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From HR Generalist to Consultant

How to Position Yourself as an Advisor

Emily V. Biscardi & Dave Desch

Why is this important?...

• Day to day operational and transactional focus can be outsourced

• Companies expect transactional HR to be performed well – visibility is only when things go wrong

• Business climate has evolved and so should the role of the HR professional

Realities…

• Solving business problems gets you a seat at the table

• Able to leverage knowledge of internal organization

• The consulting process helps you become more successful in creating impact & change

Opportunities…

Consultant-

A person who provides expert advice professionally; anyone attempting to help others affect a change.

Internal Consultant-

Someone who operates within an organization but is available to be consulted on areas of specialism by other departments or individuals.

Definitions

Internal Consultant External Consultant

Deep organizational perspective

Broad business perspective- new ideas

Perceived as an organizational ‘agent’

Perceived as objective

Knows the people, but may have preconceptions

Needs time to understand the people

Credibility through history of interactions within the business

Credibility through brand status and previous experience

Key Differences in Roles

1. The Evolution of Human Resources

2. Skills and attributes of a consultant

3. Case Studies

4. Questions

5. Resources

Our Time Together

The Evolution of HR H

R N

ame

HR

Iss

ues

Industrial Revolution

Labor Relations

People as inter-

changeable parts

Civil Service & Civil Rights

Personnel

Workers’ rights; Legal

compliance & reporting—

“policy police”

Service Economy

Mergers & Acquisitions

HR People

Human Relations Theories

Modern Organizations;

Technology

Human Capital

“Morphing”– transactional

business units get

outsourced

Global Economy

Challenged to be an effective internal

consulting organization

1900s 1920s – 1960s 1980s 2000s 2010s

Evolution of HR Function

Labor Relations Personnel

Human Resources People

Human Capital

A Century of Evolution in the HR Function

Add Value

Imp

act

to t

he

Bu

sin

ess

Limit Liability

Safety & Workers’ Comp Compliance

Labor/Union Relations

Benefits

Compensation HRIS

Employee Relations Training &

Development Performance Management

Survey Action Planning

Diversity & EEO

Staffing & Talent Management

HR as Business Partner

Organization Design

Culture & Image

Strategic HR Planning

HR Career Progression

HR Assistant/Intern

HR Generalist

Recruiter HR

Specialist

HR Manager

Senior Recruiter

Advanced Specialist Role-

Benefits, Training, etc

HR Director

Recruiting Manager

SME Consultant

VP of HR CHRO

Building Blocks to Consulting Capability

Consulting

HR Functional Skills

Business Acumen

Business Strategy

Step 1: HR Functional Skills

• HR Functional Knowledge

• Training & Development

• Compensation • Benefits • HRIS • Employee

Communication

• Legal Compliance

• Labor Relations

• Employee Relations

• Staffing

• Diversity & EEO

• Performance Mgmt

• Succession Planning

Building Blocks to Consulting Capability

Consulting

HR Functional Skills

Business Acumen

Business Strategy

Step 2: Business Acumen

• Industry

• Organization

• People

• Financial Acumen

• Business Savvy

• Marketing & Messaging

• Operations Knowledge

• Customers

• Competitors

• Partners

• Economic Climate

Building Blocks to Consulting Capability

Consulting

HR Functional Skills

Business Acumen

Business Strategy

Step 3: Business Strategy

• HR Strategy

• Organizational Culture

• Talent Strategy

• Product Development

• Organizational Development

• Continuous Improvement

• Marketplace Trends

• Business Objectives

Building Blocks to Consulting Capability

Consulting

HR Functional Skills

Business Acumen

Business Strategy

Building Blocks to Consulting Capability

Relationship

Building

Expectation Management &

Conflict Handling

Active Listening

Advising

Relationship Building

• Build rapport

• Show an interest in the client’s success, skin in the game, investment

• Know your audience

• Be willing to ‘fall on the sword’

• Seek to know more- don’t jump to conclusions, gather information

• Don’t interrupt

• Take notes

• Repeat what you think you heard

Active Listening

• Determine if there are any implied expectations based on faulty information

• Keep your clients informed; Identify issues

• Do not promise things you can’t deliver

• Have the courage to address, open up issues

Expectation Management & Conflict Handling

• Present recommendations

• Data! Data! Data!

• Identify pros & cons; limitations

• Cite industry best practices

• Share your own professional experiences

Advising

Building Blocks to Consulting Capability

Consulting

HR Functional Skills

Business Acumen

Business Strategy

This Rather than…

Show up early Show up on time

Sense of urgency- pace, rhythm Just on time responses

Updates, quick responses Withhold information, unaware

Proactive- anticipate needs, questions

Reactive

Investment in outcome Doing a job

Subject matter expert, trusted advisor

Taking “orders”

Set and manage expectations Avoid issues, deny

Opening up & resolving issues, Saying yes- to please, to avoid confrontation

Behaviors of a Consultant

Case Studies

• Software development company has hard time finding AJAX language programmers.

• Call center operation receives low customer satisfaction scores for responsiveness and friendliness.

• Healthcare benefit rates are rising significantly. The company is also forecasting to lose over 30% of it’s workforce in the next 5 years due to retirement.

Learn More

• ASTD

• Consulting Skills Training & Certificate

• Books

• Peter Block:

• Flawless Consulting: a Guide to Getting Your Expertise Used

• Flawless Consulting Fieldbook & Companion: A Guide to Understanding Your Expertise

• Dave Ulrich:

• HR Transformation, Building Human Resources from the Outside In

• HR from the Outside In

Thank you

Emily V. Biscardi

CEO, Xelerate

(610) 716-1910

emily@xeleratellc.com

Dave Desch

VP, Global HR, Aris Global

(203) 588-3008

ddesch@ArisGlobal.com

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