Being an HR Consultant - the Pros and Cons A self employed HR Consultant’s profession is a progressed career that is best described as ‘Protean career’ as it is less dependent on the organization and more focused on the individual itself for clients and achievements (Inkson, K., Dries, N., & Arnold, J, p.). A person-environment fit can help determine if they fit in the working climate and outline the disadvantages and advantages the occupation may bring. Being selective is an advantage for HR Consultants as they are more likely to establish longer working relationships with clients you are comfortable with and trust (Jane, Chorus HR, 2014). The hidden challenge and risk to this is that it may not be so easy as it takes time to build your name …show more content…
First, success is not always guaranteed. This creates stress, as each project is different in terms of objectives and how the job should be delivered. (Jane, Chorus HR, 2014) In order to succeed or overcome that hinders success, one must learn from the past. Kolb’s learning theory expands on this. A HR Consultant using Kolb’s learning theory would first want to know about another consultant’s experience. Then they would reflect on them and see how they compare or contrast to determine their success rate. The conclusions from the previous stage would create further experience and allow them to improve (Inkson, K., Dries, N., & Arnold, J, p.). From the interview conducted, it was found that HR Consultant’s performance after specified time spans could get them either promoted or fired. Hence, the Kolb’s learning theory can be connected to the individual to use it as a learning experience when fired or promoted. Job security is a disadvantage within this career. According to the research and interviewing, HR consultants receive low salary at the start of the career; and it can sometimes be very difficult to get your clients to pay either on time or at all. HR Consultants must be prepared to bear the risk of loss from untrustworthy clients (Jane, Chorus HR, 2014) As a result; stress is very prominent in HR consultant. Hence, before applying, one can consider a self-assessment test, which builds on the Holland Theory. The self-assessment test would be able to notify the kind of person you. Holland’s theory complements the self-assessment test as this theory states that most people have one of the six personality traits: realistic, investigate, artistic, social, enterprising, conventional. Realistic, investigate, or social, personality traits are some traits that a HR Consultant should receive from the self-assessment since HR consultants have the opportunity to talk to the ‘decision-makers’ and turn
Noe, Raymond A., et al. Human Resource Management: Gaining a Competitive Advantage. 7th ed. New York: McGraw-Hill/Irwin, 2010. Print.
Ulrich, D., Younger, J., and Brockbank, W. 2008. “The twenty-first century HR organization.” Human Resource Management, 47, pp.829-850.
For nearly half a century, Target has ran as a successful company dedicated to their unique business model. To stay competitive in the market, Target Corporation faces a constant challenge to be innovative, intelligent, and resourceful to provide the best shopping experience. Target’s culture is one of its main contributing factors to becoming the second largest retailer in the United States. As executives, HR structure is a major component to a company's success and has many key aspects that must be met. Businesses are kept in operation through their Recruitment and Selection process, Performance Management and Employee Development, and Compensation and Benefits. We will analyze these aspects of Targets HR structure and provide recommendations
“Hr is shifting from focusing on the organisation of the business to focusing on the business of the organisation” (Zulmohd 2011). David Ulrich points out four distinctive roles of HR which makes the organisation most effective and produce competitive advantage. He planned to change the structure of HR function and build HR around roles. The four key HR roles identified by Ulrich, one HR business partner/strategic partner – aligning HR and business strategy which plays an important role in setting strategic direction. It builds strategic relationship with clients and strategically manages the development of the workforce. The second key role is administrative expert which creates and must deliver effective HR processes made to tailor business needs. It also involves managing people and HR related costs. To continue to the third key role, change agent which understands the organisations culture, and takes the responsibility to communicate those changes internally and gain its employees trust. The final key role identified by Ulrich is employee advocate which is a core in HR role represents employees and helps to improve their experience, protect employees’ interests and confirm strategic initiatives are well balanced. Employee advocates must also “ensure fair, ethical and equitable people processes and practices.” “David Ulrich’s HR Model is about defining the HR roles and
Human Resource Management (HRM) is the administration and control of employees. Its purpose is to ensure that the workers and the employer cultivate a valuable relationship. As a result, the company will record an exceptional performance particularly with regard to employee productivity (Paauwe, 2004). Further, the workers will benefit in terms of job satisfaction and self-development (Paauwe, 2004). Some of the activities involved in managing workers include selection and recruitment, training, development, motivation, and appraisal (Sharma, 2009). This paper aims to analyse the role of human resource management in organisations and its linkage to the wider organizational strategy using Tesco and Harrods as illustrations.
“The CIPD Profession Map sets out standards for HR Professionals around the world: the activities, knowledge and behaviour needed for success” (CIPD, 2015)
Human resource management (HRM) processes are crucial to the success of an acute care hospital facility. In this paper, I will give insight on how HRM processes have to align with the organizations goals and objectives in order to operate successfully. Hiring, training and benefits are a few of the major roles that human resources control in an organization. Therefore, it is important that human resource managers are abreast of all current policies and procedures.
Source: CIPD. (2003) HR Survey: Where We Are, Where We’re Heading. Survey Report. Issued: October 2003, Reference: 2872, London: Chartered Institute of Personnel and Development
Employee benefits coordinator play a significant role in Human Resource Management. Employee Benefits coordinators are responsible for assisting with employee benefits, maintaining employee data base, managing all insurance billings and maintain employee files, sick pay, vacation and retirement. This study explores the importance of employee benefits to corporations, government agencies and non profit organizations. This paper also researches the effects on the management team and on individual employees’.
According to our textbook Human Resource Management (HRM) is the policies, practices, and systems that influence employees’ behavior, attitudes, and performance. “The human resources management process involves planning for, attracting, developing, and retaining employees as the HRM planning provides the rights kinds of people, in the right quantity, with the right skills, at the right time (Lussier, 2012, p. 240).” According to our textbook the typical responsibilities of the Human Resources department fall into three categories, and they are administrative services and transaction, which handle hiring employees. The second involves business partner services that focus on attracting, evolving, retaining employees by having a clear understanding
The main purpose of Human Resource Management is to increase the effectiveness and contribution of employee’s attainment of organizational goals and objective (Youssef, C.). Many areas of HRM have been discussed in this course. Those areas are EEO and Affirmative action, Human resource planning, recruitment, and selection, Human resource development, compensation and benefits, safety and health, and employee and labor relations. All these categories have an impact on how an organization is managed. Although there are many things that impact a business, the most important thing about managing a business is selecting the right people to help the company succeed.
In recent times, Human Resource Professional has faced a growing number of challenges in responding to the needs of the contemporary workforce and attempting to win “The War for Talent”. These include globalisation, increasing workplace diversity, technological change and an aging workforce among others. This essay will attempt to show that the three most pressing concerns the Human Resources Professional faces today in satisfying the needs of the contemporary workforce are those, of addressing skill gaps, ensuring employee wellbeing and adapting to increased workplace diversity. Companies will need, to address these three areas; in order to become “Employers of Choice”, meet the needs of their employees and achieve their Strategic Human Resource objectives and ultimately succeed in “The War for Talent”.
Human resource is the most valuable and unique asset of an organization. The successful management of an organization’s human resource is an exciting, dynamic and challenging task , especially at a time when the world has become a global village and economies are in a state of flux. The lack of talented resource and the growing expectation of the modern day employee has further increased the difficulty of the human resource function.
Changing Roles. Traditionally, HR has been an administrative position-processing paperwork, benefits, hiring and firing, and compensation. However, recently HRM has moved from a traditional to a strategic role, the emphasis is on catering to the needs of consumers and workers. Before, HR was seen as the enemy and employees believed that HR’s main purpose was to protect management. Now, the position requires HRM to be more people oriented and protect their human capitol, the staff. In addition, human resource management has to be business savvy and think of themselves as strategic partners in the 21st century.