Koch Aerospace, LLC has been verified as a Veteran-Owned Small Business (VOSB)
Recommend you read "Winning" by Jack Welch with Suzy Welch
Koch Aerospace Founder
Some of our Views on Culture...
Autonomy
Lite HR Processes
Lite HR Processes
Employees must be given ownership of their work scope.
Results matter. At least quarterly, results should be briefed to leadership to backup prototyping or testing that has occurred. (Note: Candid environment. No BS.)
Employees should have some business development understanding. How can we do business better? If you are in a company that represses new ideas from the bottom-up, good luck.
Be careful. There are companies that will continue to ask for ideas just to keep you happy. However, they will never move on your ideas though (i.e., some companies only accept ideas from the top). Have a transition plan.
Individually, we recommend you engage in an entrepreneur mindset (i.e., in how you interact with your customers and with exploiting the tools and means of how you maintain your products…No matter how ‘close-minded’ your employer is).
Continue to evaluate, "How can I provide better service?". If your employer does not give you time to innovate then do it on your off time. It will pay off in the end.
Lite HR Processes
Lite HR Processes
Lite HR Processes
(Note: Our organizational view on HR (Human Resources) is derived from
Jack Welch's view of HR's role.)
Simplifying processes within the organization must start with HR processes.
Unfortunately, in the ‘politically correct’ world we live in today, it’s not uncommon that employees are inundated yearly with trainings on multiple subjects. Some of these subjects are legit. However, the company’s approach to these subjects should be very simple.
Requiring hours of training for everyone (i.e., no matter their experience) is wrong. The legal HR arm in the United States of America is out of bounds. We need leadership to push back on these HR professionals to focus on simplicity.
Every employee is different.
HR professionals, mainly legal HR professionals, have pushed to lump every employee together. This approach is wrong and will push talent to leave, and or inhibit creativity.
For example, veterans (i.e., retired, separated, active) should not be required to take hours of trainings. They have already taken hours of training annually in the military. Do not waste their time. You can offer them the training, but it should not be mandatory.
Due to the competitive nature of the world, companies should logically vector training to those that truly require it. And all training should be simple (e.g., no more than 3-to-5 power-point slides, and details can be provided for reference). However, hands-on training during quarterly or yearly meetings should be done (i.e., to encourage interaction and relationship/team building).
HR professionals are an important function and do play a huge role (e.g., recruiting). Moreover, your HR professionals should be providing their skills and talents to identify the least amount of time needed to get the point across.
Nonetheless, if your HR professional and or legal counsel are not sensitive to your employees’ experience (e.g., when pushing out required training) than I recommend you talk to them and rein them back in (i.e., especially if you value your employees’ time).