What is HR Consultancy | Best HR Consultancy In India

best hr consultancy

Specialist advice and services provided by a third party to help businesses maximize the efficiency of their HR operations and implement appropriate new policies and procedures in the best way possible. They are often valued by companies for their ability to bring an outsider’s objective view. Best HR consultancy in India is often brought in to address a particular problem or deficit and is tasked with assessment, auditing, proposal, and implementation of a policy designed to address the deficit and drive organizational change. HR consultants are generally outsourced to advise companies on a wide range of issues involving their workforce. They look into the policy and procedures involving all the human aspects, with an aim to keep the staff and the management at ease. This creates an environment of trust and collaboration within the company. This adversely affects how the company grows. They also play a great role in solving grievances of all employees from all levels. In some extreme cases, they also advise on restructuring a particular department’s leadership strategy. HR consultants operate independently or through a consulting firm. They may be requested to address specific issues and remain on board the company until the issues are resolved. Their services may also include overhauling a company’s human capital, causing an extended contract that may stretch anywhere from several months to more than a year.

Before we Hire an HR consultant, It’s a Good Idea to Understand all of the Factors that Affect Creating and Maintaining a Workforce:

The planning- The starting point for working with the Best HR consultancy in India should be an analysis of your company’s workforce management needs. This includes a review of your organization chart, the development of optimal short- and long-term org charts, a legal compliance review, discussion of your budget, plans for

maximizing worker productivity and a review of your company policies and procedures. This requires developing job descriptions for each employee and an annual review process. A review of your competitors’ hiring, training,
compensation and management practices can help you better attract and retain key talent.

Policy Development- If you don’t have a company manual, an HR firm or the contractor can help you create a guide to policies and procedures that provides basic information regarding office hours and dress, payday procedures,
behavior, annual reviews, workplace safety, and grievances. Company manuals can both help and hurt you in the event of a lawsuit, and an HR consultant should be able to create a guide that does that former, rather than the latter.

Basic Services– In addition to broad-based planning, an HR consultant can help you address specific areas of workforce management. Some HR professionals specialize in benefits management, wellness programs, workplace safety and security, compensation, legal compliance, payroll, training, morale, executive searches, and office space design. When meeting with an HR consultant, you can create a modular human resources plan that lets you address different areas individually, based on your budget. For example, an HR consultant can help you find voluntary benefits that cost you nothing but give your workers access to a valuable, low-cost health insurance or retirement product.

Using Contractors– Some small businesses use an HR firm to provide all of their workforce management needs. Others appoint an internal administrative person to act as the point person to oversee the work of a contractor,
eventually elevating this employee to HR manager status or hiring a trained HR professional to take over more of the contractor’s work and perform it in-house. Some companies put HR functions under the job description of the accounting or finance manager, having that person use a contractor to help with payroll, benefits, legal forms, and other issues that come with bringing workers on board.

Companies expectations from their HR

Employee Management-The most basic function of a human resources department is to help with the recruiting, orienting, training, and firing of employees. At smaller companies, HR works with the owner to learn what
employee skills he seeks in a particular new hire. They then advertise for the position, screen resumes, present candidates for the owner to interview, and then provide orientation for the employee after she’s hired. This last process includes familiarizing the employee with the company’s policies and procedures, giving her a tour of the office or plant, introducing her to coworkers, and getting her into the company’s payroll and benefits systems. HR
might conduct annual reviews, provide training, handle grievances and oversee termination procedures.

Compensation and Benefits Management– A HR department helps set pay scales, using research on industry rates and discussing the company’s budget with the finance department. HR might conduct an employee’s annual review, basing raises and promotions on that interview and discussions with his supervisor. An HR manager works with insurance and benefits providers to create the most attractive package within the company’s budget.

Strategic Planning- As companies grow, HR departments look at the long-term staffing needs of the business and the effects this will have on corporate overhead. An HR department helps create a long-term organization chart,
complete with titles, chain of command, and written job descriptions to help management bring on new employees in a proactive, rather than reactive, manner. HR might work with production and accounting to look at staffing levels based on the company’s cash flow and develop ways to optimize labor scheduling costs. This might include using part-time workers or contract labor.

Total Rewards– In addition to salary, wages, and benefits, employees look for a variety of programs and perks when deciding on where to work. An HR department helps make a business an employer of choice by creating a total
rewards program that includes benefits such as paid or subsidized parking or rapid transit, an attractive paid time off program, monthly office birthday parties, reward and recognition programs, company outings, and wellness
initiatives. Wellness programs not only benefit workers but also help businesses improve productivity, reduce health care costs, improve attendance and decrease insurance claims.

Compliance– A vital role of any HR department is keeping a company compliant with state and federal labor rules and regulations. This includes creating company policies and procedures to reduce or eliminate instances of
discrimination or harassment, keeping workers safe, posting necessary signs, and fulfilling minimum wage and overtime pay obligations.


Here is A list of the top HR companies in India

  • 1) Emic Enterprise
  • 2) SutraHR.
  • 3) ABC Consultants.
  • 4) Adecco India.
  • 5) CareerNet.
  • 6) IKYA Human Capital.
  • 7) Kelly Services India.
  • 8) ManpowerGroup India.
  • 9) Randstad India (previously Ma Foi Randstad)

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