Staffing Insights Blog

COIN Releases “Walk a Mile” Documentary

The Coalition for Our Immigrant Neighbors brought together over 400 people at its “Walk a Mile in a Refugee’s Shoes” event on July 23rd, 2017. COIN is now pleased to share a documentary of that simulation portraying the experiences that many refugees encounter each day. The link to the documentary is

COIN would like to thank Jesuit Refugee Service USA, the Jewish Community Center Indianapolis, and Morales Group as well as our many sponsors for their immense contributions to the success of the event, and Road Pictures for creating a beautiful video. COIN cherishes its community partnerships and appreciates each organization and dedicated volunteer who participated in the day.

The Coalition for Our Immigrant Neighbors is a coalition of service providers working together to facilitate and coordinate community efforts to provide legal, psychological and other services for immigrants in Central Indiana.

For more information, please visit

Immigrant Integration Plan Launched for Indianapolis

New Americans in Greater Indianapolis Contributed $9.2 Billion to GDP in 2014, New Study Shows

Report released on national day of action calling on Congress to act now on immigration, starting with Dreamers

Indianapolis, IN – Today, New American Economy released a research brief in partnership with the Immigrant Welcome Center documenting the economic impact of immigrants in the Indianapolis metro area. Accounting for just 6.3 percent of the overall population, immigrants were responsible for nearly a quarter of overall population growth in the region between 2009 and 2014, and held $2.3 billion in spending power in 2014 alone.

The brief is being released conjunction with the launch of a national campaign to fix our immigration system, beginning with a solution for DREAMers— iMarch for Immigration. As part of the campaign, today the Immigrant Welcome Center and the City of Indianapolis join leaders across industries for online and offline events in all 50 states.

The event will also serve as the launch of a new strategic plan for the city, “Indianapolis Immigrant Integration Plan: Becoming a Welcoming City to All Residents.” The Immigrant Welcome Center engaged over 60 local organizations in the process of developing the plan, which issues specific recommendations on how to make Indianapolis more welcoming and accessible to all community members.

“Take a look at regions across the country that are welcoming and inclusive, and you’ll see communities with a thriving economy,” notes Mark Fisher, Chief Policy Officer at the Indy Chamber. “Immigrants play an important role in our regional workforce in all major industry sectors. The Indy Chamber is committed to the advancement of our immigrant population, and supports strategies to address barriers for our neighbors and friends in attaining the American dream.”

“The Immigrant Welcome Center believes that the Immigrant Integration Plan will improve the outcomes for thousands of new Americans in Indianapolis who deserve more – and more user-friendly – supports as they navigate language and cultural barriers that slow the integration process,” said Terri Downs, Executive Director of the Immigrant Welcome Center. “This plan is a natural extension of Indy Welcomes All, and we’re excited to work with our city’s leadership and residents to make Indy an inclusive and culturally-sensitive city to newcomers from all over the world.”

“Indianapolis has been enriched by the diversity of our residents, as we are a community where all voices are both heard and welcomed,” said Jordan Rodriguez, director of Latino and Cultural Affairs for the City of Indianapolis. “The benefits of welcoming all to Indianapolis are clear, and I am proud to continue working to uplift our immigrant neighbors who have chosen to call this city home.”

“Steady immigration continues to boost growth in the heartland and metro Indianapolis, especially,” said John Feinblatt, President of New American Economy. “Immigrants are earning degrees, starting their own businesses, and helping power the local workforce – producing broad economic benefits for newcomers and longtime residents alike.”

“My father was a migrant worker and he brought our family here in the 50s. He saw the opportunity with the immigrant community and challenged me to start this company to build better futures for those underserved,” said Tom Morales, CEO of the Morales Group. “This report underscores the true value and contribution of immigrants to the Indianapolis area.”

The brief, New Americans in Indianapolis, finds:

• Immigrants contributed $9.2 billion to the GDP of Greater Indianapolis in 2014. They also paid $522 million in federal taxes and $290 million in state and local taxes, and held more than $2.3 in spending power.

• Growth in the foreign-born population accounted for 24 percent of overall population growth between 2009 and 2014.

• Due to an increase in foreign-born residents, total housing values in the metro area increased by $6.6 billion between 2000 and 2014.

• There were 7,241 immigrant entrepreneurs in the Greater Indianapolis area in 2014, and together, they earned $136 million in business income that year.

• Because of the role immigrants play in the workforce, helping companies keep jobs on U.S. soil, immigrants living in Greater Indianapolis in 2014 helped create or preserve 5,740 local manufacturing jobs that would have otherwise vanished or moved elsewhere.

• Immigrants play an outsize role in Greater Indianapolis’ key industries, accounting for over 15 percent of workers in the recreation and accommodation industry, 14 percent of construction workers, and 11 percent of manufacturing workers.

• In the fall of 2014, 2,815 students enrolled in colleges and universities in the metro area were international students, and together they supported 1,103 local jobs.

Read the full research brief here.

Learn more about iMarch for Immigration here.

Indianapolis is one of 44 communities selected for the Gateways for Growth Challenge, a competitive opportunity for local communities to receive tailored research on the contributions of immigrants, direct technical assistance, and matching grants from New American Economy and Welcoming America to develop multi-sector plans for welcoming and integrating immigrants.

James Scimecca,
Terri Downs,

About New American Economy

New American Economy (NAE) brings together more than 500 Republican, Democratic and Independent mayors and business leaders who support immigration reforms that will help create jobs for Americans today. Coalition members include mayors of more than 35 million people nationwide and business leaders of companies that generate more than $1.5 trillion and employ more than 4 million people across all sectors of the economy, from Agriculture to Aerospace, Hospitality to High Tech and Media to Manufacturing. Learn more at

About Immigrant Welcome Center

The Immigrant Welcome Center empowers immigrants by connecting them to the people, places and resources that enable them to build successful lives and enrich our community. We believe our communities are better when everyone contributes to our economy, to the arts, to our faith communities, and to our schools. By helping newcomers feel welcome and valued, we are helping empower our newest residents to be a part of our city’s future. Learn more at

About Morales Group, Inc.

MGI is a nationally recognized staffing and recruitment firm that is committed to building a globally diverse workforce that will enrich local communities and promote the success of employees by treating them fairly and compassionately. MGI’s network across the state will provide a pipeline for trained CHW’s to move forward with job placement in their region. MGI is also a certified Minority Business Enterprise (MBE).

Morales Group Sponsors EDGE| X 2017 Conference

Sharpen you influence. Multiply your impact. These words are lived out every day as the mission of EDGE Mentoring.  They take a holistic approach to developing millennials and young professionals, from relationships and careers to purpose and faith.

Morales Group is proud to partner with EDGE Mentoring throughout the year. Our team is involved in different aspects, from mentees to board members. We see the value brought by developing talent in a community setting and with peers outside of the office.

Our mission, building better futures one story at a time, is carried out further by their intergenerational approach of seasoned mentors investing in emerging leaders hungry to grow and serve our community.

This year, we are excited to sponsor the conference, EDGE |X 2017. The half-day, high-impact conference will have Indiana’s own Mitch Daniels, along with Bill Hybels, Ann Voskamp, and Bob Goff as speakers.

Learn more about this sold out conference and EDGE Mentoring:


Proud Partner of EDGEX

Clouds + Dirt by Gary Vee

Directly from his website, Gary Vaynerchuck is a serial entrepreneur and the CEO and co-founder of VaynerMedia, a full-service digital agency servicing Fortune 500 clients across the company’s 4 locations.

We pulled a few key insights from his keynote speech at the Dublin Tech Summit where he frames the conversation between two ideas: clouds and dirt.

Clouds, as he describes, are those who talk in theory and lack being a practitioner. Others are in the dirt, those who are 100% practitioners and know how everything works.


“Dublin Tech Summit Gary Vaynerchuk Keynote | Ireland 2017.” YouTube, YouTube, 1 Mar. 2017,

Morales Group Ranks No. 15 on Indianapolis Business Journal’s (IBJ) Fast 25

Fast25Indianapolis, IN (June 14, 2017) – Morales Group (http:///, a mission focused staffing and workforce development solutions firm, announced today it was ranked No. 15 on the Fast 25, the IBJ’s 2017 annual ranking of the fastest-growing companies in the Indianapolis area.

From 2014 to 2016, Morales Group has achieved a 89 percent growth rate. Organic customer growth, focusing on their WHY, and a growing demand for a more flexible workforce solution have all been contributing factors to Morales Group’s sustained growth.

Companies were eligible if:

  • Revenue increased each fiscal year;
  • Revenue exceeded $1 million in fiscal year 2014;
  • The company was an independent, privately held corporation, proprietorship or partnership (not a subsidiary or division) through Dec. 31, 2016;
  • the company was founded before fiscal year January 1, 2014;
  • the company was based in the Indianapolis area (Marion, contiguous and Madison counties).

“Being named to the IBJ’s Fast 25 is an honor for Morales Group and a testament to the success our team has had in helping companies find the best workforce solution for their operation. As the city continues to grow we are ready to help fill the employment needs and assist companies in skilling up their talent in order to transform their businesses,” Morales Group co-founder and CEO, Tom Morales.

The Fast 25 stories and the Fastest-Growing Private Companies list is available at ( All companies listed, ranging from contractors, health firms, technology startups and more, show an impressive 3-year revenue growth.


July marks several milestones for Morales Group. We begin not only our third quarter this year, but we also celebrate 14 years in business. As we continue living out our mission of building better futures one story at a time, we look for ways to innovate our recruitment approach.


During this tight labor market, our team was challenged with reaching those who may not have the chance to come into our offices during normal business hours.

Excited to mix it up, our team responded by rolling out MOMO, our first-ever mobile recruiting unit that answers the call for a versatile approach aiming to serve all demographics and populations.

We want to ensure MOMO, “Morales Opens More Opportunities,” reflects who we are and shares our purpose with others.

Visually, the bottom showcases multiple languages that mimic our welcome wall in our corporate office. We want everyone to know what we’re doing with the tagline, “Building futures. Hiring talent.” It resonates our mission statement while letting others know the purpose of MOMO, creating top of mind awareness and adding a new recruitment tool.

There will be multiple opportunities for the community to see MOMO. We’ll be attending community events, such as Indy Eleven games, county fairs, and job fairs. MOMO will visit different food hubs in the city, treating our team to lunches throughout the summer.

More than a traditional staffing company, our team consists of people who care about and hope to share our mission with others. There’s much more to see as we roll out this new approach. If you find MOMO, feel free to snap a selfie using #FindingMOMO and tag us on social media.

Interns2017_V5   Picture5 .  Picture3

Morales Group Inc. Named One of Inc. Magazine’s Best Workplaces 2017


Morales Group is one of the highest-scoring businesses with standout employee engagement; Inc. Best Workplaces featured in June 2017 issue of Inc. magazine

Indianapolis, IN (June 1, 2017) – Morales Group has been named one of Inc. magazine’s Best Workplaces for 2017, the publication’s second annual ranking in the fast-growing private company sector.

Hitting newsstands today in the June 2017 issue, and as part of a prominent feature, the list is the result of a wide-ranging and comprehensive measurement of private American companies who have created exceptional workplaces through vibrant cultures, deep employee engagement, and stellar benefits. Out of thousands of applicants, Inc. singled out just over 200 winning companies.

Built in partnership with employee engagement and work culture experts Quantum Workplace of Omaha, Nebraska, Inc.’s Best Workplaces list is a magnifying glass on how innovative companies can truly raise the bar in hiring and retaining the best talent.

What does it take to become a company that workers want to be part of? Inc. magazine says it’s more than good pay and good perks – it’s also about having a clear purpose, a sense of humor, and leadership that makes the two work together.

“We are proud of our team/family and the culture we have built together. Constant engagement and investing in the development of our people has been integral to the health and growth of Morales Group. It is an honor to live out our mission alongside our team, of building better futures one story at a time,” Morales Group co-founder and CEO, Tom Morales.

The 2017 Inc. Best Workplaces Awards assessed applicants on the basis of benefits offered and employees’ responses to a unique, 30-question survey fielded by each of the applying companies. Responses were evaluated by the research team at Quantum Workplace. For its results to qualify, each company had to achieve a statistically significant response rate based on employee count. Survey scores account for employer size to level the playing field between small and large businesses. All companies had to have minimum of 10 employees and to be U.S.-based, privately held, and independent – that is, not subsidiaries or divisions of other companies.

While researching the entries, Inc. and Quantum saw distinct themes develop:

  • Strong company cultures breed stunning individual and team performance.
  • Workers at the best companies don’t view their employers as sugar daddies. They aren’t mesmerized by whatever giveaways seem to be the latest fad—be it gourmet lunches or beer fridges.
  • When employees feel valued by their organization, they are far more likely to be engaged. This single factor proved to be one of the largest drivers of employee engagement.
  • Morales Group partners with over 15 non-profit organizations across Indiana and Kentucky, serving over 800 hours of community service in 2016
  • Morales Group placed and paid over 12,000 associates in 2016

“By introducing an employee survey into this year’s Best Workplaces selection process, we’ve really raised the bar. Companies that don’t score at the very top of their peer group don’t make the cut. So, our hats are off to the winners. They all excelled at engaging their workers, making them feel appreciated, and aligning them behind a mission. And remember, that’s not just our opinion: The employees told us that themselves.” says Eric Schurenberg, Inc.’s President and Editor In Chief.

About Morales Group Inc.

A certified MBE, Morales Group, Inc. (MGI) draws upon the unique spirit and ability of a globally diverse workforce to enhance our clients’ business agility and competitive edge in the marketplace. Over the past 13 years, MGI has successfully placed over 40,000 associates throughout the Midwest in temporary, temp-to-perm and performance-based staffing positions. MGI was founded in 2003 and is headquartered in Indianapolis, Indiana with additional offices in Columbus, Indiana and Louisville, Kentucky.

About Inc. Media

Founded in 1979 and acquired in 2005 by Mansueto Ventures, Inc. is the only major brand dedicated exclusively to owners and managers of growing private companies, with the aim to deliver real solutions for today’s innovative company builders.  Winner of Advertising Age’s “The A-List” in January 2015, and the National Magazine Award for General Excellence in both 2014 and 2012. Total monthly audience reach for the brand has grown significantly from 2,000,000 in 2010 to over 40,000,000 today.  For more information, visit

About Quantum Workplace

Quantum Workplace is an HR technology company that serves organizations through employee engagement surveys, action-planning tools, exit surveys, peer-to-peer recognition, performance evaluations, goal tracking, and leadership assessment. For more information, visit

It Takes a Village – Community Town Hall


It Takes a Village – Community Town Hall

We started a new initiative this year to meet monthly to collectively tackle issues advocating for our associates that are in need of jobs.

So far 15 organizations in the Indianapolis area have met with us.

May marked our fourth community town hall meeting where topics such as transportation, language barriers, and time and attendance were discussed and how we can work together to rectify these challenges.

Working with community leaders and dedicated clients, we strive to streamline communication and create connections between employers and employee resources.

A Climate Change

A hot topic during the meetings has been immigrant and refugee employment.

“Unemployment is at its lowest, but amongst the immigrant and refugee population it’s over three times higher,” said Monique Charlebois, Director of Human Resources at Morales Group.

There are many ways that businesses and organizations in the Indianapolis area can get involved or help one another out.

Exodus Refugee Immigration, a non-for profit organization that serves the needs of incoming refugees and immigrants in Indiana. They facilitate everything from housing and healthcare to employment.

Community Outreach – What can we do differently?

So far, 15 organizations in the Indianapolis area have met with us including Catholic Charities, Department of Workforce Development, Homeless Initiative Program, Immigration Welcome Center, Shalom Community Center, Esperanza Ministries, Mary Riggs Community Center, and the Burmese American Community Institute.

The inception of our Town Hall Meetings gave these organizations a chance to learn about the different services they provide. “It amazed me that most of the organizations were not aware of each other,” said Charlebois. “Instead of having the same vision and providing the same service, let’s work together and see how we can make it more efficient.”

One proposal  has been for one organization to help with ELL on lunch breaks. Another one suggested that the last hour of day the clients allow their associates to take an English course because in the long run that’ll benefit them and it’s an investment in the people that are working there.

Coming together as a group, ideas are brainstormed to create innovative solutions that foster a sense of security for our associates that are new to the country or re-entering the workforce.

“To me one of the biggest purposes is for our clients to have an open mind about hiring immigrants and refugees with a lower English level,” said Charlebois. “By doing this, they invest in a highly motivated workforce that are ambitious to learn, develop, grow, and sustain a future with the company.”

In four short months, we were able to execute solutions that have successfully been implemented with both our clients and our outreach partners.

Our intent is to include businesses dedicated and committed to working through these long-term initiatives that strengthen our Indianapolis workforce.

Looking Forward

In the coming months, our goal is to continue developing ways for employment opportunities to be accessible and change perceptions so that adopting a diverse workforce becomes the norm.

“We want to live our mission of building better futures one story at a time in every aspect of our business. What better way than to meet and open a space for conversation for all those involved. It takes a village to make an impactful difference, it truly does.”

Recruiter-Candidate Relations and Their Future

It is no secret that the candidate experience is getting a little automated these days. The human experience, for example reaching out to the candidate in different steps of the screening and hiring process have been always done through personal contact, be it in person, on the phone or through an email.

Now recruiting technologies are in the works that are capable of sending out automated messages to update curious candidates and where they are in the hiring process. As time and technologies are changing recruiters, HR and managers are adapting to new ways, but also sprucing up their old gimmicks.

Going Digital

With the move toward computer recruiting systems and big data, algorithms will also allow recruiters to search through the large number of applicants they receive for any given position and find specific experience to fit the mold.

There is a constant bout of tug of war between what is going well now and what could be different and more efficient but before you get too worried this is not happening any time soon. There is a lot to work that needs to be done with the technology.

However, technology will require HR and recruiters to be more calculated. In a report for the Society of Human Resource Management, William Tincup, a recruiting technology expert said that, “humans will still need to do the more qualitative stuff.” He also thinks that, “The technology will free recruiters to spend more qualitative time with candidates and hiring managers. Robots will not strategize, not for a long time.”

“It’s important to note that the future of AI is based on the tool getting smarter over time as more people interact with it. “The first years will not be that great,” Tincup said. “But it will get smarter via the users’ behavior. There is no ceiling for knowledge. The technology will take data, put it together and keep learning. But it will not displace recruiters.

Morales_002Keeping it Old School

Online job finding sites like Indeed and Careerbuilder allow the job seeker to plug in their resume.

Rishi Thussu, CEO at EvenRank claimed in a 42Hire post that, “Recruitment consultants will go out of business. Business managers and teams will take direct control of hiring. They know best the kind of profile and cultural fit that works for them. Recruitment will be driven entirely by technology and algorithms but the human touch will continue to be an important enabler in facilitating this process.”

But my questions is – will managers at these businesses have the time that recruiters take to find the best fit?

I for one think that the human experience in hiring is extremely important. I would much prefer initial contact so that I could learn about the company’s culture and any other intel from a third-party source who has been there and talked with instead of only having information from a job posting online or having a brief interview with a hiring manager – it’s just not engaging.

Recruiters are essentially selling a company to a potential employee. While it could take a little longer, the progress ensures a good fit for a company and even the candidate.

HR specialist, Yen Tran suggests that a recruiter walk a mile in their shoes of the candidate regarding their experience and how they want to be treated or employed in a 42Hire article.

She says that “recruiters need to have a marketer mindset and consider candidates as your target customers.”

Skills versus Education

Recent conflict among recruiters hiring on candidates now falls to the skills candidates have acquired along with the time and job experience they have received which are now preferred over the education that candidates are receiving for the respected job or field.

Filters can also be placed on postings to defer recruiters from spending extra time on searching through spam and people that don’t have the requirements or qualifications it takes to do the job according to their work history.

With intelligence technologies computers and software can now sift through applications and find matches based on algorithms we are moving away from where recruiters are seeking out candidates for a job, now the algorithms will allow the job to find the candidate with postings and filters instilled.

Referral based hiring

Not only is it cheap, referral based hiring allows recruiters to skip the sourcing and prescreening steps allowing potential employees to get in directly with client companies. Referrals that are qualified but also engaged and active with the help of a recruiter certainly have an advantage over passive candidates that have been idle in the talent network.

Using referred candidates also has many other benefits to the work place. Upon starting them at a work place these referred employees continually prove to have better longevity, success and job knowledge upon starting somewhere new.

The solution?

For now, it is to find the best fit for the company whether it be from the picture perfect resume, someone with a stellar attitude and education or a referral from someone else at the company. There is no right or wrong way in how you decide to recruit but there are ways that will save you money and time in the end and that is also up to you. With the evolution of time there will also be the evolution in recruiting technologies, strategies and recruiter-candidate reactions so make sure that it is genuine and any work done is done so with intent.

More Than Reducing Costs

When a company experiences significant increases in workers’ compensation costs, it usually triggers internal activities to reduce insurance costs and spending.  The key to spending fewer dollars is more than just stopping a few accidents; it is having a sound safety program designed to continuously improve.

A safety program that, at a minimum, is compliant with the Occupational Safety and Health Administration (OSHA) standards can yield significant savings by reducing injuries, and illnesses, saving workers’ compensation dollars.

Building a Solid OSHA Program

There are five steps your company can take to have a well-rounded safety program that encourages a safe work environment, is compliant with OSHA standards, reduces accidents, and ultimately reduces workers’ compensation costs.

1. Develop the various programs required by the OSHA standards.
2. Integrate those programs into the daily operations.
3. Investigate all injuries and illnesses.
4. Provide training to develop safety competence in all employees.
5. Audit your programs and your work area on a regular basis to stimulate continuous improvement.

Develop Programs Required by OSHA Standards

Aside from being a requirement for various industries, the OSHA standards offer a solution to reduce incidents.  Several accidents stem from underdeveloped or poorly implemented OSHA programs.

  • Failure to keep high traffic and working surfaces clear may result in slips or trips.
  • The lack of using personal protective equipment may result in lacerations.
  • Poor lifting techniques can result in strains.

OSHA standards require a variation or type of written program to be developed and communicated to employees.  According to the National Safety Council, over 60% of CFOs reported that each $1 invested in injury prevention returned $2 or more, and over 40% said productivity was the greatest benefit of an effective workplace safety program.

Time and time again we see that companies with thoroughly developed OSHA-compliant programs have fewer accidents, more productive employees, and lower workers’ compensations costs.

Integrate Programs into Daily Operations

Successful safety programs focus on being proactive instead of reactive.  Accident investigations become an excellent source of information on already existing issues in the workplace, as well as potential problems.

Policies alone won’t get results; the program must move from paper to practice in order to succeed.  Putting a policy into practice requires a strategic plan. This plan must be clearly communicated to key participants and in a culture, that inspires and rewards people to do their best.

When developing any business initiative, there must be an emphasis on frontline supervisors and helping them succeed.  Every good business person knows with that any new program whether it be safety, quality or something of the like it must be second nature to the frontline supervisor. A solid OSHA program integrated into the daily operation and led by competent supervisors is just the beginning.  If the frontline supervisor knows the program and wants to make it happen, the program succeeds; if not, the program is a source of constant struggle and an endless drain on resources and energies.  Providing supervisors with knowledge and skills through continuous training is critical to the success of any program.

Investigate All Injuries and Illnesses

Workers’ compensation is designed to recompense employees for injuries or illnesses they suffer during their employment.  This should not come as a surprise, but increasing numbers of claims drive up workers’ compensation costs. To reduce those costs, you must simply reduce your accidents, and the ability to reduce accidents is significantly enhanced when those accidents are fully investigated instead of simply being reported.

Accident reports are historical records only citing facts, while accident investigations go deeper to find the root cause so that improvements can be made.  Businesses that stop rising workers’ compensation costs have an effective accident investigation process that discovers the root cause of the problem so that corrective actions can be made.  Again, training proves beneficial because a supervisor skilled in incident analysis is a better problem solver for all types of production-related issues, not just safety.

All accidents should be investigated to find out what went wrong and why because each one of them is important and should be treated as such. Ask yourself this: If you only investigated serious quality concerns instead of every little deviation, would your quality program still be effective?  Companies with solid quality programs investigate and resolve every deviation from quality standards.

If your emphasis is only on those incidents that have to be recorded on the OSHA 300 log, you close your eyes to the biggest accident category: first aid-only incidents.  Many companies get upset about recordable or lost time accidents because of the significant costs involved, but they don’t realize that the small costs and the high numbers of first aid-only incidents add up.

Statistics show that for every 100 accidents, 10 will be recordable and one a lost-time incident.  If you investigate only recordable or lost time accidents, 89 go unnoticed.  Would you consider a quality program that allows an 89 percent failure rate successful?  Reducing serious accidents means you must reduce your overall rate of all accidents – including first aid-only incidents.  That only happens when every incident is fully investigated to find the root cause, and remedial actions are identified and integrated into the daily operation.

Training and Auditing for Continuous Improvement

The final steps focus on training and auditing your program for continuous improvement.  Training plays a significant role in safety and in reducing workers’ compensation costs.  The goal of training is to develop competent people who have the knowledge, skill and understanding to perform assigned job responsibilities.  Competence, more than anything else, will improve all aspects of your business and drive costs down.  Supervisors must have the knowledge and ability to integrate every safety program into their specific areas of responsibility.  Every employee must know what is expected of them when it comes to implementing safe work procedures.  Once the programs are developed and implemented, they must be reviewed on a regular basis to make sure they are still relevant and effective.

This might require a significant change in how you manage your safety program, but if your workers’ compensation rates are high, it may be time to make this leap.

Building a Safety Program