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Who the client was
A global service firm wanted to provide outsourcing services in an area they had considerable expertise in.
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Why they looked to us for help
The problem was that they had no prior outsourcing experience. Their intent with respect to outsourcing was to absorb displaced personnel and integrate them into their growing organization. As result they needed help in three areas: First, they needed to select and manage outsourcing opportunities in such a way as to minimize litigation risk, second, they had to develop a method of transition that would minimize fallout. Lastly, they needed to have a plan for how their organization would grow through these personnel “acquisitions’ so that the right competencies would be retained.
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| What we did for them
We drew on our prior outsourcing experience to develop a risk and attractiveness model, using the model to guide the development of the transition management methodology. We communicated with their legal counsel, who used similar assumptions in planning for legal defenses. Additionally we consulted with the HR organization of the client, fine-tuning the client’s competency matrix so those employees coming in through the outsourcing process would be appropriately integrated and developed. As a side benefit, we were able to create a dashboard for sales people to rank potential opportunities with respect to risk and reward, since a large part of the client’s risk management would be in selecting appropriate business.
The methodology was field tested and then pressed into service. |
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What was the benefit
With our help, this organization was able to move effectively into a new market space and grow their business. |
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