HR and Communications Case Studies

chatter anywhere

Chatter Anywhere

Client Profile

Multinational beverage corporation, and manufacturer, retailer, and marketer of nonalcoholic beverage concentrates and syrups.


Salesforce Chatter is the official social solution and access to Salesforce Chatter across all web based platforms used at the company is desired. A couple of web based platforms used within the company have built unique integrations with Salesforce Chatter resulting in multiple code bases for maintenance and enhancements. Integrations for Salesforce Chatter are not available for additional platforms used at the company such as those built on Adobe Experience Manager and SharePoint.


A shared Javascript based client solution which can be used across all web based platforms:

  • Serves as an API tool for platform developers at the company to bring Salesforce Chatter integration to any platform
  • Hosted by Amazon AWS, authentication and access to the Chatter API is provided by an enterprise ESB
  • Includes installation and usage guides for users and developers
  • Provides for a Chatter group feed, allowing users to interact with Salesforce Chatter from the UI of any web based platform
  • Allows users to easily share the link to a page hosted in any web based platform within minimal number of clicks

Business Benefits

Users are able access Salesforce Chatter from any web based platform used at the company. A single code base is used for all web based Chatter integrations reducing costs for support, maintenance, and deployment of the solution.

process automation

Employee On-Boarding and Off-Boarding Process Automation

Client Profile

One of the largest healthcare staffing companies in the U.S., serving more than seven million patients in over 1,300 healthcare facilities. The company also provides hospitals with logistical solutions for patient throughput and systemic operational efficiency.


Healthcare staffing and services company expanding rapidly through acquisitions and needed a more effective and efficient employee on-boarding and off-boarding process.


Leverage SharePoint Workflow for automation of on-boarding, off-boarding, Active Directory integration and custom integration per operating unit.

Business Benefits

Reduced employee on-boarding and off-boarding time from weeks to hours. Reduced time to first productive day for new employees from weeks to days.

employee recognition

Employee Recognition and Custom Intranet Branding

Client Profile

Nationwide Prepaid Wireless Provider


Customer needed a fun and engaging recognition program for any employee to recognize the work of another employee and wanted to update Intranet branding to align with public brand and to make the site more appealing as a internal communications tool.

Highly branded an existing publishing intranet site including departmental subsites. Used characters, colors, custom fonts and other media to make the site very visual and tied into the public brand.


Custom recognition program called Submit a Smile Tile with a recognition form, approval and notification process. Custom “wall” with tiles for recognition, highly branded email for notification and custom print for certificate style print out.

Business Benefits

  • Make intranet used as Corporate Communication vehicle more engaging and exciting for employees
  • Provide employees with a fun and easy way to recognize each other for the work that they do
  • This recognition feeds into a larger corporate recognition program in place

Human Resources

Human Resources is the set of individuals who make up the workforce of an organization, business sector, or economy. “Human capital” is sometimes used synonymously with human resources, although human capital typically refers to a more narrow view (i.e., the knowledge the individuals embody and economic growth). Likewise, other terms sometimes used include “manpower”, “talent”, “labour”, or simply “people”.

From the corporate objective, employees have been traditionally viewed as assets to the enterprise, whose value is enhanced by further learning and development, referred to as human resource development. Organizations will engage in a broad range of human resource management practices to capitalize on those assets an employee base that is a mirror reflection of the make-up of society insofar as race, gender, sexual orientation etc.

  1. Skills and qualifications: as industries move from manual to more managerial professions so does the need for more highly skilled graduates. If the market is “tight” (i.e. not enough staff for the jobs), employers must compete for employees by offering financial rewards, community investment, etc.

In regard to how an individuals respond to the changes in a labour market, the following must be understood:

  • Geographical spread: how far is the job from the individual? The distance to travel to work should be in line with remuneration, and the transportation and infrastructure of the area also influence who applies for a position.
  • Occupational structure: the norms and values of the different careers within an organization. Mahoney 1989 developed 3 different types of occupational structure, namely, craft (loyalty to the profession), organization career path (promotion through the firm) and unstructured (lower/unskilled workers who work when needed).
  • Generational difference: different age categories of employees have certain characteristics, for example, their behavior and their expectations of the organization.


Business Communications is a term for a wide variety of activities including but not limited to: strategic communications planning, media relations, public relations (which can include social media, broadcast and written communications, and more), brand management, reputation management, speech-writing, customer-client relations, and internal/employee communications.

Companies with limited resources may only choose to engage in a few of these activities while larger organizations may employ a full spectrum of communications. Since it is difficult to develop such a broad range of skills, communications professionals often specialize in one or two of these areas but usually have at least a working knowledge of most of them. By far, the most important qualifications communications professionals can possess are excellent writing ability, good ‘people’ skills, and the capacity to think critically and strategically.

Danny RyanHR and Communications