Topaz Energy

The challenge

Topaz Energy, Ireland's largest fuel distributor and forecourt retail group since it combined Shell and Statoil in 2005 and 2006, employs nearly 1,500 staff. It owns and directly operates 110 service stations with convenience stores in every county in Ireland.

It also has 250 forecourt dealers or franchises, together with an extensive heating oil distribution business.

"We needed to have one unfied HR system to manage all aspects of the organisation, from payroll to all aspects of modern HR, including reporting and compliance with all relevant legislation."

The solution

As HR director of Statoil, Candon had chosen Strandum as the supplier of its payroll and HR systems The business case to the board of the merged Topaz organisation was based on controlling costs and managing all employee matters centrally with a flexible business system.

Each manager in the dispersed service station network can administer staff affairs locally, while the head office UR team can focus on strategy and planning.

"Each local manager has the tools to look after his or her staff, from rostering to holiday planning to performance reviews," Candon said

He said Topaz needed a robust and powerful HR system because labour costs were huge in an organisation with multi-site operations and a high proportion of transient and temporary or part-time staff.

"Time and attendance and constant analysis and monitoring are key With that, we have achieved a 3 per cent annual saving in overall labour costs, which is very significant in our business."

That has been successful because local and area managers have been better able to plan manpower allocation. 

"Too many people on at a quiet time is wasteful, too few when you're busy reduces service levels .We can get closer to the optimum balance because the system allows close tracking and planning based on known patterns," Candon said.
 
He said it was also important to have robust recording to ensure compliance with Nero requirements. "The training course for station managers includes a module on the HR systetn, because that is very important to their responsibility.

"We expect them to be good people managers and the system is easy to use for their local needs, including employee performance, and similarly gives management feedback for appraisal and succession planning."

Candon said that the HR information was blended with other key reporting systems to generate invaluable business scorecards for each level of management.

The overall HR system was constanly improving, said Candon. " It is very significant from a corporate management point of view, enabling us to control everything from overall labour costs to individual training in area such as food hygiene. We are currently planning to add an online expense claim facility, which will be especially useful for managers and sales staff who are on the road so much of the time."
 

 

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Paul Candon, corporate services and marketing manager with responsibility for human resources, Topaz.
 

Client Testimonial


"We needed to have one unified HR system to manage all aspects of the organisation. Having chosen Strandum as the supplier the business case to the board was based on controlling costs and managing all employee matters centrally with a flexile business system,”


Paul Candon, Corporate Services & Marketing, Topaz Energy

 

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