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2. Agenda
Agenda
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Agenda
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Agenda
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Agenda
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Agenda
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www.company.com 2
3. The Role Of HR
Day to day operational focus
Future/ strategic focus
Strategic partner
• Strategic HR planning
• HR as business partner
• Culture and image
Change agent
• Staffing
• Organizational design
• Survey action planning
• Performance measurement
• Training and development
Administrative expert
• Compensation
• Benefits
• HR information systems
• Compliance
• Employee relations
• Labor relations
• Safety & workers’
compensation
• Diversity and EEO
Employee relations expert
PeopleProcesses
www.company.com 3
4. Metrics Model
• Time to hire
• Cost per hire
• Headcount ratio
• Customer survey
• “At the table”
• Practice impact
• Direct labor costs
• Indirect labor costs
• Positions unfilled
• Employee satisfaction
• Leadership capability
• Talent retention
• Employer brand
• Cost per unit
• Shrinkage
• Defects/scrap
• Customer satisfaction
• Revenue growth
• Market share
HR People Organization
Efficiency
Effectiveness
www.company.com 4
7. Turnover (rate)
= 1% per year
Employee Turnover
Rate Formula
Turnover (rate)
Number of employee separations during the year
Total number of employees during the year
100
4
400
100
Turnover (rate) = 1% per year
www.company.com 7
9. Why people leave
22%
13%
11%
12%
15%
39%
Lack of fit to job
Lack of flexibility/ scheduling
Limited career opportunities
Lack of job security
Unsatisfied with pay
Mgmt work environment
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10. Cost Of Employee Turnover
Cost of hiring a new employee
Impact on workplace culture
Customer service issues and errors
Lost productivity and engagement
Expense to onboard and train a new
employee
That includes:
160%-250%
of his or her salary
The total cost of losing an
employee can total
www.company.com 10
11. Employee Who Leave Within First 6 Months
Barely on board Top 3 reason they left
35%
25%
15%
0% 10% 20% 30% 40% 50% 60%
Changed their mind on
work type
Work was different than they
expected
Felt their boss was a jerk
Employees left a job during
first six months
72%
www.company.com 11
12. • Perception of limited opportunities
• Excessive workload due to managerial
inefficiencies
• Absence of competitive recognition or
rewards
• Lack of respect for personal life
Push Factors
• Job offer with greater compensation or
decision-making power
• Desire to follow a life long career dream
• Family responsibilities
Pull Factors
What else
Leads To Turnover?
www.company.com 12
13. Absenteeism Rate
Formula
Absenteeism (rate)
Number of worker-days lost though job absence
during period
Average number of employees X number of
workdays
100
300
500x25
100
Absenteeism rate = 2.4%
www.company.com 13
15. Employee Attendance Tracker Template
Employees Attendance Tracker Template
S M T W T F S S M T W T F S S M T W T F S S M T W T F S S M T W T F S
Jan 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31
Feb 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28
Mar 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31
Apr 30 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29
May 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31
Jun 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30
Jul 30 31 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29
Aug 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31
Sep 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30
Oct 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31
Nov 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30
Dec 31 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30
Key Values
National holidays Working Days Vacation taken Sick day taken
9 265 6 4
www.company.com 15
16. Employee Absence Schedule
V Vacation P Personal S Sick
January Dates Of Absence 2017
S M T W T F S S M T W T F S S M T W T F S S M T W T F S S M T
Employee name 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 Total days
Employee 1 S V V V V V P 7
Employee 2
Employee 3 P S V V V 5
Employee 4 V V P P P P 6
Employee 5
Employee 6
Employee 7 V V P P S S S S S 9
January total 1 2 1 1 2 2 1 1 1 1 2 1 1 2 1 1 1 2 2 1 27
www.company.com 16
18. Performance Review Template (Part 1)
www.company.com 18
Employee Performance Review
Employee info
Employee Name Department
Employee ID Reviewer Name
Ratings Excellent = 5 Good = 4 Satisfactory = 3 Fair = 2 Poor = 1
Job knowledge
Work quality
Attendance/punctuality
Initiative
Communication/listening skills
Creativity
Punctuality
Overall rating (average the rating numbers above)
Reviewers Comments
19. Performance Review Template (Part 2)
www.company.com 19
Annual Performance Review
Employee info
Employee Name Department
Employee ID Reviewer Name
Current Responsibilities Performance Assessment Comments And Approval
Job description Evaluate performance and achieved goals Provide Any additional feedback
Text here Area of excellence within performance Text here
Text here Area of improvement Text here
Text here Future goals with set expectations Text here
Employee signature Reviewer signature
20. Performance Review Template (Part 3)
www.company.com 20
Performance Review
Employee Info
Employee Name Department
Employee ID Reviewer Name
Behaviors
Quality Unsatisfactory Satisfactory Good Excellent
Work to full potential
Quality of work
Work consistency
Communication
Takes initiative
Strengths / training needs
Goals
Comments and approval
21. Performance Review Scoring
www.company.com 21
Job Profile – Tech Lead
Questions Weight
Your score
(out of 5)
Weighted average
Result 80
Issue/requirement/customer understanding 25 5 4
Transparency, updating, status reporting 10 4 2
Product performance improvements & upgrades 20 3 4.5
Documentation & quality control 20 2 4.5
Process adherence 15 5 3
Sectional score 4.8
Behavior 50
Culture fitment 20 3 3.5
Maturity 30 5 4
Team spirit, group work 30 5 4
Leading from front, in words and in action 20 3 3.5
Sectional score 3.7
22. Training Hours Per Employee
Average training hours =
Sum of total training hours
Total # of employees
18
22
26
30
2014 2015 2016 2017
www.company.com 22
23. Training Hours By Method Of Training
20%
10%
25%
45% On-line
Hands -on
In-person
Hybrid
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24. Training Hours By Category
20%
11%
13%
15%
41%
Technicians
Executives
Supervisors
Specialists
Managers
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35. Workforce Diversity By Gender
30%
30%
40%
40%
20%
40%
Senior managers(m1 and above) Managers and professionals Supports
www.company.com 35
New hires
+479
Left employment
-499
2225
MALE
Employees
2005
FEMALE
Employees
Left employment
New hires
+399
-305
36. Workforce Diversity By Age Group
www.company.com 36
years
years
years 13%
25%
10%
20%
27%
17%
33%
52%
27%
<30
30-50
>50
Total Workforce 27%
Male 17%
Female 10%
Total Workforce 52%
Male 27%
Female 25%
Total Workforce 33%
Male 20%
Female 13%
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37. Workforce Diversity By Region
www.company.com 37
2%
2%
1%
4%
1%
3%
1%
3%
5%
4%
3%
8%
US
UK
NZ
AU
Employees headcount
New Employees Hire
Employees left job
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38. Staff Headcount
Month
Permanent
Employees
Temporary
Employees
Total
Employees
Other Workforce
Full time Part time Total
Full
time
Part
time
Visiting Total Total
Full
time
Part
time
Visiting Total Total
Jan 17 10 27 10 10 3 23 50 0 50
Feb 0 0 0 0 0
Mar 0 0 0 0 0
Apr 0 0 0 0 0
May 0 0 0 0 0
Jun 0 0 0 0 0
Jul 0 0 0 0 0
Aug 0 0 0 0 0
Sep 0 0 0 0 0
Oct 0 0 0 0 0
Nov 0 0 0 0 0
Dec 0 0 0 0 0
www.company.com 38
42. The Aon Hewitt Employee Engagement Model
Say
Stay
Strive
Engagement
outcomes
Engagement drivers
Leadership
The
basics
Company
practices
Employer
brand
Performance
The
work
The work
experience
Business
outcomes
Financial
Customer
Operational
Talent
www.company.com 42
43. David Zinger’s Employee Engagement Model
Attain
genuine
happiness
Develop
professionally
and personally
Leverage
energies
Serve
customers
Foster relationship
and community
Identify
with
organization
Connect
Authentic
Recognition
Engage
Achieve results
S-R arrow
Craft strategy
S-R arrow
www.company.com 43
44. Engagement Model
• Leadership
• Manager
• Customer
• Co-workers
• People focus
• Pay
• Benefits
• Recognition
• People/HR practices
• Managing performance
• Brand
• Company reputation
• Sense of accomplishment
• Work tasks
• Resources
• Work processes
• Career opportunities
• Learning &
development
• World/life balance
• Diversity
Engagement
People
Opportunities
Quality of lifeProcedures
Compensation
Work
www.company.com 44
45. Maslow’s Hierarchy Of Needs Applied To Employee Engagement
Highly engaged
Engaged
Disengaged
Not engaged
Almost engaged
Importance
Survival
Self
actualisation
Belonging
Security
De-motivators
Motivators
www.company.com 45
49. HR Dashboard
10%
15%
18%
20%
22%
15%
Open positions by divisions
Human Resource
Administrations
Sales
Marketing
Finance
Operations
Key metrics
Employee turnover
Speed to hire
Total employees
0
1
2
3
4
5
6
Jan Feb Mar Apr May Jun Jul Aug Sep Oct Nov Dec
2006 FTEs
2016 FTEs
-4
-3
-2
-1
0
1
2
3
4
Jan Feb Mar Apr May Jun Jul Aug Sep Oct Nov Dec
Employee churn
Gain
Loss
www.company.com 49
51. Our Mission
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52. Our Team
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Anita Carter
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CEO/ Director
John Finder
Managing Director
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Mary Smith
Product Manager
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Jessica Disuza
Finance Manager
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Our
Goal
54. Comparison
20%
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40%
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Vs
55. Financial
90%
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75%
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50%
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30%
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56. Dashboard
55% 80%30%
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57. Timeline
2013
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2014
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2016
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2015
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2017
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58. Lego
03
0204
01
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59. Magnifying Glass
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01
02
03
04
Text
Here
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60. Location
45%
70%
65%
95%
America
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Russia
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Brazil
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Africa
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