A few selected case studies
Management Development
"The programme is a highly practical course providing a range of tools and techniques for managers to use back in the workplace. Since our first course, we’ve received excellent feedback from our delegates on the content and delivery style. Both facilitators are very professional, well prepared and knowledgeable with the ability to engage with our managers by understanding the challenges they face every day. We are delighted with the success of the programme and continue to work with Harper Craven."
Lynne Smith
Management Development Manager
Outcomes
Improved efficiency of the logistics in the depot saving in excess of £10,000 per annum.
Improved and defined employee objectives for the annual performance review process.
Consistent service delivery to customers through centralised resource utilisation.
Reduced regional component expenditure through increased Product Support Operational Utilisation.
More “engaged” team members – seeing value and appreciation of being involved.
Project Management
"We wanted to develop two programmes of development for our UK business and sought to work with an organisation who would understand our needs and develop the end result in partnership with us. From the first meeting with the Harper Craven team we were impressed by their consultative approach to developing a programme that meet our needs and would reflect the learning outcomes that we were looking for. This resulted in the delivery of two highly participative and engaging project and change management programmes.
We were particularly impressed by how the team from Harper Craven worked with us every step of the way to deliver an excellent programme of learning. We look forward to working with Harper Craven on future initiatives."
Outcomes:
Full application of the project and change lifecycle in the business.
Successful inclusion of the programme into their Stepping into Operational Leadership programme.
Out of 21 delegates on the SOL Programme, 20 delegates marked the programme A" ("A"being the highest mark "E" being the lowest) and 1 delegate marked it "B".
For the 2 Change Function project management programmes the delegates scored the content, facilitation and knowledge of the facilitator as excellent.
Talent Development - driving 120% international growth
Structure:
- Assessment to establish 10 high potentials via a benchmarked interview process designed by Harper Craven rather than a costly assessment centre.
- 2x3 day development sessions and remote coaching
- Delivery of an off programme project where delegates had to set up 2 new offices from inception to a 3-year business plan for overseas expansion - giving full consideration to such factors as premises, divisional structure, researching and marketing, financial planning, cost controls, and development of a 3 year strategic plan.
- The delegates’ plans were presented to the board of directors, line management and Harper Craven for final assessment and used to drive the business growth.
Outcomes
Three people have been promoted into Director positions and the strategic business cases generated from the programme were used back in the business to drive international growth.
2 years later hurleypalmerflatt won a top 10 place in the Sunday Times International Fast Track 100 following international growth of 120% over the last two years.
Sales Development
"I'm delighted to say that the final return on investment report shows that approximately £273,000 has closed from their selected accounts we used on the programme. The team have commented that they got a lot out of this, particularly the post course follow up that enabled them to apply things to their actual accounts and learn from each other to deal with issues on particular opportunities. I look forward to getting the team to apply these skills to the rest of their business, which presents a fantastic opportunity for the company."
Thanks again.
Head of Sales UK & Ireland
Outcomes
From the workshop and remote coaching that covered the whole sales cycle from, appointment making and meetings through to closing and negotiation, 44 new business appointments were booked from the live calls made during the workshop.
With an average close value between £5000-£20,000 the business closed far exceeded the cost of the training programme.
Competency Framework Definition for Talent Progression
"Harper Craven were excellent and I commend the facilitator for his patience as there was a lot of debate in defining the new competencies and career paths in the two days we had!
Everyone has commented that it was excellent. I know for a fact that we would not have been able to complete this exercise on time without the facilitation of Harper Craven.”
Jo Hine
Human Resources Manager
Outcomes
Measurable competencies for 6 people management positions and 3 non-people management positions to provide a career path outside of 'people management'.
Consolidated the different views their managers have as to what their responsibilities are and, within those responsibilities, what good performance looks like.
Setting clear parameters with regard to expected performance across the organisation to increase employee engagement.
Achieving consistency in what employee performance criteria are assessed against across the company & ensuring that salary rewards are for good performance.