What Is The Role Of Executive Search Consultants?

Companies grow to the fullest, provided they are managed properly. Managing the huge company size and at the same time, maintaining the profit margin often results in problems and this is when the executive search consultants are seen as an attractive option. Right from the task of regulating the federal guidelines to the task of hiring the employees and terminating them, all the tasks are managed by the human resource consultants. The role of the consultants, however, varies from organization to organization. Read on to learn the different functions that the HR consultants perform:

 

§  Human Resource Functions

The consultants perform a number of HR functions such as payroll management and management of the administration of the organization. They also perform the function of hiring the new talent for various job positions in the organization. They aid in saving the money and also give a boost to the performance of the entire HR department of the organization. Also, all the penalties that are linked to the human resource are also under the purview of the executive search company only, thus the organization remains immune to any kind of penalties.

 

§  Recruitment

The Executive Search in India is indeed one of the deadliest tasks that each and every organization needs to undertake. The executive search professionals aid in recruiting and hiring the best talent within the budget given by the client. They make use of a variety of methods for recruiting the right candidate. These methods include talent searching through databases and making use of the social media platforms such as LinkedIn. The consultants are responsible for advertising for the job position, screening of the available applicants, conducting the interview session for the screened candidates, doing other background checks and then negotiation with regard to the compensation and offer letter.

§  Administration Of Health And Other Benefits

Setting a department for looking after the employee benefit is a tedious and time consuming exercise. The executive search professionals can simplify this task  and can set up the department by contacting the insurance and other benefits providers, narrowing down the options and then provide a detailed package that will suit the needs and budget of the organization. Thus, all the HR related queries can be routed to the executive search consultancy company and the employees of the organization can focus upon the operations of the company.

 

§  Management Of Human Capital

The human resources are the real asset of any organization and that is why they are named as the human capital. Hiring an employee is another task and retaining him/her is another bigger task. The consultants being the pro in this field are adept in the ways and means for acquiring talent in the company and also managing them. They are well aware with the employee reward programs that can act as a motivator for the employees to perform better.

§  Legal Compliance

Legal compliance is one of the major areas where the expertise of an executive recruiter plays a major role. These consultants are well aware with the employment laws, occupational safety laws, health administration laws and other major laws of the land. Being avant garde in this field, they make sure that the business organization runs on the path of the policies vetted out by the state.

Effective Ways For Human Capital Consultants To Handle And Resolve Employee Grievances

One of the biggest assets that an organization can have is its workforce and in order to ensure maximum efficiency and benefits from this vital asset, organizations need to take proper care of every individual member. However, despite the best efforts of an organization, it is almost impossible to keep every single employee satisfied and the problem increases with the increase in the number of employees.

In most organizations, the responsibility of handling and resolving employee grievances rests on the shoulders of its HR executives and managers. For companies, that choose to outsource their HR services, the responsibility of keeping the employees happy and satisfied, lies with the human capital consultants. These professionals use the following methods to ensure that every single employee grievance is handled efficiently and a satisfactory resolution is provided to the complainants.

Seek Direct And Honest Information: As soon as an employee puts across a complaint, it is the duty of the HR personnel to seek more information about the same. The best approach is to contact the employee in question directly and listen to what he/she has to say. In addition the HR executives should also verify whether the complaint is valid and authentic. They should resolve any doubts about the matter by making frank queries and seeking honest answers from the employee before deciding their next course of action. It is highly advisable to avoid providing any negative feedback during this first interaction with the employee, even if the complaint does not hold any merit.

 

Make Discreet Enquiries: As the saying goes, every coin has two sides and in order to find an effective solution to a problem it is important to look at both sides. Having listened to the employee side of the story is not enough to take action. The HR consultants should also make discreet enquiries to learn the whole truth of the matter. They should make sure to have found answers to the 5 W’s namely, what happened, who all were involved, where it happened, when it happened and why it happened? This will help the HR consultants to get a clearer picture of things and make the right decisions.

 

Document All Information: A common mistake made by even the most expert professionals from renowned HR consulting firms in India is to no document the information they receive. This can make the whole process of grievance handling extremely complex. At the same time, the HR professionals need to ensure that they document only the factual details about the grievance and do not include any arguments or opinions, whether they are their own or supplied by the complaining employee. This ensures that they are not influenced in any manner while reviewing the facts and evidences collected regarding the complaint.

 

Present The Solution: One the solution for resolving the complaint has been found, the HR executives should implement it at the earliest. They should also inform the complaining employee about the same and ensure him/her that all the necessary measures have been taken to resolve the problem in the best possible manner within the regulations and guidelines of the organization and in keeping with their best interests.  

What To Expect From Organization Development Consultants In India

The primary objective of any business organization is to gradually increase its productivity and earn greater profits. The key to ensuring the same is to develop and implement appropriate procedures and strategies that help the employees to deliver their best and thus enhance the effectiveness of the organization. At the same time the organization also needs to take the changing market scenarios as well as the variations in the work environment within the organization itself into consideration. This can be ensured by hiring organization development consultants in India, who help the client companies to align and optimize the organizational structure, process, culture and even the people with its business strategy.

Need For Hiring Organization Development Consultants

Most organizations today need to operate in a highly competitive business environment. In order to ensure their survival, it is essential for these companies to use the most effective methods and techniques that can help the organization as well as its employees to adjust to the changing circumstances in a better manner. A company might need to hire organization restructuring consultants when the employees feel dissatisfied with the current scenario and setup and feel the need for a change in its various processes. In addition, an organization that is not able to adjust to the changing market scenarios or overcome the challenges resulting from enhanced competitiveness.

Benefits Of Hiring These Professionals

Hiring organization development consultants can prove beneficial in this respect by ensuring a positive change in the beliefs, attitudes, values and even the culture and structure of the organization. This in turn helps in preparing the organization for adapting to new technologies, markets and challenges in a better manner. Put in the simplest terms, these professionals work towards improving performance and implementing the improvements in a consistent manner. Hiring them can ensure the following benefits for the client organization.

• Help the organization in achieving its targets and objectives at a much faster pace by enhancing cooperation and co-ordination between its different departments and the employees working within them.

• Make it possible for the organization to understand and access the effect of changes in work environment and market scenarios and plan for the same in a more effective manner.

• Make it easier for the employees to accept the changes in the work environment by understanding their expectations and discussing possible solutions with them while also integrating the same with overall organizational progress.

• Ensuring better performance by individual employees through proper recognition and appreciation of their efforts while motivating non-performers by analyzing their problems and helping then overcome the same.

• Redefining the organizational structure to make it in tune with the organizational needs and objectives as well as for enhancing the satisfaction level of the employees at various levels.

• Focusing on proper division of responsibilities amongst employees in accordance with their skills and interests to keep them motivated and engaged and thus enhance their productivity in a natural manner.

• Developing the sense of responsibility towards their team members amongst managers and helping them understand the need to provide a sense of direction to the employees and act as their mentors rather than their controllers.