The report has made a detailed discussion about the importance of human resource management for the proper operation of any organization. The pay packages, compensation policies, promotions and other benefits have enormous effects on the employees as well as on the organizations. This report makes an in-depth analysis about Deloitte Consulting including its history, strategies, market position and organizational hierarchy. Porter’s strategies, the labor laws of US and the current labor market, technology and the training systems. Some recommendations need to be provided through which the human resource professionals can take care of the company and the employees by efficient recruitment and providing other benefits. The report includes a thesis statement which states that the performance of the employees need to be evaluated and encourage them to update their performance and the quality of work.
Deloitte Consulting is a very renowned HR consulting company in the world. It was founded in the year 1845 by William Welch Deloitte who is better known as the Father of Accounting (Mattone & Vaidya, 2016). The US firm went for a merger with Haskins and Sells in the year 1952. They merged with a Canadian company named Ross in the year 1960 to become Touche, Bailey & Smart and Ross. In 1975, Tohmatsu Awoki & Co. entered into a merger with Touche Ross. In 1989, Deloitte Haskins & Sells in the US merged with Touche Ross. Thus Deloitte & Touche was formed. In 1993, the name Deloitte Touche Tohmatsu was changed to Deloitte & Touche Consulting Group (www2.deloitte.com, 2017). Finally the name was changed to Deloitte Consulting.
The company acquired a number of firms since its inception. The last acquisition was the offices of Monitor Group whose founder was Michael Porter.
Deloitte is a very popular consulting company in USA and all over the world (Turban, Strauss & Lai, 2016). It has received accolades for best consulting services for six consecutive years. Many top firms have appreciated Deloitte for the depth and breadth of its consulting services. According to a report published in the year 2016, Deloitte was ranked the No. 1 in Global Business Consulting (Greenworldinvestor, 2013). The company was named a leader by IDC MarketScape in the global business consulting. Deloitte has a variety of businesses like consulting, tax and audit, advisory and risk. Deloitte is four out of five Fortune 500 companies and has a global network of many member companies, working in more than 150 companies.
(Source: Deloitte, 2013)
Deloitte is a British multinational company with its headquarter in New York, USA. It has many branches all over the world. The reason behind the success of the company is an amazing organizational structure. This structure is responsible for the progress of the employees in their career. The employees at the lowest level are paid less than that of the higher ones and are also less experienced. The different levels are partner or associate partner, manager, senior consultant, senior manager, consultant and analyst. Each is having unique and specified roles and responsibilities.
The partner or the associate partner is at the highest level of the organizational hierarchy of Deloitte. The partners of the company are responsible for decision-making. They also take the positions of head of operations. The partners prepare any plans for the company and they make sure of the thing that the plans are executed properly and implemented through the company. The partners have the maximum experience in the company.
The highest position next to partner or associate partner in Deloitte is the senior manager. The senior manager who makes sure of the fact that all the operations as well as activities are properly managed and carried out in an effective manner, heads the administrative branch of Deloitte. The senior manager is also responsible for making coordination among the various departments and also has the onus of recruiting people for different branches of the firm (Fayol, 2016). The number of senior managers varies based on the size of the branch or the company in Deloitte.
The manager at Deloitte holds a significant position in the company and works directly under the senior manager. The manager works on the basis of the instruction from the senior manager. He is required to execute the administrative duties all through a particular department or field. An employee appointed at this position must be engaged in making reports, make participations in organizing events in the company, give orders and instructions and also other numerous tasks.
The senior consultant is the person who is responsible for making deals with clients and working on the client based projects. Deloitte is having a number of senior consultants and everyone of them is responsible for making sure that the projects are executed within time constraints and budgets. They also have the roles of providing instructions to the consultants and the analysts of Deloitte. They give advice to clients on the basis of the needs of the businesses.
The position of the consultant comes after that of the senior consultant. This is the individual who has the responsibility to arrange meetings with clients, setting the meetings, understanding the requirements of the clients, managing the communication with them and carrying out all the instructions given to the consultants by the senior ones (Deloitte, 2013). The consultants must be having 2-3 years of experience in the company and after gaining adequate experience, they usually move up the hierarchy to take the position of a senior consultant.
The position of analyst is the lowest one in Deloitte. The analyst is the person who may have graduated from the college and works at the lowest position in the hierarchy of the company (Deloitte, 2013). The analyst has the onus of working on the projects, making reports, handling accounts and making analysis of the information. They have the chance of moving up in the hierarchy after gaining experience for about two years.
The generic strategies of Porter are applicable to the products and services of all industries and organizations of varying sizes (Tansey, Spillane & Meng, 2014). Porter described the strategies as cost leadership, focus and differentiation.
The generic strategies of Porter provide the ways to gain competitive advantage that gives an edge to make the sale better and takes the advantage away from the competitors. There are mainly two ways through which this can be achieved using the cost leadership strategy. One is the maximization of the profits by reducing the costs and keeping an average price based on the industry. The other one is the increase of market share by offering lower prices and still making profits on every sale as the cost has been reduced. The cost leadership strategy helps a company to become a leader in a particular industry with respect to cost (Grant, 2016). The companies that have successfully achieved the cost leadership strategy, have a huge capital to make investment in technology or any other stream that can bring down the costs (Kurt & Zehir, 2016). The companies that have efficient logistics can adopt the leadership strategy very well. They are having a very low cost base with respect to facilities, labor and materials.
The differentiation strategy helps a company to make the products and services different from the competitors and more attractive than them (Kim & Mauborgne, 2014). The organizations need to make good research and development for this strategy.
Companies using this strategy put their focus on some particular niche markets. They try to build brand loyalty among the customers after proper understanding the market dynamics meeting their needs.
The strategy of Deloitte Consulting includes working with the senior executives which help the company to solve many complex problems by considering deep knowledge about the industry (Deloitte, 2017). Deloitte help the companies to work in a team, to create effective business unit and corporate strategies (Deloitte, 2017). It designs and delivers integrated growth programs for its clients. It also has targeted pricing strategies that help to drive revenue and marginal growth.
Deloitte as a brand is having a number of businesses like consulting, legal, auditing, risk advisor and financial advisory (Miller, 2017). Here we will be focusing on consulting only where the company will be giving human resource consulting to the US Air Force.
The work processes in US air force include meeting the standards, aptitude testing, physical and mental screening, preparation for BMT and finally transition from civilian to officer. The main process of joining the air force is very simple and the applicants will be guided at each and every step. There are few mandatory requirements and again evaluations of those requirements that need to be passed to get success as an Airman in the air force of US. The aptitude testing involves the ASVAB test that includes some key areas. This test helps in the determination of mental aptitude and strength to take the right career path.
The physical and mental screening includes MEPS to assess the physical standards. Depending on the MEPS, the counselor will be provided with a list of details about the job. Once an applicant has passed all the tests, they will be waiting for the departure of basic military training. Finally, the applicants join the air force and become an officer.
The key employees that need to be addressed in US air force by the human resource professionals are the captain, the major, the lieutenant colonel, brigadier general and the colonel as these are very important ranks as per the US air force.
The biggest challenge of US air force is to make technological innovations in their arms. Their demand signal is going up but the flexibility is not so. The organization need to have a series of logic-based, decision rules during formulation of the budget. The investment is going high and they need to take some cost cutting strategies in the future. It also needs to change some policies regarding manufacturing of arms. It should focus on the recapitalization programs to make it more effective in the future.
The company must need young and energetic graduates for the different posts of US air force who can work hard for the country. The employees need to pass all the tests before becoming an office in air force and he must be a graduate. He must learn aerodynamics, procedures of flight, flight skills and meteorology. The pilots in the air force must have degree from air force academy of US.
The employees will be compensated if they get hurt or die in any encounter. Their families will be looked after and a huge compensation will be provided. There will be increment in their salaries and incentives also.
There have been enough opportunities in the US Air Force for career development. There are advantages of long-term career and leadership as well that can allow an individual to grow in the industry and make advancement as a leader in the respective field.
The healthcare professionals who are associated with the US Air Force have the opportunities to work with the patients round the world whether it is a small ambulatory clinic or a large medical center (airforce.com, 2017). These professionals have the chance to work with the small-town doctors.
There are other ways of development of the career in the Air Force. One can join as a major command, an employee of the White House Medical Unit or an air staff. One can forge his or her career path in the best possible way by various ways.
There are options of leadership roles where one can enter the Air Force as an Officer and also as a leader. An individual can take proper advantage of the position the leadership roles can help him in the professional societies.
US Air Force also employs the best technology of the world to accomplish their mission and goals.
There are other opportunities as well in US Air Force where around 35,000 Air Force professionals are presently working in a variety of fields. The human resource of Deloitte may look into the areas of US Air Force where employees can be acquired in the following areas like contracting, engineering, test and evaluation, life cycle logistics, information technology, cost estimation and financial management, program management, production, manufacturing and quality assurance (safaq.hq.af.mil, 2017).
The acquisition professional development program helps in the promotion of the sustainability and development of a professional workforce in Air Force. Different types of training are being provided in the US Air Force such as leadership training, career field technical training, professional military education and developmental education programs. Through the certification process, the authorities of the Air Force determine the requirements regarding training, education and work experience, specified for the job. The acquisition environment has always been a challenging one and the continuous learning programs give assistance to the workforce members in the maintenance of professional currency. To apply for the various posts in the US Air Force, the applicants have the options to log in the portal.
The hr of Deloitte must increase the proficiency of the acquisition professionals to be hired in the Air Force. This can help in the preparation of future acquisition force that will help in the growth of the leaders to meet the challenges in the future. The hr should give the adequate details about the acquisition and training programs in the AF Portal Page. Deloitte must also take into consideration that more training programs about different technologies need to be arranged in the Air Force so that the employees become more technically skilled. They should also make the Air Force employees as well as the applicants willing to apply for the different posts there, aware about the fact that many users have created numerous profiles on BlogSpot, WordPress and Facebook who represent themselves as DAU Help.
The human resource professionals of Deloitte working for the US Air Force must also arrange for the compensation policies for any injuries or deaths caused by accidents. It is further recommended to the hr to know the skills and behavioral styles that can maximize the efficiency of the employees. While recruiting an employee, it needs to be judged whether he or she is competent for the job. Proper selection of the candidates for the different posts is a crucial job for the human resource professional. He also has the job of arranging training programs for the commissioned officers. He may take the initiative of providing educational benefits to the employees joining the air force or are already working. There are existing benefits which the US air force provide to the employees. Many law students I the US and the practicing attorneys have shown their interests in joining the air force as it rewards financially, personally and of course professionally. The salary has been very good.
The other benefits are housing and food tax-free allowances. If anyone chooses to live off base, the he will be getting the benefit of monthly tax-free Basic Allowance for Housing (BAH) which reimburses most of the housing costs of the employee, if not all. Anyone joining in the rank of officers in the air force is eligible for receiving a flat monthly food allowance and basic allowance for subsistence.
The human resource department must give more importance of providing more benefits to the employees. He can organize for free comprehensive medical treatments like dental and eye care, with an intention of saving the employee and his family members. The hr must also consider the case where there can be no medical care. In that case, the employees should be provided the reimbursement costs. There must be relaxation in taking leaves by the employees of US air force including sick leave. Life insurance policies must be there for the employees and his family members. There can be improvements in the continuation pay programs. Promotion is one of the critical issues which the human resource team should take care of. The new employees joining the air force, always have a dream of moving up the ladder and achieve the highest rank. Last but not the least is the case of retirement benefits, which the employees must be given without fail.
The Bureau of Labor Statistics has made a report, which says that the unemployment rate in the US for the people born in the foreign countries has declined to about 4.3% in the year 2016. CPI for almost all the items has risen by 0.2% in the month of April as the indexes for food, energy and shelter have increased (bls.gov, 2017).
The labor market of US is getting better with days by any means. The payrolls and workforce participation have all shown major improvements. Economists have given strong reasons of optimism. Though the American labor market is not as great as what the President wants but it is on the verge of improving. Employers had forecasted for an additional 235,000 positions in February and the monthly report of the Labor Department showed that joblessness and unemployment have improved (Bloomberg, 2017).
On the other hand, another report has shown that the US labor is much tightened though the productivity is very weak. The number of people filing for benefits of unemployment has fallen more than what has been expected. The productivity of the workers has fallen in the last quarter of the year 2016 (Reuters, 2017). The labor market is such that there is a huge demand for the workers against the backdrop of low productivity. This has put pressure on the wages and salaries, which has prompted the increase in rate of interest. The firms will keep on hiring for the expansion of their output as there is very less growth in productivity. The labor laws have brought in many restrictions regarding discrimination protection, employee privacy, general labor market and litigation trends, business protection and restrictive covenants and other developments that took place recently.
The general labor market and the litigation trends take into account the policies restricting the employees in the usage of social media. The business protection and restrictive covenants include the Defend Trade Secrets Act 2016 (Cole & Marr, 2017). The discrimination protection law takes into consideration sexual orientation discrimination. This protects the employees from being harassed based on the gender discrimination whether it is air force or any other industries. There is also law to protect the privacy of the employees, which is the ban-the-box legislation. Recently, there have been some developments in the field of employment and labor laws. The Final Rule of the Department of Labor primarily made some updates in the salary and compensation levels that have been used for the determination of the fact that whether the executives, professional and administrative employees.
The Fair Labor Standards Act, 1938 describes the payment of a minimum wage to all employees working in the US with an exception for the younger workers who should be paid the minimum training wage for maximum of 180 days (Stanton, 2015). There has been no federal restriction on the working hours of the employees in US.
The laws regarding the air force in the US are very complicated and fascinating. The air and space law is a complex area for legal expertise.
There are about 315,725 active duty, 255,066 enlisted and 60,659 officers in the US air force. The criteria for the applicants who will apply for the jobs of US Air Force are that he or she must be a citizen of US or a resident of other countries and having a minimum age of 17 years. The educational qualification of the applicants must be a diploma from high school or must be meeting the ASVAB qualifications and having a GED. The applicant should also need to pass a physical medical exam. Additionally, the applicant must meet the specific requirements of score on the ASVAB. The applicants must be given lot of training before joining the air force.
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Month |
Month1 |
Month2 |
Month3 |
Month4 |
Month5 |
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Recruitment |
Yes |
Yes |
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Training |
Yes |
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Performance Evaluation |
Yes |
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Compensation |
Yes |
Conclusion
It has been inferred from the report that human resource plays a significant role in any organization. The case of Deloitte Consulting has been considered who has taken the charge of the human resource departments of US Air Force. The different human resource functions including recruitment, training, compensation policies and providing benefits to the employees are discussed here. The organizational hierarchy of Deloitte is considered here ad detailed discussion about each level and their roles and responsibilities have been taken into account. The legal condition of US and the different laws governing the employment of the country will be able to provide an insight to the human resource professionals as to how the employees can be compensated and maintaining discipline in the organization. The strategies, market position and history of Deloitte have also been mentioned. Finally some recommendations have been included as to how the human resource professionals can be helpful in performing their activities in the company.
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