The Brief/The Problem

The Solutions

The Outcome

This client, a family owned business, established company, was in the process of preparing for future growth with the aim of becoming one of the leaders in its industry. Being aware that the performance of each employee is key to achieving this goal, they have approached in order to assess the performance management system they had in place.

Following the audit and the assessment of their performance management system, we helped them with the following:
• Developed a customized performance management system based on the Balanced Scorecard
• Trained both managers and employees on the use of the system
• Linked the performance management system to their rewards system

We are currently working with the client on a strategy for managing under-performers as well as high performers. We also provide them with strategic HR advice on an ongoing basis

Our client, a successful business, who has been operating for almost 30 years, asked us to benchmark their salary system approached us due to their high turnover of their " staff" and their ability to attract high performances

Our team of Rewards specialists worked with the client and took this exercise beyond a simple salary benchmark. We helped them introduce a compensation and rewards strategy that included both monetary and non-monetary rewards.
We have started with the first stage of its implementation that also includes educating employees on its benefits and added value to them.

Phase one was successfully implemented. It was a long process that required a major change of mindset within the organization.
All stakeholders are now looking forward to the implementation of phase 2

Our client, a large group of companies, already had in place their own recruitment team but they were still operating as per the "old days" and the result was that vacancies were remaining open for months and the selection was not always successful.

We worked with the client on redesigning their selection process, including developing policies and procedures for internal as well as external selection, training their recruitment team on competence based interviewing, developed tools to assist them in the different stages of the process, developing a metrics system to evaluate the recruitment process, etc.

More confident, professional and efficient recruitment team, delivering better results with reduced vacancy times and a higher success rate in attracting and retaining the suitable candidates.
We continue to work with this client by providing advice, training and consultancy support on the use of assessment methodologies and by providing them with the appropriate tests and assessment tools.

Our client invited us to investigate and report on their level of employee engagement across the region. This came as a result of their concern for the perceived engagement of staff, and the high rate of absenteeism and turnover.

Our team of engagement specialists including our occupational Psychologist, worked with the client to identify the 10 critical drivers of employee engagement that they wanted to focus on, by conducting:

• focus groups with the employees
• senior level interviews

The data was consolidated and validated, and a total of 325 employees were then invited to complete the online 70 item Employee Engagement survey over a 3 week period.

The results found that 62% of the work force are engaged and committed to the organization. It has been shown that high performing companies tend to have engagement levels of 74% or more. We are now working with the client to devise action plans for driving the engagement level to 80% well beyond the 74% high performing companies benchmark.

Our client wanted to identify and develop its internal talent and lock them into the business. They were aware of the importance of this key group of staff to the success of the organization.

We helped the client design and implement a high potential identification, development and coaching program for their top high potential employees. This included:

• Identifying their high potential competencies
• Designing and implementing an assessment and development center
• Putting in place a selection process for the assessment and development center based on self-nomination, manager referral and 360 degree assessment
• Successful candidates at the assessment and development center were chosen for development and coaching over an 18 months period.

The program was a great success and it is planned to be run every other year.