The problem: Existing recruiting processes and procedures were inhibiting the ability of an organization employing about 1500 people in several locations in Canada to hire the people they needed.
start-up communications infrastructure management company was moving
to its next stage of growth. A growth enabling talent management
plan and the human resource processes necessary to recruiting,
selecting and hiring people was needed. Priorities for this
company included careful management of staffing costs to ensure
continued profitability and a cost effective process they could
implement themselves once they had an initial recruiting plan,
process tools and the skills to implement it.
The problem: People, at all
levels in the company, were not getting the performance information
they needed to grow and develop at the desired level or to connect
their own efforts to the results of the company.
The problem: A manufacturing company with an established product in an established market wanted to expand its product lines and its markets. To do so it needed to change the focus of the sales force from maintenance to growth.
The problem: A technical
customer service group with inadequate equipment knowledge and
on-site problem resolution capability.
company needed a comprehensive current understanding of the local
market compensation for staff and executive within their peer
Education, Training & Development
A professional service organization was seeking
a better way to ensure the education, training and developmental
programs were providing the best possible return for the time and
energy spent by every level of staff at every and the financial
investment being made.