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 management, allowing them to focus on other priorities.

Case #2:
Problem:
A medium-sized equipment manufacturer does not have any formal processes in place to manage its people effectively and ensure top performance.

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

Case #3:
Problem:
The Board of Directors of one of the largest not-for-profit home care facilities in Eastern Canada needs to establish some type of method of measuring the performance of its Executive Director.

Solution:
Forster Emerson designs a performance assessment process for the Executive Director position and coaches the Board in its implementation. The Board and the Executive Director are so pleased with the process that it is used for other management positions within the organization.

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

Solution:
Forster Emerson is brought in to assess the situation and implement necessary changes. Only minimum staff changes are made. Attention is focused, instead, on redefining and redistributing job tasks, improving work procedures, and establishing a performance review process. The result is improved morale, better internal communications, increased employee job satisfaction and enhanced 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 to revamp its processes. A performance review system is implemented, an employee policy manual drafted and formal hiring procedures established. Other 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 ..."