Case Studies

This section provides details of recent projects that we have undertaken in each of the Zero7 Consulting service categories:

 

 

Developing Internal HR Practices

 

Case Study #1 - Review of Recruitment Practices - Large Aged Care Provider

Jon Wilson reviewed the centralised recruitment function of a large Aged Care provider in order to provide advice and direction relative to:

  • Purpose of the recruitment and selection function.
  • Structure and job roles.
  • Processes and work practices.
  • Candidate assessment and evaluation methods.
  • Impact of recruitment practices on candidates.
  • Recruitment volumes and demands.
  • Recruitment lead times.
  • Costs of recruitment delivery.
  • Reporting and tracking systems.

Case Study #2 – Recruitment & Selection Training - Large Insurance Company   

Zero7 Consulting developed a comprehensive Recruitment and Selection training package for training of internal managers and delivers the training periodically for selected staff as the organisation continues to grow and diversify.


The program consists of:

  • Purpose and objectives.
  • Internal processes for recruiting.
  • Managing the recruitment and selection process.
  • Overview of all stages of the recruitment process.
  • Assessment options and techniques.
  • Interviews skills.
  • Tips for outsourcing recruitment activities and managing suppliers.

Case Study #3 - Review of Corporate Dashboards - Major WA State Government Agency

Zero7 Consulting was contracted in 2006 to review the approach taken by this Western Australian Public Sector Agency to performance measurement and reporting at the Corporate Executive level using internally developed organisational Dashboards.  The review sought to address a number of key questions:

  • Are the existing KPI’s relevant and appropriate for the organisation?
  • Do the existing dashboards meet the needs of Corporate Executive members?
  • How do other organisations approach performance measurement and what can this organisation incorporate from their approaches? 

A comprehensive review process was undertaken and a report on findings and recommendations tabled with the Corporate Executive group.  Recommendations were provided at two levels – opportunities to develop the Agency’s overall approach to performance measurement and reporting, as well as opportunities to improve the combination of existing metrics to align with strategic organisational needs.

Case Study #4 – Development of Performance Management System – Private Service Company

Jon Wilson developed a tailored performance management process for a growing national business services provider.  Without a dedicated HR function, this business required consultation with line managers and development of an approach that could be managed long term by line managers in consultation with the Executive Management Team.

The development process included:

  • Understanding the unique needs of the business.
  • Creating a simple system to enable effective performance conversations within the business.
  • Limiting paperwork and process complexity.
  • Implementing the system.
  • Training line managers in managing performance on an ongoing basis in addition to conduycting formal appraisals.

Case Study #5 – Psychometric Assessment - Large Insurance Company

Zero7 Consulting has advised on the use of psychometric assessment in the recruitment process, as well as administering and interpreting assessments to support selection practices for senior and specialist roles within this organisation.

Case study #6 – Leadership Assessment - National Financial Services Business

Zero7 Consulting developed an organisation-specific 180-degree feedback tool to measure leadership competencies defined within the Leadership Development Framework of a large Financial Services business.  This assessment tool enables targeted development planning at all levels of the organisation.  A full 360-degree feedback version of this tool will also be developed.

 

Addressing People Issues

Case Study #7 – Review of People Conflicts – Major WA State Government Agency

Jon Wilson undertook a review of factors impacting on employees in response to staff conflict that had been prevalent over an extended period of time.

 

Recommendations were made in relation to:

  • The required structure and reporting elationships.
  • Definition of job roles.
  • Requirements for management and leadership within the affected work group.
  • Development of behaviour standards for employees (a Code of Conduct developed in consultation with the affected employee group).
  • Improvements to the physical work environment.
  • Fine tuning of work processes and practices.
  • Development of more effective work allocation processes.

Case study #8 – Addressing Employee Turnover - National Financial Services Business

Zero7 Consulting was invited by a growing business in the Financial Services industry to provide consultation, advice and intervention to address issues of sustained employee turnover, which was impacting on performance and internal relationships within the business.

 

As the result of a review and evaluation process and analysis of jobs within the work area, a number of significant changes were implemented over a 12-month period.  These changes to the functional structure, job responsibilities, staff selection and recruitment practices and management practices resulted in a decline in undesired turnover and a measurable increase in employee satisfaction across a range of indicators.  The program also resulted in a number of business improvement initiatives that will bring long term benefits to the organisation.

 

Creating Organisational Development Frameworks

Case Study #9 – Customer Service Assessment & Development Framework - Contact Centre of Large Financial Services Business

Zero7 Consulting developed a competency-based assessment and development framework for senior customer service employees within the contact centre of a large financial services business.  The framework was used to guide the development of customer service behaviours specifically aligned to the values of the business and assess advanced customer service behaviours amongst senior technical staff seeking promotion.

 

“Through the outcomes delivered (by Zero7 Consulting) we have raised awareness of the Values within [Department Name] which is aligned to our overall strategic aims within [Company Name], developed a measurement tool for [Department Name] staff living the Values and a competency (framework) to recognise and reward people for living the Values”

Case Study #10 – Competency Framework - Administrative Function of a Major WA Public Sector Agency

Zero7 Consulting developed a competency-based assessment and development framework to enable clear behavioural distinctions between a series of job roles at varying levels of seniority that were involved in completing similar job tasks. 

The framework was developed so that employees and their supervisors could identify and develop behaviours that would enable those employees to perform effectively at the higher classification level.  Being able to distinguish and define key behaviours reduced a reliance on employees gaining seniority based on their technical knowledge alone, which was only one success factor associated with the job.

 

“Jon was able to offer alternatives and solutions; had dealt with similar circumstances and therefore knew the subject matter”

Case Study #11 – Leadership Development Framework - Large Wealth Management Business

Zero7 Consulting designed and developed a company specific Leadership Development Framework for the wealth management business of a major Australian bank.  The framework involved defining the key strategic leadership requirements for the organisation and defining specific leadership competencies in consultation with senior and executive managers throughout the business.

 

The framework included:

  • Principles for leadershoip development within the business.
  • A defined set of leadership competencies directly relevant to the needs of the business.
  • A self-assessment tool for use by aspiring leaders.
  • Guidelines for individual development planning using the framework.

In addition, a further contract was awarded to develop a tailored 360 degree feedback tool to measure leadership effectiveness across the defined leadership competencies.

 

Achieving Change

Case Study #12 – Functional Redesign - Financial Services Organisation

Zero7 Consulting provided advice and guidance on the design of changes to the functional reporting structure within a large financial services organisation in order to achieve a more effective people management and support infrastructure.

This included undertaking a formal job analysis process in order to define the required job competencies so that job candidates could be suitably screened and evaluated for job-relevant capabilities and expertise.

Case Study #13 – HR Process Review and Mapping - Large Public Sector Organisation

Zero7 Consulting was contacted to undertake a comprehensive review and mapping of complex multi-functional HR processes on behalf of a large WA Public Sector Organisation to support transition to a shared services environment.  This resulted in:

  • Consolidation of the required processes.
  • Agreement of process responsibilities through consultation with stakeholders.
  • Re-definition of roles required to meet the process objectives.

Case Study #14 – Job Analysis - Financial Services Organisation

Zero7 Consulting undertook a formal job analysis process in order to define create clear role expectations and define the required job competencies to guide selection of people with the right mix of job-relevant capabilities to achieve desired outcomes of the change initiative.  This case demonstrated the importance of developing processes that would support a change to be effectively implemented, rather than just being a good idea on paper.