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Project One

This case study involves a small Company in London which we have provided a range of HR support to throughout 2005/6:

During November 2004 we were asked to provide guidance and support on a disciplinary matter involving 3 people, two of whom were at senior level. The investigation and follow up counselling and coaching were completed by Town and Partners. The organisation found our involvement beneficial because we were an independent company and above the politics and need to maintain relationships, associated with a small organisation. In late 2005 we were again asked to conduct an investigation into another sensitive and potentially serious disciplinary matter. Once again the degree of professionalism and independence was appreciated and valued by the organisation.

The first assignment then led to completion of a small redundancy exercise involving the closure of their IT department and its relocation to another European country. Our role involved providing practical support on the application of the legislation and coaching the newly appointed and inexperienced HR Manager in the process.

Further support was provided, on an ongoing basis, to the HR Manager as they designed an appraisal scheme and its implementation. We were involved at the launch providing a presentation on best practise within employee development and how to make the best use of the appraisal process. The scheme was then successfully launched. The informal support to this and other processes and issues is ongoing and ensures that the Company has access to Senior HR expertise when it is required.

Project Two

Development of an assessment day for senior management appointments.

An automotive organisation was about to appoint a Plant Manager, they had two candidates who they were having difficulty deciding between as both were perceived as high quality and suitable for the single position. An assessment centre approach was out of the question due to numbers and the desire to maintain confidentiality between the candidates. On the other hand the organisation did not want to rely on personality instruments and traditional interviews alone, believing that more quantifiable data was essential.

Within 48 hours of the request being made Town and Partners had designed an assessment process which met the Company's needs. This consisted of:

• Using 3 Senior Management tests, to measure the individuals performance, in areas closely associated with success in a role at the target level. This provided the validated and quantifiable data the organisation was seeking. 
• An "assessed" presentation, designed to evaluate the individuals propensity to use recognised "best practise" within change management and provide an insight into the candidates perceptions of the prevailing issues within the organisation and how they would tackle them.

The Company, within 24 hours of the completion of the exercise, obtained an in-depth insight into the candidates and were better placed to make the final decision.