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Case Studies

employee retention

Introduction

MSI continuously seeks to bring strategic value to clients and enable them to maximize their employees’ potential. The following case studies illustrate some of the challenges we have helped clients overcome. For a list of typical FAQs to consider, please click the learn more button.

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Goal: Improve sales and employee retention

Barrier: Unclear on reasons for weak sales and low employee retention

Global talent management attempts to effectively measure and manage performance are often hindered by inefficient processes. We’ve helped other Talent Management leaders develop and implement processes that have enabled them to measure and manage more effectively

Story: A financial services company had weak sales and high turnover, but wasn’t clear on the factors behind this. It therefore engaged MSI’s talent management team for assistance.

We administered a survey designed to provide an exact process map of workflow connections between the company’s employees. This showed both human bottlenecks as well as areas of concentrated energy flow.

Results: Based on this knowledge, the company was able to reinvent processes and redesign their organization chart for maximum results. They took steps to improve communications and knowledge sharing between departments by creating a company intranet and holding joint workshops. They also reallocated responsibilities to expedite processes and decision making. This led to an immediate improvement in sales and employee retention and engagement.

Goal: Expand into emerging markets to increase sales

Barrier: Executive team’s level of international leadership expertise

Global talent management attempts to develop global leadership capabilities are often hindered by a lack of understanding regarding current abilities and areas of weakness. We’ve helped other talent management leaders utilize tools to accurately assess these.

Story: A large multinational wanted to expand into emerging markets. First, however, the company’s CEO needed to determine if his executive team was up to the task. Did they have the necessary global leadership expertise?

MSI’s talent management team was engaged to assess this, and to provide any training needed. Using specialized evaluation tools, we began by determining whether each team member had the knowledge, skills, and cross cultural aptitude required to manage effectively in diverse environments.

The assessments indicated that they did not, and that all team members needed training to better understand and negotiate with those from other cultures.

Results: The company was far better equipped to enter new markets. It also decided that any future leaders would also undergo the assessment and training process

Goal: Improve HR’s ability to support global assignees

Barrier: Lack of HR competencies and/or effective programs and policies

Global talent management attempts to improve HR’s ability to support employees on international assignments is often hindered by a lack of understanding regarding their current program’s effectiveness. We’ve helped other talent management leaders learn techniques for greater effectiveness.

Story: A mid-market global company was having challenges with on-boarding employees into new international assignments. Although they’d directed the employees to a cultural assimilation website, it wasn’t clear whether this provided what was needed to quickly assimilate and become productive.

Two of the company’s HR team members then attended an MSI Talent Management workshop on accelerating global assignment success. This provided tools, information, and resources specifically geared to helping assignees quickly assimilate and become productive.

Results: Based on what they’d learned in the workshop, HR created a new assignee on-boarding process. They reported increased satisfaction with employee training as well as increased early assignment productivity

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