Employee Performance
Professional Institution – Engineering and Technology
Analyse the potential industry skills shortages for engineers
Business Challenge
Identify the recruitment needs in industry for professional engineers, IT staff and technicians and determine shortfalls in requirements and possible solutions.
Solution
400 interviews were completed by CATI with 200 business partners and 200 non business partners. Respondents were those most interested in engineer recruitment an development.
Results
The findings were used as part of an industry report designed to inform industry and both inform and lobby government.
Healthcare Recruitment Consultancy
Evaluation of the recruitment requirements of the pharmaceutical industry
Business Challenge
The client required understanding the clinical staff needs of pharmaceutical employers as well as attitudes towards recruitment agencies.
Solution
Telephone interviews took place with 69 HR managers/directors in the pharmaceutical organisations.
Results
The survey identified the requirements to establish an effective strategy to penetrate the clinical staff recruitment market in the UK.
Car Rental
Establish employee focus groups throughout Europe to reinforce company values and image
Business Challenge
To understand the attitudes of employees to their employer, its image and its competitive position.
Solution
A series of focus groups were established with employees at client subsidiary offices in France, Germany, Italy and Spain.
Results
The focus groups helped establish the requirements for employees in the global rental company to embrace the company values and develop the work ethic to meet the deliverables required.
Mobile Phone Vendor
Improving staff development and motivation
Business Challenge
The European operation was well established however, inconsistencies were apparent in staff motivation and performance between countries. A programme was required to establish staff attitudes to their employment, identify potential issues and the requirements to develop an environment of motivated personnel.
Solution
Following initial discussions with HR personnel, measures were established to determine staff attitudes, performance, and motivation throughout all hierarchical levels. A postal questionnaire was used which was translated into all languages, distributed to General Managers and relayed to staff through Department Heads. A cooperative culture existed which facilitated virtually a full response.
Results
Key issues were identified concerning the employment of certain categories of staff, which was creating increasing problems for the company. The survey identified the problem and the means of resolution. Performance targets have now been introduced to both develop staff and drive motivation with management reward programmes introduced for both staff performance and motivation levels.
Asian Electronics Manufacturer
Maintaining global standards for etiquette when dealing with customers
Business Challenge
The Korean HQ set universal standards to enable its personnel to provide a common message and approach to customers so enabling a consistent image to be developed. The company required establishing if its policies on customer interaction were being followed.
Solution
An index monitoring solution was introduced to measure the response of all subsidiary offices worldwide based on responses to a number of customer enquiries. This programme was based on telephone interviews to switchboards and two function heads for each subsidiary.
Results
Performance benchmarks have enabled consistent standards of staff performance to be established worldwide. Country Managers are now rewarded based on standards of customer etiquette achieved.
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