Human Resource Management and Benefits of Human Resource Consulting

The Human Resource Management function within a business supports and enables the workforce to deliver against its business priorities.  It also leads and supports the managers and staff within an organisation to deal with issues related to employees, across areas such as recruitment, compensation, benefits, performance management, training and organisational development.

Targeted use of Human Resource consulting, a service specifically aimed working with a business area to identify and address HRM needs either proactively or reactively, is an attractive option for businesses that need expertise for their employee-related matters but can’t justify or maintain a full time capability. A combination of strategic, forward looking assistance together with ‘just in time’ support on issues as they arise helps to achieve cost reduction and time efficiencies by providing them as and when needed and with the right level of expertise and advice.

Some of the benefits of HR consulting are:

Recruitment and Selection: Consultants who specialise in recruitment can help you in identifying the best recruitment strategies suited for your business needs. They can even train you to make wise recruitment decisions. So, an HR consultant can help by creating a productive and effective workforce and thereby minimising your costs and inefficiencies associated with poor recruitment strategy and practices.

Legal Proceedings: An HR consultant can handle matters related to employee-relations like complaints filed by employees alleging unfair practices efficiently, effectively and with minimal risk. Not only can a HR/IR consultant save you on costs, but maintains the integrity of workplace policies and procedures. Additionally, the consultant can advise you on how and what proactive measures to take for avoiding future risks associated with employee-relations.

Strategic Issues:  HR consultants focus on strategic human capital development. They can effectively guide your existing HR staff in designing, coordinating and implementing HR tactical functions. Additionally, they can even perform the functions during start up stages, peaks in workload or when unplanned leave or staff turnover impacts on resourcing levels.

Proficiency: Small businesses that don’t have a dedicated HR department can benefit from the expertise of an HR consultant who can lend a helping hand in handling day-to-day operations. Consultants can even advise HR staff on functions that will optimise employee engagement and productivity.

Nowadays, many small to medium-sized businesses look to hiring an HR consultant, to increase their capability when required and to minimise risk over time.

The Roles an HR Consultant Plays to Help you and your Business

Human resources consultant’s areas of expertise are very varied. They assist both small businesses and large organisations, and in almost every discipline of the field. From recruitment to safety and risk management to HR strategy and policy development, they can help you to position your company for success and growth.

Role in strategy

Many organisations, including small ones, consult an HR expert to assist them with developing a workforce strategy. An HR consultant can provide an expert view on workforce trends and analyse your current the pressures and risks associated with your workforce.

Role in implementation

When an organisation develops or revises its corporate or business strategy, an HR consultant can assist there with the implementation by identifying the steps necessary to put the people related components of the plan into action. Let’s say that a new Enterprise Agreement is to be implemented, then an HR consultant can advise you on the ability of the organisation to currently manage this process, as well as the kind of expertise you need on staff to manage employee and labour relations.

Role in functional areas

Apart from the above mentioned areas, an human resource management consultant can assist in major functional areas if an organisation is looking for cost efficiency. A few examples of these type of tactical levels of assistance include:

• Conducting a remuneration review
• Performing an HR legislative compliance review
• Handling formal complaints by employees for workplace discrimination
• Handling industrial disputation claims
• Assisting with a workplace grievance or alternative workplace dispute resolution matter
• Addressing employees issues related to policies
• Developing and mentoring current HR personnel
• Implementing a performance management system
• Creating an Enterprise Agreement that is aligned with corporate strategy and policy
• Creating or updating the corporate employment framework, work level standards and capability framework

The benefits of hiring an HR consultant are tangible as well as intangible. But most importantly, it does have a positive impact on the company’s bottom line.