Work in Process

In Process: Organizational Revamp for Commodity Processor/Handler

CLIENT:
The client is a well-established handler and processor of agricultural commodities with multiple divisions in California and offices in several countries.  This case study describes a significant long-term project that is in progress and will be updated as it develops. 

THE CHALLENGE:
Like many commodity handlers and processors of value-added food products, the company has significant operations in rural areas, increasing the challenge of finding people for any position.  Along with the difficulties of finding management candidates, attracting and retaining key skilled laborers and tradespeople is a constant challenge for any processor or manufacturer.  Additionally, the company wishes to examine its human resource practices in consideration of changes in both its business and the general employment environment.

Having previously done executive level recruiting for the company, they returned to Morrison & Company for guidance from our People Solutions team.

MORRISON & COMPANY’S APPROACH:
Morrison & Company’s People Solutions team was engaged to perform an initial evaluation to assess the company’s current operations. We developed a strategic approach to review and assess human resource practices, policies, and procedures; leadership training and organizational development; and methodologies to both attract and retain talent for management, supervisory, and skilled labor/trades positions.  As Morrison & Company’s recruiting focus is largely on management and executive positions, we also assumed an oversight role over employment agencies used to recruit for skilled labor and tradespeople. 

Selected diagnostic tools were employed to develop strategy and solutions. Morrison identified organizational and HR roadblocks, provided interim solutions, and has begun work on longer term strategies.   Personal interviews were conducted, engagement surveys will be conducted with a sample of employees, and HR related files will be examined.  The shift structure was identified as one of the single greatest roadblocks to attracting and retaining talent, and a new structure was approved; Morrison will assist in the roll-out. 

THE RESULTS:
This project is currently in progress.  By the end of the first quarter of the project we had performed recruitments resulting in two key hires who will help further develop a strong leadership team. We are currently working on developing strategies for improving company culture, restructuring organizational systems, and are overseeing an agency that places the company’s hourly employees. Most importantly, Morrison is serving as a catalyst, asking questions that are stimulating conversations and evaluation of current processes.