Piping Rock Health Products的动态

ANIMAL FARMING 002 Personnel management.... Human personnel management in animal farming includes overseeing the people who, directly or indirectly, work with the animals on the farm. This entails selecting, educating, managing, and providing assistance to employees in order to guarantee the smooth and productive running of the farm. Here are few things to consider; Hiring and Recruitment: Human resource management starts with determining the farm's personnel requirements and hiring qualified individuals to fill open positions. This could entail posting job openings, going through resumes, holding interviews, and choosing applicants who meet the requirements in terms of education, training, and experience. Training and Development: Providing recently hired staff with the training and development they need to perform their jobs well is essential. This could involve workshops, seminars, on-the-job training, and educational programs covering subjects like animal husbandry techniques, safety and health procedures, operating equipment, and adhering to rules and guidelines. Job Assignments and Supervision: As part of human resource management, employees are given tasks and responsibilities according to their interests, background, and abilities. In order to guarantee that tasks are completed accurately and effectively, it also entails monitoring their work. High performance and productivity standards can be maintained by giving clear instructions, constructive criticism, and support. Collaboration and Communication: In animal farming, human personnel management depends heavily on effective communication. This entails encouraging clear and honest lines of communication within the team as well as between management and employees. Regular meetings, briefings, and feedback sessions can help to keep everyone informed, engaged, and motivated. Collaboration and teamwork are also encouraged to achieve common goals and solve problems collectively. Performance Management and Evaluation: An integral part of human resource management is the continuous observation and assessment of employees' work output. This may involve setting performance goals and expectations, conducting regular performance reviews, and providing constructive feedback. Recognizing and rewarding employees for their achievements and contributions helps to motivate them and foster a positive work environment. Employee Relations and Conflict Resolution: Handling disagreements and managing conflicts among employees is a crucial component of human resource management. This could entail resolving complaints, mediating disputes, and encouraging effective communication and conflict-resolution techniques. Building positive employee relations and fostering a supportive and inclusive workplace culture contribute to employee satisfaction and retention. Remember... Workers are a great tool in farm Growth !!! TREAT THEM RIGHT

Connect with Megan Sacks to discuss how she can help you land your next opportunity!

#Hiring a technical manager for a feed mill can provide numerous benefits, especially when it comes to improving: 1_Improved Production Efficiency. 2_Products quality. 3_ Overall operations. #agreed? #feed_mill_animal_nutrition_feed_formulation_

I am thrilled to share that I was given the opportunity by our COO to lead the initiative for developing and implementing the Post Harvest Standard Operating Procedure (SOP) for Flamingo Horticulture. This critical step aims to enhance the efficiency and effectiveness of our post-harvest processes, ensuring quality and sustainability across the board. Standard Operating Procedure (SOP): a procedure specific to your operation that describes the activities necessary to complete tasks in accordance with industry regulations, provincial laws or even just your own standards for running your business. 1. Purpose - This section outlines the objective of the procedure and explains its significance to the organization. It provides a clear understanding of why the procedure is necessary. 2. Scope This section defines the boundaries of the procedure, specifying where, when, and to whom it applies. 3. Responsibilities This section identifies the roles and responsibilities of personnel involved in the procedure. It clearly states who is responsible for each step or action in the process. 4. Requirements This section lists any materials, equipment, or resources required to carry out the procedure. 5. Procedure (Step-by-Step Instructions) - this provides a clear, step-by-step guide to the process. Each step should be detailed, logical, and easy to follow. 6. Health, Safety, and Environmental Considerations - section outlines safety precautions, risk management measures, and the use of Personal Protective Equipment (PPE). It may also address emergency procedures in case of accidents. 7. Quality and Compliance - highlights the quality standards and compliance requirements associated with the procedure. 8. Review and Approval - This section records the names, roles, and signatures of individuals who have reviewed and approved the SOP. 9. Attachments and References - This section lists any related documents, reference materials, or attachments that support the SOP. These could include flowcharts, forms, checklists, or industry regulations.

I’m curious to hear others’ thoughts on this: As I review job postings, I find it puzzling that plant manager roles often require 5+ years of industry-specific experience. While having some industry knowledge can shorten the learning curve, this requirement seems unnecessarily restrictive and limits the pool of qualified candidates. Manufacturing principles are largely universal, whether the product is cardboard boxes or electric sensors. Each industry has its own processes and compliance needs, which can be learned. The plant manager provides leadership, oversight, and strategic guidance, leaving production and operational details to department managers. In my career, I’ve held leadership roles in industries ranging from wholesale flowers to commercial coffee, building insulation, and architectural doors—each with vastly different processes. Yet the core principles of manufacturing remain the same: prioritizing safety, embracing lean practices, ensuring compliance, and driving operational excellence. Perhaps I’m biased as someone with leadership experience across diverse industries and a desire to enter a more complex industrial environment, but I’d love to know what others think.

Downtime = loss in revenue. Any plant manager knows that. Get in front of the top 5 causes of downtime in your warehouse so you can mitigate it instead. #fumigation #warehouse #blogpost https://bit.ly/40slx7s

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Agriculture Engineer opportunity in Egypt

Customer service is THE most important thing in this industry. So, why does it always seem like it's the first thing to get dropped? A few weeks back, I met with a high-volume importer bringing in 1000's of containers a year through Port Botany. He'd been let down by constant miscommunications, delivery delays, and unexpected charges - ultimately leading him to look for a new partner. His needs weren't anything out of the ordinary: 1. Efficient cartage, coordination and tracking of his containers. 2. Flexible storage solutions to manage fluctuating demands. 3. Reliable communication. Is it that difficult to understand a client's requirements, deliver a reliable solution, and provide PROACTIVE communication? In an industry obsessed with metrics and deadlines, why does genuine, personalised customer service get overlooked? With Clenton's Transport - Our clients say that it's our customer service that sets us apart. Shouldn’t nailing customer service be at the top of the list for everyone in our line of work? Ahhh - It's their loss, but it's where we shine. Clenton's Transport Pty Ltd McPhee Distribution Services