsin <holygardens.groupnew@gmail.com>
Date: Mon, Sep 17, 2018 at 6:35 AM
Subject: Quotable quotes on obedience
To: Human Resources BPI <bpi.hr2016@gmail.com>, Madel <madz2424@yahoo.com>
From: Jorge Saguinsin <holygardens.groupnew@gmail.com>
Date: Mon, Sep 17, 2018 at 6:35 AM
Subject: Quotable quotes on obedience
To: Human Resources BPI <bpi.hr2016@gmail.com>, Madel <madz2424@yahoo.com>
Quotes to live by and ponder as we work and struggle with Holy Gardens
organizational development
I take up natin sa AM talk
PAGSASANAY SA TAGUMPAY (Training for Success)
YOU MUST ACKNOWLEDGE RESPOND TO THIS EMAIL...
COMMUNICATIONS PERFORMANCE IMPACTS THE PE (which is basis for promotions)
SETTING THE STANDARDS IN INTERMENT SERVICE
Innovation creates more wealth and more customers
Jorge U. Saguinsin
Be a BIDDA now
RRURAC (Read, Reflect, Understand, Realize Act, Check)
YOUR OFFICES ARE OBLIGED ORDERED TO UPDATE THEIR POSTS AT
THE FOLLOWING SITES: (they have been placed here for your easy reference)
Notice: This email address is a private property of Holy Gardens Group and its contents are private and confidential. Its contents and attachment may not be copied nor forwarded to parties other than the ones intended to, nor can the contents be used other than the original intent You are advised to delete the message you received if in case it may have been wrongly sent to your good office
PAGSASANAY SA TAGUMPAY (Training for Success)
YOU MUST ACKNOWLEDGE RESPOND TO THIS EMAIL...
COMMUNICATIONS PERFORMANCE IMPACTS THE PE (which is basis for promotions)
SETTING THE STANDARDS IN INTERMENT SERVICE
Innovation creates more wealth and more customers
Jorge U. Saguinsin
Be a BIDDA now
RRURAC (Read, Reflect, Understand, Realize Act, Check)
YOUR OFFICES ARE OBLIGED ORDERED TO UPDATE THEIR POSTS AT
THE FOLLOWING SITES: (they have been placed here for your easy reference)
Notice: This email address is a private property of Holy Gardens Group and its contents are private and confidential. Its contents and attachment may not be copied nor forwarded to parties other than the ones intended to, nor can the contents be used other than the original intent You are advised to delete the message you received if in case it may have been wrongly sent to your good office
March 18, 2017
Preach by deeds (St Francis de Asisi)
PAGSASANAY SA TAGUMPAY
Words have been going around that when St Francis de Asisi (a religious order that is heavy on vows of poverty) was requested to teach other brothers on how to preach, he simply went around preaching. When asked how to preach, St. Francis said, he all ready did (teach them how to preach)
Attributed to him: " Teach the Scriptures if possible, with words)
From Gospel Coalition
Lessons learned:
1. Penguin leadership - leadership by example
2. Rules on training:
1. Tell them how to do it;
2. Show them how to do it;
3. Let the do it;
4. Check if the trainee did it right;
3. Teach them only things that you are capable of doing;
4. Expect nothing from the trainee if have not taught him, or taught him/her well
Words have been going around that when St Francis de Asisi (a religious order that is heavy on vows of poverty) was requested to teach other brothers on how to preach, he simply went around preaching. When asked how to preach, St. Francis said, he all ready did (teach them how to preach)
Attributed to him: " Teach the Scriptures if possible, with words)
From Gospel Coalition
Lessons learned:
1. Penguin leadership - leadership by example
2. Rules on training:
1. Tell them how to do it;
2. Show them how to do it;
3. Let the do it;
4. Check if the trainee did it right;
3. Teach them only things that you are capable of doing;
4. Expect nothing from the trainee if have not taught him, or taught him/her well
December 02, 2016
Proposed Sales Incentives for Holy Gardens Sellers
BE a BIDDA: "BELIEVE, INSPIRE, DREAM, DO ACHIEVE
For Holy Garden Memorial Plots sales
Draft Proposal
Objectives:
1. To recruit more sellers;
2. To motivate and reach sales targets
3. To encourage sellers to stay long with the company
1. Recruitment and training incentive
P200.00 for every trainee who passes the exams; for the trainee and the recruiter
free food (lunch for trainees for 3 days)
P1,000 + certificate for top notchers in exam, 500 for the Sales Director
2. Sales:
1. Monthly
Ice breaker award - P1,000 for every branch, first sale for the month
Full dp (20%) - P300.00 for plots (or annual payments for memorial plan
Spot cash - 2% of NLP provided the discount is less 5% or less, 1% only if sagad or higher ang discount
Small achievers award
Monthly
BASED ON NET CASH RECEIVED (net of com if spot cash, PC, VAT, IF, Transportation Collection allowance
NCR P20,000 a month P500.00 cash award (eq to 0.05% of sales
NCR of 50,000 a month 1,250 cash award (eq to 0.05 of sales, 2.5% of NCR
NCR of P100,000 a month 2,500 cash award (eq to 0.05 of sales, 2.5% of NCR
For individuals reaching sales target 0.5% of total sales or 2.5% of NCR
NCR of 500,000 12,500 cash or travel equivalent/hotel gadgets
NCR of P1,000,000 25,000 cash or travel equivalent, hotel gadgets
NCR of 2,000,000 P 50,000 cash or travel, gadget equivalent
NCR of 2,500,000 62,500
Annual awards
Trophies, certificates, announcement in social media, mass media
Warrior awards:
For sales topnotchers
Millionaires award
Based on NCR (cumulative) for say 2 years)
Lifetime achievement award:
Chairman;s circle - millionaire for the past 5 years
Presidential circle - millionaire for the past 2 years
Health Insurance
Free Philhealth for consistent sellers for 12 months; minimum of one plot per month, 2 plots/month at Holy Gardens NCR of P50,000 per year
For Holy Garden Memorial Plots sales
Draft Proposal
Objectives:
1. To recruit more sellers;
2. To motivate and reach sales targets
3. To encourage sellers to stay long with the company
1. Recruitment and training incentive
P200.00 for every trainee who passes the exams; for the trainee and the recruiter
free food (lunch for trainees for 3 days)
P1,000 + certificate for top notchers in exam, 500 for the Sales Director
2. Sales:
1. Monthly
Ice breaker award - P1,000 for every branch, first sale for the month
Full dp (20%) - P300.00 for plots (or annual payments for memorial plan
Spot cash - 2% of NLP provided the discount is less 5% or less, 1% only if sagad or higher ang discount
Small achievers award
Monthly
BASED ON NET CASH RECEIVED (net of com if spot cash, PC, VAT, IF, Transportation Collection allowance
NCR P20,000 a month P500.00 cash award (eq to 0.05% of sales
NCR of 50,000 a month 1,250 cash award (eq to 0.05 of sales, 2.5% of NCR
NCR of P100,000 a month 2,500 cash award (eq to 0.05 of sales, 2.5% of NCR
For individuals reaching sales target 0.5% of total sales or 2.5% of NCR
NCR of 500,000 12,500 cash or travel equivalent/hotel gadgets
NCR of P1,000,000 25,000 cash or travel equivalent, hotel gadgets
NCR of 2,000,000 P 50,000 cash or travel, gadget equivalent
NCR of 2,500,000 62,500
Annual awards
Trophies, certificates, announcement in social media, mass media
Warrior awards:
For sales topnotchers
Millionaires award
Based on NCR (cumulative) for say 2 years)
Lifetime achievement award:
Chairman;s circle - millionaire for the past 5 years
Presidential circle - millionaire for the past 2 years
Health Insurance
Free Philhealth for consistent sellers for 12 months; minimum of one plot per month, 2 plots/month at Holy Gardens NCR of P50,000 per year
February 03, 2015
Sunnao and real meaning of training
---------- Forwarded message ----------
Subject: Sunnao and real meaning of training
To: Holy Gardens Calapan Calapan <hgmp.calapan@gmail.com>, Holy Gardens Pangasinan <hgmp.pangasinan@gmail.com>
Subject: Sunnao and real meaning of training
To: Holy Gardens Calapan Calapan <hgmp.calapan@gmail.com>, Holy Gardens Pangasinan <hgmp.pangasinan@gmail.com>
TO : Ms. Brenn Garcia
Regarding the CSS sent for training who quit because she did not like being corrected.!
______________________________________________________________
I was texted yesterday evening by Ms. Lambunao regarding the candidate you sent for training who quit last night from training. Earlier during the day, I joked her about her readiness to quit because she might have missed her loved ones. And she said no; and that she does not know the spelling of quit.
However, your revelation that she quit because she did not like being corrected is something we have to be thankful, because that tells a bundle about her future with the company:
SHE IS NOT THEREFORE TRAINABLE
1. She did not get the meaning of sunnao ie emptying your cup, your mind of excess baggages. Open your mind to new things;
2. That attitude is everything that attitude is a window by which you see things differently; she has attitude problem because she resents correction nor does she have the humility to be trained.
You can be arrogant not to be corrected if:
1. You have plenty of experience. Unisun, Holy Gardens has 32 years behind it as an experience.
2. You own the business
3. You are a guru
February 17, 2014
Leadership vs management; leaders create change improve performance and productiivty
Leadership
From business blogs
Just one person can make a big difference. After all, we need just one President of a country or a company and he spell the difference between success and failure.
The post say, leader leads the company into the future into change. A manager maintains order amidst chao and disorder.
From business blogs
Just one person can make a big difference. After all, we need just one President of a country or a company and he spell the difference between success and failure.
The post say, leader leads the company into the future into change. A manager maintains order amidst chao and disorder.
December 12, 2013
HR Policies Part II - Retaining and Retraining
"Pag gusto, may paraan; pag ayaw, maraming dahilan "
BIDDA: " believe, inspire, dream, do, achieve"
II Retaining and Training
Company Beliefs:
#3. Excellence - to strive to be the best in everything to we do; to hire and TRAIN THE BEST; to practice the best processes
"Hire for the day and train for the week"
"Hire for attitude and train for skills"
Training consists of 3 parts:
1. Orientation
2. On the job training (JD, Responsibilities and Tasks)
3. Continuing education and training
1. Orientation
This is a 6 day orientation, free in the beginning but the P100.00 training allowance, and is given only after the trainee completes the 6 month sojourn. He is given a free lunch (not exceeding P50.00 as 2013) during the orientation period.
Coverage:
1. History company, industry, practices, walk through the websites and project sites; company direction and strategy
2. VMBP, Employees handbook CCD
3. Company products and customers, projects
4. Company processes: MC, HR, Operations; dos and donts
5. Doing some company routine:
1. Communication, use of CP computers
2. Daily reports
3. Filing of leaves, salary loans, change day off
4. Writing memo, PDCA
5. Emails and social media
6. Outputs/project
1. Inspirational video
2. Motifs
2. On the job training
1. Job description: job objectives, responsibilities, tasks , steps
2. Administrative plan
3. Weekly work schedule
4. Outputs vs outcomes
5. Mentoring
6. Probationary period 3 months. He must be evaluated on the 10 week after start of job. It is either he makes the cut or not. He must get a grade of at least 90:
Some conditions:
1. Zero tardiness or absence
2. No class C or D offense
3. Must have gotten at least 90% during the orientation period, has complete 20l file requirements, and 90% in the evaluation exam to be given on the 10th week
The evaluation exam, in writing, must be at least 50 items and covers:
1. Basics 30%
2. The employee handbook and CCD - 30%
3. Standards of the job - 40%
In the standards of the job, he must be able to:
1. Write a memo
2. Write a PDCA
3. Access read and comment on the blog
4. Must have written at least 30 entries in his learning journal
C. Continuing education:
1. Am talk - The SBU discusses topic from te blogs/websites The employees, each one comments on the articles on the blogs/websites. He makes corresponding entries on the his learning journal.
2. Journal - As the employee writes on the blog, his handwriting makes him remember what he writes.
3. Book reports - An employee is encouraged to write 40 book reports, summarize these according to this format: (handwritten)
1. What did I learn;
2. Relation to what I all ready know
3. How do I apply in my personal/professional life, at work
40 such book reports qualify the employee for a one step promotion
4. Seminars - these are special learning events that are paid or free. AGSB conducts free fora and employees at nearby SBU (HGGMP and 3ffb)
1. In house - 3ffb staff/hr can conduct such seminar on various functional areas: marketing, operations, finance for upliftment of skills and knowledge of SBUs. A minimal fee (say l/2 of usual seminar fee (meals and certificate ncluded)
2. From outside - there are relevant seminars on various functional areas, and the SBU may recommend attendance by qualified staff. They cost at least P5,000 each for one day.
At Unisun, we promoted with those 200 hours of accumulated inhouse seminar, and 100 hours of outside seminars for promotion of staff one step higher.
3. Telecon - To instruct and inform the staff further on certain new developments: new products, new ideas, processes, telecons are regularly conducted. The participants of the telecons are routinely expected to submit minutes of the telecon. Telecons are conducted to correct clarify ideas plans that are unclear, or executions that are improperly done. With humility, those who have FAR in telecons can achieve self mastery and more knowledge
4. CCD are instructive, even in a negative way, for individuals to have committed mistakes and errors on procedures, or attitudes, work practices to amend and correct past mistakes and be better.
ASSESSMENT AND GRADING
In general, the trainee needs to be assessed and graded in order to prove that he has learned. The bottom lines for the SBU are : the 4 ps.
PROFESSIONALISM
PRODUCTIVITY
PROCESSES that are user friendly, efficient, and are cheaper
PROFITABILITY
Intermediate assessment:
1. Paper and pencil exams. Written exams of at least 50 items are given to the trainee, and the trainee must get at least 90% correct; if not the training is repeated
2. Doing project: marketing plan, business plan,
3. Submission of notes and minutes of the training, seminar following the format: what did I learn, relation to what I all ready know, and applications
4. Doing a ppt presentation that is mesmerizing, unique, and uploading to slideshare
5. Role playing
6. Conducting a meeting, a group sales presentation, or Sales Agent Meeting
Performance evaluation is closely and tightly linked to training.
Good training results lead to promotion and salary increases under a related topic: CAREER PATH
Please look up at pages.
II Retaining and Training
Company Beliefs:
#3. Excellence - to strive to be the best in everything to we do; to hire and TRAIN THE BEST; to practice the best processes
"Hire for the day and train for the week"
"Hire for attitude and train for skills"
Training consists of 3 parts:
1. Orientation
2. On the job training (JD, Responsibilities and Tasks)
3. Continuing education and training
1. Orientation
This is a 6 day orientation, free in the beginning but the P100.00 training allowance, and is given only after the trainee completes the 6 month sojourn. He is given a free lunch (not exceeding P50.00 as 2013) during the orientation period.
Coverage:
1. History company, industry, practices, walk through the websites and project sites; company direction and strategy
2. VMBP, Employees handbook CCD
3. Company products and customers, projects
4. Company processes: MC, HR, Operations; dos and donts
5. Doing some company routine:
1. Communication, use of CP computers
2. Daily reports
3. Filing of leaves, salary loans, change day off
4. Writing memo, PDCA
5. Emails and social media
6. Outputs/project
1. Inspirational video
2. Motifs
2. On the job training
1. Job description: job objectives, responsibilities, tasks , steps
2. Administrative plan
3. Weekly work schedule
4. Outputs vs outcomes
5. Mentoring
6. Probationary period 3 months. He must be evaluated on the 10 week after start of job. It is either he makes the cut or not. He must get a grade of at least 90:
Some conditions:
1. Zero tardiness or absence
2. No class C or D offense
3. Must have gotten at least 90% during the orientation period, has complete 20l file requirements, and 90% in the evaluation exam to be given on the 10th week
The evaluation exam, in writing, must be at least 50 items and covers:
1. Basics 30%
2. The employee handbook and CCD - 30%
3. Standards of the job - 40%
In the standards of the job, he must be able to:
1. Write a memo
2. Write a PDCA
3. Access read and comment on the blog
4. Must have written at least 30 entries in his learning journal
C. Continuing education:
1. Am talk - The SBU discusses topic from te blogs/websites The employees, each one comments on the articles on the blogs/websites. He makes corresponding entries on the his learning journal.
2. Journal - As the employee writes on the blog, his handwriting makes him remember what he writes.
3. Book reports - An employee is encouraged to write 40 book reports, summarize these according to this format: (handwritten)
1. What did I learn;
2. Relation to what I all ready know
3. How do I apply in my personal/professional life, at work
40 such book reports qualify the employee for a one step promotion
4. Seminars - these are special learning events that are paid or free. AGSB conducts free fora and employees at nearby SBU (HGGMP and 3ffb)
1. In house - 3ffb staff/hr can conduct such seminar on various functional areas: marketing, operations, finance for upliftment of skills and knowledge of SBUs. A minimal fee (say l/2 of usual seminar fee (meals and certificate ncluded)
2. From outside - there are relevant seminars on various functional areas, and the SBU may recommend attendance by qualified staff. They cost at least P5,000 each for one day.
At Unisun, we promoted with those 200 hours of accumulated inhouse seminar, and 100 hours of outside seminars for promotion of staff one step higher.
3. Telecon - To instruct and inform the staff further on certain new developments: new products, new ideas, processes, telecons are regularly conducted. The participants of the telecons are routinely expected to submit minutes of the telecon. Telecons are conducted to correct clarify ideas plans that are unclear, or executions that are improperly done. With humility, those who have FAR in telecons can achieve self mastery and more knowledge
4. CCD are instructive, even in a negative way, for individuals to have committed mistakes and errors on procedures, or attitudes, work practices to amend and correct past mistakes and be better.
ASSESSMENT AND GRADING
In general, the trainee needs to be assessed and graded in order to prove that he has learned. The bottom lines for the SBU are : the 4 ps.
PROFESSIONALISM
PRODUCTIVITY
PROCESSES that are user friendly, efficient, and are cheaper
PROFITABILITY
Intermediate assessment:
1. Paper and pencil exams. Written exams of at least 50 items are given to the trainee, and the trainee must get at least 90% correct; if not the training is repeated
2. Doing project: marketing plan, business plan,
3. Submission of notes and minutes of the training, seminar following the format: what did I learn, relation to what I all ready know, and applications
4. Doing a ppt presentation that is mesmerizing, unique, and uploading to slideshare
5. Role playing
6. Conducting a meeting, a group sales presentation, or Sales Agent Meeting
Performance evaluation is closely and tightly linked to training.
Good training results lead to promotion and salary increases under a related topic: CAREER PATH
Please look up at pages.
August 25, 2013
How to learn a new skill in 20 hours from TED
"Pag gusto, may paraan; pag ayaw, maraming dahilan "
It is about getting better everyday.
Please view this video so that you can accelerate training and learning from Josh Kaufman:
Please view this video so that you can accelerate training and learning from Josh Kaufman:
June 30, 2013
Whom should you hire?
"Pag gusto, may paraan; pag ayaw, maraming dahilan "
Indicate that you have read this by just placing your comment/name at the comment section of this post. Thank you.
From Open Forum
There are so many traits that a job applicant will show in the resume: grades, diploman, job experience, references, hobbies.
But what must you consider when you hire?
It is their persistencedand ability to go the extra mile. Hire them
No other trait would count
From Open Forum
There are so many traits that a job applicant will show in the resume: grades, diploman, job experience, references, hobbies.
But what must you consider when you hire?
It is their persistencedand ability to go the extra mile. Hire them
No other trait would count
July 08, 2012
There were 3 but only one came
"I listen and I forget, I see and remember, I experience and I understand" - a Chinese proverb
Ms Jocelyn de Guzman of SCC training today for CSS
Ms Jocelyn de Guzman is training today at 3ffb, for CSS of HGLUMP. Under an accelerated and compressed schedule of only 3 days, today is her 3rd and 4th day.
There were 3 who were supposed to come: one for Admin and one for SFLU. They did not come.
I just wonder why people go to great pains to apply and then quit. I just say these people do not exist.
Welcome and more power Jocelyn
Ms Jocelyn de Guzman is training today at 3ffb, for CSS of HGLUMP. Under an accelerated and compressed schedule of only 3 days, today is her 3rd and 4th day.
There were 3 who were supposed to come: one for Admin and one for SFLU. They did not come.
I just wonder why people go to great pains to apply and then quit. I just say these people do not exist.
Welcome and more power Jocelyn
x Aireen and Jocelyn
February 24, 2012
New Tests and Training Methodologies
"I listen and I forget, I see and remember, I experience and I understand" - a Chinese proverb
There are certain changes that have been implemented with regards to and training:
1. Pre employment tests were simplified and abbreviated ; but more intensive in filtering qualified applicants.
2. Training has been abbreviated too; but with emphasis on skills output that are usable and are the weakness in the site:
l. Interment checklist
2. Uploading at blogs; griefshare
3. Motif
4. Creativity
5. Tributes (using movie maker)
We foresee better skills and customer service with these changes. The changes must be documented and communicated to the sbu and incoming hr.
Miniature motif creation
Memorable gift from old glass, scrap paper and paper sharpener shavings
Another memorable gift
Output of the latest batch of trainees
There are certain changes that have been implemented with regards to and training:
1. Pre employment tests were simplified and abbreviated ; but more intensive in filtering qualified applicants.
2. Training has been abbreviated too; but with emphasis on skills output that are usable and are the weakness in the site:
l. Interment checklist
2. Uploading at blogs; griefshare
3. Motif
4. Creativity
5. Tributes (using movie maker)
We foresee better skills and customer service with these changes. The changes must be documented and communicated to the sbu and incoming hr.
Output of the latest batch of trainees
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