One organization wanted a way to keep track of employee relations issues that were being raised to human resources and to ensure timely and consistent resolution to those matters. The system was also useful for providing management reports to identify trends in issues and enabled leadership to address those common themes proactively.

One client found the cost of customizing their HRMS to satisfy the needs of such a small number of employees was not rationalized. We helped them build an executive compensation database to track their total remuneration for executives as well as other pertinent pieces of information, such as employment agreements.

Large call center organization with multiple locations needed a way to consistently gather meaningful information from the employees leaving the organization. With the high turnover found in call centers, this tool was critical to identifying sources of employee dissatisfaction that were driving their decisions to leave.

Client wanted a way to automate and standardize notification and tracking of Family and Medical Leave to ensure compliance.

Client wanted to have one central point for all job documentation to ensure consistencies in job descriptions. Also wanted to use the tool by the compensation staff to evaluate and market price jobs and to keep track of all job review actions.

Client had several thousand employees located in multiple facilities and needed a simplified way to administer their annual merit review and increase process. The tools we developed dramatically improved the speed and accuracy of the merit increase process, but also provided real-time management reporting about how performance was being evaluated and how the merit budget was being allocated.

Client organization wanted a way to establish and communicate performance goals to each employee at the start of the year and then link the goal setting process with the year end performance review.

Client had competency models built for each job and a menu of behavioral interview questions for each competency. They were looking for a way to streamline the process of building consistent interviewing questionnaires using the competency framework that was already in-place and to develop a means to evaluate job applicants.

One client wanted to reduce the administrative cycle time to participate in salary surveys and have a data warehouse of all their purchased survey results. Survey results are now available through one single source and in a consistent format. Standard reporting has also dramatically reduced the amount of effort required to conduct any job evaluation.

One client organization was undergoing a great deal of change and had several large-scale projects underway. They opted to use various forms of special compensation actions beyond normal merit and incentive processes to reward key contributors to the change efforts. Client wanted a way to track project bonuses and special retention awards. These awards needed to be tracked and reported on as potential obligations prior to payment. Previous situation was described as reactionary and chaotic.

Large organization wanted a means to evaluate the future potential of its workforce. This tool enabled the HR leadership to have a realistic assessment of the existing talent pool as well as enabled them to plan for future people strategies needed to meet the long term business needs.

Large organization had many required training programs for its employees. Each course had its own recurring certification requirements. Client needed a way to know which employees were due for which courses and then manage the scheduling of needed courses. This system also tracked instructor certification program and the training materials.