Page 8 - SP GSD News Magazine Jun 2017
P. 8
ADMs
In all, the Employee requirement for a
Focus Groups A standard, automated call
identified 80 report to meet customer and
situations that ADM needs:
could be improved, • Neil Farrow developed a
along with standardised ADM Call
deliverables and Report across SP with
measurements to the same format for all
ensure they had customers (allowing for
been addressed. simplified ADM account
changes and leave
Of these, 75% have management)
been addressed
and closed. WA/SA
The remaining 20 H PE Work Environment:
items are either a WA/SA Branch insecurity.
work in progress With the split of ES/Software
or are flagged as branch numbers are low and
requiring further lack of communication around
management site viability.
assistance to • Focus on this area led to
resolve. better communication with
GRE
ODCM New Zealand Deskside Support GSD Operations Multiple Groups Queensland
anna Windsor and Sue ncrease Employee Morale xpense Form - HR O Approval Chain. The ompensation: eyboard/mouse/monitors
HHughes ran sessions Iand Motivation: Ereleased an automated Pteam had issues with CNot all team members Kare not available on CE
throughout May with teams in • Regular “muffin meetings”, claim form with no input from timely approval of POs: are entirely clear on how their calls:
NSW, SA, WA, QLD & NT which informal catchups, New country and was unworkable. • Makes work within the salary and scale is set. • Purchase of KVM console
have been very informative Zealand newsletter • Automated claim form PO Process clearer to • Managers provided one- device for engineers.
from E2E tools perspective. The now workable and saves understand, including on-one discussions with It allows them to use
team have gained a lot of insight • Provided additional time and frustration “Why do we do it like employees on what the their laptops as a direct
to what CE’s find the real pain communication this?” and “Are we alone in pay bands are, and how interface for systems,
points of their daily routine and opportunities for having these issues?” HR determine them. reducing time frames for
have started work on some of employees to raise other lick Mobile - Improve • Applicable to teams who - Clearer understanding of call
the feedback that is achievable areas for improvement: Cengineer understanding of deal with large Purchase pay bands and rankings
to change. These sessions have - Mobile phone issues for tool objectives and limitations, Orders with large approval as well as what is required
also given the CE’s an insight into engineers resolved by also investigate and request chains by the individual to be “Employees
ODCM and the limitations of the ordering new batteries proposed enhancements. considered for potential
ODCM roles now. - Ladders, trolleys and • Understanding of increases or pay band are a
The sessions have been well personal protective the metrics and tools moves
received and requests for these to equipment ordered to objectives which makes • Pride in HPE company’s
occur half yearly. When all sessions meet site requirements it less stressful for the - HPE Branded clothing
have been completed (mid-June) - Seating arrangement engineers ordered greatest
the team will compile and share all changed with move to
feedback and actions. new office so team can
collaborate better asset.”
