References
IC Insight has been co-operating with Raflatac Group in developing the personnel management for some time now. Besides of implementing IC Gateway,
HUPO was carried out in autumn 2002 among other places in USA and France. The next feedback from USA encourages continuing with the co-operation and
implementing HUPO also in other countries.
"First of all: Teemu, HUPO on-line tool is absolutelly the greatest I've seen! Both Phil and I are very pleased with it. And of course we are also
pleased with our excellent results - Raflatac Inc. will be a challenging benchmark to other Raflatac sites... Summa summarum: the whole process has
exceeded all of our expectations.
I believe that we're going to publish the results as a total to whole staff and afterwards functional managers will continue inform their own
departments in more details about departmental results. Departmental action planning will also be started. This process is a part of yearly OSU-target
setting and thus we will make sure that something is going to happen and action results will be followed-up. Employee Development Process will be an
essential part of this process. <b>With HUPO survey Phil was able to show yesterday clear evidence on how effective tool employee development process
is."
Tiina Joronen and Phil Webb, Raflatac Group
www.raflatac.com
Rolls-Royce Oy Ab has chosen IC Insight as a partner in the matters of personnel development. First in 2002 Rolls-Royce started to use Human
Potential Index survey or HUPO. Ulla Ramstedt, the Director of Human Resource Development in Rolls-Royce Oy Ab, tells about the background of the
choice
- HUPO was selected because it is easy to use for the whole organisation; everyone from the top management to the production workers takes part in it.
Its feedback system is many-sided and supports the accomplishment of the continual improvement.
- The most interesting point in the HUPO concept was its linking with the profitability of the business.
Rolls-Royce wanted to improve the competence management more broadly and that's why they implemented the IC Gateway competence management system
provided by IC Insight. The product was customised after Rolls-Royce needs and this is how the Corrida system was born.
- Corrida (Competence in RR intranet database) is a concept for establishing a competence system for Rolls-Royce of Finland, to put this system in the
electric form and make it flexibly useful for the development purposes, Ulla Ramstedt says.
- IC Gateway was chosen as a tool for Corrida, because it contains the development discussion and competence development that work together so that
the information is ready to use all the time and the advancement can be followed up. Establishing the competence management in the systematic form
so that is will be easy and flexible and also produces real additional value, is an enormously challenged project and we believe that IC Gateway
will be a big help in this.
According to Ramstedt Rolls-Royce has experienced IC Insight as good partner in the matters of personnel development.
- Our company based needs may be part of the product development of IC Insight and the networking started through the co-operation is very
fruitful. In the future there will be long-term co-operation because that is also a key to personnel management, Ramstedt emphasises.
www.rolls-royce.com
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