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  • Making the message count
  • Powering up performance
  • Safety plus
  • Developing internal trainers
  • Steering corporate direction
  • Solving operating problems
  • Managing Recruitment, Retention and Succession
  • Email Marketing
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  • Testimonials
  • Case studies
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Case Study 1 engineering company

The situation

Falling sales, reducing profits, declining markets - this was the situation this family-run business was facing when they asked us for help. Add to that, the fact that the board members were all older than the state retirement age and had made no formal arrangements for succession planning.

What we did

We produced and implemented:

• A Marketing management system to generate increased sales, explore and enter new markets
• An Operational management system to produce greater production management efficiency, leading to higher gross profit margins
• A Management accounting and control system to improve administrative efficiency and increase net profit
• A profit sharing scheme to be introduced as and when net profit reaches a pre-determined level
• A formal succession plan
  - involving the use of psychometric instruments to establish job-specific benchmarks and subsequent job-matching
  - Development plans for those selected for succession

The result

The last set of accounts showed:

• A 21% increase in sales
• A 9% increase in profits

Case study number 2 public sector agency

The situation

The promotion of lawyers through several levels was subjective and inconsistent. Though competences were claimed, performance did not match. The requirement was for a system to determine suitability for promotion that was objective and based on actual performance.

What we did

We used one of our psychometric instruments, Profile XT, to sculpt a benchmark representing performance excellence at the different levels. Subsequently, individuals who sought promotion, or who were put forward by their managers, could be profiled against the benchmark to objectively determine the degree of job match and hence suitability.

The result

The establishment of objective, performance-based and job-specific criteria that allow the organisation to:

• Determine job match during recruitment and selection (internal and external candidates)
• Identify the specific development needs of existing staff
• Produce development plans for existing staff.

• Making the message count
• Powering up performance
• Safety plus
• Developing internal trainers
• Steering corporate direction
• Solving operating problems
• Managing Recruitment, Retention and Succession
• Email Marketing