Case Studies

Problem: A fast-paced, start-up Internet Company grew from 65 employees to over 125 employees within four months. Culture couldn't keep up. Without an HR Manager, the management of this company found it difficult to keep up with hiring and other HR-related tasks. Turnover was up, and customer satisfaction was down.
Solution: PSM placed a consultant on-site to serve as the interim HR Manager. The objectives were to setup HR processes and recruit a full-time HR Manager.
Results: The organization was able to focus on building its core business, knowing that all human resource functions and compliance issues were properly handled.

Problem: A four-year-old consulting firm was growing, and had their key HR person leave the firm. As they considered their staffing options, they realized they did not have an understanding of their HR compliance situation.
Solution: A PSM consultant spent time examining the filing, procedures and policies of the firm, and interviewed key administrative and leadership people.
Results: The deliverables included a summary report of all findings, and a prioritized set of long term and short term projects that would restore compliance and align HR with the organization's goals.

Problem: A warehouse distribution company with 150 employees had the VP of Operations retire after 30 years of service to the company. HR was not a well represented part of this person's duties. The company was facing a number of HR issues within the next year, including a downsizing, several compliance problems, and a handbook that had not been updated in a number of years.
Solution: A PSM consultant went on site to act as the Director of HR, providing the company assistance in developing a plan to manage the pending downsizing as well as guidance on updating the employee handbook to be used as an effective management tool.
Results: The executives of the organization were able to focus on the task of running their core business and not have to deal with the day to day policy administration within the organization.

Problem: A health care provider was having a difficult time identifying the essential responsibilities, core competencies and legally compliant components of a number of job descriptions. Without this structure, the culture of the organization was drifting. This task was too labor intensive for someone who did not understand the process.
Solution: A PSM consultant worked hand in hand with the on-site HR Director and the Managers to create legally compliant and highly useful job descriptions.
Results: By outsourcing this job, the HR Director was able to focus on strategic and tactical efforts.

Problem: A privately held laboratory was in the middle of several management changes and found they needed a new financial executive to help take the organization to the next level.
Solution: PSM was retained to work with the current management staff to find the most qualified candidate to help meet the changing organizational needs.
Results: The management staff was able to stay focused on the changing needs of the organization while a professional recruiter was able to quickly provide a number of qualified candidates for review. By using PSM, the organization experienced minimal interruption down time.

Problem: A medium sized family owned business reached a size where it made sense for them to have a full time HR professional to specifically handle the HR needs of the organization. The owners were skeptical that an "outsider" could come in and handle this appropriately.
Solution: A PSM Senior Consultant interviewed and worked with all key management to determine the culture of the company. This was key in the quick development of a rapport between the consultant and the rest of the organization, which enabled the consultant to "fit in". This transition enabled the consultant to help management see that HR was a necessary component of the management team, that could serve as a neutral party.
Results: This consultant helped take HR to a new level within the organization, helping to eliminate the walls that sometimes form between management and staff. This helped to create  better communications within all levels of the organization, which led to better culture.

Problem: A small family owned business reached a size where it needed to comply with a number of federal laws, yet there was no infrastructure in place to handle these HR needs.
Solution: A PSM consultant was hired to conduct an audit of all HR practices to determine what the organization needed to focus on, to ensure they were legally compliant within their HR function.
Results: By outsourcing this function to an independent third party, the organization was able to receive a non-biased opinion of their true HR needs, which helped prevent several possible employment liability situations.

Problem: A medium sized financial services firm had a number of employee relations issues that landed them in the middle of several potential harassment and discrimination issues.
Solution: A PSM consultant was retained to work with the management staff to review fully the circumstances that created these potential employment liability issues.
Results: The organization was able to work with an objective third party to determine the root of the issues and make the necessary recommendations to diffuse these situations and the potential for liability, thus saving the organization costly legal fees.