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Lamson & Sessions
Problem
135 employees would be left without jobs when Lamson & Sessions, a producer of thermoplastic enclosures, fittings, conduit, pipe and wiring devices for electrical, telecommunications, consumer, power and waste-water markets, needed to close its Columbia, S.C. facilities after 11 years.
Solution
Because a number of the displaced employees had been with the company 25 years or more, they were unequipped to re-enter the job market. Human Resource Dynamics had a proven track record with Lamson & Sessions, and offered comprehensive services for each employee through our experienced career coaches, web-based technology and Career Partners International job search resources.
To provide maximum personal benefit to employees, Human Resource Dynamics was able to offer customization options from the employer’s selected program. Based on their particular needs, employees chose from programming regarding financial planning, resume building, career choices, networking, marketing, interviewing and job-offer negotiating.
Results
80 percent of the former Lamson & Sessions employees contacted in a follow-up survey indicated that that face-to-face career coaching and around-the-clock access to web-based resources gave them the tools, skills and confidence they needed to take charge of their own futures. Lamson & Sessions reaped the bottom line benefits of a more positive public perception associated with a smooth outplacement process.
Columbia Shelving and Mirror
Problem
Columbia Shelving and Mirror, Inc., part of a conglomerate that encompasses four various companies, was technically an integrated company obligated to comply with a number of federal labor laws such as the Family and Medical Leave Act (FMLA). Because the company started as a single branch, Columbia Shelving and Mirror, Inc., as the company grew and multiplied, full HR strategies, policies and procedures had not kept up with the expansion. Though each office kept some basic personnel records, the company needed a uniformed human resources management strategy.
Solution
After conducting a comprehensive human resources audit to assess the level of legal compliance, efficiency and accountability in all areas of HR management, Human Resource Dynamics developed a plan to assist the companies. Red-flag training was implemented for all managers, along with comprehensive training for employees responsible for HR management was conducted. Adherence to state and federal legal requirements such as FMLA and the American with Disabilities Act (ADA) was also emphasized.
Results
Human Resource Dynamics helped Columbia Shelving and Mirror develop a defined human resources structure that established uniform standards for handling HR processes and centralized human resource functions for greater accountability. Thanks to intensive training, managers for each business now understand red flags that alert them to potential human resources issues. Workforce planning included an understanding of the strategic direction of the companies, complete job analysis, labor law accountability and performance management processes, which are strategically aligned with the company’s mission.
“Human resources management is now a priority for our business. All managers have been trained on how to handle issues with our employees,” said William Godshall, owner of Columbia Shelving and Mirror. “And every employee has been trained on personal accountability. Our relationship with Human Resource Dynamics has made us a better company and a stronger team.”
Columbia Shelving and Mirror, Inc. has an ongoing relationship with Human Resource Dynamics for training purposes and will continue to benefit from consulting with HRD on ever-changing labor laws and inevitable employee management issues and questions that will arise.
