Consulting in Human Resources
From Wikipractice
Contents |
Introduction
The consultant in the field of the human resources, works on the human aspect of an organization.
The main domains of the human resources management concern mainly the policies of staff, the methods of management of the staff and the evaluation of the human resources.
Staff policies
The main staff policies concerns the recruitment, the training, the promotions and the transfers, the pay rises, the labor employers' relations, etc. The consultant can develop these policies or evaluate the already existing one according to the results obtained .
So that a staff policy is considered as such, it has to respect certain criteria:
- The policy must be written, understandable and complete.
- The policy must be substential with the one of other comparable organizations.
- The policy must be substantial with the other policies and the objectives of the company.
- The policy has to be the result of a wide discussion and a consultation with the employees of the company.
Staff management methods
Staff selection
The choice of a person rather than another one for a specific task is based on the fact that every individual has his own characteristics.
Generally, there are processes and techniques available to identify and measure the abilities and features required in the selection and of the staff.
The main technique of selection is the interview of the candidates by the consultant.
Evaluation of tasks
This activity consists in describing the work and in estimating the tasks by means of a method of points with the aim of determining the value of the work and developing the wage structure.
Employees motivation
Every organization, the purpose of which is to reach certain economic and social objectives but which has, besides, limited resources, tries to motivate his staff by a set of tonics.
A consultant in management can be required to assist in the definition of tools and the strategies to be used. This can include for example:
- The improvement of the general climate of the organization.
- The extension the employee work content.
- Establishment of a motivation systems.
Performance evaluation
The experience demonstrates that the measures of performance evaluation generally improve their accuracy as the level of performance increases.
Unfortunately, the experience also demonstrates that, in practice, the evaluations of the performance in most of the organizations are generally subjective evaluations made by the immediate superior.
The evaluations must be connected with the current performance, the assessors must be made sensitive to the techniques of evaluation of the performance and, finally, the working objectives must be clearly defined.
Training programs
A consultant in management can be asked by a director of company in the following domains: 1) the identification of training needs
- The preparation of policies, plans and programs of training
- The choice of the training staff and the methods and appropriate techniques of forming training
- The use of the internal training resources
- The use of the external training resources
- The organization of a training function and the training of the instructors.
Evaluation of the human resources
The purpose of an human resources evaluation is to supply the information and the explanations about the practices concerning the staff.
This evaluation takes place through all the services and consists in obtaining the information of quantitative and qualitative nature from the various reports supported by interviews, questionnaires, discussions, etc.
