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WHAT IS HUMAN RESOURCE CONSULTING?
The human resource consulting industry has emerged from management consulting and addresses human resource management tasks and decisions.
HR consulting is a line of work where consultants provide one or more categories of HR-related services to the business. These might include helping the business develop a suitable employee benefits package, handling the recruitment process and hiring of a new workforce, making reorganization recommendations or acting as a liaison between management and employees to help resolve employee disputes.
CONSULTing FIELDS
Employer Branding
Employer brand is branding and marketing the entirety of the employment experience. It describes an employer’s reputation as a place to work, and their employee value proposition, as opposed to the more general corporate brand reputation and value proposition to customers.
Employee Engagement:
Measure employee engagement levels through surveys and interviews, define and improve performance in employee engagement and retention. While this area of HR consulting is necessarily broad, encapsulating total rewards strategy, employee performance management, leadership transformation, and organization structure design.
Compensation and Benefits Benchmarking:
Compensation and benefits refer to the compensation/salary and other monetary and non-monetary benefits passed on by a firm to its employees in return for their services. Design and manage compensation and benefit programs related to fixed pay, variable pay, equity pay, accommodation, medical, insurance, and other facilities.
Job Analysis and Job Evaluation:
Job analysis is the process of studying a job to determine which activities and responsibilities it includes, its relative importance to other jobs, the qualifications necessary for performance of the job and the conditions under which the work is performed. On the other hand, Job evaluation is the process of comparing a job to other jobs within the organization to determine the appropriate pay rate.
KPI Development:
Key Performance Indicators (KPIs) are the elements of your plan that express what you want to achieve by when. They are the quantifiable, outcome-based statements that organization can use to measure if they are on track to meet their goals or objectives.
Performance Management System:
A performance management system helps leaders continuously track and coach employee performance. Not only do these systems ensure that employees are working effectively toward aligned organizational goals, but they help leaders develop their talent toward optimal performance. Organizations now need a continuous approach to performance management that prioritizes ongoing performance conversations, to capture real-time data and progress.
Human Resource Manual:
Organization needs to fine tune the policy booklet for the HR service rules and guidelines to set things in place. Any organization that wants to establish its own service rules/employment policy must get approval from Chief Inspector of Labor after having it drafted by an employment lawyer. The Chief Inspector will approve the organogram of the organization and validate the Service Rule.
Other services may also include legal counseling, global initiatives, investments consulting, and the implementation of human resource technologies to facilitate human capital management.
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