Large and small companies may both need guidance for developing their HR practices into something that can best fit their size and intention.
Do the HR professionals in your company have enough resources to handle the most pressing needs? According to a Talent Management survey of 127 HR professionals from earlier this year, 52 percent are spending more on HR tech solutions this year than they have previously. Truly expanding the HR resources a company has may require pacing the growth of technology and planning it to respond to company problem points.
Last month, Allen Smith tackled a similar concept in an article on “the HR department of one,” where a single professional has to manage HR challenges themselves. In these cases, HR consulting solutions can lead understaffed HR groups toward more efficient uses of their time and systems.
For example, one area single HR managers may want to focus on is inter-departmental communication, to make up for the lack of staff they have access to. Smith quotes Edwin Medina of Grass Groomers Inc., who described some of the disadvantages that HR managers have when they are more or less reliant on just themselves.
“A solo practitioner doesn’t have the benefit of bouncing his or her ideas off fellow HR co-workers and gaining insight from their experiences and knowledge, Medina said. “The best thing to do is build up a network of HR professionals, whose experience and advice is valued.”
Large and small companies may both need guidance for developing their HR practices into something that can best fit their size and intention. The HR consulting you require will be different if you need to add new technologies as well as the means to train incoming staff.