HR Management PowerPoint Presentation Slides is a highly visual virtual tool specially designed to showcase HRM strategies and practices. Human Resource Management PPT theme encompasses all the seven primary functions that rest on the shoulders of the HR department. Our workforce management PowerPoint slideshow is furnished with striking data visualization tools to assist you in effortlessly showcasing sophisticated processes. Several KPI and dashboard diagrams of personnel management PPT presentation help you to consolidate huge amounts of information systematically. Use this employee management PowerPoint theme to demonstrate strategic human resource planning, including recruitment, selection, motivation, training, development, and evaluation. The comprehensive layout of our staff management PPT slideshow helps you address all the fundamentals of a sound HRM system. Present details like compensation types, types of appraisal methods, workplace safety, and health laws using the HR management PowerPoint template. So, download our human capital management PPT deck and illustrate all the HRM functions with a dash of visual brilliance. https://bit.ly/2SzZPNP

1. Your Company Name

2. To maximize the productivity 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. OUTL INE
Developing & Implementing Strategic 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
Human Resource Key Roles & Responsibilities
Skills Needed for HRM
Challenges Faced by our Company
4

5. Human Resource Key Roles & 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
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6. Skills Needed for HRM
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
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7. Skills Needed for HRM
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
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8. Change Management
› Text here
› 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
Strategic HRM Plans
Strategic Human Resource Planning
› Assess Future Organizational Requirements
› Matching Demand & Supply
› Develop Talent Strategies in Each Stage
HRM Plan
9

10. Strategic Human Resources Planning
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
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11. Executive 10 10 5 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 AssuranceMarketing
Department
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12. Matching Demand and Supply
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
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13. Employee
renumeration &
benefits
Organize training
for new 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
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14. Were enough people hired?
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
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15. Diversity &
Multiculturalism
Overview
Diversity Plans
15

16. Overview
30%25%
Under 25 25-40 41-60 Above 60
45% 20%
Age
English
Speaking
Non-English
Speaking
35%65%
Language
Indian, 22
Swedish, 11
Chinese, 10
American, 6
Italian, 4Brazilian, 3Mexican, 3
British, 3
Polish, 3
Croatian, 3
Other, 32Gender
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 Referral Programs
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
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18. Recruitment
The Recruitment Process
Recruitment Strategies & Planning
Recruitment Sources
Recruitment Process Timeline
Recruitment Budget
18

19. The Recruitment Process
Source Recruit Hire On- Board
Qualify Candidates Hire Employees On Board EmployeeFind 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
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20. Recruitment Strategies & PlanningPHASE
TASK
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
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21. 84
63
56
44
42
42
35
33
22
21
7
0 10 20 30 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
Round 1
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
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23. Recruitment Budget
Fresher 0-4 years 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
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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
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26. Interviewing
Select Applicant
Create Interview Details
Confirm Availability of
Applications & Interviewers
Schedule Interview
Conduct Interview
Update Interview Details
Enter Interview Feedback
Complete Interview
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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
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28. Making the Offer
Making the 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 a Compensation Package
Types of Pay Systems
Compensation Structure
Other Types of Compensation (Perks & Benefits)
29

30. Build up a Pay 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 Pay Systems
Salary Hourly Wage/
Day Work
Piecework
System
Commission
Plans
Bonus Plans
Monetary & Non-
Monetary
Profit Sharing
Plans
Gain - Sharing Plans
Achieving objectives
Stock
Options
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32. Cost to Company 1,422,000.000
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 of Compensation (Perks & Benefits) Template 1
Meal Breaks
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Social Security
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Pay Raise
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Employees Allowance
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Paid Vacation
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Perks & Bonuses
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Health Insurance
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Achievement Award
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33

34. Other Types of Compensation (Perks & Benefits) Template 2
Social Security
Perks & Bonuses
Pay Raise
Employees AllowanceAchievement Award
Meal Breaks
Paid Vacation
Health Insurance
Employee Benefits
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35. The Costs of Turnover
Retention Plans
Implementing Retention Strategies
Retention &
Motivation
35

36. The Costs of Turnover
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 30 Age 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
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38. Implementing Retention Strategies
Invest in 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
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39. Training &
Development
Steps taken for Employee training
Training & Development Strategy
39

40. Steps Taken for Employee 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
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41. Training & Development Strategy
› 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
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42. Successful
Employee Communication
42

43. Communication Strategies
Issue/ Message
Target
Group
Aim
Means of
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
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44. Managing
Employee Performance
Employee Performance Tracking
Handling Employee Performance
44

45. Employee Performance Tracking
Works to full potential
Quality of work
Work consistency
Communication
Independent work
Takes initiative
Group work
Productivity
Quality Unsatisfactory Satisfactory Good Excellent
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46. Handling Employee Performance
Employee Name 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
EmployeeInfoPerformanceAssessment
1 – 2 Years
2 – 3 Years
3 – 5 Years
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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
Work Quality
Technical Skills
Work Consistency
Enthusiasm
Cooperation
Attitude
Initiative
Work Relations
Creativity
Punctuality
PerformanceEvaluation
Excellent Good Fair Poor Comments
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49. 360 Degree Appraisal Method
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
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50. Rating Scales Appraisal Method
Attendance
Behaviour
Sincerity
Dependability
towards Subordinates
Poor Fairly Poor Fairly Good Good Excellent
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51. Work Standard Appraisal Method
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
At Work
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 at Work
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
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55. HR KPI
Dashboard
55

56. Human Resources KPI Dashboard 1/9
ENGINEERINGDEPARTMENT
STAFFCOMPOSITION
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/FEMALERATIO
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 KPI Dashboard 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 KPI Dashboard 3/9
EMPLOYEE CHURN
Jan
Feb
Mar
Apr
May
Jun
Jul
Aug
Sep
Oct
Nov
Dec
GainLoss
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 KPI Dashboard 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 KPI Dashboard 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 KPI Dashboard 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 KPI Dashboard 7/9
0
50
100
150
200
250
300
2013 2014 2015 2016 2017 2018
No.ofEmployees
STAFF STRENGTH
0
10
20
30
40
50
60
70
80
Less than $12000 $12000 - $35000 $35000 - $75000 Greater than $75000
No.ofEmployees
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)
2015Apr
2016May
2017Jun
2018Jul
YEAR
6 20 45 65
62

63. Human Resources KPI Dashboard 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 KPI Dashboard 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 KPI Dashboard with Employee Count
0 20 40 60 80 100
Very Satisfied
Satisfied
Neutral
Unsatisfied
Very Unsatisfied
HIRING PROCESS SATISFACTION RATEEMPLOYEE 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 Icons Slide
66

67. Additional Slides
67

68. Agenda
Agenda 01
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Agenda 05
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Agenda 04
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Agenda 03
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Agenda 02
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68

69. Timeline
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editable. Adapt it to your
needs and capture your
audience's attention.
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editable. Adapt it to your
needs and capture your
audience's attention.
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editable. Adapt it to your
needs and capture your
audience's attention.
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audience's attention.
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audience's attention.
2017 2019
20182016 2020
69

70. …Benjamin Franklin
An investment in
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
emailaddress123@gmail.com
Thanks for
Watching!
71