The Change: This innovative technology company recently acquired a large competitor thus almost doubling in size and expanding into multiple countries.
JAK Insights was hired to gather feedback in critical areas like engagement, company effectiveness, communications and leadership.
From selecting a technology vendor to designing survey questions to organizing the process, this was an end-to-end solution to the issue.
Extensive communications to executives, HR and the employee population
Focus on actions vs. simply survey numbers
A transparent, inclusive and engaging process
Current clients span a variety of industries and sizes. But they have commonalities: they are experiencing change and know they need to do something internally to better keep up or manage that change.
The Change: The company had many business units but no standard performance process. The challenge was to build a solution that incorporated goal setting, mid-year discussion and end-of-year formal appraisals.
A leadership competency model was created by conducting multiple employee sessions to gather what was important in the company.
Emphasis on ongoing two-way feedback vs top-down formal appraisals
Philosophy of equality between the "what" of work (the goals) and the "how" of work (competencies)
Emphasis on thorough training and up-skilling of managerial competencies vs. implementation of a mere form or database
Training was conducted by instructors in the local language of each country. In addition, online self-paced e-learning was made available - again in every language
Working with departments, HR or executives to help them plan and implement significant changes in their organizations. Help plan and execute plans for that specific change. Help train and empower leaders and managers to lead this and other changes.
Designing and administering a survey to assess engagement levels from employees. Work with clients to provide a continual action planning process that improves engagement. Engaged employees are more committed and more productive. Furthermore, companies with higher engagement scores also have higher EPS, profit and customer satisfaction scores.
Helping managers assess their department's workforce so that the right people are in the right roles with the right set of skills at the right time. This includes performance management, goal setting and goal alignment.
HR Strategic Planning
Identifying current and future human resources needs for an organization to achieve it goals.
Meeting Design and Facilitation
Working with clients to help them plan an agenda, stay with the agenda, and discuss issues effectively.
Helping a team to develop its ability to work more effectively together.
Business Process Redesign
Working with a group to analyze the current way of doing a specific piece of work to determine whether there is a better way to design how the work gets done.
Group Problem Solving
Helping a group identify a key issue, gather information about it, and outline decisions or action plans needed to address the issue.
Work with clients to assess training and develop needs and create customized solutions. In-person delivery, train-the-trainer sessions, or online training.
Do you have
one of these issues?
The Change: This multinational was facing increasing competition from new competitors. The company had recently embarked on a bold, new competitive strategy. Now it was time to make sure the internal people were selected, deployed and trained in alignment with the new strategy.
JAK Insights was hired to design a Career Guide for several critical department. Guide linked to multiple subject areas: assessment, selection, promotion, communications and administration.
Job analysis and design
Global Mobility Program
The Change: The company wanted to encourage movement around their large, global network. This would lead to increased morale and retention and would groom future leaders for executive level roles.
Educated executives, managers and employees about the process to make better informed and realistic decisions
Created a website to advertise internal roles
Communicated and marketed new website and protocol to employees
Create a process for evaluating moves and enacting them (relocation, tax, visa, etc)
Administered and negotiated individual moves