INDUSTRY PROFILE

The human resource consulting industry has emerged from management

consulting and addresses human resource management tasks and decisions. HR
Consultants can fill two typical roles
(1) Expert Resource Consultant
(2) Process/People consultant.
These two roles are defined by Steele F. (1975), Kubr,M. (1993, 1996);
Niedereicholz (1996), Curnow-Reuvid (2003) and Kipping, K. and Clarck
(2014).
The Expert Resource Consultant suggests solutions based on expertise and
experience and assists in the implementation. The role is very typical in
information benchmarking and design consulting (see examples of actual design
practices in the subsequent section below).
The Process/People consultant assists in searching for solutions with methods
that facilitate and raise creativity of the client company so that they will be able
to implement solutions themselves. The role is traditionally demonstrated
by organizational development and change consulting.

COMPANIES IN THE FIELD:

Human resource consultancies vary in their ranges of services and sizes, with
many consultants and academicians breaking off to form their own practices. In
2007, there were 950 human resource consultancies globally, constituting a
USD $18.4 billion market.As of 2015, Mercer, Towers Watson, Aon Hewitt,
Hay Group, and Buck Consultants were referred to as the largest HR consulting
firms.[15][16] While the MBB and Big Fours may not have the largest HR
Consulting practice, some of them are known to be among the best in this field.
According to Vault.com, a website that provides career information by industry
and by Fortune 1000 company, the top 10 HR Consulting Firms to work for in
2017 are as follows:[17]

Rank Company

1 Mercer (consulting firm)

2 Towers Watson
3 Aon Hewitt

4 Deloitte Consulting LLP

5 McKinsey & Company

6 Accenture

7 The Boston Consulting Group, Inc.

8 Hay Group

PricewaterhouseCoopers Advisory Services LLC (PwC Advisory

9
Services)

10 Bain & Company

Qualifications and certifications

Many human resource consultants have specialized qualifications or
certifications, such as:

 Accountancy: ACCA, CA, CPA, CCA

 Actuarial: EA, ASA, FSA, MAAA, FIA, FIAA, FFA
 Educational: MS in Management/HR/Industrial Organizational
psychology, MBA, Ph.D. in Management, DBA, J.D.
 Finance: CFA
 General consulting: CMC
 HR consulting: Associate or Fellow Chartered Institute of Personnel &
Development (Assoc. CIPD or FCIPD), Fellow Australian Human
Resources Institute (FAHRI), Certified Human Resources Consultant
(CHRC), Professional in Human Resources (PHR), SPHR, GPHR by HRCI,
USA, SHRM-CP or SHRM-SCP by SHRM, USA
 Health and benefits: CEBS, CBP
 Compensation: CCP (Certified Compensation Professional)
 Human resources: SHRM (US), PHR and SPHR (Canada), FCIPD, MCIPD,
PGDHR, DHR (UK), Registered Professional Recruiter (RPR) (Canada)

CONSULTING INDUSTRY IN INDIA & ABROAD

Oscar Wilde was known to say that he had only one use for advice: to pass it on
to someone else. We have no way of knowing whether he meant tips from his
consulting editors.
Seriously, though, well-informed guidance is a precious commodity for lesser
mortals of present day. Business people and organisations around the world now
depend on the wise counsel of expert consultants for their survival and growth.
Corporations don’t mind paying between $200 and $500 an hour for the deep
insights that these experienced, knowledgeable, and innovative professionals
offer.
But consulting as a profession or formal business didn’t formally come into
being until the late nineteenth century.
True, the biblical kings had prophets and the Greeks had their oracles; Mauryan
Emperor Chandragupta had Chanakya, and Akbar had Birbal. Even the mafia
had their consigliere. But consulting took institutional shape only around the
Industrial Revolution.
The first recognised consulting firm was established in 1890 by Arthur D. Little,
and it specialised in technology. In 1898, Coopers and Lybrand (today’s
PricewaterhouseCoopers) was set up for accounting consultancy. In 1914, Booz
Allen Hamilton became the first management consultancy to engage with both
the government and the industry.
In the same year, 1914, Arthur A. Anderson founded an accounting practice that
onced employed the largest number of consultants. The Enron scandal pulled it
down. But its consulting division (now Accenture) was hived off before the
implosion happened.
James O. McKinsey established McKinsey and Company, the first exclusive
management and strategy consultancy, in 1926. After the death of McKinsey in
1937 at the age of 48, his associate, Marvin Bower, ran the firm. Bower boosted
the professional status of consultants by insisting on their using appropriate
business language; it was he who started the practice of hiring business-school
graduates in place of established management consultants.
Consulting firms played a significant role during the Great Depression in the
1930s, when companies sought their wisdom to put their troubles behind. Good
times came again for consultants during the end of World War II, when they
were gratefully remembered for their wartime assistance to the government.
After Cold War ended, when businesses began to look for opportunities
overseas, they sought the help of consulting firms to do well in the new market.
The strategies the consulting firms developed made their way to the curriculum
of top business schools around the world. The new MBAs paid them back when
they started their careers and rose up the hierarchy: they brought in more
consultants.
However, consulting firms have had to face two major setbacks since 2000—the
dotcom crash (2000-02), when high-tech and dotcom companies were forced to
let them go, and the credit crisis (2009-11), when most Western governments,
heavily under debt from trying to fund financial companies out of their troubles,
were forced to cut down on their dependence on consultants.
They have recovered, but not fully. The growth rate in the US is yet to pick up,
the Arab countries are still only recovering from the drop in oil prices, and the
Chinese story has taken a sombre turn. However, Indonesia, Singapore, Taiwan,
and South Korea seem to be doing well enough to contract consultants for many
projects.
Despite its predicaments, the consulting industry, in 2014, recorded revenues of
nearly $415 billion worldwide, from all types of consulting, including
management and strategy consulting, information technology, other technical
and scientific fields, and human resources. Of this, the US accounted for about
$191 billion.
Accounting services brought in an additional $152 billion in that country in the
same year. According to Plunkett Research, global revenues from consulting
will soon be around $449 billion. India’s consulting and outsourcing industry,
put together, had revenues of $89 billion in 2014.
Today, many of the old-warrior consulting firms still thrive, mainly providing
management and strategy advice, along with new and smart groups and
independent consultants, providing clear road maps for general business,
information technology, accounting, marketing, and a host of other functions.
But they face tougher and more demanding clients, who insist on proof of their
efficacy in their operations and bottom lines.
Consultants have risen to the challenge. Instead of leaving town after handing in
particularly bulky reports, they are staying on and implementing their own
recommendations. Not only that: they are now prepared to become stakeholders
in the businesses they are confident they have improved.
CATEGORIES OF CONSULTING FIRMS
Academics and industry experts categorise the best consulting companies and
consultants as:

1. The industry elite

The industry elite counsel the top management of mega corporations on
business strategy, and include Arthur D. Little, A. T. Kearney; Bain and Co,
Booz-Allen and Hamilton, the Boston Consulting Group, Mercer Management
Consulting, and Monitor and Co.

2. The Big Four

The Big Four provide strategy advice too, but they also focus on
implementation, particularly in the case of their IT clients. This group consists
of Deloitte Consulting, Ernst and Young, KPMG, and Pricewaterhouse
Coopers.

3. Boutique firms
Boutique firms specialise in particular fields of consultancy. Examples are
Oliver Wyman (financial services), Gartner (research), MarketBridge (sales),
and APM (healthcare).
4. IT specialists
IT specialists provide planning and implement projects related to computer
systems, telecommunications, and the Internet. They include IBM, Accenture,
and the Big Four.

5. Human resource advisers

HR advisers offer solutions for employee management, compensation, and
pension programmes. Hewitt Associates, Mercer, the Hay Group, and Towers
Perrin are among the top firms.

6. Independents
Independents are experienced business management experts who are hired for
their special functional talent. Instead of hanging up their boots, they hang up
their own shingles, very profitably.
After a fulfilling career, many former executives use their resources to help out
corporations and smaller companies. They comprise about 45 percent of all
consultants, and typically work from their own small offices or even a spare
room at home.

TYPES OF CONSULTING SERVICES

Consultants walk into offices and find new ways of doing things. They provide
insights on how to increase profits and how to reduce costs and debts, how to
improve work flow and how to bring in change where necessary, how to use
technology to improve operations and how to get the most out of their
employees through training and benefits.
Some of the services that consultant companies provide have found mention in
the section above on categories of firms. But here’s a list of services that are
most sought after:
Management/strategy: Management consultants suggest and implement
methods to improve the strategies, operation efficiency, and policies of their
clients.
Human resources: HR consultants help companies get the best from their
workforce and help ensure that employee benefits bring the results that
management desires.
Technology: Technology consultants facilitate the integration of the latest
technologies with their clients’ businesses, lending a hand in the installation,
maintenance, and management of tech tools.
Marketing: Companies call in marketing consultancies to help promote and sell
their products to their target customers using state-of-the-art strategies.
Legal/accounting: Legal and accounting consultants well-versed in company
and tax laws are sought after by corporations to ensure compliance and to
prepare their documents.
Media/public relations: Businesses are keen to present their best image to
customers and clients and use the services of media consultants. The advent of
social media has made image management a sensitive issue for which the
knowledge and experience of media experts are required.
Financial/investment: Investment consultants are aware of developments in the
financial world and can guide individuals and organisations in making good
decisions on where to place their funds.
Consultants are also active in the fields of publishing, designing, public policy,
and careers, to name a few.
CONSULTING INDUSTRY IN INDIA
At the end of the Cold War, American and other Western corporations
employed consultants from Asian nations, including India, before venturing to
explore these new markets.
In India, after the liberalisation of the economy, consultants were hired by
Indian companies that wanted to expand their operations abroad. Now, Indian
consultants, particularly those in the IT world, are most sought after, not only in
India but also by world powers, for developing their global businesses.
Today, TCS, Infosys, Wipro have offices all over the world, and they give US
and European consultancies a run for their money. Among other major IT
consulting and outsourcing companies in India are Tech Mahindra, HCL
Technologies, Genpact, Mphasis, and Mindtree.
The Indian consulting story began in the 1990s when C. K. Birla requested
McKinsey to devise a turnaround project for Hindustan Motors. Soon,
McKinsey opened an office in Delhi, employing about 100 consultants.
According to an estimate, there are now over 10,000 big and small consulting
firms in India, 6,000 of them in the four metros of Delhi, Mumbai, Chennai, and
Kolkata.
According to the Associated Chambers of Commerce and Industry, the Indian
consulting industry is expected to record revenues of Rs. 27,000 crore by 2020.
One estimate says that between 500 and 600 high-value consulting contracts,
worth $250 million to $300 million, are awarded every year by Indian
companies, including 30 or 40 projects worth over $2 million each.
As in many other sectors, low cost was the first major initial advantage of
Indian consulting companies and consultants. But their major clients and their
partners abroad have found that Indian consultants have other advantages, such
as professionalism, industriousness, willingness to learn, and adaptability to
technology. Their competitors have started to view them as worthy equals.
However, they suffer from shortcomings, too. Among them are poor brand
equity, experience in foreign markets, ability to maintain quality, and low level
of R&D. But they can overcome these difficulties and emerge more powerful in
the global scenario if they adopt the best practices in the industry and improve
their knowledge resources and data warehousing.
CONSULTING JOBS
A survey some time ago found that over 35 percent of graduates from the top B-
schools in the US preferred to join a major consulting company. The reason was
not far to seek: the starting salary package usually offered was nearly $135,000,
excluding a signing bonus of $25,000.
And the perks? Responsibility early in career, highly talented colleagues,
learning opportunities, and travel to big cities. A study carried out by TCS
recorded that 80 percent of graduates from the top business schools in India
wanted to join consulting; a majority of them eyed global opportunities.
What does it take to jump on this career bandwagon? An MBA from a top
business school in the country or a good postgraduate degree in economics,
science, technology, or business is mandatory. Industry experience will take you
very far. But if you want a look-in from McKinsey, Boston, or Booz, you will
probably have to come from an IIT.
But are you fit for the job? The first thing is that you should love PowerPoint:
excellent presentation is vital. You should also be a team player, a problem
solver, and a researcher by nature. The long hours and the travel that keep you
away from home may sometimes make you feel you are living a dog’s life, but
most of the time the gains will far exceed the pains.
One major source of satisfaction, at least later in your career, will be that you
can sit down with and counsel C-level executives. You will also be proud to see
the impact of your suggestions on an entire company and its people. And you
will probably find that most of them appreciate advice, unlike the good
Irishman mentioned at the start.

Online resources on consulting news

The websites of some of the consulting firms referred to here are good banks of
information. Also check out their blogs and those of smaller consulting firms
and consultants (try searching for “top consulting blogs”). Here are details of a
few top resources on consulting.
1. Consultant News
2. Consulting Mag
3. Top Consultant
4. The Economic Times
5. Business Standard
6. BusinessLine
7. Infosys Consulting Blog
HR Companies Are Growing In India
Individual Source or HR, as it is commonly known, best parts the participation
of workers behind the performing of an company. Hr planning is these days a
very important issue as every company house is limited to plan a effective
future for all its workers. The HR procedures information and associates it to
the various organs of the company for the sleek and efficient performing. Over
modern times, the Native indian human resource companies have started
significantly. This is mostly assigned to the modify in the mind-set of huge
Native indian organizations in two ways:-

1. Companies have started increasingly interesting professionals to meet

their HR requirements on account of the growing complexness of doing
company and ability difficulties.

2. They are looking for a short-term staff model to have smaller common
strength to hold up against the international financial turmoil. Given this
modification in customer sections, the industry is growing as more than just a
source in clients’ development plans. The present HR marketplace in Native
Indian has some individual freelance workers, start-ups, method and small
gamers, as well as huge Native indian organizations and MNCs. The industry
can be generally separated into lasting recruiting with a industry dimension Rs
23–25 million, short-term recruiting with a industry dimension Rs 167-170
million and other sections with a industry dimension Rs 33-38 bn A persons
resource industry in Native indian has expanded at a complicated yearly rate of
development of 21% over previous times four decades and is approximated to
be around Rs 22,800 crore, according to a review by Professional Business
employers Association.

The 'Human Source Industry Alternatives Report 2012' indicates a maturation

industry which is moving from being fragmented to getting more structured.
The industry has people that are separated into recruiting, short-term
employment and executive look for. HR consultants' image has shifted many
steps up from being a source to that of a associate, who performs a key role in
the organization's development velocity. The look for industry gets its boost
from foreign gamers coming into Native indian markets and growing into
different geographies and sectors.
Businesses that deal with the automobile, luxury, farming and food company
that have joined Native indian in modern times have used human resource
agencies to grow further. "The Native indian financial, social and social
landscape is in the middle of unrivaled modify. The need for solutions for
complex problems of development, advancement, and professionalization is
driving the opportunity for the hr solutions industry in a way that has never been
seen before," says amit zutshi, partner in ernst & young's it was early 2000
when native indian knowledgeable a concrete transportation from developing.

There was a constant switch from job searching by individuals to mass

recruiting by employers. This happened due to appearance of it and ites. Our
human resources had an edge due to which we became a international delegate
location, the factors being biggest british speaking country mainly and low cost
of functions. The strong development experienced by the industry has brought a
combination of opportunities as well as difficulties. Nowadays, there are a
multitude of hr company firms in native indian that provide valuable solutions
and knowledgeable human resource professionals who provide reliable and
result focused solutions.
COMPANY PROFILE
Triggered by the success of transforming the ordinary to an extraordinary at
DuPont in India, he parted from this multinational to be on an entrepreneur
mode and formed his consulting firm "Centre for Excellence in Organization" in
December 1999. His passion for creating High Performing Organization and
strong belief in handholding approach resulted in emergence of a new
consulting model 'Partnering in Progress'.

The journey started with the spiritual support of his spouse and with a single
member team at Chennai, undeterred by no financial support, today they have
outfits and business verticals in India, Malaysia and Middle East.

Drive to excellence was through sheer exploration and explosion. Belief in

unlearning and youth power gave way to having unconventional team members
with grit and patience, critiquing and evolving and commitment to execution,
and that became the edifice at CEO.

In the consulting world, CEO is becoming a synonym for starting the initiative
and also enduring the institutionalization. Every consulting assignment added
depth; new learning's and process perfection. Family businesses and unsung
heroes who made it big further honed the consulting partnership as 'END TO
END SOLUTONS' provider.

CEO as an organization is committed to the entrepreneurial growth of the

clients, employees and the shareholder's value enhancement. CEO is equally
committed to social partnerships, enabling the disadvantaged and
mainstreaming them into equal citizenship. As we are stepping into the
Fourteenth year of operations, reflections have resulted in redefinition, refocus
and redirection.

In the Organization Development arena, their focus will be more and more on
creating high performing organizations, self managed & self directed work
teams, building industry relevant skills through public private partnership - earn
and learn model, building competencies, enabling every constituent of the
organizations through coaching and mentoring, enduring quality initiatives,
empowering and ensuring internalization.

In the Recruitment arena, innovative alternatives to talent hunting and career

anchoring will be the focus as globally industries are growing through
phenomenal growth phase and therefore the challenge in managing and
retaining the talent. Hence the focus will be on "RETENTRITION" (Retaining
and Attriting) through customized and collaboration approach.

In the IT automation arena, their solutions will focus on developing human

resource applications that augment Organizational HR Strategy. They will
support process automation of all their initiatives and be value added support to
the customers. CEO as a group organization is highly focused on research and
development and the next 5 years they can show a quantum leap in this arena.
Creating business partners and network entrepreneurs will continue to be the
motto of CEO group of companies.

BELIEF
Organizations around the globe have entered a high tech, fast paced era
characterized with fast changing customer needs & fierce market competition.
Hence there is little room left for growth by following conventional structures,
styles & philosophies. At this fast paced business scenario, highly responsive &
performing employees, oriented to excel customer expectations will be the most
priced assets of any organization.
VISION AND MISSION
Vision
"To be the most preferred partner for holistic growth of every constituent of the
business world"
Mission
"Value Exploration through People and Process Integration" Methodology
CEO as an organization is committed to the entrepreneurial growth of the
clients, employees and the shareholder's value enhancement. CEO is equally
committed to social partnerships, enabling the disadvantaged and
mainstreaming them into equal citizenship. As they are stepping into the 13th
year of operations, reflections have resulted in redefinition, refocus and
redirection.

MAJOR CLIENTS
Amara Raja, Ashok Leyland, Bharat Earth Movers, BAJAJ Auto, Brakes India,
CEAT Tyres, Elforge, ELGI Equipment, Essar Steel, Khivraj Motors, Mercury
(Godrej Group), MM Forgings, NTTF, TI Cycles, Raychem RPG, Sundaram
Industries, VOLVO, Wheels India
CEO Infotech Pvt Ltd
CEO Infotech specializes in developing human resource applications that
augment your Organizational HR Strategy. Our solutions assist you to develop
people strategies that link your process and goals seamlessly and also allow you
to measure and better. And of course, we make it easy for you to use it too.
It's probably got to do with our pedigree. We belong to CEO Group of
companies. CEO (Center for Excellence in Organization) is all about linking
people and performance. Since 1999 CEO has provided unique and effective
human resources solutions to the industry to better performance of individuals
and organizations. The gamut of service extends from creating High
Performance Work Systems,OD Consulting,HR
Technology,Staffing,Recruitment,Statutory Compliance Services,
implementation of Balanced Scorecard, development of human resources
software and applications that help take PMS to a different level, scorecard as
real time web version to staffing and recruitment.
It certainly does put us at an advantage. We know the technology and we are
capably backed by the Organization Development domain knowledge which has
been painstakingly acquired over the last decade.
No wonder, organizations like Pepsi, Airtel, Cadburys, GMR, TVS, Murugappa,
Mahindra & Mahindra, Apollo Hospitals, BEML, Cavin Care, CII, DuPont,
Essar, GE, HP, India Cements, Indian Oil, ITC, Matrix, Motorola, Nokia,
Pantaloon, Parryware, Petronas, Phillips, Dr. Reddys, Saint Gobain trust us and
have been our customers since the last 10 years.

SERVICES
HR Technologies
 e360 Feedback
A 360 degree feedback must allow the organization and individual to
develop. It must provide with inputs that are effective and objective with a
perspective of overall growth. It must be simple to design, administer and
interpret. CEO's 360 degree feedback is all that and more.
 AssessGuru
AssessGuru is a web enabled platform that allows Organizations and
institutions the liberty of designing their own assessments on a reliable
Technology base.
 AnalyseSurvey
Reach out to millions of audience across the globe and seek answers to all
your questions at the click of a button. Irrespective of the nature of your
online survey, some aspects will always remain constant. Confidentiality of
the respondent, ease of designing, options of question pattern, safe and
secure mailing, ease & efficiency of response consolidation and analysis
ranking the highest.

 eScore Card
The real value of data is in analysis. Score Cards have traditionally assisted
to measure production performance and other mundane but essential data.
However, as organizations increased in complexity, Score Cards have
evolved to deliver much more than measurement of plain productivity.

 T-Guage
T-gauge assists you to better your learning processes and increase their ROI
while empowering your team with valuable insights about quality of
individuals and opportunities for skill development. Whether you are a
corporate house, industrial unit or an Educational Institution, T-gauge can
help you better your best.
 ePeoplePower
ePeoplePower is a powerful Performance management System that assists
you to holistically evaluate employee and Organizational performance.
While most PMS's in the market help you to appraise the performance of an
individual against set goals, ePeoplePower gives you the refined edge of
doing so in comparison with peer performance, department performance,
organizational goals and performance objectives set.

Man Power Services

 Technical Sourcing
Our Team offers clients a multi-dimensional value proposition that provides
a broad range of economic, strategic, operational, technology, human
resources, and risk management benefits. All of these benefits support the
vision to transform current talent acquisition approach from a tactical,
reactive, effort to a proactive talent community building effort with higher
human touch applied at all steps of the talent engagement processes, with the
ultimate goal of providing the best talent at faster speed and affordable costs
to customers.
 Staffing
Selecting a right candidate is about understanding your requirement,
understanding the Industry requirement / practices, being aware of trend
changes and keenly judging the validity of a claim by a candidate. This is
exactly the reason for us to have a team of domain specialists who
understand your vertical, your industry better. Furthermore, our team is
trained in interpreting and validating of a resume and not just in
downloading.