Case Study A

A PLC employing around 1,500 staff devolved responsibility for recruitment to its line managers which over a period of time resulted in a lack of standardisation in its recruitment and selection documentation and processes.

The recruitment and selection documentation was standardised and all managers involved in recruitment were given electronic access to it. It was publicised along with detailed guidance notes.

The result was a standardised, legally compliant process ensuring the best candidates were selected whilst ensuring all candidates were given a professional company image and experience.

Case Study B

A public sector organisation employing over 3,000 staff wanted to improve the way line managers dealt with harassment in the workplace.

A bespoke harassment policy was developed that focused on using informal routes to resolve issues. A network of harassment counsellors were then trained and a procedure and guidance for key people in a new method of conflict management was introduced. A tool was also provided to help managers to undertake objective and systematic investigations in cases where formal complaints of harassment could not be avoided and a reporting procedure to monitor the incidence of both proven and unproven cases. The policy was widely publicised across the organisation and training was undertaken to develop peoples understanding and skills in dealing with cases.