Values and Culture Values and Culture OUR MISSION Our mission is to provide prompt and efficient services

to our clients with excellence and dedication in all aspects of human resources management by creating a sustained and mutually beneficial relationship, and by forging international alliances with similar firms. OUR VISION To be an organization that: enhances achievement of our national and international clients goals and objectives acquires and maintains advanced level of competencies in its fields of activity provides opportunities for its people to achieve their career objectives upholds high ethical standards in conducting its affairs OUR CORE STRATEGIES Accomplish task in WIN-WIN situation Work until customer satisfaction Striving for quality Always maintain deadline Dedicate team for individual assigned task Design/accomplish all HR tasks in line with recent market trends & company focused Always keep us update on recent HR developments Focusing on individual issue rather looking at holistically

Our Strengths Dedicated as HR services providers only Full time professionals with a wealth of experience in HR & managerial field with multinational background More than 50000 qualified CV in data bank Dedicated job portal- www.banglajobsglobal.com Web page- www.ezonehrm.com

24 hours online services Office space in prime location with modern facilities Experience of working with varied types of corporate clients with multicultural background

Physical Facility Physical Facility We are centrally located in Dhaka and are housed in our own premises Major Hotels are within half a kilometer The airport is about 15 kilometers away Easy accessibility Total office space is 7350 square feet (780 Sq m) with computerized training rooms Fully computerized environment with LAN and broad band connections

Management Team Management Team

A.K.M. Shamsuddin Group Chairman

Our team is headed by A.K.M. Shamsuddin who was the Managing Director of Aventis group (Aventis Limited, Fisons Bangladesh Limited, Hoechst Marion Roussel Limited). He was also the President of Foreign Investors Chamber of Commerce & Industry (FICCI) Other Members are:

Md. Mominul Ahsan Managing Director

Gofran Farooque Chief Executive Officer

A.K.M. Murshed Hossain Executive Director

Mr. Nowshad Nazim Chief Commercial Officer

A.K.M. Nurul Huda Pintoo Director

Md. Zakir Hossain Khan Director

Md. Sajedur Rahman Head of Business Operations Apart from our core team members we have a panel of HR consultants from leading organizations in top positions closely associated with us Profile of the Management Team

Mr. Shamsuddin, a Mechanical Engineer and MBA had his post graduate studies at the University of Calgary, Alberta, Canada. He is the Chairman of E - Zone group, an innovative venture in IT for education, HR and social development and also Chairman of the board of NewsCorp Publication Limited Publishers of the English daily The News Today. Mr. Shamsuddin was the founding Managing Director of Social Marketing Company popularly known as SMP the only contraceptive production and marketing organization using the Social Marketing Concept in Bangladesh. SMPs ORSaline is the brand name for oral saline, which saves lives of millions in Bangladesh as well as in other parts of the world. Mr. Shamsuddins SMP endeavor enabled him to reach rural Bangladesh and see the health and population related realities, develop coping mechanism to elevate the situation. He was also a member of National IEC Committee of the Ministry of Health and Family Planning under the leadership of John Hopkins University. Mr. Shamsuddin worked as CEO of two multinational medicine producers, which gave him exposure in drug manufacturing, marketing, waste management, drug abuse, misappropriation and etc. He was the founding chairman and present board member of CDBL, which now automates the capital market operation in Bangladesh. Mr. Shamsuddin joined Rotary activities in l976 and became the District Governor for term 2004~5. Rotary helped Mr. Shamsuddin see, the teeming millions of Bangladesh, their vulnerability and reality. These inspired him to formulate interventions and undertake various development / coping programs / projects. Due to his diverse field of activities, he was enriched with innovation related to- disaster management, crisis management, poverty alleviation, women development, rural development, health, nutrition, population, flood control, drainage and irrigation, foreign trade, market survey, etc. He was directly involved with good number of development / need based research and consultancy works, Project Management, Planning, Social Economics, Research Methodology, and Overseas research. In SMC he introduced the concept of qualitative research. He sits on the board of IIFC the only organization offering consultancy services for infrastructural projects. Mr. Shamsuddin can be contacted at akms@e-zonebd.com GOFRAN Farooque, served American Express Bank Bangladesh for 19 years. Lastly as the Chief Operating Officer and also the Country Manager-in-Charge for over six months. This position was responsible for Bank Operation and Administration in Bangladesh. This position and responsibility led him to lead and head various function of management which includes participation of 3 salary survey. Recently Mr. Gofran conducted a study on deferred benefits, health insurance and medical facilities presently being practiced in various commercial organizations both local and foreign for DFID. This also includes, NGOs, donor countries, World Bank and UN agencies. At the request of SEDF (wing of World Bank) a study on office file management process has been conducted and appropriate steps and measures to be taken have been recommended to them. Mr. Gofran was also the founder member of Manabik Shahaga Sangstha - MSS an NGO which was founded during the 1994 famine in Bangladesh. Mr. Gofran played an active role in various capacities in bringing the organization to what it is today. Besides administration Mr. Gofran was also the Treasurer of MSS for few years. Today MSS is playing a big role in Micro Credit Financing to urban slum women and also involved in mother and child

health care. MSS played a pioneer role in establishing FEMA in Bangladesh along with NDI of US. Mr. Gofrans management strength lies in planning organizing, implementation and monitoring. Mr. Gofran has been an effective and successful crisis management manager during his term in AEB and also various natural calamities in Bangladesh. He is an expert trainer and leads training programme for E Zone and other organizations. Mr. Gofran can be contacted at gofran@e-zonebd.com Mominul AHSAN, A Human Resources Professional with more than 12 years of experience, Mr. Mominul Ahsan has the experience of working with two reputed multinational company (Sanofi-Aventis & Bata Shoe Company Bangladesh Limited: both being leaders in their respective industry) and is now serving as General Manager Human Resources in Apex Group. With an MBA in Marketing and Post Graduate Diploma in Human Resource Management along with extensive training from home and abroad, Mr. Ahsan has extensive knowledge on designing Corporate Human Resources Policy; preparing job descriptions, developing performance appraisal system; conducting Human Resources Audit; Identify training and development needs and initiative, organize and undertake training in the forms of courses, workshops and seminars; experience on compensation & benefits survey, etc. Mominul Ahsan can be contacted at ahsan@ezonebd.com NOWSHAD Nazim, educated at Santa Monica College in the United States, Nowshad comes with seven years of corporate experience from MEDHOST Corporation, an American software development organization in Dallas, Texas. He is a highly skilled Group Manager who paid attention to details and helped foster a professional working environment for both internal associates and external Customers. While working in the U.S.A, he built a solid and progressive career developing and managing quality customer service teams in highly competitive healthcare markets. Below are the salient features of Nowshads career: Broad operations expertise encompassing personnel training and management, customer relationship management, IT project management, and process improvement. Visionary leader with persuasive communication and presentation skills and a balanced combination of strengths including business acumen and technical expertise. Proven ability to build and nurture high-performing service teams and high-level customer relationships based on trust and confidence. Extensive experience in Project Management, with a successful track record managing multiple development projects and implementations simultaneously. Successful presenter and closer of profitable add-on business that builds the bottom line. The MEDHOST Emergency Department Management System (EDMS) is a suite of interwoven software solutions for patient tracking, nursing documentation, charge capture, physician documentation, diagnosis coding, and order entry. During the companys developmental stages, Nowshad rose rapidly through a series of customer-focused positions to a leadership role managing the Customer Solutions Group. He was responsible for providing leadership and direction to two teams within the group, the first providing project development and implementation and the second providing post-implementation

support. Mr. Nowshad can be contacted at

nowshad@e-zonebd.com

MURSHED Hossain, after graduation enrolled him with Institute of ICAB for studying Chartered Accountancy. He was engaged in auditing, accounting, preparation of balance sheet, management consultancy, etc. as was taken by the CA Firm. In 1986 joined a leading Fish and Shrimp Processing Industry as Internal Auditor. In 1991 Mr. Murshed was assigned as special assistant to Managing Director and then Director, where he performed activities including finance, administration, procurement, logistics sourcing, liaison with clients, etc. He gained experience in - bookkeeping, accounting, auditing, legal and tax matters, business planning, export sales and marketing, budgeting, development of training materials, staff planning, etc. Mr. Murshed can be contacted at murshed@e-zonebd.com In 1997 Mr. Murshed joined IRT - independent research team and single-handily maintaining the activities including administration, finance, staff and logistics sourcing, liaison with clients and consultants, etc. In IRT he gained experience in - proposal writing, development of tools, training; staff planning, field planning, field supervision, data analysis (FGD, Case Study, etc.) and support in report writing. Mr. Murshed is one of the Executive Directors of E - Zone Limited and mainly pursuing the consultancy initiative of the company and liaises with clients, contribute preparation project proposal, attend negotiation sessions, etc. Having finished his MBA from Royal Roads University, Sajedur Rahman joined The Progressive Meritocracy Limited (PML) back in 1998, which is a business consulting and educational institute. Sajed has helped launch PML as one of the pioneers in providing higher education in Bangladesh, While working with PML Sajed has gained multidisciplinary experience as a research consultant namely in the field of marketing strategy, consumer research, business development, etc. He was also involved in the institutions academic affairs and has gained sufficient experience managing the administration, registration and admission department from time to time. Mr.Sajedur Rahman can be contacted at sajed@e-zonebd.com Our Customers We have built a fairly large client base across a wide spectrum of organizations. We have worked for over 120 organizations. It is our pleasure that over 80% of our clients are repeat clients. To view our client list please click here

Partex Group, SPBML

Partex Group, SPBML The Partex Group assigned us for the following purposes Assessment of Plant/ department wise manpower requirements. Designing organogram depicting authority, responsibility, accountability and relationship. Preparation of Human Resources Policy and employees hand book. Preparation of service rule for officers, staffs and workers covering all aspect of personnel management. Preparation of guideline for introduction of better Management Information System. Career planning and on the job training for the executives. Preparation of job responsibility for the personnel of each department. Preparation of new salary structure along the line of other similar organizations. Conducting a climate survey depicting strength and weakness of the organization. Preparation of performance appraisal system. Ensuring efficient implementation of the proposed reforms. Study and suggestion for improved inventory control system. Analysis of reasons for excess overtime work and suggestions for improvement thereon. Further suggestions for improvement of overall performance.

DFID
Our project with DFID involves scoping study to find out about Provident Fund Schemes Gratuity Scheme Pension Scheme Group Insurance Scheme Health Insurance Scheme Combination of Deferred Benefits

South Asia Enterprise Development Facility (SEDF)

SEDF is a World Bank subsidiary. E-Zone was asked to

Assess their Current Documentation Procedures and System Evaluate Specific Documentation Needs of different department Design and Standardize a Need-based Document Filing System Assess Back-Log of documentation needs Assess Time and Resources required to complete filing of backlogged documents

Dhaka Shanghai Ceramics (DSC)

With DSC, we carried out the task of preparing Employee Handbook and HR Policy Manual

BCCB
With Bangladesh Cricket Control Board (BCCB), our tasks were Developing a new grading structure for all staff, relative to the organization structure Suggesting new reporting relationships consistent with the organizational structure Developing a salary structure for all staffs in line with the market rates Drawing up a recruitment policy for local as well as foreign nationals Producing an administrative manual for employees incorporating code of conduct, rules & procedures. Drawing up leave rules, group insurance policy, long term benefits like provident fund and gratuity schemes. Writing position job description and job specification for key employee positions. Drawing up a performance appraisal system Business Consulting

E-Zone Business Consulting services encompass customized business strategy, and organizational development initiatives, providing uniquely powerful, innovative, and practical solutions to help companies successfully address their business challenges. These services are tailor-made to suit each client, leveraging our unique combination of market expertise, and relationships with key industry players. Change is the only constant in business. In order to effortlessly manage change, adequate preparation and effective strategy must be in place. E-Zone offers complete solution to effective change management as well as developing various HR documents. We achieve that through following activities:

Learning Solutions

The mission of E-Zone Learning is to help companies maximize their potential through training and developing their workforce. We realized that it is becoming more and more of a challenge to remain competitive in the corporate market. For this reason mainly, we started to provide training solutions to both large and smaller companies. We ensure that our courses and training methods are relative and of the best quality. Our Learning Solutions are tailor-made to the needs of the organization. The lecturers are highly skilled and competent facilitators with many years of experience. Our emphasis has been to have highly interactive programs, video presentations, with case studies and learning through discussions.

Recruitment Solutions

Effective recruitment is more than just selection. The identification, attraction and assessment of talented staff is a significant and strategic issue for an organization currently facing all companies. We offer a professional and comprehensive service which stems from our understanding of: The role The industry sector How best to attract candidates The priorities, limits and deadlines of our clients The employment market in general Staff retention E-ZONE is experienced in recruiting across all business functions, including general management, finance & accounts, Human Resources, Supply Chain, Procurement & Logistics, Sales & Marketing, Engineering. We have been effectively matching the right candidate with the right employer since inception in 2004. Following is a list of our core recruiting services:

Top-level Career Placement Service Executive-level Recruiting Services Mid-level Recruiting Service Entry-Level Recruiting Service
Candidates are sourced from our internal database of over 80,000 CVs as well as through our extensive business network. The candidate will then be fully interviewed and briefed before you even see their CV. At E-Zone we take the long term view believing that success is based on exceeding our clients' expectations in both service and advice. Our aim is to streamline the recruitment process for clients providing them with suitable candidates to choose from

Outsourcing Outsourcing

E-Zone offers a range of outsourcing services to clients, including: Payroll Management Services Employee Outsourcing Services Document Processing Services Event Management Services Printing and Publication Services Packaged Tailor-made Services Details of these services are discussed across the table with the client on an individual need basis. For more information please contact us

Overview

Organizational Leaders are constantly making decisions to help improve the performance of their companies. Often, that discussion leads to goals for the future. Thats where and when we come in. E-Zone HRM Ltd is a human resource consulting firm that provides one-stop HR solutions to its clients. We specialize in delivering innovative and value added services that promote revenue growth and cost containment. E-ZONE Executives are experts in leading, changing and developing high-performing organizations. We are able to leverage on the expertise of our executives to provide resultoriented consulting services to our clients At E-Zone, we deliver consulting solutions that EMPOWER people and organizations to do the following: Operate Efficiently Hire and Retain the Right People Drive Growth Establish leadership in the market through learning At E-Zone we take the long term view believing that success is based on exceeding our clients' expectations in both service and advice. Our success and reputation are based on the foundation of providing quality, timely and professional services. Our rapid growth and reputation are the result of our commitment to quality, speed and thoroughness in combination with superior screening and identification techniques

The economy of Bangladesh is a developing one and as a result of this a large number of jobs are available in Bangladesh. Placement consultants or recruitment agencies in Bangladesh has grown largely over a period of time because of the large number of companies opening up its branches in Bangladesh. All these placement consultants in Bangladesh look for qualified and skilled candidates by putting up advertisements in national and international newspapers as well as in the websites. The placement agencies not only recruit people but also help in market research, training, consulting etc

Introduction to the Human Resources Consulting Discipline

ScopeThe Human Resources Consulting Discipline deals with the practice of delivering all aspects of human resource management as an external provider, and with the professional and business issues associated with operating such a practice, including client development, contracts, client management, etc. It also includes matters that focus on consulting careers, communications, legal and regulatory issues, technology, metrics, and outsourcing, as well as effective consulting practices and global consulting issues. It does not include matters that focus on human resource consulting from the clients perspective, which are encompassed within the Business Leadership Discipline under the Outsourcing topic, and within the Outsourcing topic in each of the other HR Disciplines as specifically relevant. Overview HR consulting is the practice of delivering all aspects of human resource management as an external provider, and with the professional and business issues associated with operating such a practiceincluding client development, contracts and client management. The Bureau of Labor Statistics (BLS) predicts a growth rate of 35 percent in the human resources, training and labor relations specialists segment of the management and public relations service industry. Kennedy Information LLC, a leading information source on management consulting, indicates that demand for HR outsourcing remains strong with an expected combined global market of $31 billion in 2007. That global market is expected to grow to $50 billion by the end of 2010. Benefits and payroll outsourcing remain strong, with talent management emerging as a new area of focus from a strategic HR standpoint. The demand for these services is not limited to large organizations. For independent HR

consultants, in fact, the greatest area of opportunity may well be with small companies. According to the Small Business Administration, 97 percent of U.S. businesses have 20 or fewer employees. That represents significant opportunity for independent HR consultants. As more and more organizations choose to lighten their staffing burdens by contracting for HR services, outsourcing opportunities have grown for independent HR consultants. Nature of the Work HR consultants are basically small business owners, and must have the same traits as any other entrepreneur. These include:

Ability to work independently. Basic business management skillsaccounting, office management, customer service, etc. Ability to market services.

See, HR Consultants, Clients Can Benefit from SBA Services. In addition, successful HR consultants will have expertise in a specific area of HR practice or broad expertise as a generalistand an identified target market with a demonstrated need for the services the consultant offers. To attract clients, HR consultants must be able to demonstrate, through their background and experience, that they can accomplish certain specific goals and objectives. Potential clients are interested in knowing what, specifically, the HR consultant can deliver and in seeing evidence that the consultant has done similar work in the past. See, What Businesses Look for in an HR Consultant. A consultants varied experience with multiple organizations can provide an edge without undermining the capabilities of in-house staff. Consultants relative objectivity and neutral stance is valuable to organizations. This neutrality allows consultants to focus on real issues and solutions, instead of internal politics. See, Under a Different Shingle. Staying up to date on HR trends and issues can be a formidable challenge, but is a necessity. Participation in professional organizations can be a good source of information both through other HR colleagues and through material made available through publications, conferences and online resources. See, Latest HR Trends, Problems Can Be Consultants Opportunities. The life of an independent consultant can be rewardingand maddening; it can be invigoratingand demoralizing. The ups and downs are influenced primarily by clients and the quest to find them, keep them and work with them effectively. See, Starting Out: To Be or Not to Be an HR Consultant: That is the Question.

Business Management HR consultants must be adept at managing their business as entrepreneurs and using their time efficiently when no one is driving them but themselves. See, Efficiency Boosters: Making the Most of Your Time Resources. Some key business considerations for HR consultants include:

Areas of focus. Determine whether the consultancy will provide general or specialized HR services, and identify services that will be provided. Target market(s). Determine the target market to be served (industry, geography, main point of client contact, etc.). Legal structure. Determine whether the business will operate as a sole proprietorship, limited liability corporation (LLC), S corporation, etc. See, Legal & Regulatory Issues. Management team. Decide whether the consultancy will be operated independently, or whether staffor partnerswill be necessary to meet client needs. See, Only Each Consultancy Knows When To Add Staff. Financial. Identify revenue and expense expectations and establish a preliminary budget for operations. Administrative. Determine how business operations will be managed, including such matters as invoice management, collections, tax considerations, etc. Identify necessary outside resources (e.g., legal, financial). Insurance. Identify insurance needs, which include health and life insurance as well as professional liability insurance. The type and level of coverage selected will be based on the HR consultants financial situation, level of exposure and degree of acceptable risk. See, Liability Insurance: Why Consultants Need to Keep Covered. Licensing. Determine licensing requirements. States, as well as many cities and counties, have different rules about business licenses. HR consultants should check with the appropriate agencies to determine requirements for doing business in their area.

Areas of Opportunity While there certainly are HR consultants who practice as generalists, many find that having a specialty area of niche focus is an important way to develop name awareness and a steady stream of clients. See, Get a Plan, Find a Niche and Network for Success. There are many opportunities and potential areas of focus for HR consultants. The more transaction-based the process is, the more likely it is that HR consultants can provide an outsource solution, says the Everest Group, a management consultancy that has surveyed businesses extensively about their HR outsourcing needs and practices. Data from a March 2007 survey of 99 companies by the Everest Group found that 87 percent of companies

outsource payroll, making it the top HR practice being outsourced. After payroll, 83 percent of companies outsource HR management services; 67 percent outsource regulatory compliance functions; 48 percent outsource compensation; 42 percent outsource recruiting and selection; 36 percent outsource performance management functions; 32 percent outsource training and development; and 21 percent outsource HR strategy. While the transactional elements of HR practice clearly represent opportunities for outsourcing, they are not the only opportunities. Basic compliance and employee relations are also areas of high demand. See, Opportunities in Equal Employment Opportunity Consulting. In addition, small organizations have the need for tactical, day-to-day assistance in the broad range of HR-related activities. Work Environment Many HR consultants work from home offices. When choosing to work from home, consultants should be sure to investigate local zoning and land use restrictions, which may impact their ability to receive business visitors or employ certain types of staff. For those that are able to operate in this environment, however, the advantages include reduced operating costs and convenience. The greatest potential disadvantages are ensuring efficiency and avoiding distractions. For maximum efficiency, the office should be located in a room separate from the rest of the living area and away from distractions. The office setting itself should be designed to avoid unnecessary distractions and should be arranged for maximum efficiency with the desk, files and office equipment located to ensure that materials used most often are easily accessible. While the conveniences of working from home can be substantial, there are often many challenges as well. It can be difficult, for example, to balance work and personal life with an office always right down the hall. There may be fewer meetings and less workplace gossip, but there will be many other factors competing for attentionfrom children and pets to housework, television, chores and the refrigerator. Some HR consultants may consider renting an office separate from their home. The biggest consideration at this point is financial and involves considerations related to rent, utilities, travel and other overhead costs. Temporary office space options may be available depending on the geography in which the consultant practices, and other shared space arrangements may be possible. Various forms of business centers offer everything from Internet access and videoconferencing to shared conference space and receptionist services; some will even rent a spot where consultants can meet with clients on an as-needed basis. Location may also be an important consideration, depending on the type of services offered and the frequency of interaction with clients on site. Before researching options, HR

consultants should consider and prioritize their needs. Understanding exactly what is important can help filter the choices available to make the most appropriate selection. Marketing In consulting, contacts count. Identifying potential contacts is an important first step for anyone considering a consulting career. Most consultants find that their greatest source of business comes from word-of-mouth referrals, so reputation is also critical. Marketing also entails a variety of activities that might include writing articles, giving speeches, going to local and regional business events, serving on boards and committees and literally making calls or contacts with prospects. See, Creative Marketing Is How Independent Consultants Engage Potential Clients. Web sites are commonly used and valuable tools for HR consultants not only to attract business, but to provide a handy resource for prospects and clients. The consultant can use this forum to highlight areas of expertise, showcase case studies and success stories, and provide contact information. To be effective, web sites need to be professional in appearance, easy to navigate and updated frequently enough to encourage repeat visits. See, Web Site Analytics Help Consultants Gauge Site Performance. Networking is key in the HR consulting business. The ability to connect with and maintain strong relationships with contacts who represent opportunity in the markets that HR consultants have chosen to pursue is critical to success. Once contacts have been established, HR consultants need to develop proposals that meet identified client needs. The ability to convey a value proposition to clients, in the form of a formal proposal, is very important. Clients are interested in working with HR consultants who have hands-on, personal experience in the area of service they are providing. They are looking for individualized solutions to specific problems rather than cookie cutter approaches. A critical skill for HR consultants is the ability to listen effectively to client needs. Consultants who demonstrate an ability to listen, understand and then act appropriately will ease clients concerns that they understand, and will be able to effectively address, client issues. Clients are looking for resultsconsultants who can demonstrate measurable value will have a competitive edge. Contracts and Agreements While not all HR consultants use formal contracts with clients, it is advisable to document, in writing, the agreement and expectations of the consulting relationship to help manage expectations and avoid misunderstanding. Written agreements can also help in situations where the players or contact people within an organization change. Written agreements

are crucial so that everyone is clear on the work to be done, timelines, paymentsand how to handle disputes. See, General Consulting Services Agreement. Alan Weiss, author of How to Write a Proposal Thats Accepted Every Time (Kennedy Information, 2003), suggests that proposals be detailed and specific but also lean and mean. His proposals include several standard sections that cover objectives, metrics, value to the customer, timing, methodology, options, joint accountability, terms and conditions. See, Written Agreements - When You Need Them, What Should They Say? Proposals do not have to be extremely detailed or lengthy. In fact, a simple letter agreement can be as short as one-half page. The key is to include, at a minimum:

A description of the services that will be performed. The deadline by which services will be completed. The fees that will be charged.

In some situations, clients will present the consultant with an agreement. When this occurs, it is a good idea to have the document reviewed by an attorney before signing. Another element of the proposal that can impact a clients decision to hire the HR consultant is references. References should be carefully considered and should include not just name and company, but information about the type of service provided andwhenever possiblethe measurable outcomes of those services. HR consultants should be prepared to answer very specific questions about past performance and should have examples of specific projects readily available. Financial Concerns HR consultants must address the question of how much to charge for services. Consultants need to charge enough to reflect their expertise and value. Perception is important. Fees much lower than clients are used to paying may send off warning signals. On the other hand, fees that are much higher may also create concern. It is a tough balance, but one that must be struck to ensure revenue generation and a steady stream of clients. See, Fees: The Price is Right; Fees: Setting Your Fees as a Consultant; and Fees: 'And My Fee Will Be: What to Charge for Your Services. A number of factors go into establishing rates and project fees: what other consultants are charging for similar services, the type of business or industry being targeted, the clients history with using consultants, supply and demand, and the consultants level of experience and expertise. Fees for individual projects will be based on a number of factors, including project objectives, scope of services provided, success criteria, budget (if applicable) and timeline. The decision of whether to charge by the hour or by the project is an individual one and

varies from one consultant to another; however, project-based billing seems to be most prevalent