The document discusses the role of a human resource consultant. It describes the consultant as fulfilling three main roles: a strategic partner who helps develop the organization's business plan and HR objectives; an employee advocate who builds an environment where employees can work well; and a change agent who helps drive organizational change through various interventions. The document then outlines some of the key areas and skills needed to fulfill these roles, including understanding strategic planning, change management, employment law, and communication skills.

1. The Human Resource Process:
Powerful Agency of Change
 A Presentation to GAIM
19th September 2007
Designed by Dr Graham Dexter and Dr Janice Russell: Insight Life and
Business Solutions
Delivered by Dr Janice Russell
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2. What does the Human Resource
Consultant Do?
Strategic Partner
Organisational
Interest
Change Employee
Agent Advocate
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3. Strategic Partner
 HR traditionally seen as dynamic then as money and time
wasting – change for change’s sake.
 The HR person must contribute to the development of and the
accomplishment of the organization-wide business plan and
objectives.
 The HR business objectives are established to support the
attainment of the overall strategic business plan and objectives.
 Need to know the design of work systems in which people
succeed and contribute. Knowledge base needs to cover the
design of work positions; hiring; reward, recognition and strategic
pay; performance development and appraisal systems; career
and succession planning; and employee development
 All five levels of Dilts’ logical levels of change, particularly identity,
beliefs, capabilities
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4. Employee Advocate
 Needs to be helping to build the correct
environment for staff to work well in
 Environment and behaviours the focus in Dilt’s
logical levels
 Know employment law – equal opportunities
and human rights
 Employee development, support and
communication systems essential
 Encouraging competence, assessment,
continuous improvement, appraisal systems
and training
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5. Change Agent
 Knowledge of change systems and
interventions
 Ability to continually assess and evaluate at all
levels
 Linking change to goals and organisational
development
 Aware of mission statement, vision, ownership
and values
 Reflexive assessment of role of HR and
effectiveness
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6. Levels of intervention
 Identity – what is the corporate image?
 Beliefs and values – what do we stand
for?
 Capabilities – human and technical
resources
 Behaviours –what actually happens?
 Environment – where does it take place?
Ref: Robert Dilt’s logical levels of change
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7. Human Resources: a ‘how’ framework
Contracting
Assessment and Goal setting:
Strategic
analysis: What do you want
implementation
the current scenario Instead?
Communication Action Evaluation
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8. Contract
 Brief
 Confidentiality
 Time
 Place
 Stakeholders
 Boundaries
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9. Assessment
Issues
Fact Finding
Blind Spots
Leverage Strengths
Area of focus Anomalies and discrepancies
Faulty thinking
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10. Goals
Personal
Professional
Organisational
Ideal goals Realistic Goals Commitment
Values Smart Costs
Beliefs Shared Consequences
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11. Strategic Implementation
Strategies
Wildest
Widest
Training/development needs
Plan
Best Fit
Ownership
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12. Strategies
 Research – company and market
 Training – skill sets
 Development – e.g coaching
 Marketing – tools of the trade
 Coaching
 Modelling
 IT
 Team building
 Consultancy
 Expansion/reduction
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13. Communication Skill set
 Listening
 Fact finding
 Rapport building
 Challenge
 Matching and Pacing – NLP
 Advanced – moving through blocks,
using language creatively
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14. Information
 Insight Life and Business Solutions is headed by Drs Janice
Russell and Graham Dexter. Alongside chosen associates, we
provide individual and organisational interventions within the
fields of human psychology and human resources.
 New initiatives include the development of a Masters in Coaching
course with the University of Hull, UK (Sept 2008) and the
publication of the second edition of Challenging Blank Minds and
Sticky Moments in Counselling (Sage: 2008).
 Insight uses a unique psychological profiling system for market
research with partners turquoisethinking (web page),and for
recruitment
If you would like to know more, contact us at the address below or
go to . www.insightlifeandbusinesssolutions.com
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