Trucking

Challenge: Going from an HR and Payroll driven HRIS system to an employee driven HRIS can be a challenge for any organization. This organization had a change resistant workforce with limited technology skills and varying schedules. They needed help with providing comprehensive on site trainings to their employees and managers to ensure a smooth launch.

Solution: Red Scott partnered with the internal and third party implementation teams to design a strategic plan for facilitating engaging trainings for both employees and managers. We were on site for a grand total of three days conducting over 15 hours of direct training for their varying workforce. We came armed with red bulls, prizes and were successfully able to get 97% of their workforce logged into their new HRIS employee system by the end of the trainings.

Project Focus Areas

On Site Trainings for employees & managers

Municipality

Challenge: With hiring being more competitive then ever this organization needed to expand their hiring efforts to include their future workforce as well as their current one. They needed an internship program to connect with local students. But creating an internship that would find the perfect balance of engaging for the students, while value added for the organization is no easy task.

Solution: Red Scott was able to develop direct partnerships with this organizations major university in three separate departments to design an internship program that would attract top talent. We worked remote to design the structure of the internships, the goals, the specific functions the interns would provide as well as helped facilitate the new hire kick off. The internship program now serves as the primary pipeline for entry level employees and students report consistently high marks on their experience.

Project Focus Areas

Program Design

Remote Training

Learning Partnership Building

Quick Service Restaurant Group

Challenge: In growth mode this food truck business was realizing one of the biggest hurdles was their turnover. They were unable to effectively train their people so they were unable to retain their people. They needed to create a strategic program for new hires to learn the ropes as quickly and as effectively as possible.

Solution: Building a training program is deep in Red Scotts roots. We started this journey by establishing a clear set of parameters for the program along with a defined list of expectations for each program graduate. From there we built out the structure, partnered with the clients internal team to develop content and finally supported the internal team on launch. The program has since successfully been adopted across the organization and we are now building out their leadership training program to match.

Project Focus Areas

Program Design

Content Build Out

Launch Support