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HR Management Powerpoint Presentation Slides
The document outlines strategies for optimizing human resource management (HRM) to enhance employee productivity and satisfaction. It covers key HR functions such as recruiting, training, performance evaluation, diversity, and retention strategies. Additionally, it discusses the challenges faced in HRM and emphasizes the importance of aligning workforce capabilities with organizational goals.
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HR Management Powerpoint Presentation Slides
- 1. Yo u rC o mp a n y N a me
- 2. To maximize theproductivity of an organization by optimizing the effectiveness of its employees To acquire, develop, and retain talent; align the workforce with the business Coordination of an organization's people to achieve specific business objectives Fulfill staffing needs, and maintain employee satisfaction AGENDA 2
- 3. OUTLINE Developing & ImplementingStrategic HRM Plans Diversity & Multiculturalism Selection Recruitment Compensation & Benefits Role of Human Resources Training & Development Successful Employee Communication Employee Assessment Managing Employee Performance Safety & Health at Work Retention & Motivation 3
- 4. Role of Human Resources HumanResource Key Roles & Responsibilities Skills Needed for HRM Challenges Faced by our Company 4
- 5. Human Resource KeyRoles & Responsibilities Career planning & career development of employees Monitors day to day activities of staff and provide supportive feedback for improvement Manage staff recruitment procedure to find right employee Attendance monitoring, leave tracking, clock in / outs Key Roles of the HR Division This slide is 100% editable. Adapt it to your needs and capture your audience's attention. 5
- 6. Skills Needed forHRM Key Skills Recruiting Screening Negotiation Onboarding Scheduling Communication Conflict Management Change Management Performance Evaluation Understanding the Key Gaps in the Productivity Making Judgments about Employees Performance & Behavior Align Workforce to Meet Business Goals Your text here Your text here Your text here Your text here Your text here Your text here Key Competencies This slide is 100% editable. Adapt it to your needs and capture your audience's attention. 6
- 7. Skills Needed forHRM Recruiting Screening Negotiation Onboarding Performance Evaluation Change Management Conflict Management Communication Scheduling Text Here Text Here Text Here Text Here Text Here Understanding the Key Gaps in the Productivity Making Judgments about Employees Performance & Behavior Align Workforce to Meet Business Goals Text Here Key Skills 01 02 03 04 05 09 08 07 06 09 08 07 06 05 01 02 03 04 Key Competencies This slide is 100% editable. Adapt it to your needs and capture your audience's attention. 7
- 8. Change Management › Texthere › Text here Leadership Development › Text here › Text here Measurement of Employee Effectiveness › Text here › Text here Learning & Development › Text here › Text here Success Planning › Text here › Text here Staffing Challenges › Text here › Text here Challenges Faced by Our Company 8
- 9. Developing & Implementing StrategicHRM Plans Strategic Human Resource Planning › Assess Future Organizational Requirements › Matching Demand & Supply › Develop Talent Strategies in Each Stage HRM Plan 9
- 10. Strategic Human ResourcesPlanning Review & Evaluate your HR Plan Recruitment Selection Hiring Training & Development Renumeration & Benefits Performance Management Employee Relations Develop Talent Strategies Supply Forecasting Demand Forecasting Forecast HR Requirements Assess Current HR Capacity This slide is 100% editable. Adapt it to your needs and capture your audience's attention. 10
- 11. Executive 10 105 9 7 Analyst 7 10 5 8 10 Sr. Analyst 9 10 6 9 5 Jr. Manager 6 5 10 7 10 Manager 7 7 10 8 5 Sr. Manager 7 7 10 8 5 Assess Future Organizational Requirements Sales Human Recourses Engineering Quality Assurance Marketing Department This slide is 100% editable. Adapt it to your needs and capture your audience's attention. 11
- 12. Matching Demand andSupply Applications Current Employee Training or New Hires? Proficient 23 82 Training Fluent 31 47 New Hires 2 Years of Previous Experience 17 90 Not Needed Experience in Leadership 19 93 Not Needed This slide is 100% editable. Adapt it to your needs and capture your audience's attention. 12
- 13. Employee renumeration & benefits Organize training fornew employees positions Recruitment Post job to websites Selection Hiring Use social media (ex. Linked in) Interviews Extend Offers Training and Development Encourage Employee Referrals Skill Evaluations Offer competitive salary Performance Management Offer competitive Benefits Regular Performance Reviews Employee Relations Maintain a strong company culture Develop Talent Strategies in Each Stage This slide is 100% editable. Adapt it to your needs and capture your audience's attention. 13
- 14. Were enough peoplehired? Study of a firm’s past employment needs over a period of years to predict future needs Time to review résumés Company Culture Determine pay scales Employee Appraisal What are the skills current employees possess? Your Text Here Time to interview candidates Skills needed for the job Determine compensation such as health care, bonuses, and other perks Performance Review Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here HRM Plan Determine Human Resource Needs Determine Recruiting Strategy Select Employees Develop Training Determine Compensation Appraise Performance This slide is 100% editable. Adapt it to your needs and capture your audience's attention. 14
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- 16. Overview 30% 25% Under 25 25-4041-60 Above 60 45% 20% Age English Speaking Non-English Speaking 35% 65% Language Indian, 22 Swedish, 11 Chinese, 10 American, 6 Italian, 4 Brazilian, 3 Mexican, 3 British, 3 Polish, 3 Croatian, 3 Other, 32 Gender 55% Male 45% Female National Origin This graph/chart is linked to excel, and changes automatically based on data. Just left click on it and select “Edit Data”. 16
- 17. Diversity Plan Recruiting Employee ReferralPrograms Diverse recruiting Teams Your Text Here Training Awareness training on the organization’s diver Your Text Here Your Text Here Communication Newsletters, internal websites on diversity Your Text Here Your Text Here Staffing Dedicated diversity staff (e.g. recruiting teams) Your Text Here Your Text Here Strategic Initiative Sample Interventions This slide is 100% editable. Adapt it to your needs and capture your audience's attention. 17
- 18. Recruitment The Recruitment Process RecruitmentStrategies & Planning Recruitment Sources Recruitment Process Timeline Recruitment Budget 18
- 19. The Recruitment Process SourceRecruit Hire On- Board Qualify Candidates Hire Employees On Board Employee Find Candidates › Requisition Management › Career Portal › Applicant Intake › Resume Intake › Internet Sourcing › Your Text Here › Your Text Here › Your Text Here › Your Text Here › Pre- Screening › Screening › Assessments & Testing › Interviewing & Interview Coordination › Employment Branding › Your Text Here › Your Text Here › Your Text Here › Final Interview Management › Offer Management › Reference Checks › Pre-Hire Assessments & Testing › Your Text Here › Your Text Here › Your Text Here › Your Text Here › Your Text Here › Background Check & Drug Screens › 1-9 Verification › WOTC Management › Record/ Paperwork Management › Third – Party Vendor Management › Your Text Here › Your Text Here This slide is 100% editable. Adapt it to your needs and capture your audience's attention. 19
- 20. Recruitment Strategies &Planning P H A S E T A S K Trend Analysis Study Firms Past Employment Needs Over a Period of Years to Predict Future Needs Develop Recruiting Materials (1week) Update/Develop Job Description Your Text Here Your Text Here Source Candidates (4 weeks) Identity Advertising Locations Your Text Here Your Text Here Manage and Screen Candidates (2 weeks) Review Candidate Applications Select Candidates for Interview Your Text Here Interview and Select Candidates (3 weeks) Interview Candidates Conduct Reference Check Your Text Here Extend and Confirm Offer (2 weeks) Extend Offer Letter Prepare Contract Your Text Here This slide is 100% editable. Adapt it to your needs and capture your audience's attention. 20
- 21. 84 63 56 44 42 42 35 33 22 21 7 0 10 2030 40 50 60 70 80 90 Referrals Corporate Website Online Job Boards Recruit Former Applicants & Past Emplyoee Social Networking Print Media/Trade Publications Your Text Here Job Fairs Your Text Here Outside Recruiters College Recruitment Recruitment Sources This graph/chart is linked to excel, and changes automatically based on data. Just left click on it and select “Edit Data”. 21
- 22. Recruitment Process Timeline Round1 Aug 15 - 19 Round 2 Aug 23 - 27 Round 3 Sep 6 Sep 7 - 12 Jul 2 – Aug 12 Applications Open Online cognitive ability testing Online video assessment Assessment center Final Interviews This slide is 100% editable. Adapt it to your needs and capture your audience's attention. 22
- 23. Recruitment Budget Fresher 0-4years 5-7 years Salary Budget (USD MM) 3 5.5 8 No of Employees to be Hired 1 2 2 Total Recruitment Expenses (USD MM) 3 11 16 Total Number of Employees to be Hired : 5 Years of Experience This slide is 100% editable. Adapt it to your needs and capture your audience's attention. 23
- 24. Selection Criteria Development &Resume Review Interviewing Employee Verification Process Making the Offer 24
- 25. Criteria Development &Resume Review Candidate A Candidate B Candidate C Criteria's Qualification 2 Your Text Here Your Text Here Experience 3 Your Text Here Your Text Here Managerial Skills 3 Your Text Here Your Text Here Planning Ability 2 Your Text Here Your Text Here Criteria 5 2 Your Text Here Your Text Here Criteria 6 1 Your Text Here Your Text Here Criteria 7 1 Your Text Here Your Text Here Review selected re against g criteria to great cand This slide is 100% editable. Adapt it to your needs and capture your audience's attention. 25
- 26. Interviewing Select Applicant Create InterviewDetails Confirm Availability of Applications & Interviewers Schedule Interview Conduct Interview Update Interview Details Enter Interview Feedback Complete Interview This slide is 100% editable. Adapt it to your needs and capture your audience's attention. 26
- 27. Attributes Verification Score(Out of 10) Identity Verify Birth and Address from Certificate, Passport and Other Documents. Professional Qualifications Verify Educational Qualifications from School and College Certificates Technical Capacity Assess Through Interviews, Group Discussion and Tests Personal Character Your Text Here Emotional Intelligent Your Text Here Social & Business Connections Your Text Here Soft Skills Take Interview and See Presentations by Candidate Physical Fitness Your Text Here Employee Verification Process 2 8.5 5 3.5 9 5 8 7 This slide is 100% editable. Adapt it to your needs and capture your audience's attention. 27
- 28. Making the Offer Makingthe job offer: Done by Phone, Letter or in Person Physical Exam & Drug Screen Discuss Pay & Perks Quote Structured Annual Salary Sensible Employment Review Realistic Job Preview Verify Employment Eligibility Make Reasonable Adjustments for Additional Conditions 28
- 29. Compensation & Benefits Developing aCompensation Package Types of Pay Systems Compensation Structure Other Types of Compensation (Perks & Benefits) 29
- 30. Build up aPay Philosophy › Your text here › Your text here Determine if Salaries are Competitive › Your text here › Your text here Set Different Salary Grades › Your text here › Your text here Creating Employee Bonus & Incentive Programs › Your text here › Your text here Pay Raises › Your text here › Your text here Developing a Compensation Package 30
- 31. Types of PaySystems Salary Hourly Wage/ Day Work Piecework System Commission Plans Bonus Plans Monetary & Non- Monetary Profit Sharing Plans Gain - Sharing Plans Achieving objectives Stock Options This slide is 100% editable. Adapt it to your needs and capture your audience's attention. 31
- 32. Cost to Company1,422,000.000 Component Per Annum Per Month Taxable/Nontaxable Basic 5,36,000.00 45,000.00 Tax HRA 5,26,000.00 25,256.00 Tax Medical 18,000.00 2,650.00 Non Tax Special Allow 1,28,000.00 15,025.00 Tax Telephone Reim. 69,000.00 3,258.00 - Conveyance Reim. 50,000.00 65,580.00 - Ex – Gratia 30,000.00 - Non Tax PF Employer 65,000.00 - Paid Annually / Tax Total 1,422,000.000 156,769.00 Paid Annually / Tax ESI Deduction 6,252.00 - PF Employee 68,000.00 - - Labor Welfare Fund 49.00 6.33 - Net in - Hand Salary 156,769.00 Compensation Structure Name Designation Location Date of Joining Your Text Here Your Text Here Your Text Here Your Text Here Salary Break-up 32
- 33. Other Types ofCompensation (Perks & Benefits) Template 1 Meal Breaks This slide is 100% editable. Adapt it to your needs and capture your audience's attention. Social Security This slide is 100% editable. Adapt it to your needs and capture your audience's attention. Pay Raise This slide is 100% editable. Adapt it to your needs and capture your audience's attention. Employees Allowance This slide is 100% editable. Adapt it to your needs and capture your audience's attention. Paid Vacation This slide is 100% editable. Adapt it to your needs and capture your audience's attention. Perks & Bonuses This slide is 100% editable. Adapt it to your needs and capture your audience's attention. Health Insurance This slide is 100% editable. Adapt it to your needs and capture your audience's attention. Achievement Award This slide is 100% editable. Adapt it to your needs and capture your audience's attention. 33
- 34. Other Types ofCompensation (Perks & Benefits) Template 2 Social Security Perks & Bonuses Pay Raise Employees Allowance Achievement Award Meal Breaks Paid Vacation Health Insurance Employee Benefits This slide is 100% editable. Adapt it to your needs and capture your audience's attention. 34
- 35. The Costs ofTurnover Retention Plans Implementing Retention Strategies Retention & Motivation 35
- 36. The Costs ofTurnover Direct Costs Parameters Recruitment costs Your text here Advertising costs for new position Your text here Orientation & training of new employee Your text here Severance costs Your text here Testing costs Your text here Time to interview new replacements Your text here Time to recruit & train new hires Your text here Indirect Costs Loss of productivity while new employee is brought up to speed Your text here Cost associated with lack of motivation prior to leaving Your text here Cost associated with loss of trade secrets Your text here 36
- 37. Retention Plan Under 30Age 30 to 44 Age 45 to 64 Over age 65 Company culture Additional bonus or financial incentives Additional benefits (health & pension) Additional bonus or financial incentives Flexible work arrangements Additional compensation Additional bonus or financial incentives Additional benefits (health & pension) New training programs Your text here Your text here Your text here Recognition from supervisors Your Text Here Your text here Your text here This slide is 100% editable. Adapt it to your needs and capture your audience's attention. 37
- 38. Implementing Retention Strategies Investin employees' professional development Establish clear-cut expectations & policies Offer a benefits package that is truly beneficial Create a culture of open communication Provide employees with meaningful work This slide is 100% editable. Adapt it to your needs and capture your audience's attention. 38
- 39. Training & Development Steps takenfor Employee training Training & Development Strategy 39
- 40. Steps Taken forEmployee Training Step 1: Training Need Analysis May 1 What are the training needs for this person &/or job? Step 2: Training Objectives May 15 Objective should be measurable & observable Step 3: Training Delivery May 25 Techniques include on-the-job training, action learning, etc. Step 4: Training Evaluation May 30 Measure reaction, learning, behaviour & results This slide is 100% editable. Adapt it to your needs and capture your audience's attention. 40
- 41. Training & DevelopmentStrategy › Send pre- start paperwork › Give formal introduction to company policy › Your text here › Your text here › Assist employee with tax forms › Introduce employee to team & workplace › Your text here › Your text here › Help employee register for specific company benefits › Familiarize employee with company/ daily procedure › Your text here › Your text here › Schedule first follow-up & ensure that the employee is hitting the required metrics (if they aren’t, find out why) › Make sure that they are fitting in with their team › Your text here › Your text here › Conduct a new hire performance review › Check in with employee on how they are doing with their role & team › Your text here › Your text here › Ensure employee is acclimated to their new role & company culture › Encourage employee to join & lead committees & cross- functional teams › Your text here › Your text here Pre- Arrival First Day First Week First 3 Months First 6 Months First Year This slide is 100% editable. Adapt it to your needs and capture your audience's attention. 41
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- 43. Communication Strategies Issue/ Message Target Group Aim Meansof Communication Timing/ Frequency Point Department Measure needs to be taken to ensure acceptable working conditions Employees Improve company standing among its employees Assembly, Word of mouth, newsletter One time, for each additional measure HR Department Your text here Employees Your text here Your text here Your text here Your text here Your text here Employees Your text here Your text here Your text here Your text here Your text here Employees Your text here Your text here Your text here Your text here This slide is 100% editable. Adapt it to your needs and capture your audience's attention. 43
- 44. Managing Employee Performance Employee PerformanceTracking Handling Employee Performance 44
- 45. Employee Performance Tracking Worksto full potential Quality of work Work consistency Communication Independent work Takes initiative Group work Productivity Quality Unsatisfactory Satisfactory Good Excellent This slide is 100% editable. Adapt it to your needs and capture your audience's attention. 45
- 46. Handling Employee Performance EmployeeName Department Employee ID Reviewer Name Position Held Reviewer Title Last Review Date Today’s Date Prof Development Prof Growth Action Plan Logistics Timeline Discuss any required training, coursework, workshops, etc. List employee enrichment as a result of achieving set goals Detail the steps required to achieve the desired goal List all budget, equipment, & staffing requirements Provide predicted start date & projected date of completion Middle Range/ Crucial Middle Range/ Significant Middle Range/ Useful Employee Info Performance Assessment 1 – 2 Years 2 – 3 Years 3 – 5 Years This slide is 100% editable. Adapt it to your needs and capture your audience's attention. 46
- 47. Employee Assessment Performance Evaluation Appraisal Methods ›360 Degree Appraisal Method › Rating Scales Appraisal Method › Work Standard Appraisal Method 47
- 48. Performance Evaluation Job Knowledge Productivity WorkQuality Technical Skills Work Consistency Enthusiasm Cooperation Attitude Initiative Work Relations Creativity Punctuality Performance Evaluation Excellent Good Fair Poor Comments This slide is 100% editable. Adapt it to your needs and capture your audience's attention. 48
- 49. 360 Degree AppraisalMethod Manager › Communication › Customer Focus › Your text here › Your text here Direct Reports › Communication › Customer Focus › Your text here › Your text here Peers › Communication › Customer Focus › Your text here › Your text here Clients › Communication › Customer Focus › Your text here › Your text here This slide is 100% editable. Adapt it to your needs and capture your audience's attention. 49
- 50. Rating Scales AppraisalMethod Attendance Behaviour Sincerity Dependability towards Subordinates Poor Fairly Poor Fairly Good Good Excellent This slide is 100% editable. Adapt it to your needs and capture your audience's attention. 50
- 51. Work Standard AppraisalMethod Please select “YES” or “NO” for each of the statements This employee works well with the people on his/her team Yes No Comments He/she is well liked & respected by people on the team The employee has in depth knowledge of his or her job The employee needs minimum supervision in performing his or her job Aspects of job the employee should improve Add comment here 51
- 52. Safety & Health AtWork Workplace Safety & Health Laws Health Hazards at Work 52
- 53. Workplace Safety &Health Laws Laws to protect health & safety of all workers Enforce applicable legislation Conduct workplace inspection & investigation Distribute information on legislation Resolve health & safety disputes Promote training, education & research 53
- 54. Health Hazards atWork Work Activity Hazard Effect Existing Control Drilling Work Expose to sand dust inhalation Respiratory problem Toolbox meeting, Daily workplace inspection Activity Your text here Your text here Your text here Activity Your text here Your text here Your text here Activity Your text here Your text here Your text here Activity Your text here Your text here Your text here 1 2 3 4 5 This slide is 100% editable. Adapt it to your needs and capture your audience's attention. 54
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- 56. Human Resources KPIDashboard 1/9 ENGINEERING DEPARTMENT STAFF COMPOSITION 45 65 39 57 50 40 0 20 40 60 80 100 <$4000 $4000 - $5000 $5000 - $6000 $6000 - $7000 $7000 - $8000 >$8000 NUMBER OF EMPLOYEES BY MONTHLY SALARY Engineer, 40% Senior Engineer, 27% Engineer Assistant, 15% Engineer Professor, 18% 15 30 45 55 60 75 60 0 20 40 60 80 100 2012 2013 2014 2015 2016 2017 2018 NUMBER OF EMPLOYEES BY YEAR 35% 77% 25% 85% 75% 40% 65% 80% Manufacturing Department Sales Department Engineering Department Financial Department MALE/ FEMALE RATIO This graph/chart is linked to excel, and changes automatically based on data. Just left click on it and select “Edit Data”. 56
- 57. Human Resources KPIDashboard 2/9 ABSENTEEISM AVERAGE YEARLY ABSENTEEISM 90 Days 15% AVE. ABSENTEEISM RATE Target < 15% 5% 4% 3.5% 4% 3% 2.5% 10 9 8.8 8.6 7.5 7 2013 2014 2015 2016 2017 2018 ABSENTEEISM OVER THE LAST YEARS Absenteeism Rate Absenteeism in Days OVERALL LABOR EFFECTIVENESS 60% 70% 80% 90% 100% 2013 2014 2015 2016 2017 2018 OLE OVER THE LAST 5 YEARS 70 55 40 40 25 HR Sales Marketing IT Customer Service OLE BY DEPARTMENT 57
- 58. Human Resources KPIDashboard 3/9 EMPLOYEE CHURN Jan Feb Mar Apr May Jun Jul Aug Sep Oct Nov Dec Gain Loss 15% 10% 20% 5% 50% OPEN POSITIONS BY DIVISION Finance Sales Marketing HR Operations 0 25 50 75 100 0 25 50 75 100 0 25 50 75 100 Employee Turnover Speed To Hire (Days) Promotion Rate KEY METRICS 1020 1035 1060 1075 1045 1055 1090 1080 1080 1080 1100 1060 1040 1055 1060 1075 1090 1120 1125 1125 1095 1080 1090 1100 Jan Feb Mar Apr May Jun Jul Aug Sep Oct Nov Dec TOTAL EMPLOYEES 2017 FTEs 2018 FTEs This graph/chart is linked to excel, and changes automatically based on data. Just left click on it and select “Edit Data”. 58
- 59. Human Resources KPIDashboard 4/9 0 50 100 150 Jan Feb Mar Apr May Jun Jul Aug Sep Oct Nov Dec EMPLOYEES Male Female Jan Feb Mar Apr May Jun Jul Aug Sep Oct Nov Dec TOTAL SALARY Total Salary Jan Feb Mar Apr May Jun Jul Aug Sep Oct Nov Dec HIRED VS LEFT Employees Hired Employees Left TYPE OF EMPLOYMENT CONTRACT Temporary/ Contract Permanent EMPLOYMENT STATUS Student Full Time Part Time 4,490,000 Total Salary (YTD) Average Salary 35,635 Average Age 42 Permanent Rate 88% Turnover Rate 1.1% Absenteeism Rate 1.1% Hired 6 Left 17 -2.4% Vs Previous month -1.6% Vs Previous month 0.0% Vs Previous month 0.8% Vs Previous month 0.8% Vs Previous month 22.8% Vs Previous month 0.0% Vs Previous month 0.0% Vs Previous month HEADCOUNT -0.8% Vs Previous month Male Female 126 59
- 60. Human Resources KPIDashboard 5/9 45 60 55 50 30 0 20 40 60 80 100 20's 30's 40's 50's 60's EMPLOYEE AGE BREAKDOWN EMPLOYEE Turnover Rate Absenteeism Rate Full Time, 65% Part Time, 35% EMPLOYEE STATUS Male Female EMPLOYEE GENDER SPLIT 0 2 4 6 8 10 Training & Development Pay Benefits Leadership Company Culture Alignment SATISFACTION SURVEY RESULTS Years Modern Age Years Average Age Average Salary Median Salary 60
- 61. Human Resources KPIDashboard 6/9 RECRUITMENT FUNNEL Feb'18 Mar'18 Apr'18 May'18 Jun'18 Jul'18 MONTHLY METRICS (Past 12 months) Days to Hire Hired PIPELINE EFFICIENCY OF HIRING Days taken for each stage in Recruitment Process 30% 50% 60% 70% 80% 100% Hire Offer Phone Screen Application MGR Interview Onsite Interview APPLICATION SOURCES # Hired % of Hired Conv Rate Website 7 Indeed 6 Linkedin 5 Agency 3 50% 60% 20% 40% 70% 55% 30% 10% DECLINE REASONS # of Apps % of Apps Technical 8 57% Salary 3 35% Other 5 24% Culture 4 13% Experience 3 22% ACTIVE PIPELINE 22 Pending Apps 6 Application 7 Phone Screen 1 Onsite Interview 8 MGR Interview 0 Offer Hired Apps per Hire Days to Hire Cost per Hire Open positions Days in market Application 30 MGR Interview 20 Onsite Interview 45 Offer 25 Hire 40 200 40 Phone Screen 61
- 62. Human Resources KPIDashboard 7/9 0 50 100 150 200 250 300 2013 2014 2015 2016 2017 2018 No. of Employees STAFF STRENGTH 0 10 20 30 40 50 60 70 80 Less than $12000 $12000 - $35000 $35000 - $75000 Greater than $75000 No. of Employees EMPLOYEES COUNT BY CTC 0 300 600 900 1200 1500 Sales R&D Marketing IT Human… Finance Customer… Administration Accounting COMPENSATION DISTRIBUTION BY DEPT. Customer Support, 25 Administration, 24 Accounting, 33 Sales, 48 R&D, 33 Marketing, 28 IT, 39 Human Resource, 20 Finance, 30 STAFF STRENGTH BY DEPT. HOLIDAY 0 100 INJURY 0 100 SICK 0 100 VACATION 0 100 ABSENCE BY REASONS (DAYS) 2015 Apr 2016 May 2017 Jun 2018 Jul YEAR 6 20 45 65 62
- 63. Human Resources KPIDashboard 8/9 0 20 40 60 80 100 Jan Feb Mar Apr May Jun Jul Aug Sep Oct Nov Dec TIME TO RECRUIT BY MONTH 0 50 100 150 200 250 300 Jan Feb Mar Apr May Jun Jul Aug Sep Oct Nov Dec RECRUITMENT COSTS BY MONTH SICK HOLIDAY SUSPENDED INJURED ABSENSE BY REASONS (DAYS) 0 100 25 75 50 0 100 25 75 50 0 100 25 75 50 0 100 25 75 50 35 82 69 18 63
- 64. Human Resources KPIDashboard 9/9 0 30 60 90 120 150 Q2 2017 Q3 2017 Q4 2017 Q1 2018 Q2 2018 Q3 2018 Q4 2018 OVERALL LABOR EFFECTIVENESS % 0 20 40 60 80 100 Q2 2017 Q3 2017 Q4 2017 Q1 2018 Q2 2018 Q3 2018 Q4 2018 EMPLOYEE RETENTION 0 30 60 90 120 150 Q2 2017 Q3 2017 Q4 2017 Q1 2018 Q2 2018 Q3 2018 Q4 2018 ABSENTEEISM % % 0 30 60 90 120 150 Q2 2017 Q3 2017 Q4 2017 Q1 2018 Q2 2018 Q3 2018 Q4 2018 INTERNAL Vs EXTERNAL EMPLOYEES : This graph/chart is linked to excel, and changes automatically based on data. Just left click on it and select “Edit Data”. 64
- 65. Human Resources KPIDashboard with Employee Count 0 20 40 60 80 100 Very Satisfied Satisfied Neutral Unsatisfied Very Unsatisfied HIRING PROCESS SATISFACTION RATE EMPLOYEE COUNT 350 Full time Employees 75 Part time Employees OFFER ACCEPTANCE RATE GENDER DIVERSITY RATIO 70% Offers Accepted OVERTIME COST (LAST 30 DAYS) Dev Employee Overtime Hours Monthly Cost Alex 12 hrs $600 Michelle 7 hrs $350 Olivia 10 hrs $500 Tom 16 hrs $800 Zach 11 hrs $550 Clay 8 hrs $400 Hannah 15 hrs $750 Jessica 9 hrs $450 $4400 Department Finance VACATION DAYS AVAILABLE Employee Vacation Days Used Vacation Days Available Alex 0 15 Zach 4 11 Clay 1 14 Hannah 7 8 Jessica 3 12 Department Finance AVERAGE TIME TO NEW HIRE Target : 65% Male to Female Ratio 55 : 45 Days : 20 30 Days This graph/chart is linked to excel, and changes automatically based on data. Just left click on it and select “Edit Data”. 65
- 66. HR Management IconsSlide 66
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- 68. Agenda Agenda 01 This slideis 100% editable. Adapt it to your needs and capture your audience's attention. Agenda 05 This slide is 100% editable. Adapt it to your needs and capture your audience's attention. Agenda 04 This slide is 100% editable. Adapt it to your needs and capture your audience's attention. Agenda 03 This slide is 100% editable. Adapt it to your needs and capture your audience's attention. Agenda 02 This slide is 100% editable. Adapt it to your needs and capture your audience's attention. 68
- 69. Timeline This slide is100% editable. Adapt it to your needs and capture your audience's attention. This slide is 100% editable. Adapt it to your needs and capture your audience's attention. This slide is 100% editable. Adapt it to your needs and capture your audience's attention. This slide is 100% editable. Adapt it to your needs and capture your audience's attention. This slide is 100% editable. Adapt it to your needs and capture your audience's attention. 2017 2019 2018 2016 2020 69
- 70. …Benjamin Franklin An investmentin knowledge pays the best interest. Opportunity is missed by most people because it dresses in overalls and looks like work. You have to maintain a culture of transformation and stay true to your values. …Thomas Edison …Jeff Weiner Quotes 70
- 71. Address # street number,city, state Contact Numbers 0123456789 Email Address [email protected] Thanks for Watching! 71