Continuing with this discussion we need to now be more specific about the design of such a platform.
- What are the key components of a "consulting company/individual profile"? We need to divide this into "must have" (client list, reference) and "good additions" (like youtube videos) in terms of info provided by the consultant in their profile.
- Negotiation of rates based on multiple consultants quoting for the job and then weighing of cost, budget, experience of consultant. Are there any other factor which come into play? Like commission, relationship or anything else?
- Since place of operation is so crucial - as getting consultants from other cities would add to cost - should be limit application for a job to consultants based in that city?
- Should the bidding process be public where everyone can see who is quoting what?
We can showcase "word of mouth” using the appreciations received on the forums - this would also help gauge the consultant’s way of dealing with things. Should ratings be based on the appreciations received?
We would like to keep the consultant section open to all areas of consulting. And the section would be created on Cite.Co.
Promotions of listed consultants will be done throughout the network based on level of appreciations and tags where they are most prominent.
Please do share your inputs in these areas.
Regards,
Sid [CHR]
From India, Gurgaon
660- What are the key components of a "consulting company/individual profile"? We need to divide this into "must have" (client list, reference) and "good additions" (like youtube videos) in terms of info provided by the consultant in their profile.
- Negotiation of rates based on multiple consultants quoting for the job and then weighing of cost, budget, experience of consultant. Are there any other factor which come into play? Like commission, relationship or anything else?
- Since place of operation is so crucial - as getting consultants from other cities would add to cost - should be limit application for a job to consultants based in that city?
- Should the bidding process be public where everyone can see who is quoting what?
We can showcase "word of mouth” using the appreciations received on the forums - this would also help gauge the consultant’s way of dealing with things. Should ratings be based on the appreciations received?
We would like to keep the consultant section open to all areas of consulting. And the section would be created on Cite.Co.
Promotions of listed consultants will be done throughout the network based on level of appreciations and tags where they are most prominent.
Please do share your inputs in these areas.
Regards,
Sid [CHR]
From India, Gurgaon
Dear Sid,
My replies are given in italics:
- What are the key components of a "consulting company/individual profile"? We need to divide this into "must have" (client list, reference) and "good additions" (like youtube videos) in terms of info provided by the consultant in their profile.
Comment: - There are consultants of all hues like recruitment consultants, consultants who provide accounting or audit services and so on. How to present one's services if left to the consultant the better.
- Negotiation of rates based on multiple consultants quoting for the job and then weighing of cost, budget, experience of consultant. Are there any other factor which come into play? Like commission, relationship or anything else?
Comment: - Parameters of selection like cost, budget, experience of consultant is a matter between two parties. If they handle in their personal capacity the better. If we look at the newspaper, we find that tenders are published by the companies. However, newspaper just publishes the ad and nothing more. Further dealings are left between the parties.
- Since place of operation is so crucial - as getting consultants from other cities would add to cost - should be limit application for a job to consultants based in that city?
Comment: - Rather than place of operation, quality of the consulting services is crucial. Whether to select a local consultant or of national stature or international one is individual's choice. Choice depends on the client's perception, objectives of hiring the consultants etc.
- Should the bidding process be public where everyone can see who is quoting what?
Comment: - Consulting services are designing based on the requirements of client. These are "Made to Order" and cannot have "Maximum Retail Price" (MRP). Secondly, who would like to make a public disclosure on who has bidded for what amount. Which client would like to publicly disclose what is their capacity to pay?
We can showcase "word of mouth” using the appreciations received on the forums - this would also help gauge the consultant’s way of dealing with things. Should ratings be based on the appreciations received?
Comment: - Consultant might receive appreciation on the forum for which he/she might not provide service(s). Should such appreciation be included? If not, then what means do we have to segregate such appreciations? However, consultants may showcase their appreciations.
We would like to keep the consultant section open to all areas of consulting. And the section would be created on Cite.Co.
Promotions of listed consultants will be done throughout the network based on level of appreciations and tags where they are most prominent.
Comment: - Alike citehr, citesales, citeops etc, how to make consultant section is citeman's internal matter.
Final Comment: - While creating any forum, it is important to maintain neutrality. Let us take example of Google. They have created software for mobile phones called Android. However, they did not get into who uses this software for manufacturing mobile phones, who uses this software the development of Applications and who are the end users of the software. They are have just created and maintain the stability and security and that is all. How to derive benefits from Android is left to the users of various categories. Citeman can also do same thing. No need to vouch for any consultant's quality or price of the services
Thanks,
Dinesh Divekar
From India, Bangalore
My replies are given in italics:
- What are the key components of a "consulting company/individual profile"? We need to divide this into "must have" (client list, reference) and "good additions" (like youtube videos) in terms of info provided by the consultant in their profile.
Comment: - There are consultants of all hues like recruitment consultants, consultants who provide accounting or audit services and so on. How to present one's services if left to the consultant the better.
- Negotiation of rates based on multiple consultants quoting for the job and then weighing of cost, budget, experience of consultant. Are there any other factor which come into play? Like commission, relationship or anything else?
Comment: - Parameters of selection like cost, budget, experience of consultant is a matter between two parties. If they handle in their personal capacity the better. If we look at the newspaper, we find that tenders are published by the companies. However, newspaper just publishes the ad and nothing more. Further dealings are left between the parties.
- Since place of operation is so crucial - as getting consultants from other cities would add to cost - should be limit application for a job to consultants based in that city?
Comment: - Rather than place of operation, quality of the consulting services is crucial. Whether to select a local consultant or of national stature or international one is individual's choice. Choice depends on the client's perception, objectives of hiring the consultants etc.
- Should the bidding process be public where everyone can see who is quoting what?
Comment: - Consulting services are designing based on the requirements of client. These are "Made to Order" and cannot have "Maximum Retail Price" (MRP). Secondly, who would like to make a public disclosure on who has bidded for what amount. Which client would like to publicly disclose what is their capacity to pay?
We can showcase "word of mouth” using the appreciations received on the forums - this would also help gauge the consultant’s way of dealing with things. Should ratings be based on the appreciations received?
Comment: - Consultant might receive appreciation on the forum for which he/she might not provide service(s). Should such appreciation be included? If not, then what means do we have to segregate such appreciations? However, consultants may showcase their appreciations.
We would like to keep the consultant section open to all areas of consulting. And the section would be created on Cite.Co.
Promotions of listed consultants will be done throughout the network based on level of appreciations and tags where they are most prominent.
Comment: - Alike citehr, citesales, citeops etc, how to make consultant section is citeman's internal matter.
Final Comment: - While creating any forum, it is important to maintain neutrality. Let us take example of Google. They have created software for mobile phones called Android. However, they did not get into who uses this software for manufacturing mobile phones, who uses this software the development of Applications and who are the end users of the software. They are have just created and maintain the stability and security and that is all. How to derive benefits from Android is left to the users of various categories. Citeman can also do same thing. No need to vouch for any consultant's quality or price of the services
Thanks,
Dinesh Divekar
From India, Bangalore
Dear CHR,
It is really a discussion of need, Shri Dinesh Divekar enlightened in his good spoken way, yet, I do suggest some of the things for consideration :
1) Better please create a pool where the members best or the most in their analysis/subject skills be the advisor cum consultants, and each team have members separately.
2) When you are taking members who have got appreciations let them be associated with the pool of their interest.
3) Zones need be created in between members who have association with the industry-academia relations for immediate acquaintance of the subject and the need of the business.
4) As regard fee let the members decide certainly there will be differences need be focussed for relatively better solutions.
5) In case the CHR required to be interested in fee let the members in case of interest reiterate interest be become members and they should be in the pool let it be decided the CHR either in due consultation or as the pool is interested. Let me say one example, shri Dinesh Divekar seen from his profile is the good and best advisor for many a problem yet, for all the problems the member relatively have not charged for the advise, some members who are very authentic good sound knowledge in labour laws have not seem to have charging and this is one of great things for appreciation. Let those members create a pool and membership floated for generating revenue and business exploration.
Best of luck ...
From India, Arcot
It is really a discussion of need, Shri Dinesh Divekar enlightened in his good spoken way, yet, I do suggest some of the things for consideration :
1) Better please create a pool where the members best or the most in their analysis/subject skills be the advisor cum consultants, and each team have members separately.
2) When you are taking members who have got appreciations let them be associated with the pool of their interest.
3) Zones need be created in between members who have association with the industry-academia relations for immediate acquaintance of the subject and the need of the business.
4) As regard fee let the members decide certainly there will be differences need be focussed for relatively better solutions.
5) In case the CHR required to be interested in fee let the members in case of interest reiterate interest be become members and they should be in the pool let it be decided the CHR either in due consultation or as the pool is interested. Let me say one example, shri Dinesh Divekar seen from his profile is the good and best advisor for many a problem yet, for all the problems the member relatively have not charged for the advise, some members who are very authentic good sound knowledge in labour laws have not seem to have charging and this is one of great things for appreciation. Let those members create a pool and membership floated for generating revenue and business exploration.
Best of luck ...
From India, Arcot
Great thought , great insights . Largely to my understanding , the consulting companies create a niche for themselves based their area of expertise and industry segment they work with. Also on how best they can comprehend the needs of the client and thereby design custom made solutions for them with perfect deliverability. Icing on the cake would be if consultants, take extra effort to be a part of the implementation too.
From India, Thane
From India, Thane
Continuing with this conversation - I am currently in the process of structuring what information will be collected from the consultants and how it'll be displayed.
---------------------------------------
Independent OR Organisation
(If Organisation)
Consulting Firm Name:
Address:
City Of Operation: (Add All Applicable)
Youtube Sample Video:
Website:
---------------------------
Add Consultant (+button)
( Multiple consultants if organisation / single if independent )
Name:
One line description: (shown on posts below username)
Age:
Email (registered on cite.co):
Allow people to email you: Yes / No (will show contact form on display if yes)
Experience in years:
Speciality: Choose from tags or add new
City Of Operation: (if independent)
Industries: (choose single or multiple from drop down or "non industry specific")
Certifications: (+button)
Certification Name
People References: (+button)
Name (Company name)
Project References: (+button)
Short Project Description
Youtube Sample Video: (if available)
---------------------------
The matter collected will form a directory based on location and industry.
Link next the user's username on posts will open a box under to reveal all details about the consultant (no page refresh).
The user can then review all information and then contact the consultant or send copy of details to their own email for future reference.
Please let me know if something else should be added or something here should be removed.
Regards,
Sid [CHR]
From India, Gurgaon
---------------------------------------
Independent OR Organisation
(If Organisation)
Consulting Firm Name:
Address:
City Of Operation: (Add All Applicable)
Youtube Sample Video:
Website:
---------------------------
Add Consultant (+button)
( Multiple consultants if organisation / single if independent )
Name:
One line description: (shown on posts below username)
Age:
Email (registered on cite.co):
Allow people to email you: Yes / No (will show contact form on display if yes)
Experience in years:
Speciality: Choose from tags or add new
City Of Operation: (if independent)
Industries: (choose single or multiple from drop down or "non industry specific")
Certifications: (+button)
Certification Name
People References: (+button)
Name (Company name)
Project References: (+button)
Short Project Description
Youtube Sample Video: (if available)
---------------------------
The matter collected will form a directory based on location and industry.
Link next the user's username on posts will open a box under to reveal all details about the consultant (no page refresh).
The user can then review all information and then contact the consultant or send copy of details to their own email for future reference.
Please let me know if something else should be added or something here should be removed.
Regards,
Sid [CHR]
From India, Gurgaon
The more I am reviewing the content on CiteHR the more I am realizing that we need to do a lot more to build trust among users. To be seen as a place where organizations can find trustworthy consultants.
Here's an example: we are working on figuring out who all have posted their company URLS here and whether they are still active - a total of over 4000 domain links exists on CiteHR which no longer exist. We are working on removing this content and all other page links which no longer exist. If any senior member wants to talk to me about how to tackle this issue and how to make sure that TRUST is built over the years to come please private message me.
Kargaokarji, The post from learningnovo still exists and is an old post in this thread - it just got featured because it got a few appreciations.
Regards,
Sid [CHR]
From India, Gurgaon
Here's an example: we are working on figuring out who all have posted their company URLS here and whether they are still active - a total of over 4000 domain links exists on CiteHR which no longer exist. We are working on removing this content and all other page links which no longer exist. If any senior member wants to talk to me about how to tackle this issue and how to make sure that TRUST is built over the years to come please private message me.
Kargaokarji, The post from learningnovo still exists and is an old post in this thread - it just got featured because it got a few appreciations.
Regards,
Sid [CHR]
From India, Gurgaon
Dear Sid,
This thread has received plenty of useful inputs.
I am glad that you have even carved out a draft format.
There was time when consultancy was thought to be a domain only for the SILVER STREAKED and SHINING MOON personalities.
Age and experience were considered as essentials in selecting a consultant.
This is no longer true in the same vein.
With scores of start ups entering the fray in various fields, the consultancy field becomes no exception.
The client's needs vary. They look for training or spreading awareness from 'fresh recruits' to "CEOs."
So accordingly the level of expertise and experience of consultants also vary.
It is not a story of " ONE SIZE" fits all.
We may consider some grading of consultants - can be self declared or as determined from their client lists and programmes.
This will leave us with a spectrum, consisting of "couple of years experienced" to ' sought after high fliers'.
Expert opinions may be solicited in determining the different grades.
One simple grading that comes to my mind is consultants who can work for ENTRY LEVEL, MIDDLE LEVEL and TOP MANAGEMENT.
Learned members, I am sure will come out with better suggestions.
V.Raghunathan
From India
This thread has received plenty of useful inputs.
I am glad that you have even carved out a draft format.
There was time when consultancy was thought to be a domain only for the SILVER STREAKED and SHINING MOON personalities.
Age and experience were considered as essentials in selecting a consultant.
This is no longer true in the same vein.
With scores of start ups entering the fray in various fields, the consultancy field becomes no exception.
The client's needs vary. They look for training or spreading awareness from 'fresh recruits' to "CEOs."
So accordingly the level of expertise and experience of consultants also vary.
It is not a story of " ONE SIZE" fits all.
We may consider some grading of consultants - can be self declared or as determined from their client lists and programmes.
This will leave us with a spectrum, consisting of "couple of years experienced" to ' sought after high fliers'.
Expert opinions may be solicited in determining the different grades.
One simple grading that comes to my mind is consultants who can work for ENTRY LEVEL, MIDDLE LEVEL and TOP MANAGEMENT.
Learned members, I am sure will come out with better suggestions.
V.Raghunathan
From India
Great initiative...!!!
I would like to add that, these days we come across lots of Freelancers, who are operating in the areas of Recruitment, Training, Payroll, Compliance, Temp. staffing etc. I think they are the target-group who are much in need of such help. Their only access to Clients is through Personal Contacts.
There are many websites that provide a platform that enables such Professionals to find work assignments. Along with this, while providing work opportunities, they also provide an economical, faster and dedicated source which can take care of their odd, unique or small-volume requirements. Thus it is a win-win situation for all.
There has so far been no such sites, which caters exclusively to HR requirements or Business/Managerial requirements. I think CiteHR and other CiteCo sites can fulfil this need by letting freelancers, Independent Professionals, small firms get an appropriate platform to showcase their skills and competencies to solicit business.
A Home Page for members which is detailed and elaborate; can accept uploaded videos and other files, with more functionalities added, can prove to be very handy.
However, the cost-factor needs to be addressed too, while adding more functionalities and fast easier access to all features; and making the pages more attractive and appealing.
I expect more participation and brain-storming on all these aspects, from our members to whom CiteHR actually belongs to.
Warm regards.
From India, Delhi
I would like to add that, these days we come across lots of Freelancers, who are operating in the areas of Recruitment, Training, Payroll, Compliance, Temp. staffing etc. I think they are the target-group who are much in need of such help. Their only access to Clients is through Personal Contacts.
There are many websites that provide a platform that enables such Professionals to find work assignments. Along with this, while providing work opportunities, they also provide an economical, faster and dedicated source which can take care of their odd, unique or small-volume requirements. Thus it is a win-win situation for all.
There has so far been no such sites, which caters exclusively to HR requirements or Business/Managerial requirements. I think CiteHR and other CiteCo sites can fulfil this need by letting freelancers, Independent Professionals, small firms get an appropriate platform to showcase their skills and competencies to solicit business.
A Home Page for members which is detailed and elaborate; can accept uploaded videos and other files, with more functionalities added, can prove to be very handy.
However, the cost-factor needs to be addressed too, while adding more functionalities and fast easier access to all features; and making the pages more attractive and appealing.
I expect more participation and brain-storming on all these aspects, from our members to whom CiteHR actually belongs to.
Warm regards.
From India, Delhi
Initially we were thinking we would make this a paid feature - however building of a profile isn't charged on any professional site - so it makes sense to keep that feature free. It would be almost the same as it is now - just more ways for consultants to showcase their achievements (certificates, articles, videos, collecting testimonials from past employers) all of this should help build more trust. However to make sure that the consultant listing is fresh and the display of the extended profile on posts are valid - we will probably need to do a monthly check of if the consultant is still providing the service via an email confirmation.
Regards,
Sid
From India, Gurgaon
Regards,
Sid
From India, Gurgaon
Dear Sid,
I would like to put forth my views on essence of citehr vis-a-vis the publicity for the consultants.
Very shortly, I will complete ten years of uninterrupted association with citehr. Nevertheless, following emerges from a cursory look at the discussion at citehr:
a) Members approach citehr to seek advice or opinions. Those who are not members, they become members in order to seek advice of the seniors.
b) By and large, members raise their queries on non-payment of wages, payment PF/ESI, notice period, on spot termination etc. All these are basic issues. Therefore, through the title of the forum is "Citehr", the discussion centres around erstwhile "Personnel Management". Percentage of the threads with hardcore HR issues is minuscule.
In view of this, the real challenge of citehr is to evolve from personnel management to HR management. Rehabilitation of consultants need not be the focus of citehr. Brand recall of this forum lies in seeking advice or download HR related material that has been uploaded earlier. Members never approach citehr thinking that altruistic consultants will help them.
Though the citehr is more than decade old, what keeps the forum ticking is the contribution by dozen odd members. They are the fulcrum of this forum and not the consultants. With the risk of sounding uncharitable, may I say that many consultants use this forum just to grind their axe and nothing else. If this was not the case, then you would not have deleted publicity post by a consultant that following after your post dated 15-06-2016.
When citehr had started it was a very novel idea. Internet penetration was happening in lower/higher middle class households and these online forums came handy. That time social media was non-existent. However, the situation has changed now in a big way. There is explosion of social media. Along side WhatsApp groups are spawning. These groups are well-moderated and what knowledge sharing was happening till 5-6 years ago on citehr is happening now on these groups. Incidentally WA groups allow sharing of files of all media like .doc, .xls, .pdf etc and members take exact benefit of this. Admin in charge of few WA groups have taken cue from this forum and have started their own forums. I find that smartly they have eradicated the shortcomings of citehr and these groups are increasing their membership with galloping speed.
Dear Sid, why are you hell bent in rehabilitating those whose contribution is minuscule in the growth of this forum? Who have grown this forum? Who had added intellectual vibrancy to this forum?
Your challenge is how to increase inputs from senior HR professionals like GM or VP HR etc. Few HR Managers do write the posts but this is more to promote their blog.
Let me reiterate that rehabilitation of consultant cannot be your priority. You had written your post on 15-06-2016 (Post Sl No 16). Without understanding the logic of this thread, without understanding what the Chief Administrator wanted to say, one of the consultants had written a post to promote his business. Is this not temerity of the highest kind? Temerity apart, the post is nothing but reflection of psychology of the consultants.
Well gentleman, you have grown this forum single-handedly. Alas this has brought a challenge of sustaining the weight of this growth. By diverting your focus, there could be risk of crumbling under the weight. That is the last wish of any well-wisher of this forum!
Thanks,
Dinesh Divekar
From India, Bangalore
I would like to put forth my views on essence of citehr vis-a-vis the publicity for the consultants.
Very shortly, I will complete ten years of uninterrupted association with citehr. Nevertheless, following emerges from a cursory look at the discussion at citehr:
a) Members approach citehr to seek advice or opinions. Those who are not members, they become members in order to seek advice of the seniors.
b) By and large, members raise their queries on non-payment of wages, payment PF/ESI, notice period, on spot termination etc. All these are basic issues. Therefore, through the title of the forum is "Citehr", the discussion centres around erstwhile "Personnel Management". Percentage of the threads with hardcore HR issues is minuscule.
In view of this, the real challenge of citehr is to evolve from personnel management to HR management. Rehabilitation of consultants need not be the focus of citehr. Brand recall of this forum lies in seeking advice or download HR related material that has been uploaded earlier. Members never approach citehr thinking that altruistic consultants will help them.
Though the citehr is more than decade old, what keeps the forum ticking is the contribution by dozen odd members. They are the fulcrum of this forum and not the consultants. With the risk of sounding uncharitable, may I say that many consultants use this forum just to grind their axe and nothing else. If this was not the case, then you would not have deleted publicity post by a consultant that following after your post dated 15-06-2016.
When citehr had started it was a very novel idea. Internet penetration was happening in lower/higher middle class households and these online forums came handy. That time social media was non-existent. However, the situation has changed now in a big way. There is explosion of social media. Along side WhatsApp groups are spawning. These groups are well-moderated and what knowledge sharing was happening till 5-6 years ago on citehr is happening now on these groups. Incidentally WA groups allow sharing of files of all media like .doc, .xls, .pdf etc and members take exact benefit of this. Admin in charge of few WA groups have taken cue from this forum and have started their own forums. I find that smartly they have eradicated the shortcomings of citehr and these groups are increasing their membership with galloping speed.
Dear Sid, why are you hell bent in rehabilitating those whose contribution is minuscule in the growth of this forum? Who have grown this forum? Who had added intellectual vibrancy to this forum?
Your challenge is how to increase inputs from senior HR professionals like GM or VP HR etc. Few HR Managers do write the posts but this is more to promote their blog.
Let me reiterate that rehabilitation of consultant cannot be your priority. You had written your post on 15-06-2016 (Post Sl No 16). Without understanding the logic of this thread, without understanding what the Chief Administrator wanted to say, one of the consultants had written a post to promote his business. Is this not temerity of the highest kind? Temerity apart, the post is nothing but reflection of psychology of the consultants.
Well gentleman, you have grown this forum single-handedly. Alas this has brought a challenge of sustaining the weight of this growth. By diverting your focus, there could be risk of crumbling under the weight. That is the last wish of any well-wisher of this forum!
Thanks,
Dinesh Divekar
From India, Bangalore
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