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Human Resources - Presentation

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by

Seda Yurtan

on 21 December 2012

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Transcript of Human Resources - Presentation

Why we need planning ? Planning means looking ahead and chalking out future courses of action to be followed. It is a preparatory step. It is a systematic activity which determines when, how and who is going to perform a specific job. Planning is a detailed programme regarding future courses of action. Planning Human Resources Stages Recruitment Process of deciding what positions the firm will have to fill, and how to fill them
Involve mainly strategy and forecasting techniques
Forecasting techniques are highly emphasised and important
To forecast the employer’s demand for labor and supply of labor. Next, identify supply-demand gaps and develop action plans to fill the projected gaps Before recruitment, It is important for hiring purposes that organizations have a systematic plan for recruiting and hiring.
You must always have a brief plan to select your best recruit and to get the best outcome.
In HR the most important planning is workforce planning Recruitment & Selection Steps The recruiting yield pyramid Important people in
Recruitment HR manager
Job is to fill an open position with candidates

Supervisor
Sole job is recruiting, to tell the candidate what the position really requires The need for effective recruiting Company can fill open positions while their competitors may have missed solid opportunities
For eg ;
If you fill open positions 50% faster than industry average, you are more likely to get better talent onboard more quickly. Performance The need for the job
Job definition&Planning
Recruitment
Training&Development
Performance
Motivation
Promotion
Cross responsibilities
Outplacement Recruitment Stages Job Description
Advertising the job position
Personal Identification
Searching Candidates
Taking Applications
Filtering Canditates
Interviews
Case studies,tests, presentations,assesment period
Short Listing
Selection
Make Offer
Employment Legislation Recruitment Sources Traditional Sources Modern Sources Company Website
Newspapers and Magazines
Refferalls Linkedin
Facebook
Twitter
Heandhunting Manage the recruitment sources
Find the best talents for the vacancies
Manage the vacancies in the organization
Run the internal recruitment process
Building the strong HR Marketing platform
Co-operation with local and international universities
Provide feedback about the trends in the job market in details The Recruitment Process Job opening: The HR Recruiter has to understand clearly, what the job vacancy is open and what is the ideal profile of the job candidate. Select the recruitment source: The simplest recruitment source is the corporate website. The corporate website usually attracts potential employees, who know the company. The other source can be the employee referrals Job interview:The job interview is the crucial recruitment process step. It is difficult to learn managers the job interviewing skills. The basic recruitment process should be always about two rounds of job interviews. Make offer:just Human Resources can issue the job offer. The basic recruitment process has to respect this basic rule. HR decides about the conditions of employment as the internal equity is kept. Employment Legislation Increasingly important aspect of the HRM role
Wide range of areas for attention
Adds to the cost of the business Equal opportunities
Discrimination
Contract
Health and Safety Training&Development In the field of human resource management, training and development is the field which is concerned with organizational activity aimed at bettering the performance of individuals and groups in organizational settings. It has been known by several names, including human resource development, and learning and development Human resource departments typically conduct activities designed to train and develop company personnel, whether to address performance problems or help prepare an employee for a management role. In addition to formal training courses (such as instructor-led sessions, web-based training and seminars), you should offer flexible alternatives such as coaching, mentoring and job-rotation experiences. Developing employee capacity involves managing programs such as employee orientation sessions, policy and procedure awareness sessions, leadership development workshops and other options designed to enable your company (and employees) to succeed. Steps in Training&Development Structure your training and development department to support your associates. Offer training opportunities to those who fail performance appraisals. Encourage employees to develop their professional skills by offering courses at work. Locate resources to help your employees develop the skills they need to perform better Ensure employees create an annual development plan to establish development objectives and focus learning on activities that align to your company's strategic goals. Advantages of Training&Development Evaluate training and development programs to ensure they are meeting employee and company needs.
Training and development opportunities typically lead to increased job satisfaction and motivation.
Employee efficiencies result in operational cost savings and increased capacity, resulting in company financial gains.
Learning new technologies and techniques for getting work done also improves operational metrics.
Training activities can also increase employee retention rates. Performance evaluation is a necessary and beneficial process, which provides annual feedback to staff members about job effectiveness and career guidance.

To begin the process, you and the employee will collaborate on the development of performance standards. You will develop a performance plan that directs the employee's efforts toward achieving specific results, to support organizational growth as well as the employee's professionaack (Cl growth. Discuss goals and objectives throughout the year, providing a framework to ensure employees achieve results through coaching and mutual feedback. At the end of the rating period, you will appraise the employee's performance against existing standards, and establish new goals together for the next rating period.

Observation and Feedboaching)
Performance Appraisal
Performance Standards
Training Resources Performance Measurements There are many effective ways to monitor and verify performance, the most common of which are:
a)Direct Observation,
b)Specific work results (tangible evidence that can be reviewed without the employee being present),
c)Reports and records, such as attendance, safety, inventory, financial records, etc.
d)Commendations or constructive or critical comments received about the employee's work Motivation Employee Motivation Employee motivation, positive employee morale, rewards and recognition are explored in these resources. Providing an environment at work that is conducive to and supportive of employees choosing to become motivated about issues related to work. Activities and recognition that cost money are welcomed by employees as part of the motivation mix Clear Direction: Employees want to know exactly what you expect from them. Actively solicit information from the employees who report to you and from your coworkers about what motivates them. Outplacement Outplacement The organization makes a decision about decreasing the personnel expenses and the number of employees. The outplacement has three main steps;
a)the organization has to decide about the new targets
b)the organization chooses the employees to be outplaced
c)it invites the outplacement consultant and announces the downsizing to employees. A recruiter should.. It is about downsizing the organization Promotion The advancement of an employee from one job position to another job position that has a higher salary range, a higher level job title, more and higher level job responsibilities.
Decision making authority tends to rise with a promotion as well.
Viewed as desirable by employees because of the impact a promotion has on pay, authority, responsibility, and the ability to influence broader organizational decision making.
Employers are challenged to provide alternative career paths for employees who deserve the benefits and recognition provided by a promotion, but do not aspire to manage the work of other employees. Career Planning Career Planning The process of establishing career objectives and determining appropriate educational and developmental programs to further develop the skills required to achieve short- or long-term career objectives. 1) individual assessments of abilities, interests, career needs, and goals 2)organizational assessments of employee abilities and potential;
3)communication of information concerning career options and opportunities with the organization;
4)career counseling to set realistic goals and plan for their attainment. The imporant points are; Thank you for listening
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