Home Depot launches career assistance program for military, veterans
Home Depot has announced a new initiative, which supports U.S. service men and women, offering them knowledge and resources they need to transition into the civilian work force.
The new program, Mission: Transition, is a concentrated effort by Home Depot to assist the military community with job search strategies and tools for today’s employment market.
"Members of the United States military are great assets to America’s work force, yet the outstanding skills they possess can be difficult to translate during the application or interview process," said Tim Crow, the Home Depot EVP human resources. "Through Mission: Transition, we want to help service men and women highlight their unique skills to successfully pursue opportunities with any employer, not just The Home Depot."
The initiative will offer customized training events and career tools.
On Oct. 27, Home Depot will conduct more than 100 Civilian Career Workshops, half-day training sessions across the country. This will help members of the military with their job search in almost any industry or with most any employer. These workshops, which will be held at select Home Depot stores and other company facilities, will include coaching on resume optimization for civilian jobs, interview tips and more. Space is limited, but workshops are open to any member of the military or veteran transitioning to a civilian career.
Home Depot’s Online Military Skills Translator is designed to help translate and match an applicant’s military skills with positions that will offer the best fit.
Home Depot currently employs more than 35,000 veterans and service members, 1,500 of which are deployed for active duty at any given time. Additionally, The Home Depot Foundation has committed a total of $80 million to support veterans’ housing initiatives.
Fastenal shows double-digit sales growth
Winona, Minn.-based Fastenal reported third-quarter sales of $802.6 million, up 10.4% from the same quarter last year.
Net earnings for the specialty building products retailer were $109.3 million in the quarter, up 12.9%.
As of Sept. 30, Fastenal operated 2,650 stores, and the company has opened 73 new stores in the first nine months of 2012.
The company also established more vending machines to distribute products through its FAST Solutions industrial vending program, which has 17,013 machines in place. During the first nine months of 2012, the company installed 9,560 new machines, an increase of 128.3% since December 2011.
“We believe industrial vending is the next logical chapter in the Fastenal story. We also believe it has the potential to be transformative to industrial distribution, and that we have a ‘first mover’ advantage,” according to the company’s press release.
Beyond security: motivating employees
Given the economic factors at play from 2001 to 2011, it’s hardly surprising that employees ranked job security as the most important factor for job satisfaction. This is no longer the case, however, according to new Society for Human Resource Management (SHRM) research.
According to the SHRM 2012 Employee Job Satisfaction and Engagement survey published Oct. 3, 2012, “opportunities to use skills and abilities” now holds the top spot on the list of job satisfaction drivers (63%), placing job security (61%) in second place for the first time since 2007, when compensation/pay topped the list.
Notably, the percentage of employees who consider the opportunity to use their skills and abilities very important for job satisfaction has increased steadily since SHRM began measuring the statistic in 2004.
Still, fluctuations in the factors that contribute to satisfaction, as well as overall satisfaction levels, tend to shift over time.
“In the 10 years that SHRM has been conducting its job satisfaction survey, there has been a noticeable fluctuation in employees’ overall satisfaction with their jobs,” the report notes. For example, the 2012 overall job satisfaction rate of 81% is down five percentage points from its peak of 86 percent in 2009, and four percentage points above its low of 77% in 2002.
The other three aspects of job satisfaction that made the top five include:
• Compensation/pay (60%).
• Communication between employees and senior management (57%).
• Relationship with immediate supervisor (54%).
• The extent to which employees value each of these three factors varies over time, and their position in the top five — or even the top 10 — list has varied as well. In other years employees ranked factors such as flexibility and safety as very important.
Rebecca R. Hastings, SPHR, is an online editor/manager for SHRM.
© 2012 SHRM. All rights reserved.
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