ONEW HR CONSULTING
Successful consultants need a steady pipeline of organizational consulting to remain viable, and one of the best ways to maintain that resourcefulness is to put a constant emphasis on networking and HR consulting engagement.
One option that may prove fruitful is to develop relationships with other HR consultants or service providers who have expertise in areas you’re not as well-versed in. This creates an opportunity for a mutually beneficial relationship where you provide excellent HR consulting and due diligence.
EMPLOYER FOCUSED
RECRUITMENT (SELECTION & ONBOARDING) PROCESS AUDIT
A recruitment audit is a crucial part of a client's recruitment. After all, client companies need to know whether your recruitment efforts actually give you the desired results. Without carrying out proper recruitment audits, client companies won’t know, for example, whether the careers page that you invested much of your resources on works or not. Does it convert applicants? All of these things can be prevented if you audit your recruitment processes properly and frequently.
TALENT (LOCAL VS EXPAT) MOBILITY ASSESSMENT
Provides the scrutinization insight and effectiveness review on the execution of full talent management initiatives including international expatriates (usually for executives) or local employees plus managerial engagement, from a pre-move informative guide to the post-move ex-pat management program.
EMPLOYEE & HR PROGRAM ( INTEGRATIONAL EFFECTIVENESS) REVIEW
Optimize HR programs design and administration (inclusive of Recruiting, C&B, T&D, ER and Communications) by assessing competitiveness and effectiveness of integral HR program analytics and design, and cost-effectiveness and quality of programs and processes. Align organizational cultures and work styles during retention excellence periods.
Employee Focused
EMPLOYEE ENGAGEMENT (RETENTION & EMPLOYEE EXPERIENCE) REVIEW
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, most companies do have very specialized independent practices.
COMPENSATION VS. PRODUCTIVITY APPRAISAL
Design and manage compensation programs related to basic salary, bonuses, and stock plans. Evaluation of positions and building of salary structures, bonus plans and stock plans for clients are common. Specializations are often based on employee types (e.g. Executive compensation consultants and sales compensation consultants.