HR Consultant Business Plan and SWOT Analysis

HR Consultant Business Plan, Marketing Plan, How To Guide, and Funding Directory

The HR Consultant Business Plan and Business Development toolkit features 18 different documents that you can use for capital raising or general business planning purposes. Our product line also features comprehensive information regarding to how to start a HR Consultant business. All business planning packages come with easy-to-use instructions so that you can reduce the time needed to create a professional business plan and presentation.

Your Business Planning Package will be immediately emailed to you after you make your purchase.

Product Specifications (please see images below):

  • Bank/Investor Ready
  • Complete Industry Research for the Industry
  • 3 Year Excel Financial Model
  • Business Plan (26 to 30 pages)
  • Marketing Plan (24 to 28 pages)
  • 425+ Page Funding Directory
  • PowerPoint Presentation
  • Loan Amortization and ROI Tools
  • Three SWOT Analysis Templates
  • How to Start a Business Guide
  • Easy to Use Instructions
  • All Documents Delivered in Word, Excel, and PowerPoint Format
  • Meets SBA Requirements

Human resources is one of the most important aspects of operations. Small businesses, medium-size companies, and very large corporations all have human resources departments that manage all aspects of interaction between employees, disciplinary measures, payroll, insurance, and any other matter in that deals with people. For some companies, maintaining and in-house human resources department is extremely expensive and they often turn to HR consultants in order to more cost-effectively manage these aspects of operations. One of the nice things about owning and operating a human resources consultancy firm is that they are able to generate income from a number of different sources. First, these firms can often act as an outsourced human resources department that allows for the management of all of the affirmation issues by a third-party company. These types of revenues are highly recurring as many businesses that have a relationship with the human resources consultant will often have fees that are charged on a monthly basis. Two, these businesses can generate substantial additional fees from specialized project such as managing reorganizations, introducing new policies and procedures that guide employees, and providing specialized seminars in order to train employees. As such, the ways that a human resources consultant can expand their operations is limitless.

As this is a highly specialized form of consulting, most financial institutions are willing to provide a working capital line of credit in order to finance the early operating expenses of the business. This is especially true of the human resources consultant has obtained a contract with a medium size to large-scale corporation to render services and simply needs capital to fund operations while they’re waiting for an invoice to be paid. As with all types of businesses, a human resources consultant business plan should be developed. This business plan should feature a three year profit and loss statement, cash analysis, balance sheet, breakeven analysis, and business ratios page. As it relates to the industry research portion of the business plan, human resources consultants generate about $25 billion a year among 50,000 companies that operate within this industry. The industry employs about 200,000 people.

A demographic analysis showcasing the types of clients that will be obtained by the human resources consultant should be included as well. This will be instrumental when developing the marketing plan aspect of operations. This includes taking a look at the types of businesses will be targeted, the industries in which they operate, annual revenues, estimated annual profits, and the number of people employed by the target companies. A thorough competitive analysis should be developed as well that showcases not only local and regional businesses that provide these services, but also for large-scale companies as well. The vast majority of companies that get started in this field typically will target small businesses to medium-size companies that have 10 to 50 employees.

An HR consultant SWOT analysis is typically developed as well. As it relates to strengths, human resources consultants are able to generate highly recurring streams of revenue on a monthly basis from rendering outsourced management as well as specialized projects. The barriers to entry are considered to be moderate given that most people that start their own firm have already had extensive experience in this field.

For weaknesses, human resources consulting is a competitive industry. There are entire large-scale corporations that are dedicated to the outsourced management of human resource issues. As such, these firms must find ways in order to differentiate themselves from major competitors in the market.

For opportunities, these businesses can expand by simply hiring additional staff consultants that can increase the per month and per our billings of the business. Specialized consultants can also be hired on a subcontracted basis especially when specific restructuring projects or related activities are required by the client.

For threats, there’s really nothing that is going to impact the way the human resources consultant business conducts operations. All necessary legislation and regulation of these businesses is pretty much cemented, and only a major economic recession could have an impact on this type of business. However, even during times of economic recession – human resources consultants tend to do well given the fact that companies will often outsource non-core activities to these companies in order to reduce costs. Once established, these types of businesses are considered to be moderately low risk.

A human resources consultant marketing plan also needs to be developed in order to be able to target companies that are needed the services right away. Many people enter this field have already established significant contacts among small businesses, medium-size companies, and large-scale corporations that outsource certain core and non-core human resources functions to third parties. As such, an entrepreneur that is looking to get into this field can call on their existing contacts in order to develop initial contract will relationships.

As with all businesses, and expansive web platform that showcases all the human resource consulting services offered by the company should be developed as well. This website should be mobile friendly and listed among all major search engines. The content on these websites typically consists of an overview of services rendered, the biographies of the foundering key staff, pricing information, contact information, and when applicable portfolios of previous work that have been completed. A presence on social media platforms is typically not usually done for this type of company as most corporate buyers and procurement officers typically do not use social media when looking for specific service providers. However, as with all businesses there is a substantial need for visibility. As such, by maintaining a modest profile on platforms such as FaceBook, and LinkedIn – the business can increase its visibility and reputation.

Human resources get is getting more and more complicated given that there are now substantial regulations that guide the employment between companies and their employees. As such, qualified human resources consultants that understand how to work with people while concurrently navigating a complicated regulatory landscape aren’t very strong demand. This is expected to continue in perpetuity. A qualified entrepreneur that has extensive experience in the field of human resources can find that owning and operating one these businesses can be a highly profitable entrepreneurial activity.