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Case Studies
Case Studies
The case studies summarized below give an example of typical projects we have delivered, indicating the client issue, the solution which was delivered and the impact on the business.
HR Practices Review
At the request of the newly appointed CEO of a marketing business, Horizon carried out a full review of human resources management practices to determine needs, compliance issues and make recommendations. Identified priorities and then developed a plan and budget for implementation of policies, systems, processes and training over an agreed period.
This client reported being happy that any possible legal compliance issues were identified and that there was a program in place to introduce improvements in the way people were managed. They were able to show their overseas parent that they ran a professional and efficient organization.
Strategic Planning Workshop
In an organization which was just not making progress, despite high activity levels and employee commitment, Horizon conducted a workshop with senior management to establish a corporate vision, objectives, strategies and plans which were documented, communicated to employees, implemented and tracked.
The client reports the benefits to the business of having a clear direction and has built a range of business processes on this platform, which are now driving the business forward and delivering a consistent increase in revenue and profitability attributed directly to implementing the plans over a period of years.
Core Competencies Workshop
In a technical development and sales organization, Horizon conducted a workshop with the senior management team to identify the values and competencies required for success in the organization and then developed these into actual behaviours required from employees. These were then incorporated into the recruitment and performance management processes to ensure that in addition to technical skills, the correct competencies are selected, developed and rewarded as the business goes forward.
The client continues to use and update these to refine the culture and overall effectiveness of the organization. This has led to an improved workforce where the technical skills are harnessed more effectively and consistently with less management time required for dealing with “employee issues” and has resulted in bottom line improvements.
Job Description Workshops
In a professional services organization, which needed to improve its customer focus and profitability, Horizon conducted workshops with employees to train them in writing their own job descriptions with key result areas and measures to clarify and agree their roles. These were then incorporated into the performance management system to review progress and identify development needs.
The client reports that employees are now clear on what they need to deliver and have developed skills in setting and measuring goals. Customer service levels have improved, staff “burn out” is reduced and profitability is increased.
Contracts and Policies
A growing company asked Horizon to develop employment contracts and policies and procedures to ensure all legal requirements and staff entitlements were met, protect the client from claims from employees and provide an open, fair and positive working environment within which to operate.
In one instance alone this has allowed the client to take positive action in dismissing an employee and successfully defend an unfair dismissal claim by a senior manager with the consequent saving in the vicinity of six months salary.
Recruitment
Recognizing the need to increase the calibre of its people and foster a specific Company culture, a manufacturing and distribution business asked Horizon to conduct training programs and provide a process for managers to have a consistent and effective approach to recruiting the most appropriate people into the organization. This included a process for identifying the candidates who possessed the values identified by the client as being important.
The MD attributes their current high performance to a higher calibre of staff and fewer “misfits”.
Management Development
A wholesale and retail business with a high number of young “home bred” managers had Horizon provide a process for identifying and meeting their development needs. These needs were met with a combination of mentoring, coaching, project work and internal and external training. Where appropriate, government support/subsidies were identified and incorporated to manage costs, transferability of skills to other parts of the business was built in to the process, and support mechanisms designed to ensure ongoing application and development.
Line managers have reported increased confidence and skills and the organization as a whole reports sustained increases in productivity. Money spent on expensive ad hoc external courses has been minimized, senior managers are now focusing on realistic succession planning, and control of management development has been retained by the organization.
Performance Management
In a business which had skilled people and good products but low profitability, Horizon developed a performance management system that incorporates the measurable results and behaviours required along with comprehensive training for managers and employees in the use of the system.
The MD attributes improved business results and higher margins to the improved focus provided by the consistent use of this program over a number of years and a commitment to doing and recognising the “right” things.
Salaries and Benefits
In an established business where salary levels were a much debated issue, Horizon developed a salary system that included jobs evaluated in terms of value to the organization, market rates, and a process of linking performance and market movements to the annual reviews. This was implemented with communication seminars for all employees and complete documentation and training for managers. All staff entitlements are clear and well documented.
The organization reports higher employee satisfaction with the salary review process, overall clarity of total entitlements, reduced management time in making one-off decisions on salaries and benefits, reduced administration time and costs, as well as improved budgeting.
Incentives
A large privately owned organization approached Horizon for help with encouraging key employees to stay with them and also to deliver against their strategic plan to move into a new area of business. For various reasons the owners did not want to give or sell equity to employees but wanted to provide an equivalent incentive.
Working with key employees, Horizon developed an incentive program with long and short term elements based on increased economic value of the business. The program links performance against key criteria relevant to achievement of the strategic plan, divisional and overall performance of the organization, and provides staged payments from the subsequent increased profits and increased economic value. This was implemented with communication seminars and complete documentation.
The organization reports the activity focus and the engagement of key staff has helped set them apart from their competitors and allow them to successfully expand their areas of business whilst remaining in control of the costs of achieving this.
Succession Planning
In a business where employee knowledge of key methodologies is vital for success, Horizon conducted a workshop with senior managers where they were introduced to a process of evaluating high potential employees and developing plans to ensure their careers are enhanced and key positions in the organization are covered for the future.
A serious skiing accident tested the plan and the business owners were delighted with the ease with which the organization was able to respond with minimal impact on their operations. Their discipline in completing an annual update of their succession plan and following through with individual development plans for key staff has had a significant impact on their business longevity and the strength of their current Management Board responsible for taking the business to new levels of success.