Case Studies

In this section we show how employee performance in the workplace can be improved through a series of case studies that describe aspects of the work that we have completed with our clients. 

There are various ways to explore the case study content:

 

Find Case Studies that illustrate specific Services

Business consultancy services: Case studies that illustrate 'Professional Support'

How to set business goals: Case studies that illustrate 'Set Targets'

Performance Management Consultancy: Case studies that illustrate 'Performance Management'

Employee performance: Case studies that illustrate 'Performance in the Role'

Bespoke training development : Case studies that illustrate 'Individual Development'

 

Find Case Studies that illustrate specific Business Benefits

Employee motivation services: Case studies that illustrate 'Employee Motivation'

Improved employee effectiveness: Case studies that illustrate 'Individual Effectiveness'

Processs Improvement Service: Case studies that illustrate 'Improved Systems and Processes'

Business consultancy services: Case studies that illustrate 'Additional Resource'

Developing effective organisation: Case studies that illustrate 'Organisational Effectiveness'

 

Search all Case Studies by keyword

Enter a keyword to search all the available case studies

 

Browse all Case Studies

You can browse the entire list of case studies that are arranged alphabetically by title in the section below. You will find a short description along with each title to help you to identify the content.

Benchmark Skill Level

Assessing the skill level within a sample population of a work team and benchmarking it against an external known standard enables a gap analysis to be generated. This allows strategies for skill development to be formed, a bespoke staff development programme to be designed and the costs and benefits of implementing it to be quantified.

Bespoke Training

Design and delivery of bespoke training interventions around people development issues that meet the client’s specific needs and are delivered by consultants with extensive knowledge and experience of the subject matter. Bespoke training development can lead to greater return on investment.

Career Plan

A career plan can be created to develop a strategic vision of a career or to show the way forward in face of a short term need to change career. The career plan needs to take account of the individual’s skills, aptitudes and ambitions and can provide motivation for the individual. The organisation can develop employees in ways that will match future needs.

Change Management

Use of an experienced professional change management facilitator to desensitise the change process, yet bring experience and structure to the process itself. Use of organisational change management consultancy as well as bringing impartiality allows for internal focus to remain on satisfying the customer.

Coaching

Use of a trained coach to introduce personal development coaching to facilitate the development of people in the workplace. Performance coaching to help individuals achieve their goals.

Coaching for Managers

Coaching for managers - When managers have frequent contact with their staff equipping them with coaching skills allows effective coaching to happen when the need arises. Providing management training in coaching and mentoring enables them to adopt a coaching stance when an issue arises and enables a quick and effective response to a perceived performance issues.

Employee Development Programme

Selecting a standard against which an individual or group of employees can be developed will allow them to become effective more quickly. Creation of an employee development programme with appropriate choice of standard (whether NVQ based or professionally based) will ensure that all the needs of the job are covered and that external validation of individuals can facilitate a quality assured approach.

Employee Performance Management

Developing employee performance management systems and processes. Strategic planning and performance management development. The supervisor’s role in performance management systems. Performance management system designed and implemented. Performance management consulting.

Learning From Experience

Mentoring in the workplace - Individual competence can be enhanced through working with someone with an appropriate mentoring style who will help to identify development opportunities within the day-to-day workflow and then plan to accumulate experience in a systematic way. By reviewing the experience and learning through action, good practice can be recognised and reinforced. Individuals develop more quickly to sustain more demanding roles.

Learning into Action

Use of a professional coach and 1:1 coaching sessions to help new skills to be employed back at the work place. Action planning and reviewing to make sure learning is adopted in every day tasks. Coaching management to ensure that new skills are employed in the workplace. These are just three ways of making sure that individuals translate learning from a training course into action within the job and thus become more effective.

Long-term Development for Individuals

Planning to increase the long-term value of an employee by deliberately seeking to take advantage of opportunities within the current role to provide the means for development. Through creating an individual development plan and by working with reference to a standard, strategies to promote skill development can be developed around current tasks and will enable staff to develop to meet the future needs of the organisation.

Mentoring

Business mentoring - By making available a mentor who has already qualified against the appropriate standards to work with an individual and act as a role model, the pace at which an individual develops can be increased. By arranging vocational training in mentoring and developing a mentoring programme, the quality of support for the inexperienced can be increased.

Outplacement Support

Providing outplacement services to companies to help to equip individuals to take on new roles within or outwith of the organisation. Provision of outplacement support allows understanding of the individual’s needs and aspirations, searching for potential roles and equipping the individuals for success in new surroundings. Outplacement support allows both the organisation and the individual to move on.

Performance Review for Staff

Performance review training for staff to help them to understand their role in employee performance management systems makes the process less threatening and delivers benefit for both individual and organisation.

Performance Review Management Training

Performance review management training for mangers and supervisors to help them to understand how to carry out their role in employee performance management systems.

Personal Development Plan

The Personal Development Plan is linked to employee performance management and may be an output from the process. It provides alignment between the needs of the organisation and the need for individual development.

Programme Management

Use of experienced, suitably skilled and independent staff on programme management, project management and change management activity allows for increased sensitivity to issues, increased focus on the programme, enhanced quality of solutions and in many cases offers a more cost effective approach.

Psychometric Testing

General ability and personality psychometric testing can be used to facilitate employee selection. Psychometric recruitment testing can be used to better understand the behaviours, skills and aptitudes of individuals and to inform recruitment decisions.

Reviewing Development Against Standards

By selecting appropriate external standards and by setting short-term targets and reviewing progress as part of the performance management system the individual is encouraged to develop competence in a way that can be robustly audited.

Setting Employee Performance Objectives

A set of steps to setting departmental goals and objectives. Use of performance appraisal training to help managers understand how to set SMART objectives for staff. Setting employee performance objectives leads to employee job performance appraisal and shows how goal setting can contribute to team success.

Structured Learning Package

Developing a learning environment through a structured approach that will ensure that individuals can be trained (and if necessary refreshed) to carry out the role consistently to the same defined standard. Changes to operating practice can be accommodated and the structured process generates data that can be used to validate the competence of an individual.

The Interview Process

Clarify the company requirements when conducting job interviews. Be clear about the experience and skills that are required. Design an interview process that will give the required information. Select employees of the basis of “best fit for the role”. Design interviewing skills seminars for the interviewers to ensure that they operate a consistent selection process.

Towards Assessment

Through choice of an appropriate external standard and engagement of appropriate independent assessors to test progress against the standard, the development of an individual can be monitored. Both company and individual gain credibility from an independent external assessor confirming that the individual meets the requirements of the selected standard and gaining vocational qualifications.

Towards Investors in People

Providing support to an organisation that is seeking to be accredited against the investors in people standards. Providing additional resource and insight to research what is required, to plan what needs to be done, and to implement the internal processes and systems that are required to meet the investors in people standards.

Training Brokerage

Training brokerage is an impartial service that helps organisations identify the best sources of training that will meet their needs and those of the employees that are top be trained across a wide range of requirements. Training consultants may also potentially identify sources of funding to facilitate the process.

Training Needs Analysis

Identifying the training required by individuals to enable the organisation to meet its objectives. By using appropriate training needs analysis tools and through use of training needs analysis examples, managers can be encouraged to develop a training needs analysis survey form that will enable them to carry out the task effectively and efficiently.

Training Record Management

Introduction of training record management software provides a basis for employee training records tracking, record management and auditing.