subject: What Do You Want From An Hr Consultant Or Consulting Firm [print this page] Businesses demanding more from an HR Consultant should hire professionals who are "credible activists" and "have attitude".
According to global studies, a successful HR Consultant needs to be:
acredible activist- one who is both credible (admired and listened to), and active (takes a position and offers a point of view). Those who are credible but inactive have little impact, while those who are active but aren't credible will not be listened to
aculture and change steward- one who respects past workplace culture but is also proactive in reshaping that culture, particularly by coaching managers and employees in how their actions reflect and drive workplace culture through the implementation of strategies and projects. "They help turn what is known into what is done"; Often hiring an external HR Consulting Firm can provide an external perspective not available to HR professionals within the business.
astrategy architect- one who has a vision of how the business can win in the future and plays a part in implementing that vision. He or she recognises business trends, and helps employees realise customer-driven business strategies by linking the internal organisation to external expectations;
anoperational executive- one who ensures the company's credibility by efficiently dealing with employees' needs (pay, training and relocation, for example) through technology, shared services and outsourcing; and
abusiness ally- one who understands the social context in which the business runs, how the business makes money and who the customers are. He or she has a solid understanding of how other sectors within the business, such as marketing and research, operate, and how to work effectively with them.
Shape up, or be outsourced
Global studies show that unless a businesses Human Resource professionals help their organisation realise its overall vision, they risk being outsourced to an HR Consultant.
In an age in which many business managers are finding that HR departments are failing to meet these new expectations, HR professionals must do more than manage employee terms and conditions.
HR departments are operating more like a business within the business, with a clear strategy and channels of distribution. HR professionals are being asked to help businesses compete or else HR Consulting Firms brought in.
Similarly, HR Consultants who emphasise the people side at the exclusion of the business side may be well liked and popular, but they will not succeed, because their work does not further business goals.
HR professionals who focus on the business side without sensitivity to the human element will also not succeed because although the business may prosper in the short term, people will not sustain the success in the longer term.
