HR Presentation

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HR Presentation

  1. 2. Vision Values Objectives SWOT Analysis Organization Structure Organization Team work Gantt chart Balance sheet Job analysis Job description HR planning Recruitment& Selection Performance appraisal Placement
  2. 3. <ul><li>Vision </li></ul><ul><li>mission </li></ul><ul><li>I`am seeking to make the world </li></ul><ul><li>Know our ancient civilization </li></ul><ul><li>Through establishing a unique </li></ul><ul><li>Bazaar to penetrate the world </li></ul><ul><li>in the tourism field with anew </li></ul><ul><li>Technological way. </li></ul>
  3. 4. <ul><li>Values </li></ul><ul><li>Truth </li></ul><ul><li>Faithfulness </li></ul><ul><li>Hardworking </li></ul><ul><li>Sincerity </li></ul>
  4. 5. Objectives 20-50 5-10 1
  5. 6. 1 3 2 1 1 1 1 120000 20 - 50 180 110 40 40 4 80 2 B 5-10 16 8 5 5 2 8 5 M Sales Screens Gifts Warehouse Branches Labors Translators Years
  6. 7. T O S W <ul><li>The other </li></ul><ul><li>Bazaars In </li></ul><ul><li>this field. </li></ul><ul><li>External </li></ul><ul><li>threats Which </li></ul><ul><li>will affect </li></ul><ul><li>The tourism </li></ul><ul><li>season. </li></ul><ul><li>The whole </li></ul><ul><li>Word love this </li></ul><ul><li>History and it's </li></ul><ul><li>Antiques. </li></ul><ul><li>Experience. </li></ul><ul><li>Using technology. </li></ul><ul><li>Our background </li></ul><ul><li>about this history. </li></ul><ul><li>Our gifts to </li></ul><ul><li>tourists. </li></ul><ul><li>Increasing the </li></ul><ul><li>number of translators </li></ul><ul><li>by the time. </li></ul>SWOT Analysis
  7. 8. So the project's strategy is S O T W S.T Defence Strategy Focusing Strategy
  8. 9. S Organization Structure C.E.O Marketing manager Finance manager HR manager Chief of pricing department Chief of promotion department Chief of Finance department Chief o f account department Chief of Recruiting department Chief of Payroll department Advertisement supervision Publicity supervision Chief o selecting department
  9. 10. Top Management Team Marketing Team HR Team Finance Team Organization team work
  10. 11. Gantt chart 14 Labors recruitment 14 Purchase a place 14 Translator recruitment 30 Publicity & advertisement 14 Printing our brochure 14 Preparing antiques 60 Place preparation 14 Purchase a ware house March February January Days Tasks April
  11. 12. Balance sheet Owners equity Long term liabilities Long term loan Current liabilities Account payable Fixed assets Building Tools Ware house Computer Current assets Bank Stock Gifts Other expenses salary Other services 60 000 5 000 24 000 3 000 92 000 20 000 25 000 5 000 45 000 24 000 10 000 34 000 176 000 100 000 50 000 26 000 176 000
  12. 13. Job Analysis Interview Questionnaire 3-Observatio n 4-Computerized analysis 5-Participation 1-Interview 2-Questionnaire
  13. 14. Questionnaire Job title---------------------------date-----------------------. Job code-------------------------dep.-----------------------. Superior's title-----------------------------------------------. work hours from-------------- am to-----------------pm . 1.Describe what the incumbent do and how include duties in the following categories Daily duties ---------------------------------------------------------------------------------------------------------------------------------------------------------------------------- Periodic duties --------------------------------------------------------------------------------------------------------------------------------------------------------------------------- Irregular duties --------------------------------------------------------------------------------------------------------------------------------------------------------------------------- 2.Is the incumbent performing duties he consider unnecessary ? if so describe --------------------------------------------------------------------------- 3.What is you responsibilities you should be done --------------------------------------------------------------------------------------------------
  14. 15. 3.What is you responsibilities you should be done ---------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------- 4.Is he incumbent performing responsibilities not presently in the job description ?if so, describe --------------------------------------------------------------------------------------------------------------------------------------------------------------- 5.Describe the type and extent of supervision received by the incumbent ----------------------------------------------------------------------------------------------------- ----------------------------------------------------------------------------------------------------- and who is taking reports from you? ------------------------------------------------------ ----------------------------------------------------------------------------------------------------- <ul><li>6.(Education): check the box that indicate requirements for the job </li></ul><ul><li>no formal education </li></ul><ul><li>High school diploma </li></ul><ul><li>4-year college degree </li></ul><ul><li>Professional license </li></ul><ul><li>Graduate work or advanced degree </li></ul><ul><li>7.(experience):check the amount of experience needed to perform the job </li></ul><ul><li>None </li></ul><ul><li>One to six month </li></ul><ul><li>One to three years </li></ul>
  15. 16. <ul><li>8 .(Enviromental condition) : check any objectionable condition found on the job and note afterward how frequently each id encountered (rarely,occasionally,constantly). </li></ul><ul><li>Direct </li></ul><ul><li>Heat </li></ul><ul><li>Noise </li></ul><ul><li>Odors </li></ul><ul><li>Vibration </li></ul><ul><li>Darkness or poor lighting </li></ul><ul><li>Dust </li></ul><ul><li>Fumes </li></ul><ul><li>Wetness </li></ul><ul><li>Sudden </li></ul>9 .(Health and safety): check any undesirable health and safety condition under which the incumbent must perform and note how often they are encountered. <ul><li>Three to five years </li></ul><ul><li>Less than one month </li></ul><ul><li>More than ten years </li></ul>
  16. 17. <ul><li>Elevated workplace </li></ul><ul><li>Explosives </li></ul>10.Machine tools, equipment and work aids : describe what machines,tools,equipments,or work aids the incumbent works with on a regular basis ------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------- 11.Have concert work standards been established (errors allowed, time taken for particular tasks) if so, what are they ----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------- 12.Are there any exceptional problems the incumbent might be expected to encounter in performing the job under normal conditions if so, describe ------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------ <ul><li>Fire hazard </li></ul><ul><li>Mechanical hazard </li></ul><ul><li>Radiation </li></ul>Design your furniture
  17. 18. Job description Job Title: Chief of Finance department Code: 005 Department : Finance department Prepared By: Nermeen salah Prepared Date: 2012008 Approved By : Mr.Ali Ahmed Approved Date: 2512008 SUMMERY Chief of Finance department profession is located in the middle management at the organization structure .Chief of Finance department is responsible for planning & Financial resource coordination to achieve the organization's goals. The treasure Job description
  18. 19. <ul><li>ESSENTIAL DUTIES </li></ul><ul><li>Participating in making a research about the organization's product services ,it's </li></ul><ul><li>needs ,it's strengths & weaknesses. </li></ul><ul><li>2.Participating in putting the best solution for the problem which facing the </li></ul><ul><li>Organization Taking in consideration it's current position &resources. </li></ul><ul><li>3.Having the best offers in case of having need to deal with new suppliers or taking </li></ul><ul><li>loans. </li></ul><ul><li>4.Determining labors &employees salaries like the same organizations. </li></ul><ul><li>5.Preparing the financial statements. </li></ul><ul><li>6.Preparing the organization's current position reports. </li></ul><ul><li>7.Determining the best time for the organization's expand. </li></ul><ul><li>8.Preparing data base about the organization customers & clients to determine it's </li></ul><ul><li>investment &finance resource ز </li></ul><ul><li>9.Making a comparison between the organization's cash flow & it's investment to </li></ul><ul><li>determine the organization's position . </li></ul><ul><li>10.Searching for anew financial investments to help the organization in expand. </li></ul>
  19. 20. <ul><li>ESSENTIALRESPONSIBILITIES </li></ul><ul><li>Helping the organization to achieve it's goals with tough financial position , </li></ul><ul><li>Keeping the work tools & equipment (computer-calculator-----------)&keeping </li></ul><ul><li>On the organization's image Through keeping on it's financial position. </li></ul><ul><li>QUALIFICATION </li></ul><ul><li>Education </li></ul><ul><li>Having a bachelor of accounting . </li></ul><ul><li>Experience </li></ul><ul><li>Minimum 10 years. </li></ul><ul><li>Skills </li></ul><ul><li>Accounting skills </li></ul><ul><li>Good knowledge in English </li></ul><ul><li>Accuracy </li></ul><ul><li>Leader ship skills </li></ul><ul><li>Abilities </li></ul><ul><li>Managing stress </li></ul><ul><li>Cooperating in a team work </li></ul><ul><li>Intelligence </li></ul>
  20. 21. Job description by results Financial statements Maximum of wrong is 0.5% Financial information for management Cash flow projection Monthly &annual reports Maximum of loss is 10% Cost of money Monthly &annual reports Maximum of wrong is 0.5% Legal &Financial information Financial statements Having new financial investment every 5 years Financial investments Cash flow in the organization >25%Cash flow out the organization Standard Performance Cash flow inout the organization Key Results Cash flow projection Feed Back
  21. 22. HR planning Decrease the salary D 2 1 Labors Hiring new translator S 3 4 Translator Surplus or Deficit Supply Demand Jobs Deal with S OR D
  22. 23. Recruitment & Selection <ul><li>Steps in recruiting and selecting: </li></ul>Putting the recruitment plan & determine the best recruitment resources
  23. 24. Recruitment External resources Internal resources Translators Employees Labors Advertisements Translators Labors
  24. 25. Recruitment & Selection <ul><li>Steps in recruiting and selecting: </li></ul>Putting the recruitment plan & determine the best recruitment resources Advertisements
  25. 26. Advertisement dream with a job offer want to prove your self have skills to achieve your goal Your way to achieve your vision is The treasure Our bazaar is seeking to make the world know our ancient Egyptian civilization through marketing the Egyptian antiques in anew technological way. To achieve this vision we need Russian translator to help us Through Guiding tourists in the bazaar Supply them with information in attractive way
  26. 27. <ul><li>Qualification </li></ul><ul><li>Having bachelor of Alson </li></ul><ul><li>Having the basic foundation in computer </li></ul><ul><li>Having showing skills </li></ul><ul><li>With fixed salary 1000 +Commissions </li></ul><ul><li>IF you want to share us please send your c.v via </li></ul><ul><li>E-mail: [email_address] </li></ul><ul><li>Or call us </li></ul><ul><li>Tel.0127846599 </li></ul><ul><li>Add.15 El-Haram st. </li></ul>
  27. 28. Recruitment & Selection <ul><li>Steps in recruiting and selecting: </li></ul>Putting the recruitment plan & determine the best recruitment resources Advertisements Filling application forms Initial interview
  28. 29. Initial interview Structure interview
  29. 30. Recruitment & Selection <ul><li>Steps in recruiting and selecting: </li></ul>Putting the recruitment plan & determine the best recruitment resources Advertisements Filling application forms Initial interview Initial filtration Filling application forms in details Tests
  30. 31. Tests <ul><li>Tests of cognitive abilities </li></ul>Intelligence tests Aptitude tests Achievement tests <ul><li>Personal Tests </li></ul>Honesty tests
  31. 32. Tests IQ tests
  32. 34. Recruitment & Selection <ul><li>Steps in recruiting and selecting: </li></ul>Putting the recruitment plan & determine the best recruitment resources Advertisements Filling application forms Initial interview Initial filtration Filling application forms in details Tests
  33. 35. Exit interview Evaluation center Medical examination Final decision References
  34. 36. <ul><li>Evaluation sheet </li></ul>√ √ √ √ Job-relation characteristics Experience for this job Knowledge of job Inter personal relationship Effectiveness Faire Good √ V.Good √ √ √ Excellent Personal characteristic Personal appearance Poise, manner Speech Cooperation with interviewer Evaluation Elements Week Job title: Chief of finance department Name: Mohamed Ahmed
  35. 37. Placement <ul><li>Steps in placement: </li></ul>1-Documentation 2-Taking final decision 3-Orientation 4-Career path 5-Specialized training
  36. 38. 1-Documentation Applicant's documents Company's documents C.V Placement Decision ُ Education verification Result of the medical examination Criminal records check Military status Adoption of the receipt of work
  37. 39. 2-Taking final decision Who is responsible for taking the final placement decision is C.E.O
  38. 40. 3-Orientation Contains Personnel policies Facilities tour <ul><ul><li>employees benefits </li></ul></ul>daily routine Safety measures
  39. 41. 4-Career path Manager of marketing department Chief of promotion department Supervisor of advertisements 6 years
  40. 42. 5-Specialized training 1-Performance problems definition Steps of PBT Performance Based training 2- Training needs assessment 3-Training program design 4-Training program execution 5-Training program evaluation 6- Feed back
  41. 43. 1-Performance problems definition 2- Training needs assessment Less in the translator's performance TNA PG(T&DN)=SP-CP In the flowing table we will found a gap Between Standard performance & Current performance
  42. 44. (TNA) Performance needs assessment module 2- Training needs assessment X O Problems solving skills X O Ability to deal with customer X O Speaking time with customer The customer waiting time Degree Standards V. Low Low Pass O Good ْ X V. Good Excellent Job title: Translator Name: Bassem Ali Date:1152008
  43. 45. 3-Training program design By making questionnaires to know the translator's point of views about this program Design of training program evaluation plan It will be in Grand mall & It will cost 100 000 E.P Administration &Financial affairs It will take 30 day from 14 to 15 from 8 am. To 6 pm. Schedule Dr. Hassan Mohamed Trainer 2 translators Presented to <ul><li>By using data show for explanation </li></ul><ul><li>Dealing with real cases </li></ul>Training methods Professional manual in this field Contents Increase the translator's skills in dealing with customers The training program objectives The training program name definition Making the best translator
  44. 46. 4-Training program execution 5-Training program evaluation 6- Feed back By measure the results of this program if the translators became Better or not by measuring their performance before – during- after the program
  45. 47. Performance appraisal The employee Supervisor Customers Coworkers Subordinates 360 Feed back
  46. 48. X Clients Communication X X X X Self motivation skills X X X Technical skills X X X Decision maker skills X X X X Communication skills X Leadership skills X Management skills Supervisor Coworkers Customers Subordinates

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