Business Case Study: Swiss Post Solutions Brainstorming Ideas

Introduction:

-Swiss Post Solutions is an on-site outsourcing solutions provider. We are part of Swiss Post, a global entity which, in Switzerland, is the postal service, Post Finance, Post Logistics and Swiss Post Solutions Outsourcing. Swiss Post Solutions operates in over 20 countries. In the United States, SPS has over 1,250 employees in over 20 cities. We are most heavily focused in New York, Washington D.C. and Los Angeles. Globally, Swiss Post has over 55,000 employees and generates over $8B US. Nationally, we currently generate $60M US. . Swiss Post Solutions is a professional services company. . We do not produce any equipment, technology or consumer goods. We run non-core business operations for other organizations in legal, finance, communications, and other verticals. Services we provide include; mail, copy, document production, hospitality, concierge, reception, IT help desk, legal records and billing reconciliation. We recruit, hire, train, promote, manage and retain the entire workforce operation for these support departments. . All functions within Swiss Post Solutions require some vocational training, whether it is formal higher education (university), or secondary education with additional vocational training for certain job functions. Some of these vocational trainings require certifications upon completion.

- In our industry, most management hold a university degree (BA or the equivalent) or a higher degree such as a Masters. For line personnel, a college degree is not required. - Vocational (education) backgrounds necessary for SPS: . Most management is required to have a college degree (Associates, Bachelors or Masters). . Line personnel must have a high school diploma or a GED. . Does the Employee need a vocational education? . Swiss Post Solutions offers training for all employees who need additional training to perform their jobs. We have extensive in-house, proprietary management training, and industry best practices training. When necessary, we will contract outside the company to provide necessary certification training such as Certified Records Management, HAZMAT, OSHA or Professional in Human Resources (to name a few). . We provide all employees with on the job training, which includes their actual job function, best practices, EEOC, customer service and conflict resolution. . As part of our highly successful retention program, we offer all employees several career development training programs: Lead, LEAP, Corporate Development Training, and Executive Development Academy. We have a full time National Director of Training and Employee Development who reports into the Chief People Officer. One of the primary differentiators of Swiss Post Solutions in the outsourcing industry is our focus on our people; their vocational development, their recognition and their career retention and progression within Swiss Post Solutions. We are known as “The People Company.” Case Study:

We are a global provider of outsourced support services. We have just secured a new contract to provide mail, copy and office services for a global beverage company located in North America. Our operations will be in Massachusetts, New Jersey, Georgia, Texas, Illinois and Calgary. The total North American headcount we will be responsible for is approximately 48. We will transition approximately 50% of the existing staff that holds these functions to our payroll and benefits, and will need to recruit and hire the other 50%, including management and support. Along with the minimum hiring requirements, all new hires must either have, or become HAZMAT certified and must be of legal age to handle alcohol.

We have posted ads seeking our future employees to provide mail/copy/office services in the necessary locations, and our HR department is ready to recruit the new and transitioned workers in all markets.

- Do we choose vocational workers with an exclusive HAZMAT background or vocational educated office services workers in general? o What types of vocational education do they need? Do the candidates need vocational training as a mail handler in a HAZMAT environment? Or can a mail clerk or office services professional apply? - Do future employees need a vocational education or can candidates come from an apprenticeship background?

- Maybe our workers do not need any vocational education background because we are opting for an in-house training program. o If so-what will our in-house training program encompass? o According to what standards will we train them? o Will this standard be transferable? - How will we go about choosing your employees from a vast pool of candidates with different vocational backgrounds?

All employees, whether transitioned from the previous employer, or newly hired, will have to meet minimum hiring requirements for education, as well as eligibility to work in the United States (or Canada for Calgary), successfully pass a criminal background check, clear drug screening, and sign all confidentiality and data security agreements.