Case Studies

case studies HR photo

In order to illustrate how a company utilises the services we provide, we have selected four examples of recently completed projects…

Attendance Management & Revised Sick Pay Scheme

Retained HR Function

Redundancy and Site Closure

Improvement Notice and Health & Safety Committee

Case Study 1

Attendance Management & Revised Sick Pay Scheme
An established manufacturing company (80 staff) wished to provide: 1. A more generous sick pay scheme to reward long serving employees 2. More attractive conditions for recruitment and retention purposes.
 The major concerns: 
No significant increase in business costs, or absenteeism. hchr, on a project basis, costs agreed up front, provided:

  • Analysis of current absenteeism patterns
  • Revised sick pay scheme
  • Provision of a system of attendance management to remove subjectivity from process and provide managers with easy to follow approach.
  • Comprehensive attendance policy to deliver consistency
  • Communication of new system to all staff
  • Management & supervisory training to administer policy
  • Issue of revised contracts of employment and secure agreement of staff

The company succeeded in its aims to provide a sick pay scheme in line with best practice, yet without increasing costs. Absenteeism, some two years later, remained well below the industry average.


Case Study 2

Retained HR Function

A new rapidly growing technology company, with offices in the UK and USA, engaged hchr to help them grow their business in line with their culture and ethics. Initially work was identified on a project basis, thereafter hchr were retained as outsourced HR for the company

  • Contracts of employment
  • All HR policies and procedures
  • Recruitment and induction for all UK based staff
  • Develop and conduct induction training
  • Assist managers to develop meaningful objectives for staff and train them in how to review performance effectively
  • Demystify health & safety obligations and translate into a user friendly manual; and timetable of actions with responsibilities allocated to specified individuals
  • Team typing and development using MBTI to achieve greater team working efficiencies
  • Training needs analysis

Case Study 3

Redundancy and Site Closure

A processing company employing over 100 people across two sites, at different ends of the country, was experiencing crippling transport costs. hchr was engaged to manage the HR aspects of the closure of one site and the transfer of work to the other site. It was essential to the future of the business that this be actioned as quickly as possible, but without disruption to the remaining site and the unnecessary cost/bad publicity of employment unrest/applications to employment tribunals. hchr advised the directors of risks and prepared and implemented an action plan designed to avoid these very tangible and potentially costly risks.

  • Conducted all consultations, collectively with trade unions and individually
  • Maintained accurate records of all meetings/consultations etc
  • Issue of statutory documentation
  • Agreeing and applying selection criteria
  • Calculation of severance costs and preparation of termination letters

The transfer was completed to time and budget, and there were no appeals or employment tribunal claims.


Case Study 4

Improvement Notice and Health & Safety Committee

A business employing 60 people had been served with an improvement notice, it had been part of a much larger group. The management of health & safety had slipped without the central support it had once had, so considerable work was required to bring the company to a legal level. hchr liaised with the HSE to demonstrate the company’s commitment and secure additional time. Our aim was to get the basics in place, address the improvement notice issue and educate the management and staff. hchr worked over a 3 month period to:

  • Liaise with HSE by telephone and formal written response.
  • Conduct a complete health & safety audit
  • Establish an operational health & safety policy
  • Allocate responsibilities and train all staff accordingly
  • Undertake all major risk assessments and train staff accordingly
  • Establish & run the health & safety committee, training staff
  • Establish action plan and allocate responsibilities to individuals

The issues were complex and not solved quickly, but we demonstrated to the HSE that the company was committed to improving health & safety, and were granted extensions which gave time to get things in order. The improvement notice has been lifted. The company now has a self sufficient system of health & safety management.