Why Human Resources Consulting is important for organizations
The primary job of the HR and recruiters is to spot the best talent in the market and recruit such talent for the organization. They strive hard to recruit the best candidates. Top-notch candidates not only have the right skill-set but also have the right attitude towards work. They are highly positive, something which can boost the morale of other co-workers.
No matter how hard the HR team tries to avoid bad candidates, some of them are still on-boarded. A bad candidate does not mean that there is a lack of talent. It means that there is a lack of good attitude and such bad hires can create a wrong influence on the other employees. They create a negative aura in the team which can de-motivate the other team members. Bad hires can be a nightmare and the cost involved in their recruitment, on-boarding, and retention can be huge.
Bad hires are difficult to spot as 50% of the job candidates misrepresent and 30% tell lies on their resumes. Only experts in human resources consulting can spot such bad hires as they have several years of experience with talent acquisition, hiring, salary negotiations, retention, etc. To keep the HR team lean & resourceful, many enterprises partner with such specialists since it is a win-win situation for both the parties.
Human Resource Company like ManpowerGroup has experience & expertise in human resources consulting, something which can be helpful for companies to build their HR policies. They can provide services for recruitment or can assist the organization to build efficient HR programs or practices. They identify the client’s needs and work in tandem with the in-house HR team in building sustainable & employee-friendly HR policies.
The sole focus of Human resources consulting is not only staffing and recruitment. It focuses on four key areas:
- Processes – This contains the policies and best practices that are deployed as a part of the HR process. It should include details about the interview process, employee on-boarding formalities, exit process, etc. Processes should be created in such a manner that they do not hamper the productivity of the HR executives.
- Policies – Policies that need to be followed by the employees once they are employed with the organization. This could include signing project NDA (Non-Disclosure Agreements), understanding POSH (Prevention of Sexual Harassment), making the employee aware of the employee structure, etc.
- Programs – An overall plan that digs deeper into the important aspects related to the organization. The program should not only focus on staffing or recruitment but should also highlight policies & programs for employee retention, employee engagement, and recruitment foresight for growth of the organization.
- Practices – These include the best HR practices that focus on things at the micro-level. It could be about creating job listings for job sites, shortlisting a strategic human resource company for establishing the best practices in HR, creating appraisal forms, employee handbooks, etc. This step includes more of implementation that is done at the ground level.
These areas are uniform irrespective of the size of the organization. Whether the company is a multi-national organization with a huge employee base or startups with less than 10 employees, both of them require quality talent.
Each & every aspect related to Human Resources (HR) i.e. employee on-boarding, up-skilling, retention, etc. is vital for the growth of the organization as there is no Business without Quality people. Building a large HR team is not recommended as members of the HR team may not have all-round expertise & experience. Hence, it is recommended to partner with a human resource company like ManpowerGroup that can lay the ground for implementing the best HR practices.