Solvus Case Study

Talent acquisition is responsible for Solvus’ recruitment. They use various recruitment channels such as job fairs, online applications, in addition to social media sites – Linkedln, Facebook. Due to shortage of funds, they are unable to expand their recruitment channels to local newspapers, magazines; however, they are still able to use their available resources effectively, as recruitment is their specialty. Regardless of this shortage of funds, Solvus recruitment speed is above average, as their selected recruitment channels are easy to access by prospective employees.
Solvus is one of many organisations that has a definite employer brand: people, their employees, are their most valued assets. They do what they think is necessary to make
The first method is the informal evaluation, done every 2 months. This is the 360°feedback system which is the peer review that can also include self- evaluation. The second method is the formal evaluation: to receive a formal evaluation, the employee has to have been in the company for 8 months, and then receives this evaluation twice a year. The basis for evaluations is directed by the targets set at the beginning of each financial year that has to be respected; halfway through the year, progress is evaluated, and at the end of the year, management reviews which skills have been improved or acquired by the employees and the results they have achieved are assessed. Solvus uses this last evaluation as well as the employees’ abilities as important data for recognising talent in the organisation. Each employee is required to register for the evaluation for the formal assessment through the Solvus system called Progresso. Formal evaluations are the only way for the possibility of salary raise. However, it should be noted that only 2-3 people maximum are eligible for salary increment each formal evaluation
Nonetheless, it is not required for employees to participate: teambuilding is optional, and is mostly suggested by the staff members, and not proposed by the managers. Also team building activities are not restricted to Belgium: For instance, the team building of the year 2015 was held in Ibiza, Spain.
Burnouts are increasingly present in the workforce. To prevent such effect on their employees, Solvus encourages each staff member to inform his/her manager, when s/he feels overwhelmed by his/her tasks, in order for both the employee and manager to find a way to solve the problem. Additionally, informative courses about burnout and ways to prevent it are available to each worker.
Due to the fact that they want to maintain their employer brand (people are their most valuable assets), they aim to provide their employees with a healthy and safe work environment. To monitor this, they participate every year in the independent Great Place to Work® survey. “Great Place to Work® is part of a global research, consulting, and training consultancy that helps organisations identify, create, and sustain a great workplace through the development of high-trust workplace cultures” [1]; the survey is random in its timing: organisations are unaware of when they will receive the survey to complete. Solvus uses the result of this survey to know if there is a need to make any changes in their policy and work environment.