Your business is only as good as its personnel. Decisions regarding how many people will work for you and who they should be are among the most important ones that you will be required to make. When you are trying to determine whether or not you are sufficiently staffed, relate the number of employees to sales volume. Simply divide your sales volume by the number of people you employ. Compare your results to those of other, similar, businesses. Get those averages from your local Trade Association, Trade Group or a large library. One of these "Volume Per Employee" analyses may help you to protect your profit and your business by allowing you to control employee expense. By having the optimum number of workers, your business can do more for you and will give you the ability to reward your good employees.

Once someone is hired, he/she must be trained. Your company should have a formal training program. New employees must be fully aware of their job descriptions and their position within the organization's structure. They must also be made aware of the company's policies and procedures regarding such matters as fees, patient/parent handling and financial matters.

When preparing a job description, remember that most jobs can be divided into the following areas:

1. Daily duties - These represent the core of the job, the everyday routine, and things which must be accomplished in order to achieve results.
2. Periodic duties - Many jobs have additional duties which are not performed daily, but must be done weekly, monthly or quarterly.
3. Occasional duties - These duties constitute the remainder of the activities involved in the work. Although infrequent, these duties may be important.
   Just as a builder has plans and blueprints before beginning construction, you must have a blueprint of the job before selecting the right person
   to fill it.

The foundation of any effective personnel program is the basic organization of the company. An Organization Chart, showing how a company is organized, is a prime business tool. Preparing your organization chart is simple. The same basic principles apply to the two-person operation and the company employing dozens of people. Use boxes - representing jobs - and lines - representing the "chain of command". In each box, record the name and title or function of each job holder. Ensure that reporting relationships are clear and distinct and that there is but a single line of authority throughout the company. All functions
of the company should be evident with no one having more than one supervisor. Consider framing and posting your organization chart after its completion. Conduct a short meeting to let each employee know his or her place in the organization.

Your business will run more efficiently because you will have given your employees a feeling of security.Employees can increase sales, provide the best possible customer service and ensure effective internal operations to reach the business's market potential. The key element to good performance is training and you should have a formal training program. Employee training should involve a wide exposure to the business. All employees need to understand all procedures and policies
affecting them. Appearance should be addressed. All employees should understand clothing requirements including uniforms, if applicable.

Your written policy should be clear as to who will pay for uniforms and cleaning. All employees should know which benefits are provided. There should be no question as to the policies regarding medical insurance, life insurance, paid vacations, paid holidays, sick pay, personal days and discounts on purchases. Training should also address the company's personal policies including business hours, absenteeism, overtime and how to deal with suggestions and complaints. Training should also include information as to how and when employees will be evaluated. Each person should receive an annual progress report that rates factors such as knowledge, performance, attitude, appearance, improvement and efficiency.

Keep your training program organized. Use of checklists that will be a part of each employee's permanent file. Structure the program, as much as is possible, to be a part of your day to day operations. Productive employee always know what is expected of them and what they are entitled to. Don't keep yours guessing. Train them. Evaluate them. Compensate them. Let them expend their energy on their work and not on trying to answer questions that should have already been addressed.