1. Business-based HR decisions
The resourcing manager of a large transport network required on-going consultancy providing practical assistance, coaching and knowledge transfer during a period of immense business change and co-location. Primarily working with Engineering managers, coherent and consistent HR information was a pre-requisite for their decision-making. Data was extracted from the central mainframe HR database, analysed, and combined with additional information prior to them making critical business decisions.

2. Defining Business Information Needs
An international top-tier consultancy practice required advice and guidance to develop their internal HR processes and systems. After a thorough review of existing off-the-shelf software, this assignment was to work with the clients to define the personal knowledge and experience information requirements needed by their consultants, and then to help their IT development team to design an appropriate bespoke system.

3. HR Information Needs & Systems
A multi-site primary metals producer initially requested an HR systems audit. After quickly delivering the audit, senior management agreed a follow-on major assignment which involved further work with the company?s IT and HR departments working to develop a user specification, RFP, liaison with suppliers and short listing.

4. State Energy Company
Engaged in the major strategic HR initiative for the energy and petrochemical industry which was, and still is, to appropriately resource the businesses with qualified staff. Specifically, plans were made and actions were required to enhance the employment of Nationals, rather than simply growing the expatriate workforce. Since there are insufficient local staff with the required competences (the skill, knowledge and attitude) young people had to be educated, trained, developed and introduced to work through careful long-term planning.