Dear Workforce: I have been asked by management to develop a five-year recruitment plan that supports the company’s business plan. What should the proposal cover? -- Starting from Scratch, services, Singapore Dear Starting from Scratch: Consider yourself fortunate. Your management team understands the importance of human resources in driving business strategy. Producing a great strategic staffing plan for human resources further supports your department’s credibility. Human r

Dear Workforce: What are the elements of a good internship model? We are trying to create one from scratch. Any insights on how to design our selection process and accompanying training programs would be especially helpful. —Starting From Scratch, HR consultant, services, Sydney, Australia Dear Starting From Scratch: Internships are a popular way to attract new talent to your organization, with some estimates showing about one-fourth of all new hires from campuses are sourced

Dear Workforce: When conducting a 360 review, is it fair to withhold which employee gets what say on the review? The manager and I have jointly identified the top eight employees who interact most with individuals. Based on their levels of interaction or reporting lines (supervisor, subordinates), we assign a weighted average to each person. Although the feedback from the reviews is positive, questions have arisen as to the fairness of this arrangement. Our office is close-kn

Dear Workforce: We've completed our skills gap analysis and competency profile - but we can't find enough good candidates in the job market who have the right skills. Now that we have all this information, where do we go from here? — Only Half the Problem, HR consultant, Nairobi Dear Only Half: Knowing which skills and competencies are required to perform a job is a good start, but the other half of the problem is finding people who possess those needed skills and competencie

Challenge: Support Business Ramp-Up with Just-in-Time Custom Training · A global shipping leader with an expanding US presence needed help building a training curriculum to address the development needs of employees, managers and new hires. · Beginning with an introduction to the company’s new performance management process for Managers, Current Employees, and New Hires, the company needed a cost-effective way to help employees develop core leadership skills. · Customized

Challenge: Link Performance Management System to Business Objectives A privately held manufacturer of audio electronics for professional and commercial applications needed a competency-based performance management system that would connect strongly with the company’s business objectives. Solution: Back-to-Basics Goal-Setting & Performance Management Process The Chatfield Group teamed with the company’s HR staff to develop a “back-to-basics” goal-setting and performance manage

Challenge: Attain Aggressive Performance Goals A global commercial finance company with more than $20 billion in assets needed help attaining aggressive performance goals. The client sought to attain top quartile ROE for each of its five core businesses as well as A/A+ bond ratings and a 15% overall ROE. Solution: Leverage Training, Coaching & 360-Feedback Programs The Chatfield Group developed and implemented a performance management training program that included goal-setti

Challenge: Strengthen Executive Development A Fortune 500 financial institution was seeking new ways to improve its leadership capabilities. The Chatfield Group suggested that the firm leverage its performance appraisal process as a means to enhance management development opportunities for its executive team. Solution: Leverage 360-Feedback Process as Development Tool for Group Executives Performance appraisal for top executives included a progressive, competency-based 360-fe

Challenge: Strengthen Performance Management & Employee Retention “Tier Two” accounting firm facing strong competition from its larger competitors for top talent needed to address significant retention issues in order to achieve its growth objectives. Solution: Customized Training Incorporating Core Competencies The Chatfield Group developed and administered an all-employee survey and an exit interview process to gather data on the causes of turnover at the Tier Two accountin

Challenge: Broaden Talent Pool A large consulting firm faced intense competition for the top-caliber hires it needed to preserve its position as a premier consultancy. Internal development and peer-group hiring alone were failing to fill the hiring pipeline. The firm needed to reach out to candidates from industry. It also needed a reliable method for assessing capabilities needed to be implemented fast. Solution: Train Hiring Managers with Competency-Based Selection & Assess

Challenge: Retain Key Talent while Building Bench Strength Historically, turnover was largely a non-issue for the regional branch of a prestigious federal agency employing nearly 500 scientists, engineers, economists and other highly skilled professionals. Today, however, the agency faces major talent shortages due to an aging workforce. Solution: Develop Customized HR Planning Process to Address Recruitment & Retention To address the prospect of significant staff shortages i

Challenge: Train Process Improvement Staff The HR department of a large, rapidly growing packaging company needed to quickly develop and deliver a comprehensive training program for the company’s process improvement staff. Solution: Design & Implement Process Improvement Training Program Working closely with the firm’s HR group, The Chatfield Group developed a comprehensive training program for the packaging company’s process improvement teams that included team building bloc

Challenge: Strengthen Performance Management Across Business Units A Fortune 100 packaging company serving industrial and consumer markets needed to address performance management issues following the merger of several packaging units. Solution: Training Workshops Focusing on Performance Review Process & Communications Skills The Chatfield Group developed and facilitated management training workshops at multiple U.S. locations of the packaging company, focusing on performance

Challenge: Improve Organizational Structure & Performance A $15-million national association needed to strengthen its performance management process in order to address external pressures more effectively. Solution: Team with CEO & Directors on Broad-Based Performance Management Program Working closely with the association’s CEO and directors, The Chatfield Group developed a comprehensive program to improve performance that included a new organizational structure and new posi

Challenge: Streamline Technical Training A leading telecom company needed to reduce the cost of educating PBX technicians. Its five one-week sessions spread over two years were too great a draw on critical company resources. Solution: Develop Blended Learning Program To streamline technical training, Chatfield consultants took a blended learning approach to the design and development of new courseware. The company’s new curriculum included mentoring, on-the-job activities, se

Challenge: Reinvigorate Corporate Sales A large multinational corporation was struggling to adapt its 75-year-old sales process to changing market conditions. Sales were stagnant, largely due to difficulty attracting new customers. Solution: Rigorous Sales Certification Program To reinvigorate its sales department, the company needed to make a seismic shift in its approach to sales. To facilitate this needed change, the Chatfield Group developed a new, customer-centric approa

Challenge: Improve Pool of General Manager Candidates A large manufacturing company was struggling to fill its GM ranks because it lacked clear insights about the key competencies needed to succeed in the position as well as a talent management approach to increase the number of qualified internal candidates. Solution: Launch Targeted Effort to Identify and Develop Internal GM Candidates To help the company expand its pool of qualified GM candidates, the Chatfield Group made

Challenge: Quickly Train Large CSR Pool on Key Regulation To achieve time-sensitive business objectives, the call center of a large insurance company needed to train 2,700 new customer service agents at 13 separate locations on Medicare Part D. A severe shortage of instructors and classrooms compounded the challenge. Solution: A Tailored Block-Scheduling Training Program To meet the challenge, the Chatfield Group worked with site managers, team leaders, and a pool of internal

Challenge: Share Business-Critical Insights with 200+ Global Locations A large multinational corporation needed to do a better job of disseminating key insights and information stemming from key bi-monthly business review meetings with employees at more than 200 remote locations around the world. Solution: Record, Edit, Produce & Distribute Meeting Content To capture and disseminate critical business insights from the company’s bi-monthly business-review meetings, the Chatfie

Challenge: Help Managers Develop Critical Leadership Skills To achieve aggressive business goals, a diverse global business needed to design and implement an integrated leadership development program for all levels of management, from potential supervisors through executives. Solution: Implement Multi-Level Leadership Development Program To address the company’s leadership needs, the Chatfield Group first developed and rolled out an assessment tool that evaluated and categori