Corporate stakeholders are demanding increased profitability which is driving organizations to expand globally bringing in new sets of challenges and opportunities. Information Technology (IT) is also fuelling this growth by being the principle business that these firms operate in or in by being a facilitator in enabling functioning of global organizations. Human Resources (HR) also has an important role to play in a global organization. At times especially in the Business Process Outsourcing (BPO) industry, HR has played a leading role in changing the strategic direction of organizations.
The criticalities of the HR function relative to other functions in the success of international expansion and HR practices that will be impacted by global operations play a key role in an organization looking forward to establish a global footprint. Various functions within the organization might require assistance from external business consultants to succ
...essfully undertake the transition to being a global organization. Roles, responsibilities, expectations and the client HR – consultant relationship has been discussed in detail in the research paper. DefinitionA consultant can be defined as a team of people or an individual who is a subject matter expert on a problem area or who has handled similar problems across different organizations and his rendering his services to an organization for suggesting potential solutions.
Consultants give expert advice on wide ranging topics. Their expertise is requested owing to the credibility of their work. They are expected to be unbiased in presenting their findings. Management consultants typically help organizations better manager their strategic and operational activities.
They provide consultancy across various areas such as marketing, sales, information technology, supply chain management, business laws, human resources, etc. There are internal
consultants within an organization. This role is played by certain employees who are specializing in a particular role. However, there are many pros and cons of external versus internal consultants. These are discussed in greater detail in this research paper. The consultant might be of various educational backgrounds.
However, consultants typically have management, PHD or research backgrounds.Consultants also tend to have a fairly high experience in working closely with a particular organization or a set of organizations across various industry functions. The consultants are able to make significant contributions to the client in a short period of time owing to their project and time management skills. The consultants may be hired for various reasons ranging from problem identification, estimating the extent of the problem, suggesting solutions, internal audits, managing relations or scoping new opportunities.These are indicative impact points and consultants could be asked to help on wide ranging issues not discussed here. Roles An organization expanding its operations globally can leverage the expertise of its existing employees who have exposure to diverse markets.
However, there will be new employees who would also be hired as subject matter experts for the global operations. As a result the role of Human Resources (HR) would transcend many a boundaries by having to align its strategic and operational processes to enable the organization to have a global presence.The consultant’s findings would impact functions like diversity recruiting, employee relations, benefits, compensation, employee learning and organizational development, employee records, employment services, payroll and redrawing of the organizational chart will undergo fundamental changes (Blott 2005). The consultant would have to ensure that the current and suggested HR strategy is aligned with the
corporate strategy. The consultant would have to if needed participate in re-phrasing the mission, vision and strategy of the company to accommodate changing business scenario.The consultant team would ideally comprise of a team lead, a subject matter expert, a manager for handling the day-to-day functioning of the consultant team and various team members with relevant skill sets.
The client HR team would comprise of the HR head and line managers who would be the day-to-day interaction points. An organization structure chart would enable the consultant to identify points of contact that might be interviewed in the due course of time to gain a better perspective of client requirements.
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