Di LORE Group - Helping you select, develop and retain high performers

Increase Productivity / Increase customer satisfaction

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Human capital issue	The relationship between marketing / planning and products design has to be restructured.
DLRG services	Team members assessments Workshop with whole team to elaborate on results. Training program to develop team members and team communication, in particular role-play accross functional silos to strengthen the feedback from marketing to product development. Evaluate the carbon footprint of the organization, develop a program to lower it.
Results	Best talents were identified and retained. Employees diverse strengths leveraged to meet organizational issues: Aligned roles and responsibilities of each team members Increased personal accountability awareness Improved communication Improved team and individual commitment to results.
Clients	Car industry supplier Hotel Manufacturer "going green" A supermarket chain.

Increase productivity / Increase sales revenues

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Human capital issue	Strengthen the organization "message" among employees. Hire and retain employees who can work independently, and also acquire more business. Raise the bar on workforce performance. Leverage employees diverse strengths to meet organizational goals.
DLRG services	Identification of effectiveness of individual's performance. Team members assessments Workshop with whole team to elaborate on results Training program to develop team members to the level of leadership position.
Results	Leveraged employees diverse strengths to meet organizational Issues: Aligned roles and responsibilities of each team members Increased personal accountability awareness Improved communication Improved commitment to results Recognition, understanding and appreciation of the strengths of team members.
Clients	Consulting firm to align all employees role "on-message".

Save on recruitment time and expenses / Reduce employee turnover

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Human capital issue	With so many applicants for each advertized position, how to select the right candidate -for supervisory position- within a limited amount of time and a limited hiring budget?
DLRG services	During meetings with stake holders, the profile of the perfect fit/candidates was defined. It included the identification of effectiveness of individual's performance. Applicants were then assessed for consideration by the management.
Results	The hiring process was accelerated and the turnover reduced substantially.
Clients	Construction company. NGO dealing with health emergency situations.

Create a steady supply of talents that can be promoted / Save on new recruitments

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Human capital issue	Flex your workforce: which employees are willing and capable of filling positions in a variety of departments? which employees should be selected for a transition into managerial positions. How to ensure their loyalty to their employer.
DLRG services	During meetings with stake holders, the new profiles, involving adaptability and flexibility were defined. The other criteria was the capacity to transition into managerial positions. Then, on the basis of a sample survey, data were collected and processed to redefine the profile of the perfect fit/candidate profile. Further tasks included: Team members assessment, A workshop with whole team to elaborate on results. A training program to develop team members and team communication, in particular role-play accross functional silos to strengthen the feedback from marketing to product development. Evaluation of the carbon footprint of the organization, and development of a program to lower it.
Results	Progress towards internal promotion and flexibility. Need for new recruits downgraded.
Clients	Insurance company. Public administration department. Hotel chain.

Reduce employee turnover / Increase customer satisfaction

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Human capital issue	A large financial institution with many branches had a very high turnover in spite of employing a well formalized hiring and training strategy. Employees in customer service position would leave, at times before completing the 6 weeks training, or the first year of employment.
DLRG services	During meetings with stake holders, the extend of the problem was assessed. Then, on the basis of a sample survey data were collected and processed to redefine the profile of the perfect fit/candidate profile. The institution needed to hire people willing to upgrade on a continuous basis their technical knowledge and employees more open to their clients needs.
Results	After 6 months of the consultancy the turnover lower considerably
Clients	Financial sector with multiple branches.