horsepower warehouse inventory
horsepower warehouse inventory Related Articles
HP vs torque: Does torque really matter?
An actual horse doesn’t produce 1 horsepower. It produces about 14.5 horsepower.
Proton acknowledges spare parts shortage problem, reaches out to customers in need
difficult to track their delivery status.However the upgrade was necessary because Proton’s parts inventory
320 PS/litre! Top-5 cars with the most horsepower per litre
After 20 years, KL Sentral to finally get a major upgrade?
Before it was developed, the yard was used as a depot and warehouse to repair rail coaches.Plans to develop
Perodua Aruz two models priced at RM 72,900 and RM 77,900
Toyota Rushs 2NR-VE Dual VVT-i 1.5-liter naturally aspirated four-cylinder engine, but Aruzs power is 3 horsepower
Increasingly powerful cars + overconfident drivers, recipe for disaster?
While I think nobody would complain about this, carmakers are very often locked in a horsepower war.
Watch out criminals! The Proton X70 police cars are on their way!
Proton Waja, Preve, and Inspira models.Alongside the Honda Civic, it looks like PDRM will be adding more horsepower
All-new 2020 Kia Sorento - 35 mm longer wheelbase, new 8-DCT, 227 hp/350 Nm hybrid, PHEV next
options will be offered, starting with the new four-cylinder 2.2-litre diesel engine, producing 199 horsepower
From Hot Wheels-inspired hypercars to a modern VW Bus – The gems of Porsche Unseen
Theres also their warehouse which holds even more hidden gems including prototypes and concept cars.To
2021 Mercedes-AMG CLA 45 S is now RM 20k more, but the rich wouldn't care
Top-5 cars with the most horsepower per litre
Sime Darby’s pre-owned car subsidiary teams up with myTukar
Collaborating with myTukar is also expected to help improve SDAS’s management of its inventory
2020 BMW 330e (G20) replaces 330i in Thailand, Malaysia to follow?
a maximum output of 292 PS and 420 Nm of torque. 0-100 km/h is zapped in 5.9 seconds.The additional horsepower
This stillborn Mitsubishi Galant was supposed to challenge the Camry and Accord
trend were still witnessing - just look at how the 2020 Mitsubishi Xpander has sold out this years inventory
Subaru Forester SK 2019 Review
It produces 182 horsepower and 176 pound-feet of torque.
Wapcar Morning Insiders (Sep. 25, 2019)
The base 4.0-liter V6 produces 275 horsepower and 394 Nm of torque.
Can fuel additives improve fuel economy and increase horsepower?
Photo: Nates Interactive AutoCan a fuel additive increase your horsepower?
A newer, more powerful Toyota GR Supra is coming to Malaysia
fjs.parentNode.insertBefore(js, fjs); }(document, script, facebook-jssdk)); As if the GR Supra needed any more horsepower
Owner Review: Experience JDM rear-wheel-drive classic - My 1991 1991 Nissan 300ZX Z32
take a slower approach to gather the parts and only do it at one go when I have all of the parts in my inventory
Carsome and CIMB partner up to create new financing solution for used car dealers
The partnership will see a new inventory financing solution developed specifically to make acquiring
New Golf GTI, Sorento and E-Class; 7 new released models coming to Malaysia!
newly redesigned cabin.Power comes from the reworked 2.0-liter turbo four-cylinder which now makes 241 horsepower
horsepower warehouse inventory Q&A Review
What is something you wish people would stop putting on their resume?
(Edit - 5/14/2020): I am very surprised at the amount of “upvotes” and shares my response has received and I am thankful for that! I am most appreciative of the positive feedback and the questions I have received. I wanted to update this response a little to provide some more insight for those seeking employment, reviewing resumes, hiring for your organization, etc… I have finished some consulting work for a 2 small companies (<20 EEs) in Texas who are scaling and wanted help finding quality talent in addition to providing some training to their HR/Hiring Managers. While working with them, I shared some philosophies that apply not only to the job seeker, but the person doing the interviews and hiring alike. To the person hiring,: When hiring someone, you should always be looking for a problem solver. A business in itself is a problem solver. The company you represent is providing a solution to a problem (whatever is in demand). The product or service you provide is a solution. Inside your business, problems will come up. Especially, new start-ups or businesses who have been around forever and operating on antiquated tech or software, policy creation, accounting, personnel, etc. Whenever an organization makes a decision to hire, it is because there is a problem and they need to bring someone in to fix it. Don’t think problems are all negative either. Hiring someone to take on an increase in workload is a positive problem to have, one in which you want to have. It goes both ways. Moreover, when looking at resumes or interviewing people, the one thing on your mind is, can or will this person fix my problem? As an HR Manager, it is my responsibility to know about 99% of the things going on within my company. If you have an HR person that can’t tell you the workload going through a department, that is an issue. I personally make it my routine to meet with dept. managers to ask how their depts. are performing. Not only does it help me understand what they’re doing, it shows them that upper management and/or C-suite are engaged and have better communication. Most of the time I receive a quick, “good-good” or “great, thanks”, but there are those times where I get the needed info, “We’re swamped and John Doe is overwhelmed and falling behind!”. Now is when I (your person) come into action. I will sit with managers and discuss a number of things like workflow trends; is the work load increase just a temporary thing? How long has it been this way? How much production or time have we lost? … my Job becomes a fact finder (investigator) to go to the executive team to say, “Everyone, we have problems X, Y & Z… My recommendation is to hire ,or, not hire more personnel to handle the increased work load. If we hire 1, 2… this is what we can expect in terms of increased production.” If the ROI on hiring a problem solver (new hire) is greater than the expenses, it makes sense. When reviewing resumes, have those problems you need to fix not only on your list of questions, but they should be on the job posting, listed in the form of a job description. Why is that important? This gives the job seeker a chance to see your problems and ask themselves if they’re the right problem solver to help you and apply. When you know your problems you can clearly define the solution(s) you’re looking for. So, before you go hiring your best friend from the neighborhood because you want to have lunch with them and chat about everything in the world because it’s fun, you need to ask the question of how effective of a solution is this to my problem, or will it create a new problem? Nothing wrong with hiring your friend, I’m just using that as an example. I say, “hire solutions and make a new friends,” LOL. This is not a blanket, one-size-fits-all thing. You should know your organizations needs, the culture, the work and training required, etc… hiring an 18 y/o to flip burgers and serve fries doesn’t require the same scrutiny as hiring a Project Manager who will be overseeing multi-million dollar projects. However, you can use this problem solver philosophy to help narrow your search regardless of your industry. To the job seeker:, If you want a job, be a problem solver. I can’t tell you how many times I have had people come into my office with zero experience and say, “well, I can learn if you train me”. That’s not a bad thing and many times, companies are willing to make that happen. Cross-training employees is a GREAT thing actually and makes employees more diverse in their skill sets and more of an asset to the company. However, when companies are scaling, they typically have an increased workload or they’re getting behind the scale early to ensure workloads don’t decline or services don’t get messed up. Therefore, when you’re looking at a job description, look at it like you’re reading a list of problems., Not Responsibilities., I mean if you’re hired, your responsibility will be to fix the problems. So, read the job description line by line and say to yourself, “this company is having these problems…” Ex. “Warehouse Manager needed to oversee the day to day operations of a small team of employees, ensure loads are being sent out on-time with little to no fulfillment errors, reduce load fulfillment times to increase delivery times, and be able to train, help and work as part of the team to accomplish tasks when needed. Knowledge of warehouse safety, logistics, and equipment operations is required. “ I read this like this… ”Company A has problems: 1) They don’t have a warehouse manager. ,Solution:, I can manage a warehouse. 2) They don’t have someone to see day to day operations of a small team of employees. ,Solution:, I have managed 30 or more employees before and their day to day operations, I can do that. 3) They need help ensuring load times are being sent out on time. ,Solution: ,I know three different options that have helped me improve load times, I know I can use 1 or more of those options to help. 4) they have problems with fulfillment accuracy. ,Solution:, I know I used my training in lean six sigma to learn more about efficiency and accuracy in order fulfillment. I can share that with them. 5) They need someone to train and help when necessary. ,Solution:, I was a trainer in my previous position and trained over 50 people over the years I was there. I can do that. I was also a hands-on leader. I would never ask anyone to do the job I can’t or won’t do myself. 6) They lack warehouse safety and equipment operations experience. ,Solution:, I have my OSHA 30 and know the 29 CFR 1910 like the back of my hand in addition to being forklift and scissor lift certified. Now that you see the company’s problems, you can have a better understanding of your capabilities as a problem solver to help. This is where using the job description helps you uniquely tailor your resume to capture the attention of a hiring manager. *,Some people think it’s a daunting task to create multiple resumes. Well, it is. However, if you want the job you want, it’s necessary. More importantly, when you know the solutions to problems, ,you become CONFIDENT,! ,This confidence is brought out your job interview!, ,When you’re confident about something, it becomes easy to talk about therefore making you look good! When it comes time to creating your resume, as I explain below, use your resume to briefly show your solutions: Previous employment: Warehouse Supervisor Managed team of 9 employees day to day operations. (I, am now like, cool, my team is only 6, so he can do that if he did 9) You just answered questions 1 & 2 for me. Managed the implementation of LoadMaster software after using Lean Six methods to reduce load times by 30% and improve fulfillment accuracy by 60%. You just answered problems 3 & 4 and showed me you know what Lean Six is. Trained new hire employees and provided refresher training to 50 employees over last 3 years with current/previous employer using practical and classroom methods. You just answered problem 5 by showing me you can train and do the job when needed. Performed monthly safety audit inspections on warehouse and equipment to ensure compliance with 29 CFR 1926 and other applicable safety regulations. You just answered question 6. You have now effectively made me go, “Awesome, this person can handle my problems. I want to call and set up an interview.” Some of you may be asking, “What if I’m coming from an entirely different job?” Very valid question. I would in-turn ask you, “Why?” What is it about your current type of work that makes you want to change? Are you looking for a promotional position or are you willing to start at an entry level position and work your way up? If I’m looking for a Senior Manager to run a dept. of Jr. Structural Engineers and I get your resume that says you were a Manager of a retail store, there I don’t care how many years you have. If you don’t know anything about structural engineering, I’m not hiring you. Now, if you were a structural engineer who climbed the management ranks then yeah, lets talk. This isn’t to persuade you not to apply for upward mobility in another industry, I’m just pointing out the fact that if you read the job posting and you can’t walk in to that job and be a solution to 75% of those problems right away, you’re aren’t a good solution. There will be company specific things you will need to learn, that is a given, but if you don’t have a semi-expert understanding of basic principles of the job you’re performing, it will show on your resume and in the interview. If you don’t, before you apply, hell, do your research! That way you can throw something together. Play the Bon Jovi song, “Livin’ on a Prayer” before work each day in hopes the fake it till’ you make becomes, “I’ve made it” sooner than later. The key for anyone transitioning to another industry is 2 things. 1) transition into something you LOVE. Typically, you will have taken time to learn it, you’re passionate about it, and can speak confidently about it during the interview. 2) Do your research and find a way to effectively apply your past experience to the position in regards to problem solving. If you were a customer service rep, or manager of them, and dealt with peoples problems all day, that can translate into other roles very easily in some companies. If you can’t translate your past and current abilities into problem solving solutions for that job description, you aren’t the solution. Move on. Okay… so, I hope this provides some more insight to both the people looking to hire and those looking to be hired. Please feel free to ask any questions! The original post follows: Great question and this is something I speak on a lot when I talk to groups or individual job seekers. People have been following a trend that started nearly 100 years ago. It just hasn’t changed much, but people still seem to put their current or previous job description down in bullet points. Your job title and previous company can already give me an idea of what you did. Well, crappy HR/Hiring Managers/ and others who just don’t know how to hire typically look at a crap resume and can’t tell you the difference, they have been accustomed to doing their own the same way they see them. For example, lets say I’m looking for a warehouse manager. Typically, I will get resumes that look like this: (example only) Worked in warehouse moving boxes using forklift Forklift certified Took inventory daily of stocked items Ensured packaged material matched with purchase order request Managed inventory for all of warehouse Managed team of inventory specialists Ensured all orders were filled in a timely manner blah blah blah blah blah… If this person has on their resume that they worked at “Plumbers Supply” and listed their title as “warehouse supervisor”, just by their title alone and the name of the company, I can tell you with about 90% accuracy what this persons job description was. I don’t need them to explain it to me in their resume. It’s a waste of time. If I asked you what a Waiter/Server at a restaurant does, you could probably tell me. If I asked you what an Auto Mechanic does, you can probably tell me. If I asked you what a data entry person or a customer service rep for Verizon does, you could probably tell me… so, the fact that people still put their job description on their resume boggles me as literally, I can tell just by their job title and the previous employer. For the most part, that is. So, to finally answer your question, I’d like people to stop putting their job descriptions on resumes. It’s a waste of time. A resume is a brochure about yourself and your professional capabilities. When you go buy a car, you don’t look at the fact that it has 4 wheels and can drive down the road. You want to see the interior features, the technology it has, the horsepower it has, fuel economy, etc… your resume should not be any different. I want to see what kind of asset you’re going to be to my company, and the best way to give me a glimpse into that is to give me some insight into your work accomplishments, give me some qualitative and quantitative data I can use to mentally measure your ability a tad. At least enough to get me interested to want to interview you. For example (we’ll keep the warehouse manager thing): Managed 7 inventory specialists day to day production schedules Reduced inventory time by 20% by reorganizing returned items by item ID. Increased fulfillment times by 15% per inventory specialist by implementing a tracking software called, “ABC…” Created incentive program for inventory specialists that increased fulfillment accuracy by 60% Worked with Operations Manager to develop a load system to assist delivery drivers in reducing load times by 30 minutes per load saving 4 hours of load time per day. Use lean six methodologies to reduce errors in fulfillment discrepancies to under 2 per 100 orders filled. These types of things make me go WOW! I actually have some data to tell me what kind of employee this person was/is and might be able to be for me! I can now create some interview questions that will give me some more information into their work performance. So many hiring managers I’ve met have the wrong way of looking at filling a job. Yes, we all want to hire someone who will fit in with our culture, but more than anything, I want to hire someone that can elevate or take my company to the next level. That’s the only way we’re going to grow. So, I look for quality candidates that show me the “luxury” of their personal brand. The details of the body of who they are, not the surface stuff we all see and already know just by their title or where they work. Hope this makes sense! Any more questions, please let me know! Thanks for asking! Ryan
Does John Deere offer loan tractors when you get your tractor serviced?
No, John Deere (or any tractor dealer) does not provider loaner tractors for you to use while your tractor is getting serviced or repaired. Sometimes you can lease a tractor (generally for a specific season and minimum of hours). Now to “correct” some assumptions here in your question. First, John Deere itself does not do the tractor servicing, etc. Think of John Deere (or Case IH, Massey Fergueson/AGCO, etc.) as the Ford, General Motors or Honda of the agricultural world. You don’t actually buy a tractor (or car) directly from these manufacturers. They all have a large dealer network across the country and you go to your local dealer to buy the tractor (or car) and to go get it serviced. These are John Deere dealers, affiliated with John Deere, but not owned by John Deere. Each dealer usually has between 2 to 10 locations and operate in a specific region (e.g. eastern Iowa). Second, you generally do not bring your tractor to the dealer to be serviced. If you are farming and using tractors you do the basic servicing yourself, including greasing the tractor, changing engine oil, hydraulic oil, filters, etc. The dealers do offer annual inspection programs where you can bring your tractor to them (during off-peak seasons, such as summer or usually winter) and they will inspect the tractor, repair any problems, and can service it for you (if you don’t want to do it for some reason and enjoy paying shop rates for some of that basic stuff. Third, so the only times you need the dealer is when your tractor breaks down and needs a repair. Some farmers are pretty good heavy mechanics and do a lot of their own repair work as well (and the dealers carry a large inventory of parts that you can go to locally to buy, and John Deere dealers are good at having any parts they don’t have that you need shipped to them overnight from John Deere’s central parts warehouse in Milan, IL. Most farmers can do minor repairs themselves, and everything else the dealer will send one of their mechanics (in a service truck) to your location to repair the tractor on the spot (to minimize your downtime). They only time they would bring your tractor into their service location is if some really major needed work or they needed a specialized tool that wasn’t mobile (e.g. if they had to split the tractor to work on the transmissions - bet you didn’t know that you can’t just drop a tranny out of a tractor but you have to split the front and back half of the tractor apart to get to it.). Fourth, it would be way to expensive for the dealer to maintain a fleet of loaner tractors. Tractor dealers really want to minimize their inventory of new and used vehicles on their lot. In fact they have absolutely a minimum (think none) of new inventory on-hand. Almost everything bought new is ordered in advance. And any used inventory they want to move fast and often have the next buyer for it lined up before they take a used tractor in on trade. Also, tractors are not like cars. Cars basically exist to move you from point A to point B with really little variability in capacity and method. A car is a car (some are fancier, some hold 5 people instead of 4, but they all do the same job). A tractor is not a tractor. They come in different sizes and for different purposes. Do you need a tractor with a PTO shaft? Do you need a tractor with a specific horsepower range (and yes, you can break things if you use a tractor with too much horsepower)? Do you need a specific hydraulic capacity and number of outlets? Do you need rear and front duals and tires of a specific size and spacing? Do you need a tractor with a specific level of ballast for traction or to minimize compaction? And finally, with a lot of farm tasks now you are using precision agriculture (GPS system, monitors, etc.) to control your sprayer, planter, applicator, auto-steering, etc. and this has to be compatible to the system you have set-up and use on your farm. So in the middle of planting you can’t just take your tractor off your planter and swap another tractor in without a considerable amount of work to also swap out the monitors, systems, etc. used for the planter and/or reload your guidance lines, variable rate prescriptions, maps, etc. Thus to summarize, no John Deere doesn’t offer loaner tractors and it is the actually John Deere’s dealers, not John Deere, that the farmer interfaces with. You don’t normally go the dealer for basic servicing and when your tractor breaks down the dealer usually comes to you to get it running again quicker because it would be too troublesome and expensive to swap your tractor with a generic loaner one to get done the specific job you are doing.
HOME