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Examples of Recent Projects
VALUES PROJECT CASE STUDY:
ISSUE: Poor results in the Employee Engagement Survey for communication, vision and leadership.
ACTION: Identify the mission statement and values by conducting a series of workshops with employees and managers. Create communication and action plans to embed new values.
OUTCOME: A strong understanding of the aims of the business and greatly improved vision, leadership and communication scores and feedback.
WORKFORCE PLANNING CASE STUDY:
ISSUE: Excessive staff costs for retail stores affecting EBITDA of retail business.
ACTION: Conduct sales and foot-traffic analysis, review rosters and contract commitments. Identify ideal roster, implement change plan to new roster. Consult and communicate with employees involved.
OUTCOME: Reduction of 1,248 labour hours per store per annum, total cost reduction in excess of $25K. No adverse impacts (redundancy) for employees.
SALES PERFORMANCE CASE STUDY:
ISSUE: Declining sales performance for two consecutive years and a new sales team.
ACTION: Work with new Sales Manager to create sales targets. Realign sales territories to provide better fit to new resources. Create comprehensive KPIs relating to sales activities (conversion rates, new business, visit schedules, product gateways). Create reporting framework on sales performance and pipeline.
OUTCOME: 117% performance against prior FY sales performance. Decreased travel costs.
PAYROLL SYSTEM TRANSITION CASE STUDY:
ISSUE: Dated and manual payroll system requiring an upgrade.
ACTION: Research options and present solutions. Transition existing payroll data to the new system. Conduct training with managers and employees on new electronic processes. Run dual payrolls to system test. Implement a new system. Troubleshoot any financial reporting requirements.
OUTCOME: New payroll system with 50% less administration time for managers. Reduction of manual payroll corrections by 76%.
POSITION PROFILING CASE STUDY:
ISSUE: Significantly dated position descriptions with inconsistent job responsibilities and position titles. Lack of clarity regarding competencies and skills required.
ACTION: Review current and industry benchmark PDs, conduct interviews with managers on work streams and responsibilities. Survey employees on work activities. Compile standardised and tiered PDs and competency matrix specific to business. Create and implement communication and roll-out plan.
OUTCOME: Clear and consistent PDs with comprehensive competency framework. Provide ability for company to create career pathways and conduct skills gap analysis.
RESTRUCTURE CASE STUDY:
ISSUE: Outsourcing sections of software development lifecycle to external party.
ACTION: Review existing positions and structures against outsource proposal. Create proposed new structure and PDs. Identify affected employees and conduct consultation. Enact restructure and assist with change management of operations.
OUTCOME: Reduction of $195,000 costs per annum, redeployment of 30% of affected employees to alternative roles within network. No adverse claims regarding restructure.