Filed in: Human Resources
Quickly Expand Recruiting CapabilitiesA rapidly growing telecommunications company faced an immediate need for on-site recruiting assistance to meet aggressive staffing goals and to fill weekly training sessions to capacity. It found itself short-handed in the recruiting area when an internal recruiter had to take an unexpected leave of absence.
Customized Training Incorporating Core CompetenciesThe Chatfield Group provided an on-site recruiting expert to source candidates while limiting the use of contingency firms. Our recruiter phone-screened and interviewed candidates, consulted with hiring managers, and checked references.
Key Benefits: All slots were filled with high-caliber employees, peak-season service requirements were met, and retention of new hires improved by 50% compared with the prior hiring period.
Broaden Talent PoolA large consulting firm faced intense competition for the top-caliber hires it needed to preserve its position as a premier consultancy. Internal development and peer-group hiring alone were failing to fill the hiring pipeline.
The firm needed to reach out to candidates from industry. It also needed a reliable method for assessing capabilities needed to be implemented fast.
Train Hiring Managers with Competency-Based Selection & Assessment ModelIn a series of three-day workshops, The Chatfield Group taught the consulting firm’s U.S.-based hiring managers how to evaluate candidates using a sophisticated competency-based assessment model.
The Chatfield Group assembled a team of experts in assessment, training and competency-based selection processes to conduct the workshops, which included behavioral interviewing techniques and practice interviews as well as videotaped feedback.
Develop HR Tools for Local ManagersA national retailing organization needed to develop a set of HR tools to help local managers deal more effectively with performance-related people issues.
Performance-Based Total Rewards ToolkitThe Chatfield Group developed a performance management framework to enable local managers of the national retailer to assess their reward and recognition options and implement cash bonus or incentive programs. The toolkit discusses two key aspects of performance management: first, aligning activities to ensure that goals are consistently and efficiently being met, and second, helping people develop their skills and capabilities and satisfy their own work-related needs while they are, at the same time, contributing to the health and profitability of the business.
The toolkit covers a wide range of topics – from understanding your employees and the importance of employee feedback to the motivational aspects of performance management. It provides sample job descriptions, interviewing techniques, performance reviews and performance improvement plans. It includes tools to keep employees focused on meeting goals and job expectations. And it outlines how developing SMART goals – i.e. ones that are Specific, Measurable, Attainable, Relevant and Timebound – can motivate employees to achieve high performance. Click here to learn more about SMART Goals.
In terms of retail-specific content, the toolkit covers performance management and the retail experience, achieving a competitive edge through customer service, and creating the optimum shopping experience for retail customers.
Eliminate High Employee TurnoverA mid-sized technology company experiencing high turnover among its employees needed to address its turnover issues.
Use Focus Groups to Identify Reasons for High Turnover and Generate Ideas for ImprovementTo determine the root causes for the company’s high turnover, The Chatfield Group conducted a series of focus groups at the firm’s primary operating facilities. The lack of a clear chain of command and poor communications were identified as key concerns. So, too, were the needs to improve employee orientation and to provide training and development opportunities for both managers and employees. After analyzing staff feedback, The Chatfield Group teamed with company management to implement the following six-step plan to correct organizational deficiencies:
- Step 1: Expand Management Ranks – To clarify reporting relationships and improve functional management, the company created a layer of departmental management. Under the company’s revised organizational structure, Department Managers take the lead in communicating with employees on a day-to-day basis, in coaching employees on performance, and developing employee capabilities.
- Step 2: Launch Onboarding Program for New Hires – To increase retention of new employees, the company developed an onboarding program designed to make New Hires feel comfortable and productive in their new work environments from Day One. Hiring Managers developed an Onboarding Plan for each New Hire to address practical concerns of both the new employee and the Hiring Manager. Topics included 1) key people for the New Hire to know; 2) tools of the trade, such as computer log-ins and directory structures, file-naming conventions and reference materials; 3) a review of job basics, including the New Hire’s job description; 4) a “starter” assignment in which the new employee works independently to quickly add value with minimal supervision. To check on New Hire progress, Hiring Managers and HR schedule formal reviews with New Hires after they have been with the company for 90 days.
- Step 3: Strengthen Corporate Communications – A number of focus-group participants expressed the need for more frequent communications from the company. To address this issue, the company launched a company intranet designed to share lessons learned, project updates, job descriptions, job titles and contact information. It developed additional forums for discussion. And it began conducting exit interviews with departing employees to continue gathering feedback about the factors underlying its employee turnover challenges.
- Step 4: Improve Benefit Communications – In response to focus-group feedback about the need for a better understanding of employee benefits, the company benchmarked its current benefit plans with industry standards. During benefit-enrollment periods, it met with employees in small groups to provide them with an overview of company benefits and announce benefit changes. In addition to strengthening some benefit options, the company also began providing vacation accrual information on employee paychecks.
- Step 5: Introduce Performance Appraisal System – To provide greater clarity with regard to performance expectations, the company introduced a performance appraisal system that includes goal-setting, ongoing performance feedback, employee development and coaching. Training managers on setting goals and providing feedback was given high priority.
- Step 6: Provide Training & Development Opportunities – Many employee suggestions focused on the need for better management training. In response, the company developed a multifaceted T&D program that included Quarterly Workshops for Managers covering topics such as Maintaining a Strong Customer Focus, Interviewing Skills for Managers, and Coaching for High Performance. To build its management pipeline, the company introduced a Leadership Development Program. And to respond to employees’ thirst for learning opportunities, the company launched a series of “Lunch ‘n’ Learn” seminars for all employees.
Support Business Ramp-Up with Just-in-Time Custom TrainingA global shipping leader with an expanding US presence needed help building a training curriculum to address the development needs of its employees, managers and new hires. The company was searching for a cost-effective means to help employees develop core leadership skills, starting with an introduction to its new performance management process.
After assessing its training & development options, the company elected to develop customized workshops incorporating the company’s philosophy and core competencies. Although the company’s expert training staff would facilitate the workshops, the company lacked the time to develop the workshops internally.
Customized Training Incorporating Core CompetenciesThe company selected the Chatfield Group to partner with its Director of Training to develop a comprehensive training curriculum designed to meet the development needs of the firm’s US employees over a three-year period.
Innovative, turn-key workshops are the primary delivery vehicle for the new training and development curriculum, which can be adapted, as needed, to address changing business requirements. The workshops – which were designed to reinforce core competencies and build essential leadership and management skills – incorporate design flexibility as well as customized branding and design.
Topics covered in the new training & development curriculum include Performance Management, Behavioral Interviewing, Basics of Management & Leadership, Career Development, Emotional Intelligence, Conflict Management, and Essential Communications Skills.