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SHL : About SHL - DHL HomeContact UsProducts & ServicesSupportHR ChallengesResourcesNews & EventsAbout SHLPractice TestsPartnersHome > About SHL > Our Clients > Success Stories > DHL Country:Please select...AustraliaBelgium EnglishBelgium FrançaisBelgium NederlandsBrazilCanadaCanada - FrenchChinaDenmarkFinlandFranceGermanyGreeceHong KongHungaryIndiaIrelandItalyJapanMexicoNetherlandsNew ZealandNorwayPolandPortugalRussiaSingaporeSouth AfricaSouth KoreaSpainSwedenSwitzerlandSwitzerland FrenchSwitzerland GermanTurkeyUKUSA About SHL Our ClientsSHL History Locations Management Team Careers Case StudyDHL – Job Matching and Development CentresSummary: DHL was undertaking a major organisational realignment around customer segments and sales channels. As a result, some 70 managers would need to be matched to new roles. SHL worked closely with the HR team and line managers to identify the competencies required for the new roles. Using a Job Preparation Workshop, a Job Matching and Development Centre were combined with OPQ and Motivation Questionnaire to identify competencies and enable managers to consider their preferred styles and motivations.Sector: TransportationStage of Employee Lifecycle: SuccessionJob Type: Managers & ProfessionalsDownload the PDF version of this case study Please note: You will need Adobe Acrobat Reader in order to read and print this case study.In order to maintain DHL 's leading position in the industry, the company embarked on a major organisational re-alignment around customer segments and sales channels. The new structure required separation of the sales and operations functions in order to better serve the needs of their customers. The re-organisation within DHL International UK Ltd, involved some 70 senior managers within the company.The ChallengeTo objectively match managers to the new roles and to devise a process that would support the ongoing development of organisational capability To ensure full understanding of the new roles, the process, and the part managers needed to play in the change To involve the managers throughout the process To ensure the process was professional, transparent, fair and robustThe SHL Solution and InterventionSHL worked with DHL HR and line managers to identify the competencies required for the new roles. SHL provided support in refining the existing DHL Management competency framework to ensure it was behaviourally anchored, measurable and capable of being used in the one day job matching and development process.SHL designed a Job Preparation Workshop to support all participants prior to attendance at their one day Job Matching and Development Centre. DHL recognised that a significant investment upfront would allay fears and concerns. Managers were informed about the new organisation and given a comprehensive briefing about the job matching and development process. Self-report inventories (OPQ and Motivation Questionnaire) were mapped to the DHL competencies and fed back to participants. This enabled managers to consider their preferred styles and motivations before stating their preferences for roles in the new organisation. The workshop also included inputs on career planning and coping with change. Feedback from participants was excellent.SHL designed a generic one-day Job Matching and Development Centre to measure the competencies required for the new roles. The Centre utilised SHL MAS (Multiple Assessment Series - Strategic Management Exercises) off-the-shelf materials and also bespoke exercises designed to measure particular ‘Commercial’ and ‘People’ competencies. This ensured a high degree of face validity and a comprehensive measurement of the nine competencies. The use of professional actors for the role-play exercises aided this objective. DHL HR and Line Managers were involved in the complete job matching and development process. They attended and completed a one day Job Matching & Development Training event delivered by SHL. The Job Matching and Development Centres utilised DHL assessors to gain ownership and credibility and SHL assessors, who provided technical expertise, ensured objectivity and impartiality. After each Job Matching and Development Centre, assessors reviewed the evidence against competencies set for each role and then completed summary reports. Line managers then used these reports as an aid to give immediate feedback to participants, once they had been informed of the outcome. Full development oriented reports were written by SHL for each participant to aid subsequent development discussions between the individual, line manager and DHL HR professionals.Maggie Bellis HR Director said, "The partnership between DHL International UK Ltd and SHL delivered a fair and robust process for appointing our senior managers into the new key roles. Our major goal was to provide ongoing development and support for our managers to enable them to realise their potential. SHL provided the expertise and excellent service partnering, to help us realise our aims." Careers at SHL|Site Map | Privacy | Terms of use|Terms of Business |© 2008 SHL Group Limited. 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