• info@thebigadvantage.in
  • 0361 3567549
Associate Login
  • Mon-Sat: 09:30AM - 06:30PM

HR Consulting

Companies can grow fast, especially if they’re well managed and offer excellent services or products. For most small businesses, human resource consulting might never enter the playing field. But, once that you eclipse a specific point in both your business size and profit margin, HR consulting suddenly seems like a super attractive option.

Another significant advantage of employing the HR consulting services is the proper working and execution of human capital management. The HR consulting services help develop incentive system for employees, improves the recruiting methods and also delivers expert staff supervision.

The BIG Advantage provides specialist advice and services to help businesses maximize the efficiency of their HR operations and implement appropriate new policies and procedures in the best possible way.

1. Human Capital Strategy

2. Compensation & Benefits

3. Organizational Change

4. HR Function

5. Talent Management

6. HR Analytics

7. Learning & Development and

8. HR Technology.

Human capital strategy includes a variety of strategic work in the HR domain, such as defining a corporate culture, organizational design, setting up a people strategy that supports key pillars in the business, as well as the design of HR-related strategies in the area of diversity, recruitment and talent management among others.

Compensation & benefits, a segment also known as total rewards, looks at all aspects of employee compensation and benefits from base and variable pay to bonus schemes and other secondary benefits across the entire organization – from board level to employees on the shop floor. The discipline also includes pensions / retirement consulting, and advisory services tied to health and welfare.

Organizational change encompasses the people side of change, aimed at successfully guiding and embedding changes in organizational structure, ways of working, or cultural changes within an enterprise. Change management stands at the heart of the service area, spanning advisory expertise to tools and interventions, with leadership alignment, stakeholder management, change interventions and cultural management being the main offerings. Organizational change services can be sold as standalone offerings by consultancies. However, they are typically bundled into larger functional transformations to safeguard the people side of change.

The HR function area focuses on all activities related to improving the functioning of the human resource department. Offerings vary from developing and implementing an HR target or delivery model, to the implementation of HR systems and technologies, or other HR transformations that boost processes and organizational efficiency.

Talent management encompasses all activities required to recruit, retain and develop talent, as well as establishing the right structure and processes to ensure that professionals can perform optimally. Key propositions include strategic workforce planning – the science to anticipate on present and future human capital needs by matching business goals with HR data – recruitment & retention, workforce effectiveness and performance management.
Through the rise of data and new technologies, HR analytics has grown into a full-fledged service area within HR consulting. HR analytics focuses on applying analytic processes to the human capital spectrum, with the key objective of adding insights and value to HR activities.

The Learning & Development service line, also referred to as training & development, is concerned with activities aimed at improving the performance of individuals and groups. The scope ranges from organizational and competency development across leadership, departments and functions to support the training and education needs of individuals. Learning & Development also includes the soft side of development, such as coaching and mentoring, as well as the technological side of training, such as the development and implementation of learning management systems.

Lastly, HR technology is the field that specializes in all systems and tools used in the HR department, including large ERP modules like SAP, Oracle or Microsoft, and more niche solutions as per functional domain.

What does an HR consultant do?




Human resource consultants are generally hired by three types of clients.
Firstly, HR advisors support HR directors and managers of client organizations with improving the performance of the HR function – examples include implementing an HR business partner delivery model, redesigning HR processes or implementing a HRIS system.

Secondly, HR consultants are hired by clients – business, HR or works councils – to support broader human capital issues. This can range from providing HR support on M&A programs to managing a cultural transformation or developing a new talent management strategy for critical business functions.

Lastly, HR consultants are typically staffed on large transformations to ensure that the necessary people and human capital expertise is on board, complementing the traditional ‘hard’ functional skills that are already part of the project. In this case, the client is often an internal consulting department that leads the delivery of the engagement. For example: a Finance Transformation program at a client will be led by the Finance service line, which will subsequently call upon human capital consultants to lead areas such as leadership alignment, change management, learning and communication.
The Big Advantage
Copyright © 2024 | The Big Advantage
Contact
Subscribe to our newsletter
Enquiry Form