In the case studies on this page, we demonstrate how some of the Council's resources have been put to use in real workplaces.
Case Study #1: Manitoulin Group of Companies
Having just acquired a number of warehouse operations, Multimodal Logistics Systems Inc., a division of Manitoulin Group of Companies, needed to review its organizational structure and supporting practices.
Using the CSCSC's occupational standards as skills and competency benchmarks, Multimodal wrote new job descriptions for 13 warehouse roles. Those descriptions are shared in the case study. They can be modified to suit the needs of other supply chain operations.
Case Study #2: Lafarge Canada Inc.
During the economic downturn, Lafarge had to operate with a reduced workforce. Being unable to build its staff was proving to be problematic at times for the company, especially in the Customer Value Centre for its Distribution/Logistics Department.
Lafarge hired a new graduate through the Canadian Supply Chain Sector Council's Career Focus Program, which provides wage subsidies to supply chain employers for new hires.
Case Study #3: Centric Retail Logistics Inc.
Centric needed to refine its prescreen recruitment process to better match candidates to available jobs. HR staff also determined a need for a skills-assessment tool to ensure that the company had the right people in the right roles.
Centric used the CSCSC's national occupational standards to enable staff to assemble a better pool of job candidates, people who are appropriately matched to job specifications. Management believes that better hiring will increase employee job satisfaction and reduce turnover in the long term.
HR is also using the standards as it develops and implements performance-assessment documentation and processes.