The HRD team might be unfamiliar with consultants, so let’s break down their roles, functions, and the differences between internal and external consultants.

Consultants: Experts on Loan

Think of consultants as temporary subject-matter experts brought in to provide specific services or address challenges. They offer a fresh perspective and specialized knowledge that can complement your team’s expertise.

What Consultants Do:

• Problem-solving: They analyze situations, identify issues, and recommend solutions tailored to your organization’s needs. This could involve streamlining HR processes, developing training programs, or designing performance management systems.
• Implementation Support: Consultants can assist in implementing their recommendations, providing training, and facilitating change management.
• Knowledge Transfer: A key role is to transfer their knowledge and skills to your team, empowering them to handle future challenges independently.

Internal vs. External Consultants:

• Internal Consultants: Employees within the organization with specialized knowledge who can advise different departments. They understand the company culture and have existing relationships with colleagues. However, objectivity might be limited due to internal politics.
• External Consultants: Independent firms or individuals hired for specific projects. They bring fresh perspectives and best practices from other organizations. However, they need time to understand your company culture and may have higher fees.

Addressing HRD’s Concerns:

• Loss of Control: Reassure the team that consultants are there to collaborate, not dictate. Their role is to provide expertise and recommendations, not take over HR functions.
• Job Security: Emphasize that consultants are brought in for specific tasks, not to replace existing HR professionals. They can actually help HRD upskill by transferring knowledge.
• Cost: External consultants can be expensive, but the return on investment (ROI) can be significant. Consider the cost of inefficiencies or missed opportunities without their expertise.

Overall, consultants can be valuable partners for HRD. By understanding their roles and fostering open communication, you can leverage their expertise to achieve your HR goals.