PERSONNEL ADAPTATION MANAGEMENT DURING SEASONAL PEAKS: A MODEL OF ACCELERATED TRAINING AND WORKLOAD DISTRIBUTION IN LOGISTICS WITHOUT QUALITY DECLINE AND ERROR GROWTH

Every November and December in logistics looks the same: orders triple, you hire whoever agrees to work, give them two days of training, throw them into the warehouse, and watch everything fall apart.Mistakes pile up, customers complain, supervisors burn out fixing errors.Everyone says: well, what can you do, it's peak season.We have a different mindset.Train less but train better.Make them work immediately but in jobs they can perform.Do not give children complex tasks when they are not prepared.It sounds obvious but nobody does that.It works.One can expand a team two to three times with no deterioration of quality [1,3,6].Honestly, it is when the peak season is in full swing, either during the holiday season or just before the New Year.The number of orders is now 2-3 times more than the usual one.The company hires all people who will consent on a temporary basis.These individuals are given an orientation that lasts a few days, in which someone talks to them about the processes, safety regulations, and quality standards.They are subsequently forced into the warehouse to work.First week is complete chaos.Error rates hit 18-20%.Packages go to wrong addresses, items get damaged, orders are incomplete.Supervisors spend half their time fixing what new people messed up.Order processing slows down by a third because rookies take five times longer on every operation.Customer service drowns in complaints [2,5].Management sees this train wreck coming every single year and changes nothing.Why?Because they think the alternative is worse.If you spend a week on proper training, you lose productivity at the start of peak season.Better to tolerate mistakes than to stand idle.