Structuring and prioritising your organisation's learning and development requirementsResolving performance issues by addressing all impacting factorsEmbedding values and philosophies to develop the culture to support the strategyIntegrating the needs and requirements of varying divisions to implement group-wide systemsEquipping managers with the tools and techniques to carry out human resources practices  Inducting your new staff thoroughly and efficiently for maximum buy-inImplementing best practice and consistency throughout the organisationPreparing staff for the workplace changes resulting from the introduction of new technologyTranslating legislation or policy changes into everyday procedures and practices that are easy for staff to implementStreamlining the development of your technical expertise to accelerate peak performanceCapturing the essence of your top performers in order to replicate results throughout the rest of the team
 

Resolving performance issues by addressing all impacting factors

Related Case Studies

  • New Zealand Automobile Association
    NZ Automobile Association has the agency for administering Drivers Licensing, under contract to the Land Transport Safety Authority. The introduction of Drivers Licensing was difficult and resulted in a lot of undesirable policy. At that point, error rates were higher than expected, and turnover and dissatisfaction amonst AA Drivers Licensing staff was high. NZAA commissioned Ockwell to make a difference.


  • Land Transport Safety Authority - (LTSA)
    The purpose of this programme was to raise the awareness and develop the customer service skills of Driver Licence Testing Officers (TOs), with particular emphasis on the older driver (80 years plus). The initiative came about as a response to the request of the Minister of Transport that the high number of complaints made by older drivers be addressed. Also at this time there were two groups of contractors merging to report to the one agent.



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