Choosing a human resources consultant
Choosing a human resources consultant

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Choosing a human resources consultant

Choosing a human resources consultant


There are a number of reasons for using consultants. These include the provision of interim or other temporary services, specialist expertise such as employment law, and general support such as coaching. They also include more substantial involvement with change, either just at the diagnostic stage or throughout the change process. There are different modes of consulting, of which the process mode is preferable whenever problems are at all complex.

This course looks both at sub-contracting particular HR services which could otherwise be provided internally, and at change consultancy, where the consultant brings an external perspective which could not be obtained in any other way. HR consultants are often called in initially for their specific expertise but many find that, even in this case, diagnosis is important, and there are often follow-on opportunities for broader organisational development. A masters degree should provide a good basis for expanding into this type of consultancy, and the ability to do so is likely to make a consultancy more financially viable.

I have chosen to start by looking at a key distinctive aspect of HR consultancy – that it is a service. Marketing a service is different from marketing something more tangible. To do it effectively you need to understand the distinctive characteristics of service provision and the impact that these have on how buyers approach a purchase.

This OpenLearn course provides a sample of postgraduate study in Business [Tip: hold Ctrl and click a link to open it in a new tab. (Hide tip)]


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