There are eight major themes in the human resource consulting services market:
Human Capital Strategy:
The human capital strategy includes a variety of strategic activities such as defining corporate culture, organizational design, establishing a public strategy that supports the key pillars of the business, and designing local HR affiliate strategies. Diversity, recruitment, and skills management are part of the strategy.
Compensation & Benefits:
Compensation and benefits, also known as total rewards, cover all aspects of employee compensation, from basic and variable pay to bonus plans and other secondary benefits throughout the organization. From stakeholders to office peons their compensation is taken care of by the consultant. This category also includes pension/retirement consulting and health and wellness counseling services.
Organizational change involves changes in the organization's structure, ways of working. Individuals who aim to successfully lead and incorporate cultural change into an organization. Change management is at the heart of the service sector, extending consulting expertise to tools and interventions, with key offerings such as leadership expansion, stakeholder management, change intervention, and cultural management.
Organizational change services can be sold as personal offers to consultants. However, they are usually combined into larger functional transitions to protect people from change.
The HR function area focuses on all activities related to improving the performance of the human resources department. Offers vary from developing and implementing an HR target or delivery model to HR systems and technologies or processes that enhance organizational efficiency.
Talent management includes all the activities necessary to recruit, retain and develop talent and set up the right structure and processes for professionals to perform well. Key proposals include strategic workforce planning - the science of tracking current and future human capital requirements by comparing HR data for business objectives - recruitment & retention, labor force impact, and performance management.
With the growth of data and new technologies, HR Analytics has grown into a full-fledged service sector within HR Consulting. HR Analytics focuses on applying analytical processes to the human capital spectrum with the main goal of adding insights and value to ongoing HR activities.
Learning & Development
Learning and development is also known as training and development. It deals with activities aimed at improving the performance of individuals and groups. To the extent of organizational and capacity building in leadership, departments, and activities that support the training and educational needs of individuals. Soft aspects of learning and development include the development and implementation of learning management systems as technical aspects of coaching, guidance, and training.
Finally, HR technology is a field that specializes in all systems and devices used in the HR segment. Such as SAP, Oracle, or Microsoft's large ERP modules and additional solutions for the functional domain.