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  • Change Management Consultant

    Change management consultant stands as a responsibility to execute changes by the keen assessment, need and requirement in the company, which are for the better welfare of the organization. Change management consultant implies to bring out the transformation and implement the proposed changes by considering the policies of the company.

    Roles and Responsibility of Change Management Consultant

    Prime and significant duty of the change management consultant is recognizing which are the key areas of the company demands for a transformation and require changes. As the assessment is done the next step is likewise the undertaking these changes by the change management consultant and make sure these changes are actualized in the company in the way it has to be. Change the executive’s advisors must be fit for surveying circumstances, taking the employees and business points into thought while proposing the changes.

    Blueprint of Change Management Consultant

    Assessment, planning and executing are the three pillars of carrying change in the company. In the advent of the change management the change in the pattern which effects employees, senior management, working scenario and sometimes in the policies too. This transformation depends on why you need this change management and accordingly you can channelize change management strategies with the change management consultant. It’s also the key role of the change management consultant to assist the employees and the staff to get adapt with the change by balancing the core values of the company.

    What Can Be The Alarm For The Change Management?

    The myth about change management is that only during the time if crisis there’s a call for change management. But it’s wrong! There are types and purposes for the invoking of the change management tactics. You can have the decision to have the change when you acknowledge exiguity of discipline in the workflow, during crisis, not getting desired output, implementing new technology, transformation in the management core values etc.

    Following are the challenges of change management:

    1.Adaption:
    Initially adapting the new change management would result into bit difficult for the employees to accept. But simultaneously it’s the responsibility of the change management consultant and the senior management of the company to find out the solution for the same.

    2.Changes Comes Out With Uncertainty
    For few there can be some instincts they me be uncertain will these changes help them to achieve milestones or will it not work. As they say changes comes with the uncertainty and this is the product of it. This can be resolved by highlighting the benefits of these changes, show them how would they get benefited through it under the guidance of the senior and change management consultant of the company.

    3.Accomplishment Of Goals
    Be very precise and clear about the milestones company aims to achieve post the change management. Because there can be chances where there will be delay to practice and executive on the decided goals because of the change. And here comes into the role of change management consultant and other senior management of the company to bring out the strategies and the best practices on how you can empower your company for better fruitful results.

  • As a company owner, hiring new staff may become a tedious job apart from it being a time-consuming one. Hiring new employees for your company is essential too. But the whole process of hiring can be very lengthy and hectic. The best Recruitment Agency in Mumbai works at the grass-root level with the company and hire the right candidate for the company in no time. Most businesses today rely on recruitment agencies for their hiring process, and it is because of all the right reasons.

    You have access to a more significant number of excellent candidates

    When it comes to recruiting employees for a company, there is no fixed procedure or a one size fits all approach. Hiring employees is hectic as it requires time, patience, knowledge to try out different plans and resources. When you are hiring the best Recruitment Consultant in Mumbai, you quickly have access to the best candidates for the job, because they already have a network set up. Today, recruiting is more than posting a short advertisement in the newspaper. Recruiters have a considerable database of suitable candidates, who may be working currently, elsewhere

    Identifying Talent Right Away

    Recruitment agencies work both ways; they work with employers who are in search of talent, and they also work with candidates seeking jobs in companies. In short, the best Executive search firm in Pune knows what one is looking for, what one is capable of, and hence negotiate the salaries accordingly. As soon as an employer sets vacancies in their company, the recruitment agencies set forward in searching the right candidates for the company. A suitable candidate is often the one who is not seeking any job but may be open to a new job if adequately motivated. Recruitment consultants have an active database and explicit knowledge regarding the whereabouts of such candidates.

    Negotiating salaries and interviewing the candidates

    Hiring a recruitment agency saves both time and money for the employer. A recruitment agency goes through several stages before finally interviewing a candidate and then selecting the suitable one from many candidates. Recruitment agencies go through the background of the candidate, verify the authenticity of the information provided by the candidate; as a part of the screening process. Also, they are the perfect mediators in negotiating the remuneration between the company and the candidate.

    Adequate industry knowledge for recruiting

    Recruitment agencies make it a point to keep themselves updated about the industry they are hiring for, like the latest technology or the trend, or any new development, which is crucial in the hiring process. They have years of experience in recruiting candidates for various companies, so their insight into a candidate helps hire.

  • Business owners know that there is always a possibility for exposure to certain risks associated with running their business. Many such risks depend on the type of work the organization does, but many other risks can be a directly as a result of everyday business practices and the actions of the employees. The good news is that potential liability can be minimized with a little foresight. Here are few examples of common small business risks and the steps employers can take to minimize their exposure and mitigate risk.

    1) Leadership team

    Managers represent the company’s culture, expertise and future. Many times, managers are promoted into positions for their technical or functional capabilities, not for their expertise at managing people or their leadership abilities. When employees don’t like working for their direct manager, they usually start to explore other opportunities. This is true even if they like the company. Your managers are your most important assets to building a successful organization. Effective leaders drive behaviors and leverage employee talents to achieve results. They have excellent communication skills and share the excitement of the vision to achieve results. Even if only one of your managers has less than stellar leadership skills, your company is at risk.

    Suggestion: Do not underestimate the value of continuous employee training and development. Train all levels of management on leadership skills, performance management and communication skills – and make it clear that managers are accountable for providing ongoing feedback to their team.

    2) Inconsistent recruitment practices

    Inconsistency in hiring can create risk and attrition. Companies often hire an employee for his or her technical skills and end up terminating the same employee for poor cultural fit. The interview process is the best opportunity to identify the right candidate in every category but interviewers don’t always use the time to their best advantage. Take the time to define the job description and make sure everyone involved in the interview process understands exactly what type of candidate will be the right fit. Ensure that all interviewers have been trained on the type of questions to ask (and not to ask) and that they also focus on cultural fit, in addition to technical skills. Use an offer letter to outline the terms and conditions of employment and be transparent with the perquisites and additional benefits you offer.

    Suggestion: Establish a consistent hiring practice and train everyone involved.

    3) Lack of focus on “Performance Management”

    This is frighteningly prevalent. Small companies often create a culture where they decide they do not want to do anything that seems “corporate” so they dispense with everything that may feel like a formal review. They miss out on ongoing feedback and open communication and end up with employees who don’t know if they’re meeting expectations because no one has set goals, developed a job description or shared the company’s direction. Even in larger organisations, managers have an aversion to spending time on providing feedback and often put it off until the dreaded year-end review, when they try to lump the entire year’s performance into as short of a message as possible. No other area in the company would pull data from one snapshot in time to determine success. Neither should the performance management process

    Suggestion: Provide ongoing feedback to all employees, managers and the executive team regularly. Develop shared expectations around performance. Make sure employees know how they are performing. Identify and recognize employee accomplishments.

    4) Insufficient documentation

    Insufficient documentation creates a litigation risk because documenting performance issues protects the company. While it does take time and effort to document performance-related conversations with employees, the benefits of having the documentation are worth it.

    Suggestion: Send an “as we discussed” email to follow up on verbal discussions with employees and to document topics discussed, decisions and agreements made, and any issues or concerns that were addressed. Make sure more formalized discussions are recorded in writing as well. It’s important to have a well-documented employee file to eliminate any confusion or misunderstanding. Documentation also affords legal protection in the event of litigation.