case studies Real success stori

Case Studies

Real success stories from HRI clients. Here are a few examples of how HRI has insourced human resource solutions for diverse organizations:

Enhanced organizational development reduces employee turnover

Situation: Business systems were not functioning properly, employee morale was low, and turnover was a problem for this 15-year old business unit. Rapid growth over the past 10 years had overtaken the organization. A complete organization analysis was needed to identify problem areas and recommend solutions.

Action: With input from management, supervisory, and hourly employees, HR Insourcing obtained critical data to develop a game plan. A benefit survey was done, encompassing the internal and external labor market. Job descriptions were developed, work process flows analyzed and exit interviews done with ex-employees within the last year. Produced report including analysis, recommendations and action plan.

Result: The business unit implemented HR Insourcing’s plan to conduct periodic organizational reviews, ensuring that staffing and the skills are aligned with the critical priorities for the business. An ongoing assessment to identify weaknesses and implementing plans to address them will ensure that human resource systems keep pace with the business. Savings from not having to replace employees at high rates were much greater than costs of “good practices” implemented by the company.

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		Case Studies Real success stories from HRI clients. Here are a few examples of how HRI has insourced human resource solutions for diverse organizations: Enhanced organizational development reduces employee turnover I-9 (legal right to work in U.S.) review brings company into compliance Collaborative training for multiple clients creates path for information sharing Management training helps company focus on challenges Employee census program saves on insurance premiums Enhanced organizational development reduces employee turnover Situation: Business systems were not functioning properly, employee morale was low, and turnover was a problem for this 15-year old business unit. Rapid growth over the past 10 years had overtaken the organization. A complete organization analysis was needed to identify problem areas and recommend solutions. Action: With input from management, supervisory, and hourly employees, HR Insourcing obtained critical data to develop a game plan. A benefit survey was done, encompassing the internal and external labor market. Job descriptions were developed, work process flows analyzed and exit interviews done with ex-employees within the last year. Produced report including analysis, recommendations and action plan. Result: The business unit implemented HR Insourcing’s plan to conduct periodic organizational reviews, ensuring that staffing and the skills are aligned with the critical priorities for the business. An ongoing assessment to identify weaknesses and implementing plans to address them will ensure that human resource systems keep pace with the business. Savings from not having to replace employees at high rates were much greater than costs of “good practices” implemented by the company. \|top\|