Case Study Challenge: Lateral Hiring or Lateral Thinking

Case Study Challenge: Lateral Hiring or Lateral Thinking

Case Study Challenge: Lateral Hiring or Lateral Thinking

Case Study Challenge: Lateral Hiring or Lateral Thinking
Open Challenge For L&D Practitioners – What would you do in this situation?
In business, as in life, there’s no single solution for any  situation. Lateral thinking, thus, becomes integral to innovation, especially in business situations. At KNOLSKAPE, we take pride in our innovative solutions for each of our clients, based on their specific needs. When we were presented with the opportunity to turn the growth plateau for a major manufacturing organization (let’s call them organization ‘X’) into an exponential growth curve, our innovative solutions showed monumental results for the client.
At the time of the intervention, the lateral hiring process at X was based on perceived performance and recommendations for growth. Over a period of time, the process of human growth plateaued due to a lack of objectivity in the process. As a result, the organization, although growing, couldn’t keep up with the expectations of the leadership. There was an immediate need for  a process transformation.
KNOLSKAPE successfully assisted X in this imminent transition, allowing  them to open new avenues of growth for their  human capital, and as a result, for their business bottom-line.
The Challenge
Most of X’s employees had risen through the ranks over the years. The process, as described earlier, was based on perceived performance, two-stage interviews, and recommendations. While it delivered results for the organization year-on-year, it resulted in a workforce that often displayed a lack of innovation and motivation. The ‘human touch’ in  the process lent a lack of objectivity, and employees with high potential often found themselves waiting for  long periods of time before being considered for promotions.
The existing process was also extremely long, generic, lacked scalability, incurred high logistical costs, and was devoid of any real analytics that would help the leadership assess the learning and development needs of the employees.
The Absence of Technology
More than anything else, we discovered that a modern organization was not employing one of the most important tools at its disposal to become future ready – technology.
The process of assessments, evaluation, and subsequent promotions of employees relied heavily on human interaction alone. Not only did this cost time and money for X, it resulted in loss of core productivity from employees and leaders being engaged in the process for long periods of time.
What would ‘You’ do
The first step of transition for X was to employ technology that would mitigate wastage of time and money for the organization. But technology may not always the best solution. So, we invite you to take a look at all the challenges X faced, and see what you would’ve done if you were advising the organization during this transition.
Share your ideas and views with us in the comments on what you think would’ve been beneficial for X to increase employee engagement, improve business results, and set up a leadership pipeline for years to come. We’re always eager to hear the most innovative business solutions.
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About KNOLSKAPE

KNOLSKAPE is a global leader in experiential learning with a mission to help organizations and employees become future ready. Using a large award-winning portfolio of simulations aligned with 100+ competencies and cutting-edge talent intelligence, KNOLSKAPE produces stellar outcomes for more than 375+ organizations across 75 countries. Driven by research and thought leadership, KNOLSKAPE offers its products and solutions in a flexible subscription model powered by omni-channel delivery.

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