Buro Happold (Abridged)

Submitted to: Dr. Mousumi Sengupta

Submitted by: Group 2

Niharika Harish-19033
Pallavi N-19035
Seema S-19047
Shraddha Tiwari-19049
Vachan Prabhu-19058
  Sir Edmund Ted Happold - The founder of the
engineering consulting firm Buro Happold
 Padraic Kelly – Former Managing Director
 Gavin Thompson – Current Managing Director and
CHARACTERS in charge of HR
 Tanya Ross – Associate Director
 Frank Nigriello – Outside Consultant
 Sarah Quaglieni – European Operation Director
 Andrew Comer, Mike Cook, Tony McLaughlin
( Discipline Director of Building Services ) –
Partners
 ● Buro Happold is an engineering consulting
firm
● The guiding principles of the company were
care, value and elegance
● In the year 1995 the firm set up their new
CASE FACTS strategy “Aim for Growth”
● Archimedes program was launched in order
to help develop the leadership abilities
● Archimedes targeted two major leadership
functions: job leader and project leader
● Dilemma as to whether they should design
the learning and development program for
their client or not?
 ● Lack of internal employees to fill in the senior
leadership positions
● Gap in the identification and development of
leaders
ISSUES ● Lack of leadership skills among employees
● Break-down into smaller units
● The recruitment of externals leaders to fill in
the leadership gap was also unsuccessful
● Retention of graduate level employees
 Should Buro Happold deliver the program to
their prior client?
 Yes, we think that Buro Happold can deliver
this program
 Developing a similar plan like Archimedes
RECOMMEND for their client
ATIONS  Diversification of business line (if this turns
out to be a success)
 Serve as a base for future demand and
growth
  It is essential to identify the future leaders in an
organization at an early stage
 Timely training and development programs for the
leaders is essential
 Every organization should have a parameter to
LEARNINGS detect future leaders and the track should be
continuous
 The identification and development of leaders
should be an on-going process
 It is always better to look for internal candidates to
fill in the leadership positions
THANK YOU