Over the years, we at Cormery have had both long and short assignments with our customer. Below you can read about cases with some of our customers.
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A customer in the information technology industry contacted Cormery and asked for help to start up a Learning & Development function.
The company had expanded significantly in recent years and had over 2500 employees. All managers had their own budgets and would usually book trainings with suppliers without any coordination. Help was needed to develop processes to become more cost-effective and work more strategically with competence development.
Together with the customer, Cormery developed models, internal routines, designed matrices, etc. We continuously supported L&D with analysis, supplier contacts, logistics, administration, and quality assurance.
During our assignment, HR and co-workers had Cormery as one partner and single-point-of-contact for all competence development.
We have completed our assignment and the customer has established routines for strategic competence development where L&D is the central function for purchasing.
A customer in the security industry contacted Cormery with a request for training in leadership development.
The company had line managers who encountered employees daily. These managers did not actually have a direct responsibility for personnel but often ended up in situations that meant dealing with employees on an individual level. Due to a lack of competence, this led to frustration among both line managers and employees.
Together with the customer and a training institute, Cormery developed the training “Leading without being a manager”. A DISC analysis was performed before the training to establish a perspective on the group and each individuals’ leadership style.The line managers participated in a two-day training on how to lead and coach employees when not having a direct responsibility for personnel.
Several managers experienced greater confidence after the training. The results were a reduction in conflicts and a completely different workplace climate. This resulted in the customer deciding to train all managers in the organization who did not have a direct responsibility for personnel.
Bank and finance
A customer in banking and finance contacted Cormery. They have started a transformation towards agile operations, using framework SAFe®.
The customers focus group needed a speaking partner for analysis of suppliers in Sweden and globally.
An analysis of potential training suppliers was conducted by Cormery. Based on the supplier’s delivery, availability, and price, an agreement and DPA (Data Processor Agreement) was signed with Cormery. We handled the planning of training activities and all contact with the training suppliers.
After completing the trainings, all activities were quality-assured and all deliveries evaluated after completion.
The customer is now well prepared to run the SAFe® framework in its operations.
A CEO at an IT company with 50 employees contacted Cormery and requested help with planning competence development for 12 consultants at the companie.
Help was needed in establishing individual competence development plans for the whole group. Since many consultants were busy with assignments, it was necessary to take into consideration that they could not all be trained at the same time.
Training advisor at Cormery analyzed each individual role and competence requirements, resulting in an appropriate method of educations and individuals’ development plan. Cormery managed contacts with training suppliers, negotiated prices, booked trainings and quality-assured efforts.
The customer’s consultants have now the correct skills required for their roles and can deliver the necessary services to their clients/customers.
After implementation, the CEO also was provided with a report as basis for future planning of training initiatives.