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Talent Management Case Studies

Allianz SE:

Hudson designed a development centre for managers being considered for promotion to executive level, either as individual contributors or people managers within the Corporate entity based in Munich. Since the pilot in October 2013 over 106 participants have taken part.

Allianz AMOS:

Allianz AMOS is trhe organisation responsible for the transformation of business processes within the Allianz group. Hudson designed a range of development centres for leaders and individual contributors moving from manager to executive level. Hudson also designed a development centre for project managers and expert contributors to help them realise their potential and for AMOS to build their succession plans.

ESSENTRA:

Working with the senior team Hudson created a competency framework, linked to the organisational goals and from that a development centre for board-1 and -2 leaders. This has been delivered in the US, Asia and London with over 130 participants involved, additionally we have created a Management Development Programme  consisting of an executive coaching programme and a number of skills building workshops which were identified as a requirement from the insights gained.

BRUSH:

Brushes' requirement was to work with a recruitment and Talent Management partner to support a large scale change programme focussed on Brushes' growth ambitions. Hudson designed a programme to assess and select senior global sales leads and this has now become an integrated part of the recruitment process.

GKN:

For the last 5 years we have supported GKN globally as they look to build talent pipelines, create development plans and make the best people decisions to support their ambitious growth plans. We do this at middle manager and director level for individuals who are identified as having the potential to transition, we deliver a 2 day development centre in Asia ( India, Singapore and China), USA and Europe.

TOYOTA FS:

Here we support Toyota in identifying potential  and developing their European senior leaders via a development centre process  

ROCHE Europe:

the need here was for Roche to ensure it had in its 1st and 2nd line sales leaders the skills required to adapt and succeed in a new market that was very different to the one that existed through the 70/80/90’s. We developed an assessment and development process which enabled them to identify those who could adapt  and have the skills to be successful going forward. This was delivered across Europe and Israel over an 18month period.

BROWN SHIPLY Investment Bank (KBL):

We designed a process to help support the transition of middle managers to executive level through a 1 day development centre supported by a coaching programme. We are also supporting the exco , helping them transition to a more strategic role which also focusses on individual behaviours, involving workshops and coaching

BP Engage Hudson to Design and Deliver Global Assessment to Identify High Potential

Hudson Talent Management designed assessments and development centres to identify high potentials amongst different levels of BP's staff.

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Chloride Engages Hudson to help Achieve its Goal of Aligning a People Strategy with its Organisational Agenda

As Chloride’s talent management partner, Hudson assisted on talent strategy and worked with them on competency frameworks, development centres, and assessment centres.

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