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Choosing the HR consultant from approved list may some time gives negative thought among employee, because the picked up consultant often questioned for their ability and fairness to perform their job in diversified situation. So i would better to choose through rigorous screening by analyzing his or her every performed previous jobs and experiences and outcomes, although its may be time consiming.
Consultant or coach is most key as link in an organisational function.
Coaching and mentoring employees and all staff is essential.
Yes, a HR Consultant can be a good Coach / Mentor as they are able to see the broader picture but they also have to work within the company dynamic for this process to truly work.
Sounds easier to hire within the organization.
As a coach or mentor would be a productive move on behalf if the company. There are pros and cons to hiring one.
The screening process of a HR consultant is very long and detailed and this helps in a way that you can never go wrong in your selection. In choosing one has to make it a point that she/he gets into the core to find out how much the candidate knows.
It is necessary to know how the consultant will be used as a coach or mentor and most of all the CEO and consultant have to feel comfortable working together productive course.
Other than the 9 steps listed for the shortlisting of a HR Consultant as a Coach or Mentor what other factors should be considered before the selection process?
A fast-growing area of HR consultancy in recent years has been coaching or mentoring.
Let us consider what is involved in choosing a consultant to work as a coach/mentor for a chief executive. You would clearly need to ensure that both parties felt they could work productively together, and that the HR director or other selector was convinced that the coach had the credibility and experience to be successful in the role.
Click on the links below to review the nine stages of the selection process.
Identify and specify the exact issue to be addressed with the CEO (e.g. this might include their management style).
Identify consultancy firms who have experience of working successfully with top managers.
Ask these consultancies to indicate how they work in general terms, how they would approach the specific issue, and what they would charge.
Draw up a shortlist of two or three possible coaches on the basis of this information
Interview the coaches on this shortlist and arranging for them to meet the CEO.
The CEO selects their preferred coach.
Give the chosen consultant a more in-depth briefing about the organisation and the issues, and arrange for them to have a much longer meeting with the CEO.
Go back to an earlier stage if at any point the HR personnel involved, the CEO or the consultant have reservations about the possible success of the relationship and/or assignment.
Once no reservations remain, draw up any necessary contractual arrangements, and arrange a first session.