CASE STUDY: Additional HR help

The case studies outlined in the “Athena In Action” series are being shared as examples of the variety of solutions we have provided to our clients for over a decade.

TOPIC:  Additional HR help

INDUSTRY: Insurance

ASSESSMENT/SITUATION:  During a meeting with a client, she mentioned that they were in the process of implementing a performance system.  She was challenged to have all of the job descriptions updated and entered into the system by their implementation date, 6 months away.  They were a global organization with over 2000 employees.  She was very excited to finally have a formal system, but wasn`t sure she had the manpower to verify and upload all of the job descriptions.  I told her I had several partners with extensive HR experience and would connect her with someone who could help her with this important project

ATHENA PARTNER MATCHING:  I selected the Athena Alliance member with extensive experience when it came to working with performance management software.  Not only did she have experience with the software they were using, she had done a very similar project for several other clients.

SOLUTION: The chosen Athena Alliance partner was given a small office and access to all of the information she needed to complete the project. She worked in my client`s office 3 days a week until the project was completed.

RESULTS:  Within 3 months, all of the job descriptions were confirmed and uploaded into their new system.  My client was thrilled, as she said it would have taken months longer if she only had her internal resources working on it. My client commented that I truly am her one source for all of her training, coaching and HR consulting needs.

Confidentiality is very important to us at Athena Training and Consulting Inc.  The company names and individuals have been kept private in these case studies in compliance with our Privacy Policy.

 

So Much to Do in So Little Time!

meeting and exceeding customer expectations - service excellence & commitment

So Much to Do in So Little Time!

 

As I have shared in many of my previous blogs, I am so grateful for the opportunities we have to work with the training and development professionals in organizations.  This story I am sharing is no different.

I had the pleasure of meeting with the learning consultant and his colleague of a large retail chain.  I met with these two gentlemen much the same as I meet with most of my clients, by prospecting.  During our initial meeting they shared that they had no immediate needs and were quite happy they chose to meet with me.  I explained everything about how the alliance worked and how we have consistently been able to provide the right fit training partners.  At the end of the meeting we agreed I would follow up in three months.

meeting and exceeding customer expectations - service excellence & commitmentTwo weeks after our appointment I received a call from one of the consultants explaining they had a rush need for an instructional designer.  They had just got approval to roll out a new program and did not have the internal resources to make it happen on time.  During my conversation with him I learned that they needed this in less than a two week turnaround. They had to design the program and conduct a train the trainer so it could be rolled out in several locations across the country by their internal staff.  I said I had several instructional designers in my alliance and I said I would get to work on it right away.

I called one instructional designer and she was just heading out the door to an appointment.  We continued the call while she was enroute to her appointment.  In order for this to happen, it would mean she would have to work the weekend.  She said of all the weekends, this would be the perfect weekend for her to work on such a project as her husband and son were out of town at a hockey tournament.

She needed a little more information than what I had at the time so we agreed I would virtually connect the two of them so they could determine the fit.  I got a call back the next day advising me that they were going ahead and she was excited for this opportunity.

When I did my follow up call after the completion of the project, the consultant shared with me that our alliance partner was such a delight to work with and she came through above and beyond what he could expect.  He said he was so impressed with her level of commitment to their project, so much so that she actually came and sat in the pilot program on her own time.  Pretty awesome!

 By
Cindy Stradling CSP, CPC

WOW!!! What an Alliance!

alliance partners concept, learning culture match

alliance partners concept, learning culture matchWOW!!!  What an Alliance!

 

When I first started the Athena Alliance seven years ago I had no idea what great relationships and wonderful people I would have the privilege of working with.  I often hear from my partners what wonderful customers we have.  I couldn’t agree with them more.  We have been able to support small , mid-size and large organizations with a plethora of various training programs, coaching agreements and Human Resources consulting support.

I can remember the first time I met one of my long standing customers.  She was new in her position and had a mandate to create a learning culture for this mid-size construction company.  Her energy and passion for creating a powerful college was infectious.  Every alliance partner has consistently commented on how fantastic it is to work with her and their employees.  She loved the alliance concept right from the beginning and could see how aligning with me could save her a lot of time and also have trust that the trainers and coaches I introduced her to would be able to deliver the customized solutions she required.

To date she has contracted our alliance partners to provide training in the following areas:

  • Leadership (many areas)
  • Listening skills
  • Power hours
  • Empowerment programs for the Admin team
  • Priority/time management
  • Business writing
  • Disc
  • Presentation Skills
  • Mentoring program
  • Outlook

Every year we sit together and discuss what they have accomplished in the past year and what they want to focus on in the coming year.  I then get to work with my partners to make sure she has the partnerships she needs to make it happen.   She is such a delight to work with and we are all grateful for the opportunity to provide the ongoing support for this organization. 

Just one more reason I love what  I do!!!

By
Cindy Stradling CSP, CPC

Timing is Everything

giving feedback, performance evaluation

Timing is Everything

 

When I initially called this manufacturing company two years ago the Human Resources Manager informed me that they only do internal training and never outsourced.  At the time I sent her the information on our training alliance and I said I would follow up.  I called a year later and the situation was still the same.  I called again this past spring and everything had changed.  There was a new person in Human Resources who was delighted that I called her.  She said they had recently does an assessment with their first line supervisors and managers to identify any training gaps.  I booked an appointment to meet with her.  During the assessment I discovered that although they had done their training internally in the past, it primarily consisted of mandatory health and safety training.

 giving feedback, performance evaluation

She shared that most of their front line supervisors and managers had been promoted from within. None of them had any formal training on how to be effective leaders.  She shared about a specific incident that a supervisor had given an employee a great review and then 2 months later wanted to fire them for poor performance.  She interviewed this particular manager only to find out the reason he gave him such a great review was because he was uncomfortable giving feedback on the areas where the employee was not performing.  The Human Resources Manager knew this was just one of the many areas where these supervisors and managers lacked the training and skills to be effective.

Together we confirmed they needed to have basic training in the following areas:

I connected her with one of my alliance partner who has extensive experience working with supervisors and managers within an organization.  The first round of programs has been completed successfully and a conversation recently with the plant manager confirmed that the training we provided was exactly what they needed.  We are meeting again in the fall to discuss the next level of training for these supervisors and managers.  The Human Resources Manager shared with me in our last conversation how perfect the timing was that I called and how easy we made it for her to address their immediate needs.

By
Cindy Stradling CSP, CPC