Versatility In Our Project Experiences
Hann Consulting deals mainly with strategic human capital interventions that drive business growth.
Our versatility can be seen in the wide range of projects which we have been involved, from the fun of organizing shopping mall adventures to the seriousness of conducting competency assessment for senior managers. Whether dealing with creativity or hostile management resistance, we demonstrate originality & practicality through our unique methodologies.
We have also established a good mix of clientele that stretches across entertainment, engineering, telecommunication, FMCG and financial industries in all MNCs, GLCs and local conglomerates.
The following pages give you a glimpse of what we do.
GLOBAL HR TRANSPARENCY
Challenges:
They are the largest food company in the world who place people as the most sustainable asset of the company. With digitalization & HR information made transparent to all employees, they require their people managers to acquire both the science & art of managing performance & potential.
Participants:
500 people managers in Asia & Global Procurement
What we have done
- Designed a series of Talent Management Simulation to foster accountability among line managers to assess performance and potential of their people more objectively.
- Through multiple high-energy challenges, participants were able to internalize WHY a shift in mindset was necessary to embrace the new expectations in talent management, WHAT learning agility looks like in actual and HOW to demonstrate leadership values in managing talent dilemmas.
EMOTIONAL INTELLIGENCE
Challenges:
They are a global information technology company that went through a major restructuring worldwide. Changes came in a radical way to wipe out roles, distort processes and deny skillsets. Leaders needed to remain emotionally resilient to help their people withstand such adversity while remaining effective contributors to the business.
Participants:
200 senior managers
What we have done
- Conducted a series of neuroscience workshops and influencing change simulations to help leaders adopt a growth mindset in facing inevitable organisational changes.
- Reasoning ability across five mental faculties were examined to understand how they can better gain emotional control in taking firm decisions in antagonistic situations.
STRUCTURED CREATIVITY
Challenges:
They are one of Malaysia’s largest integrated media investment group. Hann was engaged to give their creative & production teams a fresh thinking process to appreciate business acumen.
Participants:
120 Management, Creative & Production teams
What we have done
- Introduced fact-based insights, intersectional thinking & reversed assumption techniques to help their creative & production teams to generate new media content.
- Created a systematic approach to help production teams translate good ideas into great execution while increasing business values & relevance with steering group, project team members and targeted viewers.
COMPETENCY MODELLING
Challenges:
They are a world leader in office automation who saw inconsistency in performance appraisal, recruitment practices & staff retention approaches. Hann was engaged to design a competency model to foster a consistent corporate habits across all business units.
Participants:
200 Senior Management Team and all managers in the organisation
What we have done
- Translated business mission into a set of corporate competencies & eventually cascaded as functional competencies with 120 behavioural indicators.
- Conducted a series of job profiling sessions and behavioural interview workshops to equip line managers with the skills to set expectations & assess performance objectively based on the behavioural indicators.
HUMAN & MACHINE – IMPACT ON WORKFORCE
Challenges:
They are a 4,000-employee operations team of an aggressively growing bank in South East Asia. As jobs can be better performed by robots, existing workforce must assume new roles, acquire new skills and embrace new mindset. They need to equip their leaders to manage stakeholders’ expectations & changing priorities in executing their transformation projects.
Participants:
40 senior leaders
What we have done
- Designed a series of intellectual activities that challenged leaders to articulate business model, delivery model & growth direction as tangible outcomes.
- Provided them with a mental framework to migrate from transactional procedures & compliances to value adding & insights creation.
SELECTION OF TOP LEADERSHIP
Challenges:
As one of Malaysia’s largest infrastructure development conglomerates with more than 20,000 employees, they have identified human-job and succession risks.
Participants:
300 managers & senior managers across various support & business functions from more than 7 subsidiaries.
What we have done
- Identified growth directions in tandem with external trends & internal consistency to provide strategic input for succession plan, talent risk management, competency model and KPIs alignment.
- Developed a strategy map for effective leadership selection & individual development plans.
REALITY EMPLOYEE ENGAGEMENT
Challenges:
They are one of Malaysia’s most admired companies who is also top 5 best mobile operator in the world. Hann was appointed to engage employees of all levels to help them understand how business decisions are made & how their daily tasks are actually linked to the outcome.
Participants:
More than 500 employees from Senior GM to Tea Ladies.
What we have done
- Instead of a conventional communication programme, Hann designed a competition in form of business simulation ala reality-show to drive balanced scorecard, team synergy, break functional silos and increase change readiness among employees.
- Subsequently identified emerging leaders were enrolled in a series of programme for people development and strategic visioning skills.
PREPARATION FOR REGIONAL COMPETITION
Challenges:
They are one of the 5 largest banks in South East Asia. Hann was engaged to assess & develop their branch & sales leadership using an entrepreneurial model in preparation for their regional expansion.
Participants:
600 branch, sales and services managers
What we have done
- Design a 12-month entrepreneurial programme to equip their leaders with business, people and process competencies via business simulations, on-the-job assignment and group coaching.
- All participants were profiled to establish a talent benchmark for recruitment, promotion & staff mobility purposes.
DUPLICATING SUCCESSES IN SALES
Challenges:
They are one of the world’s leading retail insurance group who engaged Hann to establish an internal benchmark of top performers in Malaysia.
Participants:
1,500 agents with 1- 3 years of recent performance records.
What we have done
- Top versus bottom agents were profiled to determine success factors in recruitment.
- An internal empirical study over 3 consecutive years confirmed a significant increase in sales achievements, reduction in learning cycle, and reduction in drop-out rates among agents recruited based on their recommended profiles.
ALIGNING LEADERSHIP TO BUSINESS PLAN
Challenges:
They are a global leader in power services who power one in four of the world’s light bulbs. Hann was engaged to run business simulations across their Asia Pacific Region to recommend leadership alignment that will produce more relevant business plans.
Participants:
60 Senior Managers & High Potentials
What we have done
- Conducted board-base business simulation to break functional silos and broaden strategic perspectives.
- Diagnosed leadership misalignment and recommended organisational development initiatives relevant to the growth direction of respective business entity.