Dinesh Divekar
Business Mentor, Consultant And Trainer
Resource Expansion Consultant

Hi Folks,

I am Kevin and have recently started exploring Business Expansion Opportunities in North India Market for Permanent and Temp Staffing followed by a structured or Partial RPO. I am sharing my experience so far related to the life cycle of Business Development possibilities @ entry level Human Resource engaged in various Corporate, in which I tried to exchange ideas related to relevant sourcing of People, referring to essentials of Organisational need, ROI, Time Management etc, however I have yet not come across talent instrumental @ executive level(HR) who would discuss anything above closing positions. (Of course closing numbers is a target for many, but if the root cause of issue is not addressed in right intervals, everything will boil down to waste of cost, time, efforts and resources)

Since the real enablers for the Human need @ Corporate are the front line in-house human resource people who work on organisational mandate. External Support is always engaged to work closely with them. The Question is : "How would you know who is the right service provider for your company"

Along the same line @ higher level, Service Provider engagements are purely a process of "Remedy to Pain area" - Specific to Issues, framing a market portion and ultimate mining of resources.

So having expressed a small part of my insight - Do you feel or think engaging with Senior/Top Level Human Resource Functional is relevant to Consulting Community compared to a Entry level HR Executive.

Please comment!

20th January 2017 From India, Delhi
Dear Kevin,
The difference is not between senior and junior level HR but the response to your proposal would depend on the organisation's culture, individual ability to understand the ROI etc. Many HRs (but not all) do not understand business issues. I have seen many senior HRs also talking like immature person.
If you wish to engage HRs, then use jargon as much as you can. Use hi-fi concepts though these could be irrelevant to the client's organisation. Many HRs are disempowered and they wish to fantasise with the fancy HR concepts. Take them to the dreamworld and see how your business grows.
In the training field, I have seen companies have grown exponentially though they never talked about ROI on training. You may use this formula.
Dinesh Divekar
20th January 2017 From India, Bangalore
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