Case Studies

POST-ACQUISTION CHANGE

PROBLEM: A mid-sized machine tooling facility with two locations and 150 employees was acquired by a publicly held corporation. The new owners lacked consistent HR functions and provided no assistance to the company in this area.

SOLUTION: Working with the executive management from both parties, consultants from Taligence created and implemented new HR policies and processes necessary to meet the needs of the new organization. In particular, we identified and initiated a program to deal with the complexities of cultural changes resulting from the acquisition, providing managers with knowledge and tools to help reduce turnover and improve employee relations.

CONSISTENT UNION AND NON-UNION HR PRACTICES

PROBLEM: A small forging and machining facility with 55 employees needed consistency applied to HR policy. The goal was to handle both hourly and salaried personnel, union and non-union, in a fair and consistent manner, while maintaining and nurturing the values of the organization.

SOLUTION: To tackle this challenge, consultants from Taligence generated new employee handbooks that complied with all state and federal law, satisfied the bargaining agreement, provided the employees with much needed guidelines, and reinforced company values. In addition, we provided day-to-day labor-relations support through administration of the grievance process. The result: consistent HR practices based on company values, resulting in improved employee relations.

PAY FOR PERFORMANCE

PROBLEM: A start-up, mid-sized telecommunications company with 130 employees had a dilemma: how to develop a compensation program that ties merit pay and bonuses to employee performance.

SOLUTION: Consultants from Taligence developed employee evaluations tools that tied business goals and objectives to performance. Simultaneously, market-oriented compensation guidelines were developed and implemented based on local labor statistics. Taligence also provided annual check-ups to ensure the ongoing competitiveness and efficacy of the program. The result: an objective performance review program, competitive pay, and increased retention.

OUTDATED HR POLICIES IN A SMALL COMPANY

PROBLEM: A small tooling company had outdated employee policies and managers lacking “people oriented” skills, resulting in numerous issues.

SOLUTION: Taligence updated the employee handbook and provided employee relations training to the management team. More importantly, our consultants provided “hands on” coaching and mentoring to managers on specific employee issues. In addition,a new employee orientation program was created and instituted to assure that new hires started on the right track with all the necessary information and knowledge about the company. The result: better employee relations and greatly improved communication between the staff and management.

HUMAN RESOURCE IMPLICATIONS OF CONSOLIDATION AND DOWNSIZING

PROBLEM: As a large health care services company proceeded with consolidating multiple operating units into one organization, HR issues such as involuntary attrition, employee morale, and retention were at the forefront.

SOLUTION: Using its extensive employee relations experience and knowledge of best practices in this area, Taligence provided the necessary expertise to assist senior executive leadership with a successful consolidation. The result: no unforeseen negative consequences.