The human resource consulting function works on the dual premises of keeping the workforce engaged and happy (the hygiene factor model) and the more technical aspect of offering expertise in the execution of the HR process itself. The former handles aspects such as organizational change whereas the latter one may involve specific areas of human resource management such as payroll, HR technology, benefits and employee compensation, and so on.
A good look at the way the workforce as perceived by HR consulting services reveals that those companies which view staff as internal customers have a better notion of their needs. The functions of human resource management include creating a medium conducive for communication, creating an environment that promotes trust between the various layers of the organizational hierarchy, and keeping the channels of communication open both ways so that employees contribute to a singular organizational goal with a clear, fluent style of work.
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Routinely, HR services are prepared to assess the effects of high education, hard work, and work hours put in and to compensate it with high income, job security, and opportunities for growth. The recent studies in strategic human resource management suggest that better outcomes of performance are observed when the employees see their work as something that directly or indirectly impacts the society positively.
For instance, the IT sector jobs have almost single-handedly raised the rate at which the Indian economy grows. Digitization too impacted workplaces positively, and India’s human capital, which grows at an average of 12 million per year, adds directly to the amount of foreign direct investment, collaborations with foreign bodies, and joint ventures that Indian professionals come to be part of. These statistics prove to the average worker that his or her role adds value to the framework of the society and paves way for the rapidly-growing technically-sound, computer-literate, and bilingual youth getting added each year.
Human resource consulting is crucial to this large workforce as it helps channel talent into the right areas of growth, learning opportunities, and creates an inherent positive relationship between the job and the worker. It seeks to make the worker autonomous so that the individual can work independently with minimal guidance and checks to make sure that the job is not dangerous on the physical or mental fronts. In short, human resource consulting is the function that watches over each role in an organization and ensures that it is safe and secure for all parties involved.
As part of the conducive mental atmosphere human resource consulting seeks to create, it also concerns itself with the relationships between the manager and the team member, as well as the relationships between the various members of the team, and whether they are healthy.
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Pay is still a major player in the happiness equation followed by the number of hours workers put in. Functions of human resource management include optimizing the factors of gender balance at the workplace. The human resource consulting tools featuring in the everyday execution face hindrances because human errors, reticence to participate in surveys or attrition leave gaps in insight that further human resource planning.
An HR Manager can gain the most insightful answers by listening silently for both feelings and metrics such as client complaints or participation in engagement activities. This way, the human resource consulting function can serve its internal customers in the best way.
References:
- Mojahida Musroor, ResearchGate, Work and Wellbeing (Insight from employees in India), August 2019
- Avik Chanda, Economic Time, How to manage the ‘internal customer’: India Inc has a serious battle looming, January 2020
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