Customer Challenge
Management of a multinational company wanted to recruit senior engineers into their international team from 5 countries (Czech Republic, Hungary, Turkey, Poland, Romania) and assess their competencies and skills before hiring the best candidates.

Human Capital Solution
SpenglerFox created an Assessment Centre in multiple countries with customised tests and exercises in order to assess the specified and agreed competencies of the selected candidates
SpenglerFox managed the entire process including candidate selection and communication in cooperation with our Client.

Outcomes
30 Candidates from the pre-selected 80 individuals were involved in the Assessment Centres which included numerical, verbal and psychometric tests
SF trained a team of internal Assessors
SF prepared all documents for the Assessment Centre and completed post assessment reports

Customer Challenge
The Regional offices of a multinational pharmaceutical company decided to relocate from South Eastern Europe to the Middle East and 20 employees were offered different positions there.

Human Capital Solution
We were involved in supporting the company and the employees in understanding, the situation and support in making the necessary decisions. We assisted the affected employees with tailor made services to meet their needs in collaboration with our client.

Outcomes
We provided one-to-one coaching sessions to employees to help them decide if they wish to relocate or not. Those sessions were focused on their professional and personal life as well as the life of their spouses, partners, children and social environment.
We provided training regarding the market in Europe and the Middle East so as to alert them as to the options they have.
We offered Career Transition (Outplacement) services to those who decide not to relocate.

Customer Challenge
A multinational manufacturing company was closing a factory which was going to effect over 530 employees. SpenglerFox was approached to assist with providing Career Transition services including support with communication and management of the process.

Human Capital Solution
We organised and delivered a Management Support Program, Individual and Group Outplacement Programs, Job Fair, Career Path Modification & Assessment of Training Needs, along with Education & Training Coordination.
We provided tailor made support for the entire staff from top management to the factory operators

Outcomes
About 370 employees participated in individual counselling and training programs (21 trainings for 8 different employee levels) with over a 90% participation rate.
SpenglerFox organised a Job Fair with 32 participating companies including follow-up and arranged further recruitment screenings as necessary.
Communication and information presentations were executed for more than 400 employees in coordination with Education & Training providers (84 education institutes, 737 different courses, 407 participants).

We want all our managers, old and new, to have equally high skill and performance levels

Background

The company had held an assessment centre and created a new management structure a few months previously. We supported the company in recruiting new managers and completed the assessment centre during the recruitment process.

The client wanted to assess the competencies of its new management team, and create an 18-month development programme for seven new and existing managers. The development programme aimed to:

Discover areas for improvement
Establish individual development plans for the participants
Achieve consistent levels of performance and quality within the management team.

Our task

Assess strengths and development areas

1. We created the development plan based on our analysis of:

• The results of the previous assessment centre
• Job descriptions and competency models
• Joint field work with our clients
• Psychometric test results.

Having discussed our analysis with the client, we were in a position to create an appropriate, tailored development programme.

2. Devise and implement the development programme
The programme comprised:

Development plans for all participants
Group training and individual coaching.

"Help us make our sales management team a force to be reckoned with - now and in the future"

Background
The company had changed its sales and distribution structure a few months before approaching us. The client wanted to assess the competencies of the sales management team, both to establish succession planning and to help formulate a comprehensive development programme.

The objectives of the development centre were to:

• Evaluate the existing competencies of participants
• Discover high flyers
• Highlight areas for improvement
• Establish individual development plans for the sales management team.

Our Task

• Competency modelling

On the basis of given core competencies and job descriptions, we developed a job-related competency model for each of the job titles - the sales manager, area sales manager, key account manager and senior key account manager.

Design and execution of the leadership development centre
This involved:

• Creating exercises and tasks in line with the competency models
• Developing and implementing an internal communications plan
• Training the assessors (four SpenglerFox consultants and two from the client�s team)
• Organising and executing the development programme:

1. Running the development centre
2. Implementing and evaluating psychometric testing
3. Leading the post-development centre evaluation
4. Providing feedback to participants.