HR-ARM: Applied Resource Management

More Client Snapshots

Situation: Provided global transition assistance and career management services to Fortune 500 companies
Challenge: Worked with an industry leader specializing in relocating, employee/family assistance, career transition, and executive coaching. Started with Midwest Region, and expanded cross-country.
Services
Spousal/Partner Career relocation assistance
Family settling in assistance
Outplacement
Career assessment and skill analysis
Resume preparation
Market research and job leads
Self-employment assistance
Professional career counseling
Group Move
Pre-relocation decision making
Solution: Served 70 corporations (Fortune 500) and 100 individuals in a two year timeframe: consulting firms, steel industry, multinational beverage, technology, manufacturing to global compressed air and gas systems, etc .

Situation: Developed content for a digital course entitled, "Leading in a Crisis Situation."
Challenge: Working with a four-month project deadline, structured 8 discrete content lessons.
Solution: Completed the entire course within four month window. Met each deliverable item and milestone within delivery dates and delivery schedule.

Situation: A leading computer visualization company providing multi-dimensional animation products to the engineering, biomedical, litigation, education and entertainment industries with HQ in Iowa Silicon Prairie and offices across the U.S. and worldwide presence wanted to know how their HQ employees viewed the work environment.
Challenge: Working with top management (all Ph.D.'s with degrees in analytics), custom-designed an additional 14 questions on benefits, performance, and organization effectiveness to the standard 93 item survey with an open-ended section for commentary. The Survey has a national normative database developed by a Ph.D and the data base involves thousands of employees across a variety of industries.
Solution: We achieved a successful 91% survey participation rate and a 70% response rate on written employee comments. and the company achieved going IPO.

Situation: Collaborated with a consulting firm in the pilot of a Managerial Competency Study for the world's largest restaurant company.
Challenge: Starting with HQ, conducted pre-interview survey and competency protocol interview questions.
Solution: Starting at HQ, regionally, then franchise operations as part of a study to identify behavioral -based competencies using a proprietary model for "situation, task, action, result of key management positions.

Situation: The new CEO had in mind a proposed change to organizational structure with transition in reporting relationships.
Challenge: Met individually and confidentially with key internals, to:

Learn what we need to have in place to make the organization work better.
Clear the air anonymously and confidentially on concerns, questions, etc. and the recent change in leadership.
Met with with key internals, and CEO to share the CEO proposed structure and reporting change, and to review feedback received "confidentially and anonymously".

Solution: During the meeting, we were met with an emotional impasse. We tabled further progress for the time being. Shortly after, Change occurs...it seeps in....From lemons at the meeting, to the Great Flood, a burst pipe resulted in extensive water damage to all three floors in the Museum, forcing it to close for several months. The lemonade...the CEO went on to reimagine the entire Museum and coming back better than ever!
Lesson Learned, change can take time, and come about in unexpected ways.

Situation: The HR person is "learning on the job" with work split 50/50% between HR and Accounting/Finance. The individual has no former HR experience, in the year and a half of working prior to this position. While the company is is small, it is a growing company. The HR person is attending classes toward a Master's in HR.
Challenge: Met with the CEO and each top management person to learn what each expects from the HR function. Each presented a lengthly list of items.
Solution: Client needed help "getting the work done" in the HR function; which was beyond the scope of the project. The solution, was for HR to fill the job need for the Accounting/Financial side, and make the HR position full time.