CiteHR - Push To Create More Business For Consulting Firms / Consultants - CiteHR
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Dear Sir,
Your site is very valuable. I kindly request you flush out the data that is older than six months. As we look for a discussion some old chats are carried forward. By this way the most relevant information can be available.
In India the utilisation of consultants is limited. Most organisations go for in house talent to address their consultancy requirements. The reason being that it is difficult to sue a consultant who may walk out and use the information to a competitor. We also are great followers of do it yourself model of business.
Never the less there is an opportunity to develop this area. One of the activities that can be planned is to have local networking of consultants.

This thread is bubbling with enthusiastic views from various angles. The social media has certainly taken rapid strides in the last decade providing many ways of interaction.

Yet Cite HR has its own strength. It has become the storehouse for many real life problems, solutions, expert opinions, quotes, anecdotes, debates, shared information etc. The topic wise segregation is somewhat Google like rather than facebook or whatsapp.

Many people have contributed immensely to this forum and if anyone wants information pertaining to real life cases the same can be retrieved instantaneously. I feel this aspect is a strength when compared to facebook, whatsapp or linked in.

What do the Business houses, Corporates and Institutions look for? They want to see credentials and capability in a consultant to provide the services at the best price. When the platform mooted by Sid comes into action, the corporates would have a large and segment wise data bank to browse through.

What is the interest of Consultants? To get good assignments followed by proper and timely payment.

If Cite HR as the interface can fix certain contributions to the forum as a necessary criterion to be on the live reference list, then a value chain will get established.

How will this Cite HR brand work in the long run? Well, with a longer association a consultant will make many contributions over a period of time. The prospective corporate can see the contributions and make a decision( this is apart from the claims made by the consultant themselves).

It is also possible that such information exchange can take place on a one to one level, as it is currently happening. However when it is done through Cite HR such a browsing will be private. The prospective client can sift through many a consultant’s work rather than reading a couple of pages of conventional profile of every consultant.

As I see this, Cite HR can even create a new category called something like 'Cite HR certified' for a consultant who is aspiring to make his presence conspicuous in business circles.

Cite HR in the first step, should take efforts to attract the Corporates’ attention(including start ups and educational institutions) explaining them their proposal from three dimensions of FEATURES, ADVANTAGES and BENEFITS. Send them newsletters and other relevant information. If possible convene regional meetings for half a day in metros to start with and get going.


To: CiteHR
CiteHR form Members have been providing/giving/sharing their valuable knowledge which one cannot get from any book etc., I salute them for their selfless contribution for the benefit of needy members. I have been a regular reader & subscriber since 2012 (aftermy joining Steel Plant ). Now the Steel Plant is closed & I have benefited /gained more knowledge from CiteHr & other practical exp.of 35 yrs. in HR,IR,LEGAL & ADMn. works of Steel, Power, Chemical, Electronics & Mines to equip myself as a HR Consultant. I wish all Cite HR Members & their family members good luck, success & long life in all their works.
c.neyimkhan, HR Consultant

Thank you everyone for taking this discussion ahead. There are some interesting points that have been added by Raj, Pierson, Raghunathan.

First the issue of organizations not trusting consultants because of the difficulties with guidelines or legal action in case of misconduct. This is a grave concern and probably the only barrier we could create, would be to have the consultant's profile and testimonials are at stake. However, the areas where organizations use consultants mostly seem to act as bridges to help them accomplish a certain task - like training, recruitment, business services, real estate, relocation, equipment etc. We can create a useful location based list for such services to help organizations identify good people. Certifications from CiteHR would involve a lot of vetting and liability - something that can probably be developed later.

Yes, the strength of CiteHR is in its resources of very contextual material on various business issues - what we need to develop is the network and make sure the people are exposed properly for the goodwill they are creating in the business community.

The primary goal of this feature would be to help people create portals of exposure through their posts - much like blogging but in a larger platform and very contextual. The corporates do know about and use Cite resources - what we need is something more organized so they can identify resources easily. Like for example we have a member who has deep knowledge and interest in "Lateral Thinking" and does some brilliant training modules - just that one specific topic should be enough to get him a lot of business if organizations are shown his profile in a proper format to help them decide. And that will perhaps also require creation of documents which help organization map out the various things that can be done to improve and grow - and that can only be done through collaboration.



Emerging Companies look for consultancy services in the areas Training- providing in house & external training to employees, Compensation & Benefits - Market surveys, comparisons, scale, ratings, fixing salary component, designing salary structure, grades,etc. Reward & recognition - point based reward system, monitoring, etc. Leave management system, HR compliance like TDS, PT, PF, ESI etc, Legal counsel in case of termination, case, Performance Management Process, etc.. Employee Benefits, Tax saving components for employees & employers, Recruitment-full time, part time, consultant, etc.

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