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Many things are changing in our industry and surely there is more to come. One thing that should never change is the need for a well-trained new bus operator candidate and having training programs in place to discourage operators from seeking other employment.
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The only way to attain consistent, quality employees and company growth is to get drivers in the seat, faster and more efficiently.
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That partnership will help the operation recruit from multiple candidate pools for positions.
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Many agencies haven’t made any meaningful steps toward positioning themselves for success with millennials and Gen Z.
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Technology can support operator incentive and reward programs, and provide tools and training to make operators’ lives safer and easier.
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Topics can be related to delivering superior customer service, employee training & retention, solving operational challenges and ideas for cost-cutting, technology and data best practice, revenue generation, and business-building.
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The public transit industry faces a severe human resources crisis... we began to focus on the science behind identifying and hiring more resilient human beings up front, in order to make it easier to build resilience and preparedness with employees once they are onboard.
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The crisis has pushed operators to use new workforce development tactics, including adding full-time human resources departments, increasing marketing and advertising, and enhancing their benefits package to be more attractive to job hunters.
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Recruitment and retention once again was the top driver-related challenge, with 48% reporting. Sixty-five percent of respondents implemented scheduling and dispatch software making it the most prevalent technology being used to enhance service.
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The researchers found an increase in bus systems’ per capita operating expenditures is associated with a decrease in employee turnover. In turn, businesses save money by not having to train new workers or rebuild institutional knowledge within the firm.
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