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Depends what your doing
If it's just change McK and Accenture have change tracker tools no one else does (in terms of the rigor and data sets behind them) but all the firms are good at Change Management.
If your talking comp & Beni it's mercer and AON,
If your talking Talent Management and BPR, Deloitte, Accenture (MC), PwC is starting again, Mercer, Olivier Wyman (in FS anyway), IBM still has remnants from the glory years (2003-2008) where they are good, Cap does well in EMEA,.
If you're talking true Strategy, BCG, McK, Accenture
I don't believe Accenture is a change strat consulting leader. From what I've seen, experienced and been a apart of, it's really project management with some change elements sprinkled in...at least in MC. Now from what I've seen with Strategy - that's where the tools are but its not like they're flying off the shelves for our clients there either... We really don't even value that work like we should and its apparent in how we propose and staff work. I'd suggest McK.
Thanks! Yes I am more strategy work for org design and talent management type gigs
More interested*
EY we should talk (my sister-in-law is a partner at EY, my wife a former SM at Deloitte and I left PWC/IBM for industry before coming back to consulting, gives a big view) , happy to share perspective and help you point yourself.
I'm an MD btw, been at this a long time.
Give me a way to ping (respectful of anonymity) if you wish. Not trying to recruit just happy to share perspective on something I'm passionate about. Or not traveling next week but in Boston the week after if you're up that way.
Traveling today (Hernine changed the plans for long weekend), but I'll check later
A1 if you were a finance major and have been in financial services, is it possible to switch to HC?
Thanks A1! Will create a burner email and send your way - really appreciate it!
What do you actually do in HC? Restructuring, regular HR stuff, automation.
I do strategy, look at what workforces need to look like 3-5 years down the road, how you get them from a to b, what shifts (e.g. What work is done where,geographically, what's done by employees vs, contingent labor vs. consultants vs. outsourced, what the changing nature of work is, what digital augmentation does to change jobs, which it eliminates, what new ones are created,mid pacts of gig economy and liquid workforce.
Then you get into critical role ID reengineering performance management, overall people strategy, over arching talent strategy, enabling the business to execute on its strategy, etc.
Hand off to our Mc folks for more traditional talent Managment activities and to digital for analytics and apps, technology for any enablement.
I very much over simplified that but does it answer the question?
to the second EY1, finance is the language of business, my MBA has a finance emphasis not an HR one. And undergrad was poly Sci, my HR knowledge has come from training,certificate programs and OTJ in both consulting and industry, so I'd say yes.
Also of course more traditional strategy on op model design, O/D, HR service delivery, etc. but mostly my sale and delivery is to Opps not to HR
You're looking a MC Acn2, that's not where we lead, it's in Strategy.
Even the change tracker is a strategy tool,,Mc uses like 10% of its capability
McKs is better, not from a visualization or analytics perspective,,they are about equal as tools that way, and with the VR coming on line we'll jump them on the visualization.
Where McKs is better is ours as a both 15 years data from about 520 clients and about 7 million responses, they have roughly twice that in the data set.
but it's a tool,mocha he management is color by numbers it's not brain surgery and basically everyone is good at it
@A1 thats what I said lol. I know the work is really in Strat - MC does little to nothing with our tools... but even that work in Strat isn't true change transformation, it's project management with some change jargon.
CM is only 10% of our strategy HC offering, most of what we do is Talent Strategy, People Strategy and HR Transformation. About 20% in traditional LD stuff against the likes of Korn Ferry's Lominger division too
Though when the Change tracker tool is applied for org health it is really cool
And coming on line the PSP and AIP platforms are game changers, no one has anything like them.
A1 this sounds very interesting. I'm actually thinking about switching from financial services MC to HC (either at EY or another firm). Any suggestions on how to position myself? I'm a senior at EY
Happy to have a conversation, mostly it's about demonstrating a capability and an interest. Most firms align to industry at some point, so within FS is probably your strongest play