What Are Personnel Management Consultants?

People are one of the most dynamic and valuable resources of an enterprise, and at the same time one of the most difficult factors to control. The basic task of personnel work is to adapt the goals and behavioral quality of the human resources that the enterprise raises or uses to the needs of the enterprise's career development today and tomorrow, that is, to ensure the development of the enterprise and to enable people to be satisfied and grow.

Personnel Management Consulting

People are one of the most dynamic and valuable resources of an enterprise, and at the same time one of the most difficult factors to control. The basic task of personnel work is to enable the enterprise to raise or use

The work of personnel management consulting is divided into three parts: strategic analysis, tactical analysis and improvement plan design.

Strategic analysis

It focuses on the study of the external environment of the enterprise in order to grasp the objective requirements of talents in the business environment of the enterprise and the subjective pursuit of talents under the influence of the social environment, and judge the relationship factors that coordinate the two, and their opportunities and threats. The analysis points are as follows:

(1) The characteristics of the industry where the company is located. Refers to the intensity of intelligence, the intensity of equipment, the continuity of business activities, and the degree of environmental turbulence.

(2) Characteristics of the enterprise. It refers to the degree of maturity, the traditional characteristics of the document and its solidity, the characteristics of personnel quality and the degree of plasticity.

(3) The characteristics of the company's strategic business areas. Refers to what are the key factors for success, the requirements for the organization's functions, and the critical requirements for the quality of talents.

(4)

Basic Thinking of Personnel Management Consulting

(1) Analysis of the symptoms from the effect of personnel management. The personnel system is an essential subsystem of the enterprise. Human resources are distributed in all links of the input, conversion, and output processes, forming a flow of human activities accompanied by logistics, financial flow, and information flow. To judge the status of personnel management, we must first analyze the functional status of human resources (or the functional status of human activities), whether it is compatible with the functional requirements of logistics, financial flow, and information flow, and whether it is compatible with the requirements of the company's production and operating environment. The functional status of human resources is reflected in three aspects: work quality, work efficiency, and work efficiency. Collaboration ability: collaboration habits, collaboration success rate, the proportion of collaborators who resolve collaboration conflicts themselves, the degree of understanding of collaborators with each other, and the experience and experience of personnel through multiple tasks. Work efficiency: per capita output, per capita output value, per capita net output value, unit cost, labor cost rate, etc. Work benefits: per capita sales, per capita profit and tax, unit salary bonus sales rate, unit salary bonus profit and tax rate, etc. Specific indicators should be determined according to the specific work, you can refer to the material flow energy indicators. Adaptability: the age structure and average age of personnel, the development process of personnel concepts and thinking methods, the degree and breadth of personnel knowledge updates, the risk awareness and tolerance of personnel, the multifunctional status of personnel skills, the ability to foresee and respond to personnel, personnel Potential in terms of quantity and capacity, personnel flexibility in recruitment and dismissal, etc. In short, judging the effects of personnel work must be studied from both a technical and economic perspective and a socio-political perspective.

(2) Look for problems in personnel work and related business functions. The functional status, active status, and mental status of human resources are related to personnel work, such as appointments and assessment of whether the work is fair and appropriate, which will have a positive or negative impact on the work mood, quality, and efficiency of the work; it is also related to the logistics system , Financial flow system, and the state of each conversion function from market research to after-sales service. For example, the suspension of work and waiting for materials must lead to a decline in per capita output and output value; a backlog of finished products due to poor product design will inevitably lead to a decline in per capita sales and per capita profits and taxes. Therefore, the analysis must grasp the key issues in the functional status and capabilities of human resources, and look for the direct cause in personnel work and related business functions, which is the main weak link.

(3) Find the cause from personnel management and related function management. According to the principle of guaranteeing the transformation function of management functions, it is necessary to further start from the weak links in business functions, analyze the reasons for the various strategic management and tactical management that cause this state, and then from the operating rules that are not coordinated with each other or even conflict Find the root cause.

Personnel management consulting consultation stage

Personnel management consulting is a process of analyzing and solving problems from shallow to deep. The tasks of each stage are different.

(1) Preliminary investigation phase. Focusing on strategic analysis and preliminary executive analysis, starting from the functional and active state of human resources, judging key issues in personnel management and providing a basis for determining consulting topics.

(2) Formal consultation stage. Conduct in-depth investigations around personnel consultation topics, determine problems and causes, and then propose improvement plans.

(3) Guide the implementation phase. Help client companies understand, accept, implement and execute personnel improvement programs.