HR consulting firms and the services

Question: Discuss about theHR consulting firms and the services Employee Behaviour. Answer: HR consulting firms in Canada employs the strongest form of professionals in the industry as they have access to the widest depth and breadth of platforms, research and services. These HR consulting firms handles millions of human resources related customer interactions. Such organizations have a proven approach that is backed by scalable and configurable technology platform. They help the client in migrating to leading standards of Human resources and practices at a pace that is right for organization. Human resources consultancies such as Hewitt Associates, Mercers Consulting, McKinsey Consulting and Towers Watson Canada vary in their range of sizes and services. Some of the areas of services focused by consulting firms involve providing assistance to business with employee behavior issues and communication (Alfes et al., 2013). They provides service in areas such as talent management and recruitment, benefits and employee healthcare. In this assignment, two firms selected for discussion include Hewitt Associates and Mercer Associates. These two firms are the provider management consulting services and human capital. Hewitt Associates has conducted research on employee engagement. Engaging employees is of little value without knowing about the actions that would be effective in increasing their engagement. This consulting firm has identified twenty-one areas that act as engagement drivers which results in potentially driving engagement of employees. All such identified drivers are interrelated. Information are gathered on describing the experience of employees and the factors that make the current workforce engaged (Fee, 2014). This would enable the employers to understand the employee has needs and focus on improvement areas. Mercer consulting on the other hand is constantly making the human resource transformation and they are rethinking on human resource function so that they support the business in a better way. This would involve changes in operating models of HR and structure of costs, governance models, and technologies. Currently, HR professionals are facing challenges in meeting demand of employees and achieving talent advantage. Mercer is currently conducting research on leveraging an increasing diverse labor pool. This is the third most important workforce trend that the business have been impacted. Organizations have been increasingly place importance on diverse workforce development and in this regard, only few employers has effective programs in place. Mercer consulting researches about bridging the gap between employer and employee view calls for substantial change (Purce, 2014). They intend to provide for improving operational capabilities surrounding talent sourcing, enhancing managerial c apabilities and tools for delivering compelling career proposition. Power of engagement is acknowledged by organizations and it is considered as key challenge area. Employers are placing importance on motivating employees for better performance and on employee differentiation. Recognition is regarded as one of the important improvement factor of engaging employees. This would in turn help the organization in enhancing the employees productivity and thereby business performance. Research conducted by Mercer would help the organization in advancing their performance and wealth of their most vital assets. This would help them in seeking right talent and this will help in delivering business results and driving the competitive advantage (Storey, 2014). Reference: Alfes, K., Shantz, A. D., Truss, C., Soane, E. C. (2013). The link between perceived human resource management practices, engagement and employee behaviour: a moderated mediation model.The international journal of human resource management,24(2), 330-351. Fee, M. C. (2014). Human resources management. Purce, J. (2014). The impact of corporate strategy on human resource management.New Perspectives on Human Resource Management (Routledge Revivals),67. Storey, J. (2014).New Perspectives on Human Resource Management (Routledge Revivals). Routledge.