CASE STUDY - Succession Planning 

Company X was a small law firm which was fast expanding since the take on of new clients. The Principle of the Law firm was informed that one of the law firm’s longest serving Senior solicitors was planning to resign. The Principle knew losing the Senior Solicitor would mean a great loss to the firm, while also putting the firm in a vulnerable position.

Solution
The Chambers HR specialist provider worked together with Company X and put together a succession plan.

The Outcome
The Chambers HR specialist provider worked on a succession plan with Company X.  Starting off with forecasting, Gap Analysis, and Developing Talent; Company X was able to develop a comprehensive plan, followed by training and development to internally develop a successor to take the place of the Senior Solicitor. Having a strong succession plan enabled Company X to build the strongest possible team, and minimise the risk to the business.

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Case Study - Employee Engagement

Lately, Employees of Company Z have become less interested in the work that they are doing, which has resulted in a mediocre performance. The tension has led to a high error rate in very simple procedural tasks resulting in unwarranted customer complaints and unnecessary costs.

Solution
Company Z was referred to one of the Chamber’s HR Specialist Providers. The HR Specialist provider identified that the issue was employee engagement. The HR Specialist provider conducted a Courageous Leaders Survey across the whole business. Based on the results of the survey, the HR Specialist then created a coaching programme, followed by weekly full-day coaching sessions with the management team at Company Z to enable improvement in the areas specified.

The Outcome
After reviewing the results from the courageous leader's survey, the HR Specialist Provider was able to work alongside Company Z in-house in which they created a comprehensive programme tailored to their business, guiding them through the continuous business improvement journey. They developed, reviewed and implemented an action plan based upon survey results across the wider team.

For more information please read resource

 

Case Study - Poor Performance

Company X employed a full-time employee as a Computer Technician and within their 90 trial period, the employer had concerns regarding the employee’s performance. This included;

  1. Lack of basic technical knowledge
  2. Phone calls and manner with customers were poor – well below the standard expected
  3. Failing to log tickets at the time of the call resulting in lost income

Solution
By engaging with a Chamber HR Specialist Provider (via the 0800 24 26 23 Chamber Helpline) who worked together with Company X they put together a Performance Management Letter setting out all the issues to the Employee for a first meeting.

The Outcome
After careful consideration Company X decided to terminate the employee’s employment, under the 90-day trial clause of their employment agreement. The HR Specialist also worked with Company X to put in place a more rigorous recruitment and selection process so that potential gaps in technical knowledge could be identified early on.

For more information please read resource