Case Studies

Case #1:

Problem:
A growing seafood exporting company needs someone to manage all its human resource functions, yet does not need a full-time resource.

Solution:
Forster Emerson, contracted on a part-time basis, manages virtually all of its human resource functions, including recruiting and hiring, training and development, performance management, policy and procedure development and occupational health and safety programs. The relationship results in less turnover, improved performance and productivity, and greater capacity for growth. Not insignificantly, the work of Forster Emerson also results in less stress and greater peace of mind for the management, allowing them to focus on other priorities.

Case #2:
Problem:
A medium-sized equipment manufacturer does not have any human resources policies or procedures in place.

Solution:
Forster Emerson is brought in to help it prepare job descriptions for all staff, establish a performance management system, and develop a compensation plan for its sales staff. The result is clarification of roles and responsibilities, a greater focus on performance and accountability, and strengthening of the sales team.

Case #3:
Problem:
An industrial sales firm finds that its sales revenues have dropped significantly and its workforce appears poorly motivated and ill-prepared.

Solution:
Forster Emerson is contracted to manage its sales team. A step-by-step sales process is set up, a sales reporting system is established, sales coaching and training is provided, and team performance is managed. Sales of the company increase by 124% over two-year period.

Case #4:
Problem:
A small law firm is struggling with work processes and work flows that are negatively impacting on client services. The firm is questioning whether they have the right people to get the job done.

Solution:
Forster Emerson is brought in to serve as the firm’s part-time HR manager. Only minimum staff changes are made. Attention is focused, instead, on redefining and redistributing job tasks, improving work procedures, establishing a performance review process and establishing formal HR policies. The result is improved morale, better internal communications, increased employee job satisfaction and improved client service.

Case #5:
Problem:
A long-standing family-owned construction services company has expanded rapidly in just the past few years and needs to get a better handle on employee performance. They contact Forster Emerson about designing a performance management program.

Solution:
Forster Emerson makes the case for a more comprehensive approach to performance management, involving everything from the hiring process, to compensation strategies to employee policies. The company likes the approach and contracts with Forster Emerson to service as its HR Department, responsible for all aspects of HR management.

Case #6:
Problem:
A growing industrial services business needs to develop more formal systems and procedures to manage its people resources.

Solution:
Forster Emerson is brought in as part-time HR managers. A performance review process is implemented, an employee policy manual drafted and formal hiring procedures established. Other HR systems and procedures are refined and updated. Forster Emerson leads the recruiting process as the staff increases by over 10%.

Case #7:
Problem:
An agricultural consulting company identifies the need for a human resource professional to revise and update its HR practices and procedures.

Solution:
The company likes the Forster Emerson model and contracts with Forster Emerson to serve as its part-time HR Manager. Job descriptions are created for all staff, the performance review process is revised to make it more collaborative, and a formal hiring process is established. Forster Emerson becomes involved in hiring, retention strategies, compensation planning, employee relations and policy development.

"The relationship results in less turnover,
improved performance and productivity ..."