Benefits of Human Resource Consulting-Free-Samples for Students

Question: Discuss the benefits of human resource consulting at Natural Resources Limited, Australia to tackle the problems related to the recruitment of engineering graduates. Answer: Introduction The report is prepared to discuss the benefits of human resource consulting at Natural Resources Limited, Australia to tackle the problems related to the recruitment of engineering graduates. To fulfill the needs of resourcing, it is important for NRL to undertake different graduate recruitment strategies and campaigns and even seek my consulting opinions and advices for ensuring successful recruitment campaigns too. As a HR consultant, the recruitment manager of NRL has approached me to obtain information and knowledge for overcoming the recruitment challenges and ensure meeting the targets of graduate intake within the organization (Conrero, 2016). Background of the present situation The background of the current situation mainly illustrated the problems faced while managing the engineering graduate intake targets. It was also seen that among the five offers made to the engineering students, only one candidate was selected, which made NRL lower its selection criteria and standards too. Due to this, many of the positions remained not filled and few of the major causes of such kinds of issues could be long lead time taken for filling the vacancies for graduates, failing to assess the applications of graduates properly, degraded job performance and lower uptake of the graduate employment opportunities. The company even focused on recruiting external candidates with a 3 to 6 years of experience and this could further result in higher costs incurred than the recruitment procedures for the intake of internal graduates to fill the vacancies (Buettner Timm, 2018). The recruitment manager has asked Jenny to make improvements but due to the lack of skilled human resources and knowledgeable team members, she faced difficulties in managing the project internally. The consulting project will be undertaken for ensuring that the graduate recruitment programs are managed properly along with the filling of vacancies at the organization with ease and efficiency (OSUGI et al., 2016). Project scope statement The consulting project scope statement defines the scopes and opportunities created for recruiting the most suitable engineering graduates at NRL, Australia. To determine the project scope statement is essential for determining the feasibility and cost that may be incurred while managing the graduate engineering program with ease and effectiveness (Martensen et al., 2016). The project scope statement also includes consideration of various aspects including the management of effective board governance and proper coordination of Board and roles of the employees. The leaders must possess a common vision and goal to select the right candidates who can achieve the new vision as well as strengthen the financial management, furthermore enhance the image and credibility among the various stakeholders in business (Lazazzara, Karpinska Henkens, 2013). Proposed project plan The business organization was failing to attract the right engineering graduate candidates, because of which, it was difficult to meet the business needs and furthermore ensure proper business functioning all throughout. The proposed business project plan should include the various aspects to make sure that the consulting project is successful and the rightly skilled and knowledgeable candidates are selected as part of the workforce. NRL has taken help from a third party provider to manage the Assessment centre stage properly and carry out the various processes during the recruitment such as conducting the first interview, checking their resumes, short listing the candidates, generation of employee contact and finally managing the event all throughout the recruitment process (Aleksandrovna, Alekseevna Alexandrovna, 2017). Project plan activities Time taken Organizational assessment and developmental plan 15 days Identification of the recruitment and strategic goals and objectives 7 days Assessing the availability of resources required for managing the project 8 days Action plans should include proper staffing to create a consulting group and even evaluate the operating budget 15 days Drafting the recruitment plan 10 days Review and approval by the recruitment manager of NRL 7 days Figure: Project plan GNATT chart (Aleksandrovna, Alekseevna Alexandrovna, 2017) Proposed deliverables The deliverables proposed could include the recruitment planning, initial assessment and evaluation of the resumes provided by the candidates to get selected and then addressing the issues presented in the report. The organizing of members, staffing and recruitment guidelines stated in the Board Development plan that should be followed could also be included as deliverables. The strategic planning, customized process of planning could also help in addressing the issues and create a much better, realistic and flexible strategic plan to achieve the business goals and objectives with ease and effectiveness. The project deliverables also include the development of supervisory and leadership management activities along with the identification of performance goals at each position. The customization of the engineering graduate recruitment process would also benefit the selection of the most suitable individuals who have applied for the job vacancies at NRL (Proctor et al., 2014). This woul d also allow the recruitment department to overcome the issues faced as well as make sure to provide proper job descriptions and Personnel management policies known to the candidates. More candidates would be selected and this could fill up the vacancies that were left within the organization. The project deliverables could also be the various information sources including the NRL recruitment procedure, engineering graduate students and recruitment policies and procedures. The data and information obtained from the recruitment information system are also considered as important project deliverables (Morgeson et al., 2013). Project cost, terms and confidentiality Jenny has been provided with an amount of $10,000,which she can spend on improving the current scenario and hire a consulting firm to address and issues and rectify those as well. The charges for the consultants on an hourly basis are $200 for the principal consultant per hour, $150 per hour for the senior consultant and $100 per hour for the consultant team members. These are the fixed costs whereas the variable costs during the recruitment process would include the expenses incurred during the short listing of candidates, conducting interviews, etc. The costs were broken down and presented in the form of a diagram, based on which, the expenses should be done (Conrero, 2016). Figure: Cost breakdown structure (Conrero, 2016) Project consultants credentials The qualifications or credentials that should be possessed by the project consultant include 3 to 6 years of experience in the field of engineering and they must be accustomed with the recruitment consultation activities too. The recruitment consultants could be open to graduates regardless of the degree subject, though for the company individuals from the engineering discipline would be referred. Gaining entry with a HND degree could be beneficial as well with relevant skills, abilities and level of experience. The project consultants must also hold relevant interpersonal and communication skills along with problem solving abilities (Buettner Timm, 2018). The consultants should be able to complete their tasks within the deadline and not intend to miss targets, which would also promote team working and creativity during the management of recruitment and selection processes at NRL, Australia. References Aleksandrovna, T. N., Alekseevna, V. A., Alexandrovna, K. L. (2017). ACTUAL QUESTIONS OF HUMAN RESOURCES MANAGEMENT. TURKISH ONLINE JOURNAL OF DESIGN ART AND COMMUNICATION, 7, 1208-1218. Buettner, R., Timm, I. J. (2018). An Innovative Social Media Recruiting Framework for Human Resource Consulting. In Digital Transformation of the Consulting Industry (pp. 415-425). Springer, Cham. Conrero, S. (2016). External Consulting in Change Processes: Change Management Consulting and Human Resource Management. In Strategic Labor Relations Management in Modern Organizations (pp. 76-88). IGI Global. Lazazzara, A., Karpinska, K., Henkens, K. (2013). What factors influence training opportunities for older workers? Three factorial surveys exploring the attitudes of HR professionals. The International Journal of Human Resource Management, 24(11), 2154-2172. Martensen, M., Ryschka, S., Blesik, T., Bick, M. (2016). Collaboration in the consulting industry: Analyzing differences in the professional use of social software. Business Process Management Journal, 22(4), 693-711. Morgeson, F. P., Aguinis, H., Waldman, D. A., Siegel, D. S. (2013). Extending corporate social responsibility research to the human resource management and organizational behavior domains: A look to the future. Personnel Psychology, 66(4), 805-824. OSUGI, T., MITA, T., BRENES, I. M., DASTIDAR, D. G., HIGAKI, T., FUJITA, K. (2016). W-10 Exploring interdisciplinary field activities that tackle social issues: A new approach in internship development for graduate education. In JSEE Annual Conference International Session Proceedings 2016 JSEE Annual Conference (pp. 51-54). Japanese Society for Engineering Education. Proctor, S. L., Simpson, C. M., Levin, J., Hackimer, L. (2014). Recruitment of diverse students in school psychology programs: direction for future research and practice. Contemporary School Psychology, 18(2), 117-126