Our references

Some achievements

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Social engineering and change management

  • HR Coaching of a French subsidiary on behalf of the Italian shareholders

    Objectives : To be the human-resources benchmark for the Italian holding company of a pharmaceutical distribution unit in France, and provide HR support for the subsidiary’s General Manager.

    Approach and tools :

    • Monthly on-site follow-up
    • Annual meeting with the Group
    • Periodic work with the various members of the Management team through telephone calls and e-mails.

    Sector : Pharmaceutical industryceutique

  • Merger of two French subsidiaries, transfer of staff, and downsizing

    Objectives : Working on behalf of the US shareholders, carry out the merger of two French subsidiaries, transfer Parisian staff to regional installations, and close down the site.

    Constraints : Need to transfer without any loss in clientele.

    Approach and tools :

    • Work on the social strategy
    • Preparation of internal and external communication
    • Preparation of relations with elected staff representatives and Labour Ministry representatives
    • Writing of Books IV and III of the Labour Code
    • In charge of discussions and full project implementation

    Sector : Paramedical. Turnover: €50 m

Assessment and skills development

  • Design of situation simulations (exercises, role playing)

    Objectives :

    • To design situation simulations permitting to evaluate the skills and behaviours of key personnel during Development or Assessment Centres
    • To train internal evaluators to assess skills

    Constraints : Insuring that the assessment does, indeed, focus on key behaviours and skills for the company

    Approach and tools : Collaborate with the HRM’s to identify key skills and critical situations

    Sectors : Bank / insurance, engineering firm

  • Management training for coaching teams

    Objectives : to provide all new managers with knowledge of managerial techniques

    Constraints : to be as practical as possible

    Approach and tools :

    • Work with the HRM team on the tools to be implemented
    • Design of supports and tools
    • Deployment of training
    • Regular individual follow-up (coaching) of each person trained for one year

    Sector : Logistics

360° T&I Evaluations®

  • 360 - HR Coaching of a French subsidiary on behalf of the Italian shareholders

    Objectives : To be the human-resources benchmark for the Italian holding company of a pharmaceutical distribution unit in France, and provide HR support for the subsidiary’s General Manager.

    Approach and tools :

    • Monthly on-site follow-up
    • Annual meeting with the Group
    • Periodic work with the various members of the Management team through telephone calls and e-mails.

    Sector : Pharmaceutical industryceutique

  • 360 - General Manager through a downsizing operation

    Objectives : To coach the GM through the entire social part involved in a 20% downsizing, the change in Shareholders and the integration into the new company.

    Constraints : To a change in Shareholders took place during consultations with the Work Committee on Downsizing.

    Approach and tools :

    • Work on the social strategy
    • Preparation of internal and external communication
    • Preparation of relations with elected staff representatives and Labour Ministry representatives
    • Writing of Books IV and III of the Labour Code
    • Implementation of decisions

    Sector : Professional software industry

Recruitment

  • Definition of professional skills repository

    Objectives : To identify “critical” skills needed for a chosen professions, and then :

    • Evaluate people likely to exercise these professions
    • Provide these people with training designed to fill the gaps noted

    Approach and tools : Collaborate with HRM’s and people exercising these professions. Interviews, writing down skills…

    Sectors : Industry, insurance

  • Design of a “Skills Development Guide”

    Objectives : To conceive and develop a “Skills Development Guide” for “Manager” and “Project Manager” positions

    Constraints :

    • To define, for each skill, concrete development actions which each key personnel can implement
    • To offer a number of types of development actions and several reference sources (books, websites, articles…), in order to take into account the various training styles

    Approach and tools : Collaborate with the professions involved