Drakkar : Optimizing human capital

Industries

Transport, Logistics, Warehousing and Distribution

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: Outsourcing and Operational Management

CUSTOMER

North American transportation company

NEEDS

For strategic purposes, the customer wishes to outsource the general pick up and delivery operations for one of its major locations.

MANDATE

Outsource the management of general pick up and delivery operations. The mandate requires that 5 demanding key performance indicators be met.

SOLUTIONS AND METHODS USED

Drakkar presented and implemented an operational action plan that included putting together a team of management and administration positions and 75 drivers, as well as implementing management tools and all of our processes.

RESULTS AND MEASURES OF SUCCESS
  • The team was operating efficiently within the allotted time
  • The percentage of successful road tests reached an exceptional 82%
  • Drakkar received the 2006 Award for Best Service Results among the customer’s locations

PRACTICE: Occupational Health and Safety

CUSTOMER

Distributor of electrical products

NEEDS

The customer was looking for expert advice in occupational health and safety.

MANDATE

Train the trainers (preventive operation of lift trucks, backache prevention and workplace inspections).

SOLUTIONS AND METHODS USED
  • Training customized for selected employees so that they can pass on the content, concepts and best standardized practices.
  • Development of training material on trainers’ skills
  • Awareness-raising of their role, their personal positioning and their involvement in training efforts
  • Trainers’ training
  • Development of tools to organize the content and prepare for the training
  • Follow-up on what trainers learned (observe, comment and correct, if required)
RESULTS AND MEASURES OF SUCCESS
  • Company autonomy in training
  • Reduced training costs
  • Control over the content and standardization of training

PRACTICE: Outsourcing and Operational Management

CUSTOMER

Private transportation company

NEEDS

The customer had given a carrier the delicate task of delivering specialized equipment and pharmaceutical products to the homes of patients undergoing dialysis. As these deliveries require a great deal of skills, the carrier is looking for a partner to help with this sensitive operation.

MANDATE

Outsource the delivery of specialized equipment and pharmaceutical products to patients' homes.

SOLUTIONS AND METHODS USED
  • Drakkar presented an operational action plan
  • According to the plan, nine permanent and five temporary drivers would be needed. To cover contingencies, such as legal holidays, the plan provided for an additional seven drivers and five driver’s helpers
RESULTS AND MEASURES OF SUCCESS
  • Needs were met in under five weeks
  • The customer was very satisfied with the quality of the drivers
  • Because of the particular nature of this work, the customer expected a certain rate of turnover among drivers; but after six months of operations, all the drivers were still on the job

PRACTICE: Outsourcing and Operational Management

CUSTOMER

Private fleet

NEEDS

The customer was dissatisfied with its relationship with the subcontractor responsible for its dedicated trucking operations in Canada. It was looking for a new partner with proven experience in operational management.

The customer wanted a new partner able to resolve complex labour management issues and take over as the effective employer, with no loss of staff.

The customer wanted a flawless implementation that did not disrupt service levels.

MANDATE

Drakkar is charged with the management of all pick-up and delivery operations.

SOLUTIONS AND METHODS USED
  • Presentation of an organizational strategy and an action plan for the entire operation, with all of Drakkar’s specialists taking part (quality assurance, organizational development, occupational health and safety, compensation, customer service…)
  • Adaptation and implementation of proven Drakkar policies and procedures
  • Development of management tools and success indicators
  • Hiring and integration of staff
  • Implementation of the operation
RESULTS AND MEASURES OF SUCCESS
  • A successful hiring strategy for former employees: Drakkar hired 100% of former employees under a new work agreement
  • The operation includes over 100 drivers, one manager and six administrative employees
  • After only a few weeks, there were noticeable improvements, even though the new processes had not yet reached peak effectiveness.
  • The customer reported being pleased with the rapidity of results and had high praise for the quality and transparency of Drakkar’s billing and overall approach.
  • Extremely satisfied with such rapid results, the customer plans to extend the project to other points of service both in Canada and the U.S.

PRACTICE: Outsourcing and Operational Management

CUSTOMER

North American transportation company

NEEDS

For its largest operation, the customer dealt with many labour providers, creating a great deal of complexity for follow-up, controls and establishment of a feeling of belonging.

To improve the situation, the company wishes to do business with only one sub-contractor.

MANDATE

With the trust established during the first project, the customer awarded Drakkar the mandate of managing general pick up and delivery operations at this location.

SOLUTIONS AND METHODS USED

Drakkar presented an operational action plan that required a team of 35 managers and 140 drivers.

RESULTS AND MEASURES OF SUCCESS
  • In 2006, Drakkar had the operation certified ISO 9002, a certification that has been successfully renewed every year
  • Drakkar received the 2007 Award for Best Financial Results among the customer’s locations

PRACTICE: Recruitment and placement | À la Carte Recruiting Services

CUSTOMER

An important partner in transporting valuables

NEEDS

The customer wants to open a major new operations centre and is looking for a partner to handle the main parts of its staffing program.

MANDATE

Drakkar obtained the mandate to implement a major part of the staffing plan by providing various specialized À la carte services.

SOLUTIONS AND METHODS USED

  • Translation of marketing and promotional recruiting material
  • Preparation of a media campaign to boost recruiting
  • Receipt and validation of résumés
  • Phone and pre-selection interviews
  • Planning and organization of interviews conducted by the customer at its offices
  • Verification of references and other checks
RESULTS AND MEASURES OF SUCCESS
  • 100% of positions filled within the time allotted
  • The project was on budget

PRACTICE: Recruitment and placement | À la Carte Recruiting Services

CUSTOMER

A major Canadian company

NEEDS
  • The customer has a large pool of specialized labour (300 phone technicians) and is looking for a supplier to help sort through it.
  • A preselection has already been done, and the customer had a bank of 1000 résumés.
  • The time allotted for the task is three weeks.
MANDATE

Assist the customer in resume selection, interview scheduling and post-interview follow ups.

SOLUTIONS AND METHODS USED
  • A project manager and three recruiters assigned to the task
  • The 1000 résumés were sorted by recruiter and by region
  • Management of interview lists (approximately 30 interviews per day)
  • Organization of phone interviews and confirmation of face-to-face interviews at the customer’s offices
  • Post-interview follow-up
RESULTS AND MEASURES OF SUCCESS
  • Acceptation de toutes les recommandations faites
  • In three weeks, the 1000 résumés were managed
  • Set up 514 interviews at the customer’s offices
  • The customer hired 309 of the candidates
  • The customer was impressed

PRACTICE: Compensation

CUSTOMER

Ontarian Transportation company

NEEDS

The customer is looking for a better foundation for managing its salary structure to make it balanced, competitive and compatible with its budget. Customer is looking for a structured approach to determine salary levels and to link each job to a salary scale.

MANDATE

Introduce of a salary structure and management policy.

SOLUTIONS AND METHODS USED
  • Meeting to clarify expectations
  • Action plan
  • Development of job evaluation tools and weighting of evaluation criteria
  • Evaluation of jobs
  • Development of the structure and integration of current salaries within the structure
  • Development of the structure management policy
  • Proposal to senior management
RESULTS AND MEASURES OF SUCCESS

All recommendations accepted


PRACTICE: Organizational Development | Cultural Diversity Management

CUSTOMER

North American transportation company

NEEDS

The company has employees from different cultures and religions. As a result, it needs to accommodate employees for different holidays or personal leave.

MANDATE

Develop an approach to better deal with these accommodations.

SOLUTIONS AND METHODS USED
  • Evaluate the needs of each group of employees for special holidays
  • Develop an acceptable policy for the company
  • Develop special holiday list so that those responsible for scheduling employees can adequately plan replacements
RESULTS AND MEASURES OF SUCCESS
  • A policy was proposed to allow as many employees as possible to take special holidays as a form of religious and cultural accommodation. The principle of first-come, first-served applies, but priority is given to employees who need such accommodation
  • Operations were no longer caught short because of the need to accommodate employees
  • Sick leave was dramatically reduced because employees realized that the employer would give them days off for their holidays

EVENT

«Transportation Safety and Career Expo»

NEEDS

The transportation industry needed to improve its image with the business community, workers in general and young people, its future.

MANDATE

Organize an annual event for industry supporters to participate in. It would be an opportunity for customers to find out more about the industry and for workers to better understand its career opportunities.
Drakkar made it a company project as a complementary strategy to recruiting.

SOLUTIONS AND METHODS USED
  • Recruiting of industry partners
  • Development of concepts: themes (security, career), booths, demonstration areas: tractor…
  • Event management
RESULTS AND MEASURES OF SUCCESS

• Partners recruited: five transportation companies from associations such as the Ontario Trucking Association, the Canadian Trucking Human Resources Council, and public figures

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