HR Consulting Report: Benefits Boutique for Managing People and Teams

This report examines the challenges in human resource management, such as absenteeism and low productivity, and proposes solutions through the lens of an HR consulting firm. The report introduces the 'Benefits Boutique' initiative, a novel approach designed to foster a rewarding and engaged employee culture by prioritizing employee health, well-being, and work-life balance. It emphasizes the importance of building strong client relationships and focusing on outcomes, particularly for small and medium-sized enterprises. The report highlights that this initiative is crucial for reinforcing commitment among staff members and rewarding them, which is crucial for the growth of any sales oriented business. Finally, the report considers two factors that include health and well-being and how it helps in driving greater levels of performance.

Managing People and Teams
Name of the Student:
Name of the University:
Author Note:

Introduction
This study deals with explaining the concept how to manage team and people at
workplace. The present workplace is running under crisis of human resource where there is a
need to control over issues such as widespread absenteeism, low productivity as well as
protracted industrial action and negative media attention (Sparrow, Brewster & Chun 2016). It is
for this reason the study focused on acting as a Boutique consulting firm to solve the issue as far
as possible. Most of the Boutique HR consulting firms have recently entered the HR consulting
space. This HR consulting had now grown altogether to be an $18.5 billion industry. Nowadays,
companies have too many choices when they start looking for a quality HR firm with whom they
desire to work. In case of small and medium sized enterprise, it starts with quality as well as
delivery and relationship that matters the most to them. Even now, personal as well as
professional relationships matters the most and emerging technology cannot supplement it by
any chance (Armstrong & Taylor, 2014).
Analysis
The SMEs firms can offer economy of scale, national scope, and individualized service,
huge return on investment, discounts as well as excellent customer care and custom care. It is the
responsibility of the service provider and the firm to remain connection and deliver the service a
it is considered as survival for the boutique firm (Beardwell & Thompson, 2014). The main
focus should rely upon maintaining relationship between client firm as well as HR vendor. For
this boutique firm, the main emphasis lies upon reputation, results as well as outcomes. It is
important for the smaller to maintain as well as manage the talent base of HR professionals with
careful manner as they are treated as valuable assets for the firm. By doing this, company will

get access to better and customized solutions. The company will even get greater return on
investment as well as higher quality HR consultants who are committed towards their work.
This study had decided to undertake a new initiative known as Benefits Boutique. This is
an innovative way where company can create rewarding as well as flexible and engaged
employee culture for their human resources working at that place. It is desired to create a
mutually supportive as well as successful culture at HR consultancy as well as with the Benefits
Boutique (Marchington, et al., 2016). Launching this new initiative is costly but valuable at the
same time that defines positive impact on the lives of team members and not depends upon the
bottom line of the profits in any ways. It is important to take into consideration two factors that
include health and well-being and how it helps in driving greater levels of performance.
Conclusion
It is important to consider the fact that money alone does not act as a perfect key driver to
promote a number of behaviors in any sales oriented business. This new initiative targets at
reinforcing the commitment level among the staff members in a way where they are rewarded
and the delivery is based on a work-life balance

Reference List
Armstrong, M., & Taylor, S. (2014). Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Beardwell, J., & Thompson, A. (2014). Human resource management: a contemporary
approach. Pearson Education.
Marchington, M., Wilkinson, A., Donnelly, R., & Kynighou, A. (2016). Human resource
management at work. Kogan Page Publishers.
Sparrow, P., Brewster, C., & Chung, C. (2016). Globalizing human resource management.
Routledge.