We believe in developing a close working relationship with all our clients in order to deliver effective results. We invest time and expertise to gain a clear, in-depth understanding of specific needs as well as a comprehensive appreciation of the organisation, its culture, aims and objectives, its market environment and the challenges it faces.
Here are some recent examples of our work with clients:
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Lloyds TSB wanted to remodel their HR function so it was more strategic and to create a high calibre succession pipeline in HR for future HR leadership roles. A four module programme delivered over an 18 month period – HR partnering with the business, commercial awareness, change and organisation design, organisational development. The results have bee a greater awareness of what it means to be a business partner, and significantly increased confidence. 75% of participants have transitioned to new roles across the group following the programme demonstrating the programme’s ability to help develop a strong and flexible talent pipeline
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Virgin Atlantic identified the need to create a strong leadership team at the top to lighten the load for Directors and respond quickly to new business opportunities. This team of champions would be based on growing excellence from within rather than external recruitment. As a result over 80 managers took part in a series of personal development workshops and the programme has had a positive impact on retention rates in the leadership team (more..)
Click here to watch Andy Cross, Head of Learning and Development, at Virgin Atlantic talk about the programme. |
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Fujitsu Services needed their HR team to become a more strategic and proactive force, thus adding more commercial value to the business. Roffey Park helped Fujitsu create an HR Academy which ensured the HR team had a consistent set of transformational tools and skills needed to ensure best practice across the organisation (more..) |
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ADM's key objectives were to build a professional workforce with the skills and organisational capabilities to execute it's business strategy; prepare talented employees to become future business leaders; and help attract and retain individuals who have the potential to face the business challenges of the future. Roffey Park began by canvassing key stakeholders in order to understand the nature of ADM and its people development needs. The resulting two-tier modular training programme focussed specifically on senior groups within the organisation and European middle management (more..) |
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Southern Trains wanted to improve performance and change the traditional command and control culture. As a result Roffey Park devised a seven day modular programme on personal effectiveness and leadership for its 250 senior and middle managers. As a result passenger satisfaction ratings have increased in all areas; complaints are down; unsolicited letters of praise are up by 27% (more..) |