HR practice and consultance Term Paper Example | Topics and Well Written Essays - 3500 words

HR practice and consultance - Term Paper Example The study will be based upon the consultancy process of the HRM. It will evaluate the ‘gaining entry to the organisation’ and other aspects in the hiring process. Different kinds of approaches of the consultancy process will be evaluated and discussed which will best suit the organisation. Overview Consultancy Process Human resource professional’s most important task is related to hiring of the employees along with other job responsibilities. In the HR process, finding the right candidate or qualified applicant for a particular job, filling the vacancy, upgrading the positions, creating new job, promoting employees and other necessary activities are the vital parts for the selection of the right applicant (University of Virginia, 2010). In order to get a clear understanding about the consultancy process, it would be better to take up a particular organisation. For this purpose the UK based multinational company, BP Plc, has been considered. It is a multi-national organisation that operates in the oil, gas and energy industry globally. There are thirty strategic performing units and other specialist support functioning departments. There are problems faced by the BP Plc such as shortage of professionals in the energy sector. Without appropriate number of personnel in this sector, it will be hard to uplift the future. Skilful and expert personnel are required. This gap can be bridged with the appropriate consultancy process that will assist in providing framework for the entry to the organisation (BP PLC, 2010). Entry to the Organisation The entry to the organisation is the initial phase in any consulting process. During this phase the interaction between the applicant and the HR manager takes place, where the HR tries to acquire knowledge about the applicant as much as possible. The outcomes of the consulting, discussion, and the planning phase are then presented in the consulting contract. The signature of the applicant with the HR manager c oncludes the initial phase (Kubr, M & International Labour Office, 2002). In the phase of distinctive consulting intervention, the client and consultant execute a set of activities that are necessary for the achievement of desired changes and purposes. The activities that are involved are generally known as the ‘consulting processes’. The process is well defined and has clear beginning and end which assist in relationship building. Between the initial phase and the end phase, there are several phases that aid both the client and the consultant to be methodical and systematic, from operations to operations proceeding from one phase to another (BSC, 2002). Processes or Phases of the Consultancy Process There are various phases or ways of subdividing the consultancy process that are found generally in different kind of literatures by various authors. There are many instigators who have provided several phases in the process that range from three to ten. For the BP Plc, whi ch is an organisation belonging to the energy sector; a simple five-phase model would be suitable that consists of the â€Å"comprising entry, diagnosis, action planning, implementation and termination†