Human resources management

1. HUMAN RESOURCES MANAGEMENT
Recruiting & Training & Turnover

2. RECRUITING
What is recruitment?
Recruitment process.
Types of recruiting.​
Tips for effective recruiting.
TRAINING
What is training and development?
Importance of training .
Process of training and development.
Turn over rate & risk
How to calculate turnover?
Tips to reduce employee turn over.
TURNOVER

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RECRUITMENT
the process of identifying the staffing need and then filling it.
WHAT IS RECRUITMENT PROCESS?
recruitment process involves activities like
identifying different sources of labor supply from
which applications of prospective employees may be
obtained; evaluating the validity of different sources;
choosing the most suitable source; and attracting
and motivating prospective candidates to apply for
the vacant jobs.

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Step 1: Preparing
Once the job opening is approved
internally, the recruiter contacts the
hiring manager. This step is about
gathering details about the open
position. During the discussion, the
recruiter has to gather information,
like the required skills, roles,
responsibilities,
Step 2: Sourcing
Once the job description is ready, the
next step is to start the sourcing. It
refers to identifying and contacting
qualified candidates rather than
waiting for the candidate to apply for
the position. The primary goal is to
pull qualified candidates.
Step 3: Screening
The Screening of a candidate can
take place in many ways. Generally,
the first step is Resume screening. If
the resume meets the criteria
required for the job opening, then
the next step is the phone screening,
in which, the recruiter can cover
topics, like the candidate’s
availability, current role, and
responsibilities, current salary, salary
expectations, Notice period, etc.
Step 4: Selecting
This process is about sending the
assignments, psychometric tests and
scheduling interviews, participating in
the interview process
Step 5: Hiring
This step includes the final discussion
with the candidate about salary,
joining date, etc
Step 6: Onboarding
Once the candidate has accepted the
offer letter, the process is not over
yet. This is where the pre-boarding
period starts. This is the time
between the joining date and when
the offer letter was accepted. And it’s
very important to be in touch with
your candidate during this period to
keep them engaged

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Types of recruiting:
1-internanal recruiting:
Involves filling vacancies with existing employees from withithin an organization.
2-retained recruiting:
When an organization retains a recruiting firm to fill a vacancy , they pay an upfront fee to fill the position.
The firm is responsible for finding candidates until the position is filled.
3-contingency recruiting:
like retained recruiting, contingency recruiting requires an outside firm.
Unlike retained recruiting ,there is no upfront fee with contingency .
Instead, the recruiting company receives payment only when the clients they represent are hired by an
organization.
4-staffing recruiting:
staffing recruiters work for staffing agencies.
staffing recruiting matches qualified applicants with qualified job openings.
staffing agencies typically focus on short term or temporary employment positions.
5-Outplacement Recruiting:
Outplacement is typically an employer-sponsored benefit which helps former employees transition into new
jobs.
It is designed to provide displaced employees with the resources to find new positions or careers.
6-Reverse Recruiting:
Refers to the process whereby an employee is encouraged to seek employment with a different organization
that offers a better fit for their skill set.

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What is Training and Development?
-The process of acquiring knowledge, skills, and attitude that helps improve employees’
job performance and enables future career growth.
-Training refers to acquiring specific knowledge and skills for a particular job or task. It is
usually a short-term activity concerned with improving an employee’s current job
performance. It includes formal training courses, on-the-job training, or coaching
sessions.
-Employees can enhance their job performance, career growth, and job satisfaction
through training and development. In contrast, organizations can benefit from better
employee engagement, retention and higher productivity.
Importance of Training and Development
1. Boost Performance and Productivity.
2. Talent Management and Retention.
3. Overcome Market Competition.
4. Effective Risk Management.
5. Foster a Culture of Learning and Development.
TRAINING

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Effective training and development programs can improve employee performance,
increase productivity, and help organizations remain competitive in today’s dynamic
business environment
-Human Resource Management plays a vital role in designing efficient employees
training and development programs.
The following are the five processes of training and development in HRM:

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What are the Current Trends in Training and Development?
1. Digital Learning.
2. Personalized Training Programs.
3. Microlearning.
4. Gamification.
5. Diversity, equity, and inclusion (DEI) Training.
6. Soft skills development
Examples of Companies with Training and Development Programs
1. Starbucks
2. Google
3. Amazon
4. Microsoft
5. Walmart
How do you measure Employee Performance after Training?
1. Continuous Feedback.
2. OKRs.
3. 360-Degree Reviews

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TURNOVER
Employee turnover rate is a measure of how many employees leave a company in a given period,
usually a year.
This rate helps assess the company's retention and overall management effectiveness.
turnover is a risk?
Yes. High turnover rate can lead to decrease productivity, high recruitment and training costs, and
decreased morale among remaining employees Which affects the company's reputation And finally,
making it difficult to attract and retain top talent.
And if employees are leaving to
What Causes Employees Turnover?
1-Good offer.
2-No vision.
3-Bad manager.
4-Promotion system – No career Path.
5-No appreciation (Salary).
6-Bad culture.
7-No learning, No development (Use it or lose it).
8-Fired

11. How does turnover affect employees?
The impact of high staff turnover includes decreased Their productivity, Also top talent
employees may not want to work for a constantly changing company, especially introverted
employees who take a while to feel comfortable around new people.
For people who have a high turnover rate, this may affect their acceptance of jobs due to the
lack of confidence of the human resources manager in them.
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How to calculate turnover?
What is the ideal turnover
rate? Turnover rates should
(ideally) be lower than 10%,
which is a very healthy turnover
rate across the board

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Tips to Reduce Employee Turnover:
1. Hire the right people.
2. Keep up with the market rate and offer competitive salaries and total compensation.
3. Closely monitor toxic employees.
4. Reward and recognize employees.
5. Offer flexibility.
6. Prioritize work-life balance
7. pay attention to employee engagement.
8. Define and develop corporate culture
9. Standardize performance reviews
10.Allow opportunities for development and continuing education.
11.Develop career paths and opportunities to grow.
12.Don’t forget soft skills.
13.Be transparent.
14.Focus on onboarding.
15.Analyze existing turnover to find issues.

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T H A N K S