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Human Resource Management

Guidelines for Preparation of Final Reports in HR Consulting

Guidelines for Preparation of Final Reports in HR Consulting

Preparation of the final report in HR consulting is a vital aspect.

The final report for HR consulting enunciates in detail, the salient points of the work undertaken, along with the outcomes.Based on these outcomes, the client organisation may take definite actions to improve their efficiency.

For better understanding of this blog, it is suggested that readers may go through the following blogs, published earlier by us.

6 Steps for Doing Consulting in HR

6 Guidelines for Selecting an External Consultant in HR Training

There are two key partners in any business consulting work and HR consulting is no exception. These are the client and the consultant.

Client may be defined as the person or organisation entity who owns the business-related problem. it is the client, who refers the problems to an expert for its solution. It has also the responsibility of implementing the solution.

Consultant has been defined in the above blogs. However, to refresh the memory, it may be defined as person or organisation entity, which utilises the professional expertise available with them, for solving the problem referred to him, by the client. The final report is the inevitable outcome of the HR consulting work.

Below are given some guidelines for preparation of the final report by the consultant. It is to be noted here that the content of the final report may vary, depending upon the project, yet, more or less, the pattern shown here may be adopted in almost all the cases.

Executive Summary of the final report in HR consulting

As per WIKIPEDIA, an executive summary is a short document or a section of document, produced for the business purposes, that summarises a larger report or proposal or a group of related reports, in such a way that readers can rapidly become acquainted with a large body of material, without having to read it at all.

It usually contains the following

  • Brief statement of the problem
  • Brief background
  • Brief analysis
  • Main conclusions

Further, usually, it is prepared for CEOs or Organisation Heads, so that they can take decisions.

Introduction and background

Introduction is how the problem cropped up or how the two parties have agreed to undertake the project.

Objective of HR consulting

It must contain the clear-cut enunciation of the problem and the purpose behind the project.

Methodology adopted in HR consulting

It enunciates the process or mechanism or approach, adopted to solve the problem. It may also contain the scope of work along with the time span, resources etc. to be utilised.


HR Consulting - Deliverable checklist

The deliverable or final results must be mentioned clearly and these must be specific and measurable. It also must conform to usual norms adopted in the evaluation of the related area of HR. For example, if the consulting work is for training, it should reflect 4 levels of evaluation, reaction, learning, behaviour and results.

Conclusions and Recommendations

The conclusions must be distinct, and specific. Aesthetic conclusions should be avoided. Definite statements based on results should be provided. Conclusions may be made in a series of numbered points or in paragraph form. If there is one general complicated conclusion, the paragraph form will be probably better.

Recommendations should suggest further interventions. These may contain the following in general

  • Changes in organisation
  • A new method of measurement
  • New policies and systems
  • Changes in the existing system
  • Ways to enhance the productivity
  • Bottlenecks to be removed
  • New work culture to be introduced

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Ripples Learning is an acknowledged consultant in the field of HR. Please write to us or email your requirements at

Human Resource Management

6 Guidelines for Selecting an External Consultant for HR Training

6 Guidelines for Selecting an External Consultant for HR Training

Selecting an appropriate external consultant for HR training in your organisation is a very vital issue and needs utmost attention of the concerned people.

More and more organisations are pruning their human resources and or training departments and taking help of service providers. A large number of service providers are in market.Hence, it is very important for the clients to fix criterion and adhere to same, for choosing the right consultant for the right job, including training.

Below are given the guidelines for selecting an external consultant for HR training.

1. Identification of the sources for consultant for HR training

At the outset, the client should try to identify the internal source in the organisation itself. These may be managers, other human resource professionals, to find out if they know a good training company or a training consultant. You may go through the website of consultants or training providers also.

If some consulting organisation was hired by the client earlier, their opinion may also be taken on it. Industry publications may also help.

2. Freezing your own requirements for HR training

The client or organisation itself must know in clear-cut terms, what does it want. The rapidly changing job-requirements and market scenario must be kept in view. If the client organisation itself does not know, what it wants, how the external or internal training consultants will help. Defining the role of consultant must be done by the client itself.

Usually, the training is desired by the clients to improve some of their existing problems like lack of team-building spirit, communication skills, interpersonal skills or any other aspect, which is proving to be an irritant in increasing the productivity of the organisation.

Ripples Learning carries out surveys for assessment of the problems of the organisations. It conducts training in 3 stages, pre-training assessment, designing of the training and its delivery based on assessment, along with post-training -impact-evaluation. In fact, we also do have a unique software through which we measure the effectiveness of training imparted on real time basis.

3. Selection Criterion

Selection criterion must be frozen to pick the best-fit external consultant for your organisation. Their level of competence, knowledge and experience in the industry similar to your organisation, along with credibility in the market may be included in the selection criterion. Quality of training material, the degree of professionalism, list of established organisations seeking their training, locations may also be considered along with the financial aspects. The list may be very long and should be frozen by client itself before setting the process in motion.

4. Interviewing the external consultants for HR training

Consultant for HR Training- Interview
Photographer: Amy Hirschi | Source: Unsplash

Interviewing or interacting through phone the future consultant or service provider is the best practice. During this, you may ask them to send their profile, training and client details etc. on the criterion as finalised by the client organisation. Some other questions which may be asked are, if they have worked earlier for similar organisations, their most challenging jobs, etc.

5. Deciding the full action plan

After a particular external consultant for HR training has been selected, a full action plan may be decided consisting of the following

  • The type of training to be imparted
  • The delivery date, place and size of the audience
  • Methodology to receive the feedback
  • List of deliverable
  • Presentation aid required during the training
  • Financial terms and conditions

6.Review of Feedback after the conclusion of training

Consultants for HR training- review
Photographer: You X Ventures | Source: Unsplash

The author is of the opinion that a two-way feedback should be taken from both the external consultant and the client. They should give the feedback on each other, after conclusion of training. Presently, the onus is on external consultant only.

Ripples Learning is a globally reputed organisation, devoted to offering state of art training to multi-nationals, private and public sector entities and IT giants in India and abroad. Please send your requirements to us, through email on

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Human Resource Management

6 Steps for Doing Consulting in HR

6 Steps for Doing Consulting in HR

Consulting in HR Management is gaining ground with the passage of each day.New start-ups are the usual phenomenon. Old and established companies also sometimes seek the help of consultants in deciding their strategies for learning and development, HR planning, recruitment, introduction of new policies and many other facets essential to them.

An attempt has been made in this blog to list the essential steps for successfully doing consulting in HR management. It is to be noted here that this domain of human resource management is expanding rapidly, with the advent of new technologies and with the fast changing requirements of organisations. Hence, one must be abreast with the same.

A HR consultant may be defined as a professional, who is expert in his filed and may give advice or suggestions to the concerned organisations for initiating new process or improving upon the existing process. Hence, if one is interested in perusing a career in HR consulting, he or she must know anything and everything related to HR, along with the rapidly changing requirements of this industry.

Below are listed the essential steps in doing the consulting in HR.

1. Understanding the client requirements

An in-depth analysis may be carried out to understand what are the requirements of the client. Visiting client premises and discussing with different departmental heads or personnel, may give an insight to what they want. If the client is a new organisation, you may have to know their vision, mission , goals, objectives, job profiles, manpower planning along with projected growth pattern. If the client is established organisation, it may require your help in any of the following:

  • Designing a human resource management system(HRIS)
  • How to invest in human resource development
  • Succession planning
  • Monitoring system
  • Any other thing which is urgent to them

In general, the consulting in any of the following domains may be done, apart from the topics listed above.

  • Recruitment
  • Learning & Development
  • Compensation & Benefits
  • Health & Safety
  • Policies & Procedures
  • Performance management, monitoring and appraisal
  • Emotional management of employees
  • Legal compliance
  • Award and punishment mechanisms
  • Optimisation

The client's requirements may be best understood by asking questions, critical questions pertaining to their existing status. A set of questionnaire is the best option.

Further, different set of questionnaire formats may be designed for different domains.

2. Know your boundaries while doing consulting in HR

It must be borne in mind that you can not deliver each and everything your client wants. The relationship between you and your client should be based on mutual trust, and the constraints of resources available. For example, if your client wants your advice in a field, about which you do not know anything, it is better not to venture into it.

3. Work in tandem with each other

Consulting in HR- Work in tandem
Photographer: Jeffrey F Lin | Source: Unsplash

The relationship with the client should be collaborative. Both should work as partners. The collaborative approach establishes mutual responsibility and joint accountability.It, in turn, increases the probability of a more accurate outcome of the consulting.

4. Preparation of a proposal

It may indicate the following

  • Scope of work
  • Deliverable
  • Time span to complete the work
  • The responsibility of the client and consultant during consultancy work with respect to future meetings required for clarifications if any and or any other aspect, which may arise subsequently.
  • Financial aspects and terms of payment
  • Expected outcomes

5. Preparation of Reports

Consulting in HR- Report preparation
Photographer: William Iven | Source: Unsplash

It is the moral duty of the consultant to prepare a report containing Executive Summary,Purpose, Process, Objectives, Conclusions and Recommendations.

6. Mechanism of feedback after the completion of work

A mechanism must be evolved jointly by the client and the consultant to receive feedback on the work completed. It should be a two way feedback( client should rate the consultant, but at the same time, client should also be rated by the consultant.)

For knowing more about us, please login to the following websites

Ripples Learning is an acknowledged consultant in Human Resource Management. Please write to us or email your requirements to