Tenon HR Consultancy
Case Studies
- > Case Study One
... A successful company importing specialised products into the UK relied heavily upon the personality of the founder... - > Case Study Two
... A Financial Director appointment for a Further Education College. Two previous jobholders had failed and a more rigorous approach to selection was required. Financial pressures meant that the recruitment budget was low... - > Case Study Three
... An international software company wished to train its European sales support team in presentation skills within an American sales methodology. They wished to adapt the approach also to a more European style... - > Case Study Four
... A company with 250 employees wished to change their management style and culture... - > Case Study Five
... Tenon HR met with a client who needed to recruit a Finance Director… - > Case Study Six
... A company experienced a dramatic downturn in business after the World Trade Centre disaster and were forced to make redundancies... - > Case Study Seven
... A UK subsidiary of a European parent wanted to develop its HR Policies and Practices without establishing a local HR function. The parent company was keen to monitor progress...
Case Study One
… A successful company importing specialised products into the UK relied heavily upon the personality of the founder…The company was relaxed and informal and had few procedures and no contracts of employment.
The company asked Tenon HR to bring these up to date and a new contract of employment and staff handbook were provided.
To ensure that there was no negative reaction from the employees, managers were invited to a training session to explain why this was happening and to clarify their responsibilities under the law.
The new contracts were well received and accepted by all concerned. Shortly after this, the founder decided to take life a little easier and recruited an MD to replace him. The new MD had a more formal style and some of the employees challenged his approach. Some of these challenges had the potential to embarrass and confound intended progress. With guidance from Tenon HR and using the policies that had been put in place, all the difficulties were successfully overcome.
Most importantly, the spirit of the company was not damaged and the authority of the management team was not compromised.
Result – The Company renewed their subscription to the Tenon HR hotline support service
| Preparing Contracts & Staff Handbook | Training the Management Team | Support with HR issues over a 12 month period |
|---|---|---|
£2000 |
£750 |
£2500 |
Case Study Two
… A Financial Director appointment for a Further Education College. Two previous jobholders had failed and a more rigorous approach to selection was required. Financial pressures meant that the recruitment budget was low…The solution
- > Developing a comprehensive job and person profile. There was a clear focus on identifying the reasons for previous failures and determining both the experience and personal qualities for success
- > Generating candidate’s cost effectively. A number of specialist low cost Internet job boards were identified from the 500 available. This proved very successful in terms of quantity, quality and speed of response
- > A thorough interview and screening process was used to generate a shortlist of four applicants
- > Short listed candidates attended a final selection day. This consisted of a number of Case Studies specially developed to highlight the strengths required in the role. There was also a series of individual and panel interviews.
Result - All short listed candidates were suitable for appointment. An offer was made and accepted. Overall cost of hire was under 15% of salary.
Case Study Three
… An international software company wished to train its European sales support team in presentation skills within an American sales methodology. They wished to adapt the approach also to a more European style...Tenon HR designed and delivered an individual two-day programme in Europe. The programme included case studies, role-play and the use of video.
Result - Seven different nationalities adopted the new approach
Case Study Four
… A company with 250 employees wished to change their management style and culture...The company was not performing to its potential and the management felt that part of the reason was that the management team did not have the skills to manage performance correctly.
Tenon HR designed a bespoke performance management process for them. This included a new performance appraisal scheme and the transition between one scheme and the other. The Managers were trained in a new scheme and a coaching style. Tenon HR also designed and introduced a new poor performance procedure, which enabled the company to identify and deal more effectively with poor performers.
Result - Tenon HR designed some processes to help them develop a meritocratic culture where the high performers were identified, motivated and managed accordingly.
Case Study Five
… Tenon HR met with a client who needed to recruit a Finance Director…In the space of one and a half hours Tenon HR had agreed a Job Description, Person Specification and terms for the assignment. This included a guarantee of a successful outcome in return for exclusivity. After studying sample brochures and background information on the company, a draft of the press advertisement was produced within 24 hours for the client’s approval. Having attracted more than 80 replies to the advertisement Tenon HR interviewed 20% and submitted a shortlist of five with reports to the client who was able to select and appoint an “ideal’ FD.
Result - They were so pleased that they subsequently assigned Tenon HR to recruit a Marketing Director and HR Manager.
Case Study Six
... A company experienced a dramatic downturn in business after the World Trade Centre disaster and were forced to make redundancies...The management team had no previous experience of managing redundancies and asked for help. Tenon HR provided guidance and advice on the procedures to be followed. This included assistance with the consultation process, development of the criteria for selection, handling individual meetings with staff and recommendations on compensation and outplacement. The aim was to act swiftly, fairly and sensitively.
Result - A successful exercise with no adverse feedback. The management team accepted that this was in large part due to careful planning and the thoroughness of the procedures.
Case Study Seven
… A UK subsidiary of a European parent wanted to develop its HR Policies and Practices without establishing a local HR function. The parent company was keen to monitor progress...Tenon HR agreed an annual HR plan with both the parent company and the UK Management team. This highlighted specific projects as well as providing an ongoing framework of advice and support over day-to-day HR issues. Over a two-year period Tenon HR were involved in developing Contracts of Employment and comprehensive HR policies, assistance with recruitment projects, advice on revised Benefit and Reward structures, drafting of Job Descriptions and Health & Safety training. A review and reporting process for the parent company was established.
Result - Agreement to the HR plan for 2003 with a focus on updating policies and developing a Performance Management framework.