Drakkar : Optimizing human capital

Industries

Aerospace and Airport

Drakkar: An expertise in your activity sector

Drakkar is committed to solving complex organizational and labour management problems, through lasting, innovative and cost effective solutions.

Here is a sample of our achievements in this sector:


PRACTICE: Executive and Professional Search

CUSTOMER

International manufacturer

NEEDS

The customer is looking for a partner to hire a large number of engineers.

MANDATE

On the strength of its reputation in recruiting executives and professionals in all areas of engineering, Drakkar is chosen as a preferred supplier.

SOLUTIONS AND METHODS USED
  • Use of the customer’s recognized position in the aerospace sector
  • In order to source candidates directly, development of a network involving schools (specializing in aerospace) and associations
  • Headhunting and use of international network in aerospace
  • Contribution of international aerospace partners (in England, France, and other countries)
  • Implementation of a complete interview process to identify the technical skills and key behaviours sought, to better profile candidates
  • Use of proven tests tailored to positions
  • Presentation of candidates selected
  • Checks of employment references, degrees, criminal record and medical tests (as well as credit history in the case of executives)
  • Use of psychometric assessments with tailored tests
  • Management of employee files and pay for technical positions
  • Weekly follow-ups with managers and monthly follow-ups with senior management
RESULTS AND MEASURES OF SUCCESS
  • Exceeded objectives for 2008
  • Earned the customer’s trust, which led to additional mandates

PRACTICE: Occupational Health and Safety

CUSTOMER

International Manufacturer

NEEDS

The customer is looking for a partner to help manage its complex occupational health and safety program.

MANDATE

Consulting in managing CSST financing and claims.

SOLUTIONS AND METHODS USED
  • Audit and presentation of recommendations to senior management regarding managing claims, CSST payments, prevention and internal communication
  • Periodic follow-ups on changes in the number of claims and costs
  • Forecast and objective for changes in the rate of CSST contributions and payments for senior management
  • Training occupational health and safety managers on the retrospective plan and its impact on the company
  • Consulting support to the company’s director of occupational health and safety
RESULTS AND MEASURES OF SUCCESS
  • Major reduction in CSST payments under the retrospective plan
  • Awareness of impact of claims on the company’s occupational health and safety bill
  • No further dismissals of workers on leave as a result of accidents in the workplace

PRACTICE: Outsourcing and operational management

CUSTOMER

The customer is a major French designer and integrator of automated handling and storage systems

NEEDS

The customer was awarded the contract to operate the baggage handling system in a new terminal at a Canadian international airport. It was looking for a partner to manage the operation.

MANDATE

Drakkar was charged with the daily operational management of the state-of-the-art baggage handling system.

SOLUTIONS AND METHODS USED
  • Development of the operational structure
  • Implementation of position profiles and the salary structure
  • Implementation of policies and work processes
  • Proposal and adoption of performance measurement plans and success indicators
  • Recruitment of teams
  • Implementation of the operation
RESULTS AND MEASURES OF SUCCESS
  • Implementation of the operation within an extremely tight timeframe (1½ month)
  • Recruitment and smooth management of almost 70 people dedicated to baggage handling, including a coordinator, supervisors, team managers and administrative personnel
  • Flawless and ongoing management of the operation, 18 hours a day, seven days a week
  • Customer extremely satisfied with the solid partnership that delivers reliability in spite of the fact that operations are managed remotely; customer also satisfied with management that takes into account local imperatives and eliminates duplicated effort
  • Further evidence of the customer’s satisfaction: Drakkar is awarded other mandates

PRACTICE: Compensation

CUSTOMER

A collective of information technology and aerospace companies

NEEDS

Test the value of a collective approach to learn about compensation, salary structure performance evaluation.

MANDATE

Introduce a salary structure and management policy as well as management and evaluation of performance.

SOLUTIONS AND METHODS USED
  • Meetings to organize the project
  • Development of training content and tools for each topic
  • Group training meetings and discussion
  • Individual meetings to personalize approaches and tools for each company
  • On-line exchanges
  • Customized implementation in each company
RESULTS AND MEASURES OF SUCCESS
  • Acceptance of all structures developed and performance evaluation processes and tools
  • Participation in five collectives (communities of practice and learning) as a result of the favourable conclusions of the first collective

PRACTICE: Recruitment and placement

CUSTOMER

A subcontractor in industrial production in aerospace

NEEDS

The customer needs expertise in specialized staffing in aerospace.

MANDATE

A number of recruitment mandates were awarded to Drakkar for production positions (structure assemblers, cabinetmakers, mechanics, aircraft upholsterers and team leaders) and technical positions (methods officers, trainers).

SOLUTIONS AND METHODS USED
  • Global recruiting
  • Use of the company’s recognized positioning in the aerospace sector
  • In order to source candidates directly, development of a network involving schools (specializing in aeronautics) and associations
  • Headhunting and use of international network in the aeronautics market.
  • Implementation of a complete interview process to identify the technical skills and key behaviors sought, to better profile candidates
  • Use of proven tests tailored to positions
  • Presentation of candidates selected
  • Checks of employment references, degrees, certifications and criminal record and review of medical tests
  • Management of employee files and pay
RESULTS AND MEASURES OF SUCCESS
  • Exceeded prerequisites as to the number of candidates hired
  • Helped get new employees started and managed them
  • Developed an exclusive, recognized partnership in the aerospace sector
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