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Our Case Studies

FODE
Bet9ja
Imperial Homes Mortgage Ltd

KS Endeavor rig-A Chevron project operated by FODE Drilling Location- Escravos

Project Managers- Mami Marine Limited

Manpower Contractor Owner- GUS Consulting

Project Duration-18 Months

Number of personnel- 105

The Mission: to provide and manage a complete crew for the KS Endeavour project.

The rig was docked at a location where there had been several operational challenges due to community issues in the past. After the recruitment campaign, community stakeholders petitioned CNL to give the existing slots to local community workers. CNL for the first time since its operations gave the 3 host communities of Ijaw, Itsekiri and Ilaje community the entire 100% of the national slots. Project went through several tumultuous stages from Community engagement process, conflict resolution at various stages till finally the workers unionized under the Nigerian petroleum and National Gas workers Union (NUPENG). The Strategy To select the best candidates despite the shortlist originating from the community. Ensuring candidates with red flags due to community or union conflicts were excluded from process was paramount to client. MML consultants were engaged for the entire duration of this process from on boarding, final placement administration, accomodation and crew scheduling with all aspects of crew support, organising trainings as most of the workers had outdated or no certificates to operate, payroll, benefits enrolment and administration, union negotiations, community engagement and conflict resolution. The final phases of the project had MML involved in disengagement process of personnel after closure of project. During the 18 months of a rather difficult project, through excellent communication, a customer centric organisation and engagement strategy, the rig recorded only 1 strike action for a period of only 12 hours (1 shift). SLAs agreed with the client included zero error on wage and benefits administration and no industrial action. All this were successfully achieved within the duration of the project. MML by being fully involved in all aspects of this project was able to experience a full cycle of all the worst case scenarios on any drilling operation ever recorded in Nigeria making it a reliable partner for manpower solutions. MML has developed as a business expanding our experience in managing projects in the Niger Delta or hot zones. We’ve demonstrated that our passion, interest and commitment to purpose adds value through high service levels.

Client- Bet9ja

Project- Outsourcing of manpower

Project Duration- Ongoing

Number of personnel- 30

The Mission

Bet9ja is a fast growing sport betting shop with an aggressive roll out plan for increasing its number of shops throughout Nigeria.

MML Consulting was contracted to provide turnkey human capital provision and management of cashiers for this operation.

The Strategy

MML developed a database of fresh graduates in the designated state, conducted interviews and assessment and selected the best candidates to fill this positon. In the second phase, MML provides services including payroll, benefits administration and manages all employee relations issues including engagement with community.

This allows Bet9ja focus on its core business of providing technology for sports betting while MML focus on managing the personnel supporting the last mile of this service offered.

Client- Imperial Homes

Project- Perfomance Management System

Project Duration- Ongoing

Number of personnel- 30

The Problem

Imperial Homes Mortgage Bank Limited is a leading mortgage bank in Nigeria with a mandate to provide financial products to enable consumers get on the property ladder. Due to this rapid growth there was no objective system of measuring performance of personnel against company set objectives.

The Solution

MML engaged in a complete re-design of the performance management system. The new system was not only objective but linked organisational values to strategic objects and rewards and compensation as key drivers for optimizing performance. This new system ensured each employee had cascading goals aligned to their departmental priorities. It also defined organisational values and linked it to expected behaviour and developed a path for management to see clear paths of succession based on results.

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