In response to the question of what are the responsibility and duty of a human resources consultant;

It can be considered to include identifying existing problems and obstacles and recommending activities to improve human resource productivity through valid HR models and methods.

Business Priorities:

Human resource pro­duc­tiv­i­ty is one of the impor­tant con­cerns of busi­ness founders, own­ers, and investors. For this rea­son, they expect that human resource man­age­ment (HRM) activ­i­ties have a pos­i­tive impact on this issue.

In this regard, in recent years, it has become nec­es­sary for them to turn to hir­ing and uti­liz­ing from human resource con­sult­ing ser­vices. How­ev­er, some of them may have regret­ted hir­ing a human resource con­sul­tant or human resource man­ag­er due to fail­ure to achieve their goals.

Paradigm shift in hiring a human resource consultant

One of the most impor­tant rea­sons for dis­sat­is­fac­tion with invit­ing a human resource con­sul­tant comes from the con­sul­tan­t’s perspective.

A pro­fes­sion­al HR con­sul­tant should know that nat­u­ral­ly, the own­er and busi­ness own­er request­ing advice has no need for imple­ment­ing the process­es and activ­i­ties that the con­sul­tant has learned in his field of exper­tise and is admired among his colleagues.

Instead, the employ­er is look­ing for improved pro­duc­tiv­i­ty. There­fore, pro­duc­ing a series of doc­u­ments and win­ning awards and pass­ing stan­dards does not have a valu­able mean­ing for him.

In this short arti­cle, we will dis­cuss aspects of HR con­sult­ing that, if paid atten­tion to, can be expect­ed to result in a pleas­ant expe­ri­ence for the ben­e­fi­cia­ries from hir­ing HR professionals.

Main approaches and expectations from using HR consulting services

Some small­er indus­tries pre­fer to employ a HR Advi­sor / Con­sul­tant in gen­er­al to keep them­selves focused on the core busi­ness issue by out­sourc­ing many activ­i­ties; while large indus­tries with more com­plex issues use HR con­sul­tants or HR con­sult­ing com­pa­nies with spe­cial­ized capabilities.

In many cas­es, hir­ing an HR con­sul­tant from out­side the orga­ni­za­tion can have advan­tages and added val­ue for the organization.

Forming a unit and major changes in the HR agenda

At the begin­ning of form­ing a HR unit or trans­form­ing this unit and push­ing it to improve the lev­el of analy­sis and improve cre­ativ­i­ty in pro­vid­ing solu­tions, the HR con­sul­tant can play a crit­i­cal role; espe­cial­ly if he has numer­ous expe­ri­ences from the activ­i­ties of suc­cess­ful and bench­mark companies.

Set­ting goals and devel­op­ing a strat­e­gy and spec­i­fy­ing a road map that is real­is­tic is anoth­er advan­tage of employ­ing an expert HR con­sul­tant. At the same time they can cre­ate enough enthu­si­asm which moti­vates the pow­er of stakeholders.

In this case, the HR con­sul­tant must have rel­e­vant skills to make con­sen­sus and align­ment in order to inter­nal­ize the change agen­da among the audi­ence and con­vince them to accept the change and new HR roles.

Also, when an orga­ni­za­tion is con­sid­er­ing hir­ing HR man­ag­er, it can be invalu­able to use HR con­sult­ing ser­vices to pre­vent bias in eval­u­at­ing can­di­dates, espe­cial­ly if there are inter­nal can­di­dates for the position.

Developing Capabilities for Implementing an HR System

A car­ing HR con­sul­tant should pre­pare inde­pen­dence and self-suf­fi­cien­cy for client. Spe­cial­ized train­ing and sup­port in imple­ment­ing and cre­at­ing a suc­cess­ful expe­ri­ence can boost the con­fi­dence of the imple­menters and empow­er them to main­tain the new system.

Rayan Rah­bord is a Human Resources Con­sul­tant com­pa­ny, which pro­vide HR and com­pen­sa­tion ser­vices accord­ing to inter­na­tion­al meth­ods like Hay and Mer­cer inline with Labor Law and Social Secu­ri­ty Law of Iran and training.

An effec­tive HR con­sul­tant should be famil­iar with the region­al labor law, reg­u­la­tions and the require­ments in addi­tion to best prac­tices. In this way, it takes legal con­sid­er­a­tions into account in all rec­om­men­da­tions to avoid impos­ing unnec­es­sary legal risks on sen­si­tive HR projects.

Observing the principle of impartiality in providing human resources consulting

A con­sul­tant must observe the prin­ci­ple of impar­tial­i­ty in order to fair­ly address chal­lenges such as dis­agree­ments between man­agers and employ­ees or eval­u­at­ing per­for­mance lev­els and the like. Oth­er­wise, HR con­sul­tant will not have suf­fi­cient cred­i­bil­i­ty and will not be able to car­ry out the usu­al responsibilities.

In order to be able for pro­duc­ing these results, he must have suf­fi­cient cred­i­bil­i­ty. Both in terms of spe­cial­ized abil­i­ties and in terms of loy­al­ty to pro­fes­sion­al values.

Such a con­sul­tant can also audit cur­rent activ­i­ties to iden­ti­fy and intro­duce oppor­tu­ni­ties for improve­ment. Of course, this audit is car­ried out, con­trary to best prac­tices, not just for respond­ing to exter­nal asso­ci­a­tions and com­mu­ni­ties, but to reas­sure stake­hold­ers (employ­ees, man­agers, investors, cus­tomers and sup­pli­ers, and society).

It is clear that improve­ment projects should not be used as a pre­text for cre­at­ing a new bureau­crat­ic system.

Cost and benefit of working with a human resources consulting company

Although the costs of a con­sul­tant or human resources man­age­ment con­sult­ing com­pa­ny may seem high at first glance. But with the qual­i­ty of ser­vices pro­vid­ed and the added val­ue that is care­ful­ly cre­at­ed in the afore­men­tioned cas­es, as well as avoid­ing addi­tion­al costs and risks, this action can also bring savings.

Call as for HR consulting  services and Labor Law advises in Iran: (+98) 9122238537