Discuss about the Personal Management Strategies for Developing Deloitte Singapore.
Deloitte is a global leader in the space of consulting and in their Singapore arm they aim high to raise the bar of Business Consulting in the region. In the business consulting service lean, they call it as Strategy and Operation, they provide Management and Strategic level consulting solutions to various industries. They have partnered with huge organizations in the world and have set them establish their go – forward strategy. With Deloitte Singapore, they see a huge scope of unleashing this segment of market, as their technology arm is very well established in Singapore and they can set the Strategic offerings in the market as well (Tyagi, 2015).
There are some very challenging and niche kind of roles that are expected out of a Business Consultant and the kind of value that the business consultant is expected to bring on the table is also of a very superlative value. Hence the JD includes the following mentioned points (Loya, 2016):
The specification will set some very basic ideation to ensure that the best candidate joins the department, this is like a preliminary filter that will be used to filter the candidate, who will be then called for the face to face interview rounds. These are the mandatory requirements, which have to be met by every prospective business consultant (Hayes, 2012).
Efficiency of Consultant is measured in terms of the utilization of Consultants. The Utilization quotient simply means that how much revenue is the consultant able to bring in the company. Consultants are usually very highly paid and if they are not able to bring the revenue in the market then their existence itself is doubtful and under question. The efficiency is not just the good work that is delivered to the client, the longevity of the engagement is also a critical measure to assess the same (Sabine Sonnentag, 2011). Efficiency is usually measured at consultant level and not for the department and hence it is a critical assessment factor for the consultants in person. It is the responsibility of the consultant to ensure that they are always relevant for the company.
Motivation in the field of consulting is achieved by three major factors, the first is about doing the work that is around the interest area. Secondly, getting to learn some new skill sets that sells like hot cakes in the market and thirdly, the money factors, which is the main reason that people join consulting sector. These are the factors that keeps the consultants up and running and that ensures that the consultant is always ready to deliver some like quality outcome for the company (Burton, 2012). The motivation is always required to be up because ultimately, the kind of work that is expected out of a consultant requires some seamless and selfless efforts and that can only come if they are motivated to bring that kind of offering in front of the client.
The Mental capacity of the Consultant is required to be up and running always and that can be achieved by self-learning and trainings. This is needed because in order to provide a solution to a client there is a need to develop some solution base for them and that will enhance the mental capacity of the consultant. Proper training that is relevant for people in the business environment has to learn and there is a need to keep a tap on the latest trends that are moving around in the world (TSF, 2013). These new offerings increase the chances of getting repeat business from the clients and hence keep the tempo up and running.
Employee Reference:
Employee reference is the most convenient mode of recruitment these days. The way it works is, the existing consultants can introduce the people to the company’s HR either by passing their CV to them or the cover letter. This is good for the HR as well, since they get a pool of good prospective candidates, who are mainly looking for a job change and have the desired skill sets to fill the vacant place in the company. Moreover, an existing employee is introducing the candidate to the company so the trust factor will also be there (Achievers, 2012). The set of CVs are collected in a common pool and on those CVs, the specification criterion filter is put in. That filters out a good number of CVs of various candidates. Further, the CVs are checked in depth by the HRs and the Business owners, to check if the skill set of the candidate matches the requirement of the company. If the requirements are met then the process in taken further, in which the candidate has to pass 2 to 3 rounds of interview and if the candidate is deemed fit for the company, then the HR takes care of the compensation and benefits part and finally HR will roll out the offer.
The mode is suitable for Deloitte as they always need people with niche skillsets and is their own people can help then find the correct set of people then the hiring becomes easier. The employees are rewarded suitably in case their recommended candidate is selected.
This is a very important strategy to be used by all the major Business Consulting companies around the globe. They need to present fresh ideas in front of clients and they need people who are well acquainted with the recent happenings in the world of academic development of concepts and principles. There is only one mode that can satisfy this need and that is Campus Hiring. This is a budding concept in many countries, in which companies visit the campus and conducts interview processes in the campus itself. The benefit is that they will get a set of bright young minds and since it is a small pool, the selection can be done in more specific manner. All the interested students who are in the final year of their education apply for the company. The company then follow their defined filtering method to call the selected lot for the face to face interview and also a group discussion. This way the final selected people will be rolled an offer on that day itself and usually students have to sigh a bond of commitment that they will join the company for sure. This way they get to select some sharp minds from a definite pool (OCR, 2014).
This is a good method for Deloitte Consulting, since they always need consultants who have a defined Deloitte culture of working and that is hard to build in a new lateral resource. Hence, they need virgin brains, who can come up with constrained and innovative thinking and hence propose a grand solution to the client that is never thought of. Deloitte has the opportunity to groom people from the scratch and then use them for firm building.
This is extremely important, as in the case of consulting sharp people are needed and if the person has a good academic background then there are higher chances of him being a sharp person. The idea that goes here is that, if the person is sharp enough to present the correct context which teacher wishes to see, then that person can handle clients as well, since he has the capability to mold the thinking as per the other person. This is the reason that most of the consulting companies gives a huge weightage to academic background that will ensure quality to a great extent (Girijan_Cooperative, 2016).
The experience of the candidate is one of the milestone to establish the interest area or area of expertise for the candidate. The right kind of experience is always very easy to sell and hence that is very important. With experience people will see more business problems and hence the skill set and the capabilities will keep on increasing and hence the person will be able to solve and recommend solution around wider spectrum of problems. The experience is always gained over time and hence it is important to learn the necessary skills over time and ensure that the same experience also reflects in the working style as well.
The consulting as an offering is an acquired skillset and that can only be achieved if there are certain capabilities that are acquired by a professional over a period of time. The main aspect of this capability is attained if the consultant is able to bring solution to some niche business problem and as the niche business problem is solved then it turns into an overall business proposition for the client. This is the thing that Deloitte needs to check in the consultant, that they are able to bring such capabilities in front of the client and hence they are easier to position in front of them (APO_COE, 2013).
These are the thought works that a consultant must showcase in the form of White papers and PoVs and through this consultants show the approach they will be deploying in order to showcase the business problem solving capabilities. The thought leadership can be showcased by Deloitte on professional networking sites like LinkedIn etc. and that will hence establish a power in the mind of the consultant that there are people available in Deloitte that have a point of view around some business problems. In case any client is facing similar issue they can any day approach Deloitte and get the issue resolved.
Consulting is a career that is very challenging and dynamic. It is there for the aspirant that he must be willing to travel and take challenges of sales from an early stage in the career, not every consultant maintains such a career aspirations and hence it is important for Deloitte to identify similar resources. There can be chances that person is trying to take consulting post just for a change, but there is a different capability set that has to be met in order to ensure that the Consultant has the sustaining traits. These things are to be checked thoroughly by Deloitte.
Conclusion:
Deloitte Singapore must keep in mind the competition and the methodology to grab and sustain the niche talent with them. The consulting world is the world of knowledge and that can exist only with good people. Consultants must be groomed and developed as per the market, so that they keep the company relevant in the market. Hence some good investment must be done in order to keep the consultants active in the market and ensuring that the profile of the consultant is developed so that they can solve some niche business problems. This way the company will definitely sustain in a progressive manner.
References:
Achievers. (2012). The ultimate guide to employee referrals. Tokyo: https://www.achievers.com/.
APO_COE. (2013). Business Excelence COnsulting Training. New Delhi: APO Centre of Excellence for Business Excellence.
Burton, K. (2012). A Study of Motivation: How to Get Your Employees Moving. Indiana: Indiana University.
Girijan_Cooperative. (2016). Selection of Professional Business Consultants. Visakhapatnam: Girijan Cooperative Corporation Limited.
Hayes, M. (2012). Business Consultant: Job Description and Career Requirements. London: Study.com. Retrieved from https://study.com/articles/Business_Consultant_Job_Description_and_Requirements_for_Students_Considering_a_Career_in_Business_Consulting.html
Loya, S. (2016). Deloitte Consulting Looking for SCM/ Finance Consultants. New Delhi: IBS India Publisher.
OCR. (2014). Understanding On-Campus Recruiting . London: SC Education Publications.
Sabine Sonnentag, J. V. (2011). Job Performance . Kuala Lumphur: SAGE Publications.
TSF. (2013). Mental Capacity Assessment. London: TSF Consultants.
Tyagi, S. (2015). Deloitte Enterprise Risk Services: Business Growth through Sustainability Strategies. Shenton Way: Deloitte Consulting.
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