Case Study 1

Marine Industry

Restructure and Redundancy

Issue/ problem

  • Too many levels of management, too hierarchical
  • HR Focus areas: Research and analysis, competency framework, training, change management, employee survey

Action/ Research

  • Review undertaken of structure, roles and salaries
  • Surveys and benchmarks carried out against competitors in region
  • Plan implemented for changes and discussed with the management team to get the necessary approval

Outcome/ Result

  • Implemented competency framework –linked to job profiles
  • Reduced old hierarchical structure
  • People had therefore more autonomy and empowerment to lead and take control of areas
  • Unfortunately did have to make some redundancies but managed to find alternate roles for most in other areas or transfer to different  region
  • Under-took Training to up-skill management, explain changes and facilitate change management sessions with all staff
  • Three months later in staff survey results showed more engaged work-force, people enjoyed coming to work and making a difference

Case Study 2

Shipping/ Terminal Indsutry

Performance and Reward

Issue / Problem

  • No increases, employee complaints of favoritism and discrimination amongst staff previously which led to discrepancies in salaries
  • Staff morale low, staff failed to meet deadlines
  • HR Focus Areas: Performance Management Appraisal system, Training, Compensation & Reward

Action

  • Conducted staff survey to evaluate what under-lying issue are (were all linked to pay)
  • Implemented performance management tool-kit which included:

    Stage 1 - 360 degree feedback
    Stage 2 - Personal development review
    Stage 3 – Personal Development plan

  • Management trained on how to carry out the appraisal and review salaries/ titles
  • Employees trained on how to complete forms and take feedback

Outcome/ Result

  • Once stage 1 and 2 completed, reviews undertaken with each Departmental Director to ensure salaries awarded appropriately no favoritism
  • A reward and grading system linked to each grade created
  • Thereafter companywide salaries and titles reviewed to bring all in line with standard company ethics
  • Result – satisfied, staff, morale improved by over 90%, staff worked till late to complete deadlines whereas previously were reluctant to do such

Case Study 3

Engineering Consultancy

Employee Relations

Issue/ problem

  • Too many levels of management, too hierarchical
  • HR Focus areas: Research and analysis, competency framework, training, change management, employee survey

Action/ Research

  • Review undertaken of structure, roles and salaries
  • Surveys and benchmarks carried out against competitors in region
  • Plan implemented for changes and discussed with the management team to get the necessary approval

Outcome/ Result

  • Implemented competency framework –linked to job profiles
  • Reduced old hierarchical structure
  • People had therefore more autonomy and empowerment to lead and take control of areas
  • Unfortunately did have to make some redundancies but managed to find alternate roles for most in other areas or transfer to different  region
  • Under-took Training to up-skill management, explain changes and facilitate change management sessions with all staff
  • Three months later in staff survey results showed more engaged work-force, people enjoyed coming to work and making a difference