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Commercially
effective people management
E.L
Blue is the Australian leader in the outsourcing of the
strategic and related back office human resources functions.
These are our core skills that we provide at world’s best practice.
We
deliver significant cost and productivity benefits using
specialised tools and highly trained embedded human resource
specialists.
We
prove our commercial effectiveness through regular 'Return
on Investment' and 'Key Performance Indicator' reports to our
client senior management teams.
Best
Practice
The
Human resource function is one of the biggest users of
unscheduled management time. Senior management whose primary
task is to profitably design, market and deliver their
company’s product are often required to undertake a myriad
of people related functions.
Tasks
like occupational health and safety, industrial relations,
legal compliance, employee engagement and performance
measurement, career planning, payroll, training, production
scheduling, interview and assessment, change management and of
course, hiring and firing. While most senior managers know the
importance of getting the people functions right few are able
to concentrate their valuable time on it sufficiently to
continually get it right.
In-house
HR, except in the very largest of organisations, are usually
too weighed down with paperwork just keeping up with
constantly changing legislative issues to be proactive.
In most cases they lack the commercial training required to
turn their departments into anything other than an overhead
cost centre.
Getting
this right and proving the commercial value of effective
people management is 100 percent of E.L Blue’s business.
Commercially
effective people management
For
all our customers we have been operational for more than a
decade, we have achieved cost savings of 10-20 percent of
total labour costs. We will only engage with a client where
the cost savings and benefits generated significantly outweigh
investment.
If
you would like E.L Blue to visit for a complementary analysis
of how we can improve your organisation’s bottom line
performance through effective people management or would just
like know more about E.L Blue, contact us here or telephone +612 9221 6688.
Client Case
Studies
The CEO’s
of the following clients have agreed to the publication of
these details. In most cases they would be prepared to meet personally and
discuss their E.L Blue experiences with the CEO’s of
potentially interested organisations. Further case studies in
different industries are available on request
Case Study 1
A
medium sized Australian manufacturer
This
manufacturer is in New South Wales, Victoria and Queensland
and competes against some of Australia’s largest companies
to win and hold a significant national market share.
It has outsourced its entire human resources function including
occupational health recruitment, induction, training,
measuring and productivity gains and payroll to E.L Blue.
A recent major review of E.L Blue by the executive, board and
venture capital investors proved we had exceeded all
expectations in cost benefit return and compliance.
The E.L Blue team not only produced these benefits in the main
organisation but was able to gear up and deliver on time
returns when the company won a major component of an
infrastructure tender requiring the setup of a “green
field” manufacturing and distribution subsidiary interstate.
E.L Blue is able to deliver legal compliance, productivity and
performance measurement, succession planning, retrenchment,
absenteeism measurement and reduction, processes and policies,
OH&S and day to day management of all employment related
issues at a higher level and at lower cost than the client’s
competitors.
Case
Study 2
Large
electrical products manufacturer
This contract is in its fifth year and follows a
management buyout of the Australian subsidiary of a major
international company. There was a major need to change the
culture of the workforce to ensure survival after the
ownership change and the emerging competition from China in
the long product run segment of its market.
Initially, the workforce had a highly unionised,
inflexible culture with high absenteeism and injury rates. E.L Blue introduced multiple programs to engage and multi-skill
the workforce. Absenteeism is now under 2 percent and lost
time injuries are unknown. Improvements in efficiency and flexibility have made the
company highly competitive and very profitable.
Customers have moved their long production run
requirements to China as predicted, and the company has been
able to replace that work and grow with a shift to greater
value-engineered products, and customised short run products
that are not threatened by cheaper overseas products.
Case Study 3
International
Biotechnology Company
Significant about this partnership is that the E.L
Blue specialist human resource team manages employees across a
number of vastly different employment regimes of Australia,
Asia, Europe and the USA.
This client owned higher sophisticated and patented
medical technologies and needed to gear this into sustained
international growth and profitability. E.L Blue pro-actively
supported the people management issues including search and
selection of the local and international management team.
Outsourcing the human capital program to E.L Blue meant that
managers were able to focus on core business activities like
marketing and distribution.
E.L Blue’s role was to drive people initiatives
to ensure risks were being properly managed, business-driven
culture was translated into work output, and reward systems
were in place to attract and retain the best talent. As a
result of this strategy, the company has invested in training
and communication programs that have significantly raised
employee satisfaction and aided in the continuing growth of
the company.
This contract is in its third year and has delivered
a commercially focused biotechnology organisation that is now
experiencing exceptional sales and profit growth. E.L Blue
ongoing responsibilities include international recruitment,
management of extensive cultural change, implementation of
detailed induction and training programs, and career planning.
Case
Study 4
Fortune
500 global manufacturer
This company is a subsidiary of a Fortune 500
company (a global manufacturer with 2007 revenues of US$5.9
billion). The E.L Blue team manages the human capital
function for Australian employees.
Initially, this contract involved the management of
significant cultural change as the five different divisions
were merged into one entity. The Australian subsidiary was not
profitable and the workforce was disengaged and disillusioned.
E.L Blue devised and delivered programs that would get the
divisions cooperating as one unit with a focus on growth and
profit.
After extensive review of the workforce, the E.L
Blue team delivered a suite of programs to inspire and engage
the employees, including a very successful Kaizan program that
improved the production process. The contract is in its fifth
year and has consistently delivered a workforce that is
performing at a high global standard of competitiveness.
Case
Study 5
Automotive
industry manufacturer.
Following the takeover of this company, there was an
urgent need to implement innovative systems to ensure ongoing
viability and to maintain continuity of supply to major
customers.
Key decisions included the out-sourcing the
company’s entire labour force to E.L Blue, so that the
company did not have a single non-management employee. The
central requirement was to increase organisational and labour
flexibility through the use of both permanent and casual
workers in a highly unionised environment.
Reviews conducted by E.L Blue revealed that a
staffing reduction of over 40 percent was possible while still
maintaining output and quality levels.
This was achieved through initiatives such as
multi-skilling, better production scheduling and higher
operator training.
With E.L Blue’s commercially effective people
management productivity levels soared by over 280 percent in
one year alone, enabling a former loss making company to
become a profitable and sustainable business.
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