What determines the need for HR consulting. Management consulting: tasks, methods and stages of service provision

Consulting services represent the provision of third-party monitoring and control over various aspects of the enterprise, and accordingly, personnel consulting is the provision of advice to the organization's management in the field of personnel issues. Company owners seek to minimize existing costs by all available means, and optimization personnel policy organizations with the help of personnel consulting is very effective method solution to this issue.

HR Consulting - what is it?

HR consulting is an activity that is directly related to the solution of all kinds of personnel issues that arise for managers. top management organization, and aimed at the effective use of the organization's human resources. This simple definition most fully reveals the essence of the concept of HR consulting as a whole, however, it does not make it possible to get acquainted with all the advantages and disadvantages of attracting third-party specialists to solve problems that are relevant for a business entity.

A related concept to personnel consulting is personnel audit, however, these are not identical things. An audit means only checking the personnel policy of an enterprise and its effectiveness, while consulting deals with a direct and direct solution of various personnel issues. That is, personnel audit is only one component of consulting.

Modern business conditions are increasingly pushing employers, managers and owners of the enterprise to use third-party specialists in various matters. After all, the division of labor is one of the oldest methods of increasing the efficiency of society in general and individual business entities in particular. Not every company can afford the permanent availability personnel specialists in the state, and not in every case it is necessary.

However, it is still necessary to distinguish personnel consulting from outsourcing of personnel specialists. In the case of or , the enterprise actually receives a temporary employee performing permanent tasks. While personnel consulting provides a relatively one-time solution to existing problems and issues.

Why is personnel consulting used by the organization - goals and objectives of the procedure

Before considering the features of personnel consulting, you should understand why it is needed. The main goals of personnel consulting and the tasks resolved within its framework include:

As can be understood from the above range of tasks, each of which can be solved with the help of personnel consulting, such activities are quite in demand in the territory. Russian Federation and can help almost every leader. At the same time, the range of services and tasks solved within the framework of personnel consulting is not limited to the above list - this is only part of the possibilities that this tool opens up.

Particular cases of the use of personnel consulting in an organization

Despite the fact that the company's personnel consulting has many effective tools to solve personnel issues, nevertheless, it is not always necessary to turn to the services of such specialists. Therefore, you should carefully weigh all the circumstances before looking for companies that provide personnel consulting. So, there will be no need for the indicated procedures in the following situations:

IN Lately The following forms or areas of personnel consulting are very popular:

Personnel recruiting is a set of activities (search, recruitment of applicants, selection of candidates, recruitment of personnel) aimed at filling vacancies at the customer company with competent specialists.

Outsourcing- the transfer by the organization of certain business processes or functions to the service of another company specializing in the relevant field. HR outsourcing- transfer of a number of functions related to personnel management to an external partner. In Russia, such HR functions as search and selection of personnel, training and development of personnel, assessment and audit of personnel, personnel records management, payroll, labor market monitoring, development of personnel motivation programs are most often outsourced.

Outstaffing– removal of an employee from the staff of the customer company and registration in the staff of the provider company (recruitment agency), while the employee remains at the same workplace and performs the same duties, and the provider company assumes full legal responsibility for the staff, including personnel records management , accrual and payment wages as well as tax deductions.

Leasing (rent) of personnel– provision of temporarily free personnel to the customer company for short-term and long-term projects.

HR audit- this is a system of consulting support, analytical assessment and independent examination of the organization's human resources potential, its compliance with the goals and development strategy of the organization; includes an assessment of personnel processes (planning, recruitment, selection of personnel, adaptation, motivation, training and development, etc.), assessment of org. structure and assessment of quality and quantitative characteristics personnel.

Headhunting (executive search), or "direct search" - a service for the selection of senior managers, top managers, highly qualified specialists of a rare profession for a customer company.

The cost of this type of service is 15-25% of the candidate's annual income. Having received an order, consultants do not sort through thousands of resumes sent, but go to the people they are interested in. First of all, through personal connections, recommendations former clients, and also thanks to knowledge of the market, which allows you to identify the right specialist. Then the found candidates are lured to the customer company.

Outplacement - a method of soft, loyal dismissal, a system of measures that promote the employment of laid-off employees; includes developing a resume, writing a cover letter, preparing letters of recommendation, training in job search methods and behavior in interviews, advising on labor law issues, psychological support, individual consultations, trainings, etc.

An interesting outplacement option is the so-called "confidential" or "closed" dismissal. "Closed" outplacement is the dismissal of a high-ranking employee who does not suspect anything about it. The firm “orders” an employee to a recruitment agency, and several interesting offers which he cannot refuse. As a result, the employee himself happily leaves the company for a new interesting job.

Assessment Center - this is a technology for identifying certain business, personal and professional qualities of employees, their knowledge, skills in the course of a sequence of assessment activities in order to determine the compliance of the personnel with the goals, strategy, corporate culture of the organization, the formation of a personnel reserve, determining the directions and forms of personnel training. The assessment criteria are competency models built on the basis of determining the key requirements for the position.

Optimization of the personnel management system as the main goal of personnel consulting. The main stages of optimizing the personnel management system: preliminary diagnostics of the state of the personnel management system, reorganization of personnel management subsystems, implementation and maintenance. Optimization of the organizational and functional structure of the personnel management system. Optimization of personnel management functions. Optimization of personnel management technologies. Criteria for selecting consultants in the field of personnel management. HR consulting methods: benchmarking, HR monitoring, HR controlling, Assessment Center technologies, etc. Formulation of HR consulting results. Evaluation of the effectiveness of personnel consulting.

The specifics of personnel consulting on individual subsystems of personnel management: documentation support for personnel management; analysis of needs for work with personnel; evaluation of job requirements; assessments professionally important qualities; incentives and remuneration; selection and adaptation of personnel; qualification level assessments; staff training; assessment of the socio-psychological climate.

Topic 5. Theoretical basis personnel audit

Classification audit activity. Types of audit. Distinctive features, advantages and disadvantages of audit types. Directions of the audit. Financial, state, management audit.

Personnel audit as a form of diagnostic study of the organization. Subject and objectives of the audit. The dynamics of the goals and methods of audit in different periods of history. Various definitions of the concepts of audit. Audit and audit activity. Audit and consulting. Audit and revision. Formation of audit in Russia. Problems of information risk in audit. Regulation of audit activity. Legal basis audit. Auditing standards. Principles of conducting an audit. Basic rules of conduct for the auditor. The main character traits and practical skills required by the auditor.

Topic 6. Methodology of personnel audit

Methodological approaches to the audit of the organization's personnel. The essence and main elements of the concept of personnel audit. Personnel of the organization, its activities as an object of audit. The main aspects of the audit in the labor sphere: organizational and technological, socio-psychological, economic. Goals and objectives of personnel audit. Types of personnel audit. Personnel audit methods. Personnel audit technology. The main stages of the audit: preparatory, collection of information, analysis and processing of information, evaluation of the effectiveness of the audit. Objectives and content of the stages of the audit.

Topic 7. Methodological foundations conducting an audit of personnel in the organization

The main indicators of personnel audit in the organization. Methodology for conducting personnel audit. Personnel audit standards. The main sources of information used in the audit in the social and labor sphere: laws and instructions; labor indicators; questionnaires and interviews of employees. Tasks and main directions of the analysis of labor indicators during the audit of personnel. Improving the organization's personnel management system based on personnel audit. Evaluation of personnel audit efficiency.

Rapidly changing conditions external environment and increased competition in various business sectors today impose high demands on the management of human resources for company leaders. Increasingly, it is people with their professional skills that are becoming the main competitive advantage companies on the market.

Where and how to attract professional staff? How to increase staff motivation? Will employee training improve performance? There is a feeling that the staff of the company is "bloated". How to optimize the number of staff? The company is growing rapidly, it is necessary to formalize procedures, establish common rules of the game. How to deal with it? Should top management be assessed? How not to make a mistake in choosing a new manager?

In search of answers to these and other questions in the field of personnel management related to the organization effective work personnel management services, the implementation of personnel consulting procedures will help you.

Personnel consulting (personnel consulting) is a type of activity associated with solving problems facing top managers in the field of management by human resourses in order to increase the profitability of the business.

As part of HR consulting, it is customary to solve the following tasks:

• Organization from scratch of the activities of the personnel department.
• Improving the efficiency of the current personnel management service.
• Development and optimization of individual procedures for personnel management:
  - documentation support personnel management;
  - search, selection and adaptation of personnel;
  - personel assessment;
  - system of stimulation and motivation;
  - education and development.

In the course of personnel management, the following can be carried out:

• Analysis of the current state and personnel potential of the company;
• Analysis official functions and organizational and personnel structure of the enterprise;
• Analysis existing system personnel management, personnel management and its motivation;
• Optimization of management technology and personnel activities.

HR audit is essential in order to decide managerial tasks, and not admire the shelves with folders of instructions and orders.
An organization may have many local acts, but their value is minimal and does not exceed the cost of waste paper. It becomes impossible to apply at the right time "concocted" or downloaded on the Internet employment contracts and other local acts, because they do not contain the most necessary information, or contradict each other, impose additional obligations on the employer, or do not comply with the requirements of the Labor Code of the Russian Federation.

The main requirement for personnel documents- they should work exactly in those situations when it is really needed!

However, in practice the opposite is often the case. And in addition to the payment of labor spent on the creation of personnel documents gathering dust in folders, the employer then “pays” for the excessive diligence of the workers who took part in this.

An example is the following story:

In LLC "S." there were the Internal Labor Regulations, which were written for several weeks by the entire legal department. In them, among other points, it was stated that “an employment contract with an employee can be canceled if the employee did not start work without good reasons within a week from the date of entry into force of the employment contract. Similar wording was contained in employment contracts with employees. A year after the approval of the Internal Labor Regulations, the Company invited a warehouse manager to work, who did not come to work within the period specified in the employment contract. In a normal situation, the Company only needed to draw up an employee's absenteeism report, issue an order to cancel the employment contract and hire a new employee. Since part 4 of Art. 61 of the Labor Code of the Russian Federation does not require the employer to clarify the validity of the reasons for the employee's absence from work. If the employee subsequently finds himself on the threshold of the organization with sick leave- the maximum that he can claim - for the payment of social security benefits.
However, in the above example i.e. in the presence in the employment contract and local act unsuccessful wording, the employer lost the opportunity to cancel the employment contract.

HR audit employment contracts , local acts, job descriptions, orders and other documents, it makes sense to carry out after determining its goals i.e. compiling a list of tasks that personnel documents should serve. Otherwise, different teams of lawyers can study and edit your documents for months (or even years), and you still won’t be able to use them.

A separate topic is optimization of labor costs. Depending on how this or that payment is drawn up, whether the organization has a provision on bonuses, a collective agreement, a provision on business trips - certain payments in favor of employees will have a different taxation regime.

With proper execution of local regulations, personnel costs can be reduced by up to 20% of the payroll. However, this should be done after preliminary bringing local normative acts in line with the requirements of labor and tax legislation.