Dear Seniors,
I would like to know what qualifications are required to become a management consultant or how to get the right training to become a consultant. I wish to be a consultant in the future, but I am not able to find the right path to fulfill my wish. I would be glad if anyone can help me or guide me to fulfill my wish.
My details: PG in HR with 3 years of work experience.
Please help.
Regards,
Jagruti
From India, Mumbai
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I would like to know what qualifications are required to become a management consultant or how to get the right training to become a consultant. I wish to be a consultant in the future, but I am not able to find the right path to fulfill my wish. I would be glad if anyone can help me or guide me to fulfill my wish.
My details: PG in HR with 3 years of work experience.
Please help.
Regards,
Jagruti
From India, Mumbai
Acknowledge(0)Amend(0)
Dear Taz We are here to share and respect certain level of understanding and maturity related to the profession we are into. If you cant contribute or provide any advise atleast dont try to make fun.
From India, Mumbai
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From India, Mumbai
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Dear Jagruti,
There is no specific course to become a consultant. If you are a master of your trade, you can provide services to people as a consultant. I can see that you already have the background and experience to be a consultant. I also noticed that one of the members has already offered you a job as a consultant. All the best.
Ukmitra
From Saudi Arabia, Riyadh
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297There is no specific course to become a consultant. If you are a master of your trade, you can provide services to people as a consultant. I can see that you already have the background and experience to be a consultant. I also noticed that one of the members has already offered you a job as a consultant. All the best.
Ukmitra
From Saudi Arabia, Riyadh
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As suggested by Mr. Prem Naik, you can join with a consultant and get trained through practice. But before that, decide in which area you can provide consultancy services. A consultant must have adequate experience in the area.
Best wishes.
From India, Madras
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Best wishes.
From India, Madras
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JAGRUTI,
HERE IS SOME USEFUL MATERIAL.
REGARDS
LEO LINGHAM
Based on your brief,
-you have a PG in HR.
-some limited experience.
=========================================
MY SUGGESTION IS
-take an aptitude test, / consult a career consultant the results.
[YOU MUST VALIDATE YOUR GUT FEELINGS, BEFORE YOU PLUNGE
INTO A CAREER]
As your background is HR,
You need to pack in at least 5 YEARS exposure/experience.
This experience should include
-POLICY DEVELOPMENT
-PROCESS DEVELOPMENT
-SYSTEMS DEVELOPMENT
-PROCEDURES
-PRACTICES
-TECHNICAL IMPLEMENTATION
ETC ETC.
YOU CAN ALSO GAIN EXPERIENCE BY
WORKING WITH CONSULTING FIRM,
-starting at the floor level and then climbing up the career ladder.
==============================================
I WILL ALSO GIVE YOU AN IDEA ABOUT THE HR PROCESSES,
YOU CAN CHEW IT OVER / DIGEST / SEE IF IT FITS YOUR
THINKING.
YOU MAY HAVE TO PICK 4/5 AREAS AND BUILD YOUR
EXPERTISE AROUND THEM.
-------------------------------------------------------------------------------------
HRM PROCESSES
-HR AUDITING
-HR BUDGETING
-Strategic HRM Planning
-HR Strategies and Policies.
-HR and change management.
-Competency-based HR
-Knowledge management
=============================
JOB DEVELOPMENT
-Job analysis
-job Role/
-Job Description.
-Job specifications
-Job enrichment
-Job rotation
=========================
RECRUITMENT/ SELECTION
-recruitment
-selection
-induction
-orientation
===========================
ORGANIZATIONAL BEHAVIOR PROGRAMS
-employee engagement
-motivation
-organization culture
-organization development
==============================
ORGANIZATION
-org. designing
-org. structuring
-org. development
-job / role structuring
=====================================
HUMAN RESOURCING
-HR planning
-manpower planning
-succession planning
-talent management
=============================
PERFORMANCE MANAGEMENT
-performance appraisals
-performance managing the processes.
================================
HR DEVELOPMENT
-org. learning
-training
-education
-development
-Training evaluation
-e learning
-management development
-career planning /development.
=============================
REWARD MANAGEMENT
-job evaluation
-managing reward process
-administration of rewards
-benefits
==============================
EMPLOYEE RELATIONS
-organization communications
-employee communications.
-staff amenities
=================================
HEALTH AND SAFETY.
-OHS
=================================
HUMAN RESOURCE INFORMATION SYSTEM.
======================================
======================================
Typically, a management consultant will be engaged and demonstrating:
change management skills
technical and business knowledge
business understanding
ownership, management and delivery of solutions to clients
project delivery and risk management
excellent interpersonal skills
ability to transfer skills to others
creative and analytical thinking
problem solving / making judgement
selling/ persuading
presentation
communication [ oral/written]
adherence to a code of conduct and ethical guidelines
================================================== ======
Each consulting project, however short, goes through five phases:-
Entry and contracting
This is a critical stage of any project, to do with the initial contact with the client, including exploring the problem,
deciding whether the consultant is the right person to work on this issue, both the client's and the consultant's expectations and how to get started.
Discovery and dialogue
Consultants need to come up with their own sense of the problem, and help the client to do the same;
who is going to be involved in defining the problem, what methods will be used, what kind of data should be collected, how long will it take?
Feedback and decision to act
Reporting the data collection and analysis, including setting ultimate goals for the project and selecting the best action steps or changes.
Engagement and implementation
In many cases the implementation may fall entirely on the line organisation, though the consultant may also be involved.
Extension, recycle or termination
Evaluation of what happened in the previous phase. Sometimes it is not until after some implementation occurs
that a clear picture of the real problem emerges. In this case the process recycles and a new contract needs to be discussed.
================================================== ======================
An effective Management Consultant requires a balance of behaviours, skills and knowledge.
This is defined in the framework which follows as market capability, consulting competence and professional competence.
Market Capability : This is the application of fact-based knowledge. It brings together the combination of technical skills, business
understanding, sector insight and external awareness.
Consulting Competence: These are the core consultancy tools, techniques and
skills which are essential in delivering consultancy services.
Professional Competence:These are the behaviours and attitudes which act
as ‘enablers' in achieving market capability and consulting competence.
================================================== ===================
CONSULTING COMPETENCE
These describe the core consultancy tools, techniques and skills which are essential
in delivering management consultancy services. [ applies to any disciplines or sectors]
-------------------------------------------------------------------------------------------------------------------------
Building and sustaining relationships
Presents ideas convincingly to achieve specific outcomes
Demonstrates skills in building consensus and resolving conflict
Applies techniques to achieve influence, impact and results with stakeholders
Conveys ideas and thoughts in a clear focused style using effective verbal and
non- verbal communication techniques in formal and informal situations
Uses presentation tools and techniques effectively to engage to audience
Produces clear client correspondence and reports selecting most appropriate style to achieve desired outcome
Manages group processes to achieve desired outcomes, using tools and techniques to maximise the groups decision making potential
Manages, develops and appraises others, delegating where appropriate
Seeks support from peers where appropriate
----------------------------------------------------------------------------------------------------------
Applied expertise and knowledge
Selects and uses appropriate diagnostic tools, methods and techniques
Actively seeks out new and appropriate tools
Captures and builds knowledge in defined processes
Shares knowledge and experiences with others
Applies knowledge, tools and technical expertise to support value creation, tailoring it to the specific needs of the client
---------------------------------------------------------------------------------------------------------
Achieving sustainable results
Manages client projects effectively ensuring objectives, deadlines and budgets are met by team members under own control
Competent use of project planning, tools, milestones appropriate for the size and scale of the project
Demonstrates the ability to assess, form and allocate work streams, managing own time and that of others to meet deadlines
Operates competently in all areas of project delivery
Manages ‘medium risk' projects (working with others, high complexity)
Identifies, quantifies and manages issues impacting of delivery of project
Actively manages client expectations
Demonstrates track record of successful delivery in a range of delivery roles in client engagements
Ensures quality of own deliverables and those of team
Monitors and measures client satisfaction
Works with the client to determine a handover process to ensure skills transfer, sustainability of results and knowledge capture as appropriate for project.
Reviews and predicts any potential areas of deficit, addressing them before the engagement end
------------------------------------------------------------------------------------------------------------------
Market Capability
Recognised as expert in own discipline[ IT /HR/ FINANCE/ PRODUCT/MARKETING]
Discusses impact of other disciplines on area of work with confidence and knowledge
Applies technical expertise across one or more sectors [ FINANCIAL/ TELCO/ ETC]
Demonstrates a thorough understanding of sectoral business issues
Demonstrates up to date depth of knowledge of political, economic, social, technological, legal and environmental factors (PESTLE) impacting on sector and/ or technical area of expertise
-------------------------------------------------------------------------------------------------------------------------------
Client Focus
Understands and defines client requirements
Presents clear comprehensive written proposals
Engages the client in selecting and owning optimal design options
Manages client interface, maintaining focus on overall deliverables agreeing and applying contractual terms of engagement
Understands and engages expertise of others alongside own.
Leverages network effectively to research and define client issues, generate innovative solutions for clients and /or inform delivery solution
---------------------------------------------------------------------------------------------------------------------------------
Professional Competence
Demonstrates professional competences
Professionalism and Ethics
Complexity & Responsibility
Personal Growth
Analytical & Proactive thinking
Interpersonal Interaction
* Delivery effectiveness
=============================================
=============================================
Now , if you review your current background and the
experienced consulting status, you can see for yourself
the gap that exists.
The requirements are
-determine your aptitude
-specialization in selected subjects
-gaining working experience
-sharpening your edge for consulting with short courses in
*presentation
*public speaking
*selling ideas/ concepts
*persuasion skills
*problem solving / decision making skills
etc etc.
SEE PART 2----ADDITIONAL RESOURCES
ON CONSULTANT.
################################################## ###########
From India, Mumbai
Acknowledge(0)Amend(0)
HERE IS SOME USEFUL MATERIAL.
REGARDS
LEO LINGHAM
Based on your brief,
-you have a PG in HR.
-some limited experience.
=========================================
MY SUGGESTION IS
-take an aptitude test, / consult a career consultant the results.
[YOU MUST VALIDATE YOUR GUT FEELINGS, BEFORE YOU PLUNGE
INTO A CAREER]
As your background is HR,
You need to pack in at least 5 YEARS exposure/experience.
This experience should include
-POLICY DEVELOPMENT
-PROCESS DEVELOPMENT
-SYSTEMS DEVELOPMENT
-PROCEDURES
-PRACTICES
-TECHNICAL IMPLEMENTATION
ETC ETC.
YOU CAN ALSO GAIN EXPERIENCE BY
WORKING WITH CONSULTING FIRM,
-starting at the floor level and then climbing up the career ladder.
==============================================
I WILL ALSO GIVE YOU AN IDEA ABOUT THE HR PROCESSES,
YOU CAN CHEW IT OVER / DIGEST / SEE IF IT FITS YOUR
THINKING.
YOU MAY HAVE TO PICK 4/5 AREAS AND BUILD YOUR
EXPERTISE AROUND THEM.
-------------------------------------------------------------------------------------
HRM PROCESSES
-HR AUDITING
-HR BUDGETING
-Strategic HRM Planning
-HR Strategies and Policies.
-HR and change management.
-Competency-based HR
-Knowledge management
=============================
JOB DEVELOPMENT
-Job analysis
-job Role/
-Job Description.
-Job specifications
-Job enrichment
-Job rotation
=========================
RECRUITMENT/ SELECTION
-recruitment
-selection
-induction
-orientation
===========================
ORGANIZATIONAL BEHAVIOR PROGRAMS
-employee engagement
-motivation
-organization culture
-organization development
==============================
ORGANIZATION
-org. designing
-org. structuring
-org. development
-job / role structuring
=====================================
HUMAN RESOURCING
-HR planning
-manpower planning
-succession planning
-talent management
=============================
PERFORMANCE MANAGEMENT
-performance appraisals
-performance managing the processes.
================================
HR DEVELOPMENT
-org. learning
-training
-education
-development
-Training evaluation
-e learning
-management development
-career planning /development.
=============================
REWARD MANAGEMENT
-job evaluation
-managing reward process
-administration of rewards
-benefits
==============================
EMPLOYEE RELATIONS
-organization communications
-employee communications.
-staff amenities
=================================
HEALTH AND SAFETY.
-OHS
=================================
HUMAN RESOURCE INFORMATION SYSTEM.
======================================
======================================
Typically, a management consultant will be engaged and demonstrating:
change management skills
technical and business knowledge
business understanding
ownership, management and delivery of solutions to clients
project delivery and risk management
excellent interpersonal skills
ability to transfer skills to others
creative and analytical thinking
problem solving / making judgement
selling/ persuading
presentation
communication [ oral/written]
adherence to a code of conduct and ethical guidelines
================================================== ======
Each consulting project, however short, goes through five phases:-
Entry and contracting
This is a critical stage of any project, to do with the initial contact with the client, including exploring the problem,
deciding whether the consultant is the right person to work on this issue, both the client's and the consultant's expectations and how to get started.
Discovery and dialogue
Consultants need to come up with their own sense of the problem, and help the client to do the same;
who is going to be involved in defining the problem, what methods will be used, what kind of data should be collected, how long will it take?
Feedback and decision to act
Reporting the data collection and analysis, including setting ultimate goals for the project and selecting the best action steps or changes.
Engagement and implementation
In many cases the implementation may fall entirely on the line organisation, though the consultant may also be involved.
Extension, recycle or termination
Evaluation of what happened in the previous phase. Sometimes it is not until after some implementation occurs
that a clear picture of the real problem emerges. In this case the process recycles and a new contract needs to be discussed.
================================================== ======================
An effective Management Consultant requires a balance of behaviours, skills and knowledge.
This is defined in the framework which follows as market capability, consulting competence and professional competence.
Market Capability : This is the application of fact-based knowledge. It brings together the combination of technical skills, business
understanding, sector insight and external awareness.
Consulting Competence: These are the core consultancy tools, techniques and
skills which are essential in delivering consultancy services.
Professional Competence:These are the behaviours and attitudes which act
as ‘enablers' in achieving market capability and consulting competence.
================================================== ===================
CONSULTING COMPETENCE
These describe the core consultancy tools, techniques and skills which are essential
in delivering management consultancy services. [ applies to any disciplines or sectors]
-------------------------------------------------------------------------------------------------------------------------
Building and sustaining relationships
Presents ideas convincingly to achieve specific outcomes
Demonstrates skills in building consensus and resolving conflict
Applies techniques to achieve influence, impact and results with stakeholders
Conveys ideas and thoughts in a clear focused style using effective verbal and
non- verbal communication techniques in formal and informal situations
Uses presentation tools and techniques effectively to engage to audience
Produces clear client correspondence and reports selecting most appropriate style to achieve desired outcome
Manages group processes to achieve desired outcomes, using tools and techniques to maximise the groups decision making potential
Manages, develops and appraises others, delegating where appropriate
Seeks support from peers where appropriate
----------------------------------------------------------------------------------------------------------
Applied expertise and knowledge
Selects and uses appropriate diagnostic tools, methods and techniques
Actively seeks out new and appropriate tools
Captures and builds knowledge in defined processes
Shares knowledge and experiences with others
Applies knowledge, tools and technical expertise to support value creation, tailoring it to the specific needs of the client
---------------------------------------------------------------------------------------------------------
Achieving sustainable results
Manages client projects effectively ensuring objectives, deadlines and budgets are met by team members under own control
Competent use of project planning, tools, milestones appropriate for the size and scale of the project
Demonstrates the ability to assess, form and allocate work streams, managing own time and that of others to meet deadlines
Operates competently in all areas of project delivery
Manages ‘medium risk' projects (working with others, high complexity)
Identifies, quantifies and manages issues impacting of delivery of project
Actively manages client expectations
Demonstrates track record of successful delivery in a range of delivery roles in client engagements
Ensures quality of own deliverables and those of team
Monitors and measures client satisfaction
Works with the client to determine a handover process to ensure skills transfer, sustainability of results and knowledge capture as appropriate for project.
Reviews and predicts any potential areas of deficit, addressing them before the engagement end
------------------------------------------------------------------------------------------------------------------
Market Capability
Recognised as expert in own discipline[ IT /HR/ FINANCE/ PRODUCT/MARKETING]
Discusses impact of other disciplines on area of work with confidence and knowledge
Applies technical expertise across one or more sectors [ FINANCIAL/ TELCO/ ETC]
Demonstrates a thorough understanding of sectoral business issues
Demonstrates up to date depth of knowledge of political, economic, social, technological, legal and environmental factors (PESTLE) impacting on sector and/ or technical area of expertise
-------------------------------------------------------------------------------------------------------------------------------
Client Focus
Understands and defines client requirements
Presents clear comprehensive written proposals
Engages the client in selecting and owning optimal design options
Manages client interface, maintaining focus on overall deliverables agreeing and applying contractual terms of engagement
Understands and engages expertise of others alongside own.
Leverages network effectively to research and define client issues, generate innovative solutions for clients and /or inform delivery solution
---------------------------------------------------------------------------------------------------------------------------------
Professional Competence
Demonstrates professional competences
Professionalism and Ethics
Complexity & Responsibility
Personal Growth
Analytical & Proactive thinking
Interpersonal Interaction
* Delivery effectiveness
=============================================
=============================================
Now , if you review your current background and the
experienced consulting status, you can see for yourself
the gap that exists.
The requirements are
-determine your aptitude
-specialization in selected subjects
-gaining working experience
-sharpening your edge for consulting with short courses in
*presentation
*public speaking
*selling ideas/ concepts
*persuasion skills
*problem solving / decision making skills
etc etc.
SEE PART 2----ADDITIONAL RESOURCES
ON CONSULTANT.
################################################## ###########
From India, Mumbai
Acknowledge(0)Amend(0)
Dear Mr. Leo,
Thank you for your valuable response. I was not aware of many things which you mentioned in detail. I also would like to know which course I should take up to enhance my skills until I find a better opportunity to work with consultants as it's very difficult to get in as a trainee. Please guide.
Regards,
Jagruti
jagruti02@gmail.com
From India, Mumbai
Acknowledge(0)Amend(0)
Thank you for your valuable response. I was not aware of many things which you mentioned in detail. I also would like to know which course I should take up to enhance my skills until I find a better opportunity to work with consultants as it's very difficult to get in as a trainee. Please guide.
Regards,
Jagruti
jagruti02@gmail.com
From India, Mumbai
Acknowledge(0)Amend(0)
Dear Mr. Prem Naik,
I have emailed my CV to you for your consideration for HR consultancy (initially as a trainee). I would appreciate it if you kindly review and provide me with your feedback on my email id.
Many thanks & kind regards,
Charmaine
From India, Mumbai
Acknowledge(0)Amend(0)
I have emailed my CV to you for your consideration for HR consultancy (initially as a trainee). I would appreciate it if you kindly review and provide me with your feedback on my email id.
Many thanks & kind regards,
Charmaine
From India, Mumbai
Acknowledge(0)Amend(0)
JAGRUTI,
HERE IS SOME USEFUL MATERIAL.
REGARDS
LEO LINGHAM
===============================
REGARDING YOUR QUERY ON GAINING KNOWLEDGE ON
CONSULTING FIELD.
OPTION 1
-make an entry through as a management trainee
with a consulting firm.
OPTION 2
-gain job experience for 3/5 years and then
join a consulting firm.
OPTION 3
-complete a MBA in consulting [ full time/ part time]
and then seek a career job.
OPTION 4
-gain the job experience and at the same time
enrich yourself with short term courses on skills.
THE SHORT TERMS COURSES.
*presentation
*public speaking
*selling ideas/ concepts
*persuasion skills
*negotiation SKILLS
THESE COURSES ARE CONDUCTED BY
Corporate Training, Leadership Training, & Sales Training from Dale Carnegie Training®
www.dalecarnegie.com/catalogue.
there must b.e a chapter in your city.
THE OTHER SKILL COURSE LIKE
-change management
-problem solving/ decision making
etc
YOU MAY CHECK WITH LOCAL INSTITUTIONS
WHO CONDUCT PART TIME / WEEK END COURSES.
================================================== ==========
FOR A USEFUL BOOK.
1.Amazon.com: Online Shopping for Electronics, Apparel, Computers, Books, DVDs & more
a complete guide to management consulting
by DARYL TWITCHELL & SUGATA BISWAS
================================================== =======
AS YOU HAVE COMPLETED PGHR,
ON YOUR OWN, YOU SHOULD DEVELOP THE PROCESSES
FOR VARIOUS SECTORS OF HR.
HERE IS AN EXAMPLE FOR RECRUITMENT/ SELECTION.
RECRUITMENT AND SELECTION PROCESS
-----------------------------------------------------------------------------------
PROCESS ELEMENTS FOR ALL POSITIONS
---------------------------------------------!------------!----------------------
STEP 1
PREPARING JOB ANALYSES
PREPARING JOB DESC
----------------------------------------------------------------------------------
STEP 2
PREPARING JOB SPECS
-----------------------------------------------------------------------------------
STEP 3
DECIDING TERMS AND
CONDITIONS OF EMPLOYMENT
[ MEETS ALL GOVERNMENT REGULATION ON EMPLOYMENT CONDITIONS]
------------------------------------------------------------------------------------
STEP 4
ADVERTISING
[COPY/MEDIA PLAN] except for senior positions [ head hunting]
[ MUST REFLECT TRUTH, NO FALSE INFORMATION,
NO GENDER BIAS, NO DISCRIMINATION,NO AGE BAR, ETC]
---------------------------------------------------------------------------------------------------------------------------------------
STEP 5
INTERNAL APPLICANT
EXTERNAL APPLICANT except for tech [ outsourcing ]
ONLINE APPLICANT and senior positions [ head hunting]
--------------------------------------------------------------------------------------------------------------------------------------
STEP 6
SIFTING APPLICATIONS
-----------------------------------------------------------------------------------------------------------
STEP 7
PERSONAL INTERVIEW
-INDIVIDUAL PER TO PER
-----------------------------------------------------------------------------------------------
STEP 8
-PANEL INTERVIEW
-------------------------------------------------------------------------------------------------------
STEP 9
-SELECTION BOARD only for senior positions
-------------------------------------------------------------------------------------------------------
STEP 10
TESTING [ BEHAVIORAL]
-PSYCHOLOGICAL procedural element for all positions except senior position
-PERSONALITY procedural element for all positions except senior position
-ABILITY procedural element for all positions except senior position
-APTITUDE procedural element for all positions except senior position
-PSYCHOMETRIC procedural element for all positions
------------------------------------------------------------------------------------------------------------------------------------
STEP 11
TESTING [ TECHNICAL ] only for tech. positions
------------------------------------------------------------------------------------------------------------------------------------
STEP 12
ASSESSMENT CENTRE only for senior positions
-POTENTIAL
-----------------------------------------------------------------------------------------------------------------------------------
STEP 13
OBTAINING REFERENCE procedural element for all positions
----------------------------------------------------------------------------------------------------------------------------------
STEP 14
CHECKING REFERENCE procedural element for all positions
-------------------------------------------------------------------------------------------------
STEP 15
MAKING DECISION procedural element for all positions
[ NO DISCRIMINATION, NO COLOR BAR, NO SEX DISCRIMINATION,
PURELY ON MERIT ]
------------------------------------------------------------------------------------------------
STEP 16
OFFERING EMPLOYMENT procedural element for all positions
-------------------------------------------------------------------------------------------------
STEP 17
PREPARING EMPLOYMENT procedural element for all positions
LETTER
-----------------------------------------------------------------------------------------------------------------------------------
STEP 18
-HR sends out letters to the unsuccessful candidates.
---------------------------------------------------------------------------------------
STEP 19
-HR CHECKS REFERENCES.
[ ABIDE BY LAW ]
---------------------------------------------------------------------------------------
STEP 20
-HR SENDS OUT OFFER LETTERS TO SUCCESSFUL CANDIDATES.
-----------------------------------------------------------------------------------------
STEP 21
-THE LINE MANAGERS / AGREE TO THE START DATE
AND INDUCTION PROGRAMME.
--------------------------------------------------------------------------------
STEP 22
PERSONAL FILE CREATION
-HR CREATES ''PERSONAL FILE ''.
---------------------------------------------------------------------------------
STEP 23
HANDOVER TO HR / ADMINISTRATION
-THE LINE MANAGER HANDS OVER THE RESPONSIBILITY
FOR PAYROLL ADMIN AND INDUCTION TO HR.
-----------------------------------------------------------------------------------
STEP 24
-HR PREPARES WELCOME PACK / EMPLOYEE MANUAL.
------------------------------------------------------------------------------------------
STEP 25
ARCHIVING OF APPOINTMENT FILES.
-HR ARCHIVES SELECTED CANDIDATES FILE.
-HR DESTROYS UNSUCCESSFUL CANDIDATES FILES
AFTER 6 MONTHS.
[ BY LAW, ALL OLD FILES MUST BE DESTROYED ]
================================================== =====
================================================== ==
SIMILARLY, YOU CAN DEVELOP ONE FOR
-PERFORMANCE APPRAISAL.
-TRAINING AND DEVELOPMENT
ETC ETC
==================================================
AT THE CITEHR SITE,
YOU CAN REVIEW THE VARIOUS ''HR POLICIES''
WHICH ARE POSTED ON THE SITE.
---------------------------------------------------------------------------
IN THIS WAY, YOU DEVELOP THE SENSITIVITY
FOR THE VARIOUS HR SUBJECTS.
=========================================
From India, Mumbai
Acknowledge(0)Amend(0)
HERE IS SOME USEFUL MATERIAL.
REGARDS
LEO LINGHAM
===============================
REGARDING YOUR QUERY ON GAINING KNOWLEDGE ON
CONSULTING FIELD.
OPTION 1
-make an entry through as a management trainee
with a consulting firm.
OPTION 2
-gain job experience for 3/5 years and then
join a consulting firm.
OPTION 3
-complete a MBA in consulting [ full time/ part time]
and then seek a career job.
OPTION 4
-gain the job experience and at the same time
enrich yourself with short term courses on skills.
THE SHORT TERMS COURSES.
*presentation
*public speaking
*selling ideas/ concepts
*persuasion skills
*negotiation SKILLS
THESE COURSES ARE CONDUCTED BY
Corporate Training, Leadership Training, & Sales Training from Dale Carnegie Training®
www.dalecarnegie.com/catalogue.
there must b.e a chapter in your city.
THE OTHER SKILL COURSE LIKE
-change management
-problem solving/ decision making
etc
YOU MAY CHECK WITH LOCAL INSTITUTIONS
WHO CONDUCT PART TIME / WEEK END COURSES.
================================================== ==========
FOR A USEFUL BOOK.
1.Amazon.com: Online Shopping for Electronics, Apparel, Computers, Books, DVDs & more
a complete guide to management consulting
by DARYL TWITCHELL & SUGATA BISWAS
================================================== =======
AS YOU HAVE COMPLETED PGHR,
ON YOUR OWN, YOU SHOULD DEVELOP THE PROCESSES
FOR VARIOUS SECTORS OF HR.
HERE IS AN EXAMPLE FOR RECRUITMENT/ SELECTION.
RECRUITMENT AND SELECTION PROCESS
-----------------------------------------------------------------------------------
PROCESS ELEMENTS FOR ALL POSITIONS
---------------------------------------------!------------!----------------------
STEP 1
PREPARING JOB ANALYSES
PREPARING JOB DESC
----------------------------------------------------------------------------------
STEP 2
PREPARING JOB SPECS
-----------------------------------------------------------------------------------
STEP 3
DECIDING TERMS AND
CONDITIONS OF EMPLOYMENT
[ MEETS ALL GOVERNMENT REGULATION ON EMPLOYMENT CONDITIONS]
------------------------------------------------------------------------------------
STEP 4
ADVERTISING
[COPY/MEDIA PLAN] except for senior positions [ head hunting]
[ MUST REFLECT TRUTH, NO FALSE INFORMATION,
NO GENDER BIAS, NO DISCRIMINATION,NO AGE BAR, ETC]
---------------------------------------------------------------------------------------------------------------------------------------
STEP 5
INTERNAL APPLICANT
EXTERNAL APPLICANT except for tech [ outsourcing ]
ONLINE APPLICANT and senior positions [ head hunting]
--------------------------------------------------------------------------------------------------------------------------------------
STEP 6
SIFTING APPLICATIONS
-----------------------------------------------------------------------------------------------------------
STEP 7
PERSONAL INTERVIEW
-INDIVIDUAL PER TO PER
-----------------------------------------------------------------------------------------------
STEP 8
-PANEL INTERVIEW
-------------------------------------------------------------------------------------------------------
STEP 9
-SELECTION BOARD only for senior positions
-------------------------------------------------------------------------------------------------------
STEP 10
TESTING [ BEHAVIORAL]
-PSYCHOLOGICAL procedural element for all positions except senior position
-PERSONALITY procedural element for all positions except senior position
-ABILITY procedural element for all positions except senior position
-APTITUDE procedural element for all positions except senior position
-PSYCHOMETRIC procedural element for all positions
------------------------------------------------------------------------------------------------------------------------------------
STEP 11
TESTING [ TECHNICAL ] only for tech. positions
------------------------------------------------------------------------------------------------------------------------------------
STEP 12
ASSESSMENT CENTRE only for senior positions
-POTENTIAL
-----------------------------------------------------------------------------------------------------------------------------------
STEP 13
OBTAINING REFERENCE procedural element for all positions
----------------------------------------------------------------------------------------------------------------------------------
STEP 14
CHECKING REFERENCE procedural element for all positions
-------------------------------------------------------------------------------------------------
STEP 15
MAKING DECISION procedural element for all positions
[ NO DISCRIMINATION, NO COLOR BAR, NO SEX DISCRIMINATION,
PURELY ON MERIT ]
------------------------------------------------------------------------------------------------
STEP 16
OFFERING EMPLOYMENT procedural element for all positions
-------------------------------------------------------------------------------------------------
STEP 17
PREPARING EMPLOYMENT procedural element for all positions
LETTER
-----------------------------------------------------------------------------------------------------------------------------------
STEP 18
-HR sends out letters to the unsuccessful candidates.
---------------------------------------------------------------------------------------
STEP 19
-HR CHECKS REFERENCES.
[ ABIDE BY LAW ]
---------------------------------------------------------------------------------------
STEP 20
-HR SENDS OUT OFFER LETTERS TO SUCCESSFUL CANDIDATES.
-----------------------------------------------------------------------------------------
STEP 21
-THE LINE MANAGERS / AGREE TO THE START DATE
AND INDUCTION PROGRAMME.
--------------------------------------------------------------------------------
STEP 22
PERSONAL FILE CREATION
-HR CREATES ''PERSONAL FILE ''.
---------------------------------------------------------------------------------
STEP 23
HANDOVER TO HR / ADMINISTRATION
-THE LINE MANAGER HANDS OVER THE RESPONSIBILITY
FOR PAYROLL ADMIN AND INDUCTION TO HR.
-----------------------------------------------------------------------------------
STEP 24
-HR PREPARES WELCOME PACK / EMPLOYEE MANUAL.
------------------------------------------------------------------------------------------
STEP 25
ARCHIVING OF APPOINTMENT FILES.
-HR ARCHIVES SELECTED CANDIDATES FILE.
-HR DESTROYS UNSUCCESSFUL CANDIDATES FILES
AFTER 6 MONTHS.
[ BY LAW, ALL OLD FILES MUST BE DESTROYED ]
================================================== =====
================================================== ==
SIMILARLY, YOU CAN DEVELOP ONE FOR
-PERFORMANCE APPRAISAL.
-TRAINING AND DEVELOPMENT
ETC ETC
==================================================
AT THE CITEHR SITE,
YOU CAN REVIEW THE VARIOUS ''HR POLICIES''
WHICH ARE POSTED ON THE SITE.
---------------------------------------------------------------------------
IN THIS WAY, YOU DEVELOP THE SENSITIVITY
FOR THE VARIOUS HR SUBJECTS.
=========================================
From India, Mumbai
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Dear Mr. Leo Lingham,
The information provided by you in two parts is really helpful to HR professionals. Thank you very much for taking the time to share this valuable information.
Regards,
KCS Kutty
Chennai
From India, Madras
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The information provided by you in two parts is really helpful to HR professionals. Thank you very much for taking the time to share this valuable information.
Regards,
KCS Kutty
Chennai
From India, Madras
Acknowledge(0)Amend(0)
Dear Mr. Leo,
I was just going through this post and came across your replies to Jagruti's queries. You have explained all her queries in a very detailed and systematic manner. Can you please help me too with my query?
I am a graduate in commerce. I have completed my Diploma in Business Management with a specialization in Marketing. Currently, I am pursuing a Correspondence MBA in HR. I have been advised by my Senior Manager that I need to focus more on statutory compliances and labour laws. Since I have not completed my MBA, I do not have much exposure to statutory compliances and labour laws. I have 4 years of experience in HR. Prior to that, I have worked in the customer service field. Can you please advise me on what I should do to enhance my HR knowledge? I have even enrolled with Symbiosis for a single course in HR. My email address is hrworld_80@rediffmail.com.
Regards,
Rosa
From India, Mumbai
Acknowledge(0)Amend(0)
I was just going through this post and came across your replies to Jagruti's queries. You have explained all her queries in a very detailed and systematic manner. Can you please help me too with my query?
I am a graduate in commerce. I have completed my Diploma in Business Management with a specialization in Marketing. Currently, I am pursuing a Correspondence MBA in HR. I have been advised by my Senior Manager that I need to focus more on statutory compliances and labour laws. Since I have not completed my MBA, I do not have much exposure to statutory compliances and labour laws. I have 4 years of experience in HR. Prior to that, I have worked in the customer service field. Can you please advise me on what I should do to enhance my HR knowledge? I have even enrolled with Symbiosis for a single course in HR. My email address is hrworld_80@rediffmail.com.
Regards,
Rosa
From India, Mumbai
Acknowledge(0)Amend(0)
Dear Mr. Leo Lingham,
Thank you very much for generously sharing the information with us. I would like to move to consultancy in the near future, but first want to train under a professional consultant. I would like to email my CV to you so that you can review it and advise me accordingly. Hence, may I request you to kindly provide me your email id so that I can get in touch with you directly.
Await your response.
Thank you & kind regards,
Charmaine
From India, Mumbai
Acknowledge(0)Amend(0)
Thank you very much for generously sharing the information with us. I would like to move to consultancy in the near future, but first want to train under a professional consultant. I would like to email my CV to you so that you can review it and advise me accordingly. Hence, may I request you to kindly provide me your email id so that I can get in touch with you directly.
Await your response.
Thank you & kind regards,
Charmaine
From India, Mumbai
Acknowledge(0)Amend(0)CiteHR is an AI-augmented HR knowledge and collaboration platform, enabling HR professionals to solve real-world challenges, validate decisions, and stay ahead through collective intelligence and machine-enhanced guidance. Join Our Platform.
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