Your span of influence will require you to work effectively across department lines. You may be asked to understand and effectively operate with “politics” and “organizational constraints” from project start to completion. How well you manage these variables will determine your project success.

Your ability to influence and lead project assignment may grow in stages. The personality type you display, cool and confident or nervous and frazzled, will set project tone. Your mentoring and motivating team members will determine how this project approaches its potential. Rapport building will lead to trust, ultimately enabling a broad reach and results across department lines as needed.

Your HR project influence then goes beyond mentoring to enable empowerment of team members to accomplish their mission. Corporations without a team-based environment may experience more “forming and storming” before getting project off ground. Sponsoring senior management demonstrates its vision by appropriate modeling of leadership. This then becomes a subset of project delegation. False starts and difficulty meeting preliminary deadlines may indicate early lack of alignment. While complex, often intimidating and frequently overwhelming in earliest stages, HR professionals who build a step-by-step plan in collaboration with internal and external resources can demonstrate project management as a tool for internal consulting at highest level of their organization.

Focused exclusively on EMPLOYEE RELATIONS, HR COMMUNICATIONS and RECRUITMENT PROJECTS. You can contact John Mooney at (972) 355-7481 or email Jmooney@ConsultiveSource.com or company website www.ConsultiveSource.com. We utilize extensive hands-on industry competencies to solve your HR challenges. Supporting small, medium or large human resource projects with 20 years of human resource and operating experience, John Mooney has a results-oriented, focused approach to human resource needs specific to manufacturing, hospitality, financial services / insurance, government, telecommunications and healthcare.

Directly contracting with an independent professional colleague: Outsourced professional employee Today’s economy challenges HR professionals to demonstrate their advocacy of responsible stewardship. Historically, personnel agency evolved as American franchise economy grew from 1950s. By 1970s, franchise usage expanded—from food to cars to personnel. The decade of 1990s required franchise and boutique staffing agencies to invest heavily in technology or sink in mud.

The novel Ivanhoe characterized soldiers who offered their lances to any king as free lances. Today’s e-commerce and growing media technologies, wireless Internet with DSL, and effective corporate Web sites with e-mail together provide daily tools used by modern entrepreneur. A solution with both strategic and visionary applications is to identify and formulate direct relationships with independent HR professionals. How can you partner and leverage these tools immediately?

With research, you can determine outsourced professional employee who is a solution in search of problems. A July 2003 survey by Consultive Source asked human resource professionals to rank importance of following three vision & values competencies held by HR vendors: •MEASURABLE RESULTS — Delivery of solutions by alignment of HR mission, vision and strategy •CONSULTIVE — Solving problems with hands-on industry experience, creating a strategic alliance significantly stronger than a typical vendor/supplier relationship •HUMAN RESOURCE LEADERSHIP — The blending of business savvy, leadership, facilitation/coaching, strategic perspective, conceptual thinking, internal consulting and tangible perspective of human resources within organization

The survey listed MEASURABLE RESULTS at top, with 77 percent of vote. CONSULTIVE SKILLS and HUMAN RESOURCE LEADERSHIP tied for second place.

Any freelance outsourced professional employee may prescribe to this and should prioritize their skill set accordingly. Concerns about outsourced professional employee’s abilities, stability and results can resolve themselves by taking a “test drive.”

Similar to your auto mechanic and electrician, you expect consistent service from those you know and trust. The traits exhibited by every outsourced professional employee must include high quality service, fair prices and deadlines met as needed to name just a few.

The right outsourced professional employee at a fair and competitive rate will provide innovation in education, strategy, technical resources and skills. Choosing to outsource and manage this partnership and process successfully will enable you to protect corporate capitol and shareholder value. Which technology applications or transactional differences describe your vendors as a strategic partner of choice?