Organizational consulting or Industrial Engineering Consultants is practiced in many different ways. These forms reflect the diversity of the organizations and the environments in which they act, their own consultants and the different approaches to carry out that they are willing to accept as valid and that will certainly be greatly influenced, by the approaches and methods of intervention proposed by the internal consultants.

This material aims to give an overview of the Engineered Labor Standards as well as an overview of their generally accepted stages starting in essence from what is referred to in contemporary literature and the ideas that are used in our experience, which may be of interest to consultants, professors, researchers, and students.

For a long time it has been recognized to the Workforce Management Consultants of companies or organizations in general as a professional service of great utility to help the managers of the organizations to identify and define the main problems that affect their organizations to reach their fundamental purposes, their objectives emanated from the mission, analyze the causes, identifying the root causes and project actions for their improvement and that these are implemented.

The current work of the consultant as an "agent of change" implies the transfer of knowledge, Know How and the training of the personnel of the organizations, implicitly or explicitly.

The action of the Labor Management Consultants and the approach that is generally used is intended to intensively and temporarily support the organizations to carry out this project and not to execute it on its own, in such a way that its managers and workers acquire knowledge and skills that turn it into a true internal consultant, endogenous agent of change in a process of continuous improvement of processes and their results this "new" modality has been called collaborative consultancy.

Currently, the Retail Consulting modality is generally accepted as a form of intervention, it will imply the Involvement and even more the commitment of the internal consultants, and of all the personnel of the organization which demands a strong work from the consultant.

Organizational consulting is practiced in many different ways. These forms reflect the diversity of the organizations and the environments in which they act, their own consultants and the different approaches to carry out that they are willing to accept as valid and that will certainly be greatly influenced, by the approaches and methods of intervention proposed by the internal consultants.