What Happened: When it comes to organisation change, many companies pay a great deal of attention to the business end, but far less to the people and the people processes to support it, often with disastrous results.

As a company who had a reputation for nurturing and developing their staff, MNPA were determined not to fall into that trap when they commissioned the installation of a revolutionary new IT system, which would fundamentally change their administration systems and the way they serve their customers. To support them at a time when they were also without an HR Director, they invited Q. Learning to help them do two things;

· To create a focus and commitment from all staff to the new
business direction
· To update and introduce new HR systems and processes to
support organisational change.

Q Learning then became part of the MNPA team, operating at all levels within the company. They facilitated the business planning at Board level and, working with the Board Members, they ensured that all staff had the opportunity to contribute their views of the Company through a staff survey.

They introduced a new Performance and Development Review process, with an objective setting framework, which could be adopted throughout the organisation simply and easily. This meant that everyone could share the new business focus and be measured and paid against its goals in a fair and transparent way that everyone understands and is committed to.

In this way new and updated HR processes were introduced, as a meaningful support to business needs, not as a bureaucratic invention.

When their work was done, Q Learning ensured that all staff at MNPA were given the skills to work with the new processes and to build on them.

“Q Learning worked at an astonishing pace, delivering pragmatic business solutions that we can build on and develop as we enter a period of rapid business growth”

back to top..

Results: Working together in this way allowed; -

· MNPA to develop a clear vision, which was well communicated to everyone in the company
· It is now an organisation that shares a commitment to common goals, from top to bottom, and a belief that it is organised in the right way to achieve them.
· There is clarity for all staff on the new way of working, including;

The Performance and Development Review process
How they are rewarded

· It has a consistent managerial approach across the company
· There is a centrally controlled, objective assessment of salaries and bonuses, which enables fairness and consistency
· There is a communication framework, which lets staff know what is happening in the business, ensures that they are able to contribute their thoughts and ideas on how things could be improved, and have more say in decisions about how they work
· MNPA now has an HR Director in place who can build on the work that Q. Learning has started to ensure the people systems in place continue to be relevant and appropriate to the needs of MNPA

“Q Learning really understood our needs from a staff and a business perspective, and then they delivered on both!. We are very pleased with the work they have done for us, which has had a positive impact on our business. We really enjoyed working with Q Learning through this process and still do”

Sue Applegarth, Managing Director

back to top..