Many companies struggle on without the aid of any form of HR support at all despite the constant increase in employment law. HR Consultants can provide invaluable support with so many areas of people management. There are some examples below:
Cost savings
HR Consultants can contribute to cost savings. One example is to implement an HR strategy that can support business goals making a business more efficient through the planned use of human resources.
Managing performance
HR Consultants can help manage performance. Business performance can be improved by the implementation of an integrated performance management system. With a top down approach with buy in from Senior Managers, all employees work towards the common goal to improve business performance through the fulfilling of their own personal objectives.
Provide guidance with employment legislation
Employment legislation is changing constantly and it is hard to keep up with the ever shifting sands that the government dictates and 2017 is no different. The HR Consultant will ensure that internal HR policies and employee handbooks are kept up to date, they are well communicated to the staff and training is provided to managers.
Help companies manage their staff fairly
Sometimes when the job just needs to be done, it can be hard for managers to recognise the need to treat their people fairly. With an HR Consultant’s guidance their obligation in this respect can be recognised. A good manager will get the best out of their staff and that should be the norm to which all managers should work.
Help avoid employment tribunals
An HR Consultant is the guardian angel of companies and helps to keep them out of the employment tribunal through sound employment law advice. HR procedures should always be followed and processes documented. If a situation is getting out of hand an HR Consultant can be there to help soothe the situation or can act as a mediator.
Training & development
The development of skills is important for any company’s success and growth. An HR Consultant can help support training and development initiatives by assisting with a company-wide skills analysis, developing and coordinating a training plan, identifying training and development initiatives, delivering appropriate workshops.
Recruitment
A company is nothing without good quality staff and an HR Consultant can provide support with recruitment processes whilst ensuring that equal opportunities employment legislation is adhered to. An HR Consultant can work with managers to draft adverts, develop job descriptions, undertake shortlisting, develop interview processes/questions, organise assessment days and ability tests and take part in interviews.
Employee engagement
Employee engagement is the modern buzz word. In effect it is the wish of employers to have employees who do their best work and go the extra mile. To do those employees need to be fully engaged with business goals and be motivated to do their best. Employee engagement contributes to business profits so companies are highly interested in this concept. A starting point can be an employee attitude survey coordinated by an HR Consultant. Once the results are known it will identify areas of the business that may need some improvement e.g. induction, reward, management style.
Help with change
Change is an every-day part of life and companies need to change from time to time as the business world moves on.
An HR Consultant can support change management processes in various ways. With a company re-structure to improve efficiency. An HR Consultant can take part in operational consultations with employees affected by the re-structure. They can advise on redundancy and TUPE implications where appropriate. An HR Consultant can also assist with minor changes in the workplace such as a change to terms and conditions which require consultation and agreement from employees.
Help with reward
Rewarding staff fairly is highly important to for employee retention, get it wrong and staff will leave in their droves. Although financial reward is important for many people, it is not the be all and end of all of going to work.
Non-financial reward can be just as important e.g. job satisfaction, challenge, etc. and an HR Consultant can work with managers to help them recognise this important element of employee reward.
Along with pay there are employee benefits which can make up total reward e.g. holidays; bonus, company car and they can be just as important.
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