HR Consulting for Natural Resources Limited, Australia

The report discusses the problems faced by Natural Resources Limited, Australia while managing the engineering graduate intake targets. The proposed project plan includes various aspects to make sure that the consulting project is successful and the rightly skilled and knowledgeable candidates are selected as part of the workforce. The project deliverables could include the recruitment planning, initial assessment and evaluation of the resumes provided by the candidates to get selected and then addressing the issues presented in the report. The project consultant should possess 3 to 6 years of experience in the field of engineering and they must be accustomed with the recruitment consultation activities too.

Running head: HR CONSULTING
HR Consulting
Name of student
Name of University
Author note

1
HR CONSULTING
Table of Contents
Introduction......................................................................................................................................3
Background of the present situation................................................................................................3
Project scope statement....................................................................................................................4
Proposed project plan......................................................................................................................4
Proposed deliverables......................................................................................................................6
Project cost, terms and confidentiality.............................................................................................7
Project consultant’s credentials.......................................................................................................8
References........................................................................................................................................9

2
HR CONSULTING
Introduction
The report is prepared to discuss the benefits of human resource consulting at Natural
Resources Limited, Australia to tackle the problems related to the recruitment of engineering
graduates. To fulfill the needs of resourcing, it is important for NRL to undertake different
graduate recruitment strategies and campaigns and even seek my consulting opinions and advices
for ensuring successful recruitment campaigns too. As a HR consultant, the recruitment manager
of NRL has approached me to obtain information and knowledge for overcoming the recruitment
challenges and ensure meeting the targets of graduate intake within the organization (Conrero,
2016).
Background of the present situation
The background of the current situation mainly illustrated the problems faced while
managing the engineering graduate intake targets. It was also seen that among the five offers
made to the engineering students, only one candidate was selected, which made NRL lower its
selection criteria and standards too. Due to this, many of the positions remained not filled and
few of the major causes of such kinds of issues could be long lead time taken for filling the
vacancies for graduates, failing to assess the applications of graduates properly, degraded job
performance and lower uptake of the graduate employment opportunities. The company even
focused on recruiting external candidates with a 3 to 6 years of experience and this could further
result in higher costs incurred than the recruitment procedures for the intake of internal graduates
to fill the vacancies (Buettner & Timm, 2018). The recruitment manager has asked Jenny to
make improvements but due to the lack of skilled human resources and knowledgeable team
members, she faced difficulties in managing the project internally. The consulting project will be

3
HR CONSULTING
undertaken for ensuring that the graduate recruitment programs are managed properly along with
the filling of vacancies at the organization with ease and efficiency (OSUGI et al., 2016).
Project scope statement
The consulting project scope statement defines the scopes and opportunities created for
recruiting the most suitable engineering graduates at NRL, Australia. To determine the project
scope statement is essential for determining the feasibility and cost that may be incurred while
managing the graduate engineering program with ease and effectiveness (Martensen et al., 2016).
The project scope statement also includes consideration of various aspects including the
management of effective board governance and proper coordination of Board and roles of the
employees. The leaders must possess a common vision and goal to select the right candidates
who can achieve the new vision as well as strengthen the financial management, furthermore
enhance the image and credibility among the various stakeholders in business (Lazazzara,
Karpinska & Henkens, 2013).
Proposed project plan
The business organization was failing to attract the right engineering graduate candidates,
because of which, it was difficult to meet the business needs and furthermore ensure proper
business functioning all throughout. The proposed business project plan should include the
various aspects to make sure that the consulting project is successful and the rightly skilled and
knowledgeable candidates are selected as part of the workforce. NRL has taken help from a third
party provider to manage the Assessment centre stage properly and carry out the various
processes during the recruitment such as conducting the first interview, checking their resumes,

4
HR CONSULTING
short listing the candidates, generation of employee contact and finally managing the event all
throughout the recruitment process (Aleksandrovna, Alekseevna & Alexandrovna, 2017).
Project plan activities Time taken
Organizational assessment and developmental
plan
15 days
Identification of the recruitment and strategic
goals and objectives
7 days
Assessing the availability of resources required
for managing the project
8 days
Action plans should include proper staffing to
create a consulting group and even evaluate the
operating budget
15 days
Drafting the recruitment plan 10 days
Review and approval by the recruitment
manager of NRL
7 days

5
HR CONSULTING
Figure: Project plan GNATT chart (Aleksandrovna, Alekseevna & Alexandrovna, 2017)
Proposed deliverables
The deliverables proposed could include the recruitment planning, initial assessment and
evaluation of the resumes provided by the candidates to get selected and then addressing the
issues presented in the report. The organizing of members, staffing and recruitment guidelines
stated in the Board Development plan that should be followed could also be included as
deliverables. The strategic planning, customized process of planning could also help in
addressing the issues and create a much better, realistic and flexible strategic plan to achieve the
business goals and objectives with ease and effectiveness. The project deliverables also include
the development of supervisory and leadership management activities along with the
identification of performance goals at each position. The customization of the engineering
graduate recruitment process would also benefit the selection of the most suitable individuals
who have applied for the job vacancies at NRL (Proctor et al., 2014). This would also allow the

6
HR CONSULTING
recruitment department to overcome the issues faced as well as make sure to provide proper job
descriptions and Personnel management policies known to the candidates. More candidates
would be selected and this could fill up the vacancies that were left within the organization. The
project deliverables could also be the various information sources including the NRL recruitment
procedure, engineering graduate students and recruitment policies and procedures. The data and
information obtained from the recruitment information system are also considered as important
project deliverables (Morgeson et al., 2013).
Project cost, terms and confidentiality
Jenny has been provided with an amount of $10,000,which she can spend on improving
the current scenario and hire a consulting firm to address and issues and rectify those as well.
The charges for the consultants on an hourly basis are $200 for the principal consultant per hour,
$150 per hour for the senior consultant and $100 per hour for the consultant team members.
These are the fixed costs whereas the variable costs during the recruitment process would include
the expenses incurred during the short listing of candidates, conducting interviews, etc. The costs
were broken down and presented in the form of a diagram, based on which, the expenses should
be done (Conrero, 2016).

7
HR CONSULTING
Figure: Cost breakdown structure (Conrero, 2016)
Project consultant’s credentials
The qualifications or credentials that should be possessed by the project consultant
include 3 to 6 years of experience in the field of engineering and they must be accustomed with
the recruitment consultation activities too. The recruitment consultants could be open to
graduates regardless of the degree subject, though for the company individuals from the
engineering discipline would be referred. Gaining entry with a HND degree could be beneficial
as well with relevant skills, abilities and level of experience. The project consultants must also
hold relevant interpersonal and communication skills along with problem solving abilities
(Buettner & Timm, 2018). The consultants should be able to complete their tasks within the
deadline and not intend to miss targets, which would also promote team working and creativity
during the management of recruitment and selection processes at NRL, Australia.

8
HR CONSULTING
References
Aleksandrovna, T. N., Alekseevna, V. A., & Alexandrovna, K. L. (2017). ACTUAL
QUESTIONS OF HUMAN RESOURCES MANAGEMENT. TURKISH ONLINE
JOURNAL OF DESIGN ART AND COMMUNICATION, 7, 1208-1218.
Buettner, R., & Timm, I. J. (2018). An Innovative Social Media Recruiting Framework for
Human Resource Consulting. In Digital Transformation of the Consulting Industry (pp.
415-425). Springer, Cham.
Conrero, S. (2016). External Consulting in Change Processes: Change Management Consulting
and Human Resource Management. In Strategic Labor Relations Management in Modern
Organizations (pp. 76-88). IGI Global.
Lazazzara, A., Karpinska, K., & Henkens, K. (2013). What factors influence training
opportunities for older workers? Three factorial surveys exploring the attitudes of HR
professionals. The International Journal of Human Resource Management, 24(11), 2154-
2172.
Martensen, M., Ryschka, S., Blesik, T., & Bick, M. (2016). Collaboration in the consulting
industry: Analyzing differences in the professional use of social software. Business
Process Management Journal, 22(4), 693-711.
Morgeson, F. P., Aguinis, H., Waldman, D. A., & Siegel, D. S. (2013). Extending corporate
social responsibility research to the human resource management and organizational
behavior domains: A look to the future. Personnel Psychology, 66(4), 805-824.

9
HR CONSULTING
OSUGI, T., MITA, T., BRENES, I. M., DASTIDAR, D. G., HIGAKI, T., & FUJITA, K. (2016).
W-10 Exploring interdisciplinary field activities that tackle social issues: A new approach
in internship development for graduate education. In JSEE Annual Conference
International Session Proceedings 2016 JSEE Annual Conference (pp. 51-54). Japanese
Society for Engineering Education.
Proctor, S. L., Simpson, C. M., Levin, J., & Hackimer, L. (2014). Recruitment of diverse
students in school psychology programs: direction for future research and practice.
Contemporary School Psychology, 18(2), 117-126.