|
Maintaining
Keeping
Employees Happy
( Case 1 / Case 2 / Case
3 / Case 4 )
Case
1
Client:
Transportation Manufacturing
Topic: Human Resources (HR) Strategy Situation
Our client was:
-
A provider of world-renowned maintenance and manufacturing services in the transportation
industry
-
In need of organizational planning and HR strategy formulation
Challenges
The challenges faced by us were in:
-
Maintaining the high level of quality that the organization was known for
-
Addressing concerns regarding management capabilities
-
Dealing with very complex issues pertaining to the range of services and products
offered by the company
-
Dealing with the absence of a formal HR system within the organization
-
Introducing changes in the area of growth, profit levels, and
quality assurance
-
Dealing with growth-related stresses pertaining to the management
infrastructure
Actions
The actions we took to address these challenges were:
-
Examined HR management processes as a basis for dealing with people
issues
-
Provided executive coaching services regarding decisions to be
made
-
Developed detailed implementation projects for ongoing HR programs
and processes to required levels
Results
Our actions resulted in:
-
Resulted in a well-articulated program with significant results
Case
2
Client:
Pharmaceutical
Topic: Re-design of Integrated HR Processes Situation
Our client was:
-
A company in the pharmaceuticals industry with different regional offices and
systems
- Just
coming out of a merger with a need to integrate its pensions and benefits systems
to provide a cost effective level of service to its employees
Challenges
The challenges facing us were in:
-
Re-designing the centralized and decentralized processes and deciding on the development
of either a new system with decentralized regional components or outsourcing of
the in-house system
-
Dealing with sensitive issues such as potential job loss due to reorganisation
Actions
The actions we took to address these challenges were:
-
Identified the needs of the employees
- Identified
key areas in which employee needs were not met
-
Provided benchmarking research to see how other similar companies meet their employee
needs
-
Developed a system that took existing aspects that worked well
and coupled them with new processes based on the research of user
needs
-
Used excellent communication skills to convince each regional representative to
buy into the proposed new system
Results
Our actions resulted in:
-
An increased level of service provided to employees
-
A higher level of cost effectiveness within this part of the organization
Case
3
Client:
Oil Company
Topic: Providing for "Best in Class" services Situation
Our client was:
-
A large multi-national oil company
- In
need of a reengineering and re-definition of HR functions to improve
"value for money" and ensure "best in class"
services
Challenges
The challenged faced by us were in:
-
Dealing with the many reorganisations that the client had previously
gone through
-
Managing an intense process
- Managing
a large undertaking, including restructuring and downsizing plans
and the associated negative response
Actions
The actions we took to address these challenges were:
-
Provided overall third-party objectivity and best practices comparisons
- Conducted
process mapping
- Identified
critical HR processes for achieving business success
- Identified
root causes of perceived issues
- Redesigned
HR programs, processes and structures
- Maintained
a sense of focus and positive attitude among the working group as each challenge
was brought to the table
Results
Our actions resulted in:
-
Dramatic changes within the organization as the HR department was successfully
redesigned
- The
elimination of ineffective practises and positions
- Objective
external information as a basis for benchmarking proposed changes
Case
4
Client:
Health Care/Services Provider
Topic: Adapting to Meet Changing Staff Needs Situation
Our client was:
-
A private health care facility
- With
a traditional pension and benefits system that was in need of change
Challenges
The challenges facing us were in:
-
Achieving a paradigm shift within the organization
- Working
around financial issues and divisions in executive thinking —
and in obtaining adequate funding for the modified plans
- Realigning
the pensions and benefits program in a fashion consistent with
the people and the business strategy
Actions
The actions we took to address these challenges were:
-
Examined the existing business strategy and identified the people strategy required
to implement the proposed strategy
-
Identified the most important aspects to maintain and deliver in the pensions
and benefits program
Results
Our actions resulted in:
-
A sound and clear plan for re-alignment of the pensions and benefits program,
altering elements that required modification to be in alignment with and supportive
of the business strategy
| 
