Pour une expérience d'apprentissage plus agréable, nous vous recommandons d'étudier la version mobile relogée de ce cours.Emmenez-moi au cours révisé.
I would want to know which criterea I will use when choosing consultant?
Assessing HR consultants may not be easy, because there are lots out there who require recognition. the models in which they Base their work on should be critically analysed
am abit confused about 'study note' please make me understand what to do here.
Wonder what does "bridge" means pertaining to HR?
When you go in an assess an HR Manager, you have to be sure they are fit for the position. Quick thinker, is fair, compassionate and unbiased.
How do you overcome any objections that may occur with a successful HR consultant that may have one or two aspects that is not 100% with what the organisation is looking for, however they have a good track record of deliverable?
le consultant aide a trouvait des solution de travail
As the text says, do your homework before choosing a consultant.
Chooing local minimises costs but don't let the cost fact be the only determinant to choosing a consultant.
Once you have a reasonably clear idea of what you are looking for and have identified potential HR consultants, you may need to find out more about them before you can choose.
Ideally, you will gather information from as many sources as possible, and, as with any such information, evaluate its reliability and relevance to your particular context. The clearer you are about the nature of the intervention that you require, and the key features of the context in which this will occur, the better placed you will be to select an appropriate provider.
A list of questions would include:
• Can they do the task as described and do they add something extra beyond my own staff?
• Can they listen as well as talk?
• Can they write well?
• Will they fit into the organisational culture? If not, can they be adapted or will I need to find a ‘bridge'?
• Are their presentation skills good enough to be convincing in front of the most senior levels of the organisation?
• Is the team of the right mix, and is there other expert back-up if necessary?
• Are they local enough that they can attend regular meetings? If not, have they good electronic links?
One of the more visible parts of the service many HR consultants offer is the model or models on which they base their work.
The HR consultant will normally start by trying to understand the client perspective, but then seek to expand that perspective, using theory and experience from elsewhere.
Such models may look superb in publicity material and may impress the majority of ‘naïve’ purchasers. You should be able critically to assess both individual models used and the ‘package’ they comprise.
If a model does not make sense to you or feels ‘wrong’, and questioning does not enable you to understand it, then it is unlikely to form a useful basis for working together.
Relevant questions include:
• Is the model meaningful?
• Does it make sense to you in the light of your own experience?
• Is there relevant and adequate empirical evidence for the model/theory?
• Does the proposed approach include an element of diagnosis?
• Is the model or set of models likely to include all the key elements in the situation which are likely to need addressing?
• Having started to discuss the situation with the consultant, have I already come to understand it better?
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