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HR Consultancy

Grafton Recruitment

Acheson and Glover

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Case Studies

HR Consultancy

Grafton Recruitment

Background

We work closely with Grafton providing advice and guidance on assessment methodologies to Grafton’s HR advisors for PSNI non uniformed posts and posts that are being civilianised. The form of assessment varies depending on the post and its level, and can involve competence based interviewing, ability tests or full assessment centres.

Inputs

Typically the guidance we provide to Grafton has included providing advice on the overall design of the assessment process and consultancy support in the design and implementation of the assessment tools.

Outcomes & Results

With the Grafton/ PSNI contract our overarching aim is to help maximise the validity and reliability of their selection process by independently quality assuring their assessment methodologies and providing advice, training and consultancy support on Assessment and Development Centre tools. Since the beginning of this contract we have worked closely with HR advisors in Grafton to transfer knowledge which has allowed them to enhance the knowledge and expertise of their own staff.

We offer a professional and independent advice on HR Strategy and Recruitment and Selection
Our consultants are highly experienced Occupational Psychologists and HR professionals who have extensive experience within the field of HR.
Our comprehensive service will aim to build on the skills of your existing team and work closely with you to develop your HR strategy and processes.

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Acheson and Glover

Background

Established in 1960, Acheson & Glover are a leading manufacturer of paving and flags, masonry blocks, retaining walls, bricks (including a mortarless brick system), hollowcore flooring, precast stairs, concrete, blocks and quarried stone.

The Company’s impressive portfolio of products is manufactured to the highest standards and supported by a fast and efficient order and delivery service and nationwide sales team which is backed up by a comprehensive technical support team heading up by Managing Director Raymond Acheson.

Recognised and established as one of Ireland’s most innovative and progressive companies, Acheson and Glover has invested more than £15million in new technology and product development at its five manufacturing plants since April 2000.

The Challenge

Following the acquisition of Finlay Breton from Readymix plc, part of the global Cemex group, a major priority was to address key people issues. This acquisition by Acheson and Glover had doubled the group’s workforce to 800 employees and the company was restructured in 2007 into two divisions: Acheson Glover Ltd, and Acheson and Glover Precast.

The challenge was to integrate two very different companies into one “high performance culture” with an aligned vision, clear accountabilities and a consistent reward strategy.

Inputs

Acheson and Glover called on the People Solutions Services in Invest Northern Ireland who provided them with the help of Whitewater Consulting to support them in this project.

A project team was created to include key representatives from the Senior Management team. The provider worked closely with the team to achieve the project deliverables and to ensure the company developed a capability to continue the work without external support.

The company decided to develop a “Total reward Strategy” with the following deliverables:

· A reward strategy that could be applied fairly and consistently throughout the organisation and underpin the development of the new culture.

· A common understanding across the senior management team of what was required of each role in the company to deliver the strategy.

· A communication plan that engaged the workforce in understanding the key principles of the project.

· A performance management process that cascaded objectives aligned to the strategy and had a strong training and development focus.

· Development to support individuals in the challenges ahead

· An ongoing programme to develop the leadership capability in managing the performance of their teams; challenging, motivating and maximising the potential of their teams.

· A culture of accountability across the company.

Outcomes

Acheson and Glover recognise the importance of their people as a key success factor in helping them strive to achieve their growth strategy.

This ‘total reward strategy’ in Acheson and Glover will build an ‘employer brand’ as a competitive edge for attracting and retaining excellent people that cannot be easily replicated. It will also create a real performance culture were there is a direct link between performance and reward.