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Building HR Capacity PowerPoint Presentation Slides
The document outlines a comprehensive human resources plan, detailing steps for talent management, including recruitment strategies, capacity assessment, and skill gap analysis. It includes frameworks for forecasting HR requirements and developing an organizational skills program to close existing gaps. Additionally, the document emphasizes the importance of performance management, employee relations, and strategic planning in building HR capacity within the company.
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Building HR Capacity PowerPoint Presentation Slides
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- 2. Content Organizational Skills ProgramMatrix 07 Steps for Talent Management in Organization08 Company’s Recruitment Strategies09 Evaluating Recruitment Strategies10 Recruitment Budget11 HR Checklist for Resource Management12 Strategic Human Resources Plan Framework01 Develop an HRM Plan02 Assessing the Current HR Capacity03 Forecasting HR Requirements04 Gap Analysis05 Skill Gap Analysis Plan06 2
- 3. Strategic Human ResourcesPlan Framework Requirements Selection Hiring Training and Development Renumeration and Benefits Employee Relations Performance Management Demand Forecasting Supply Forecasting Develop Talent Strategies Assess Current HR Capacity Forecast HR Requirements Review and Evaluate Your HR Plan 3
- 4. Develop an HRMPlan Determine Human Resource Needs Determine Recruiting Strategy Select Employees Develop Training Determine Compensation Appraise Performance Were Enough People Hired? Study of a Firm’s Past Employment Time to Review Résumés. Company Culture. Determine Pay Scales. Employee Appraisal. What are the Skills Current Employees Possess? Needs Over a Period of Years to Predict Future Needs. Time to Interview Candidates. Skills Needed for the Job. Skills Needed for THE Job. 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 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 Describe in detail, the human resource plan through a step-by-step process. You can add or alter the steps as per your requirement. 4
- 5. Assessing the CurrentHR Capacity Executive Analyst Sr. Analyst Jr. Manager Manager Sr. Manager Sales 10 10 5 9 7 7 Marketing 7 10 5 8 10 6 Human Resources 9 10 6 9 5 10 Engineering 6 5 10 7 10 5 Quality Assurance 7 7 10 8 5 5 DEPARTMENT 5
- 6. Forecasting HR Requirements1/2 JOB ROLE Current Demand Future Demand (+1 years) Future Demand (+2 years) FullTimeEquivilent SalaryLevel Location FullTimeEquivilent SalaryLevel Location FullTimeEquivilent SalaryLevel Location EG. EXECUTIVE ASSITANTS 3 5 HQ 3 5 HQ 3 5 HQ Once you have listed the current employee capacity ,determine the future HR need. 6
- 7. Forecasting HR Requirements2/2 Applicants (40) Current Employees (85) Training or New Hires? Proficient 25 75 Training Fluent 35 47 New Hires 2 years of Previous Experience 20 85 Not Needed Experience in Leadership 15 95 Not Needed Forecast the human resource requirement in the table. You can alter the criteria's as per your requirements 7
- 8. Skill Gap AnalysisPlan Scope Who is in Charge of the Process When to Conduct a Skills Gap Analysis How to Respond to Skills Gaps Individual Level Team Leader ➢ Changes in Employees Duties ➢ Poor Performance Review ➢ Add Text Here ➢ Training ➢ Add Text Here ➢ Add Text Here Team/Company Level Team Leader HR External Consultants ➢ Problems Meeting Business Goals ➢ Add Text Here ➢ Add Text Here ➢ Hiring ➢ Add Text Here ➢ Add Text Here Estimate the skills gap both at Individual & team level and also specify the remedial measures to be taken to fill the gap. 8
- 9. Organization Skills ProgramMatrix PROGRAMS Top Management Middle Management Schedulers Mfg. Prod Engineer Facility Planners Production Supervisor Set Up Operative Programs 1 Programs 2 Programs 3 Programs 4 Programs 5 In order to fill the gaps, we have designed an organizational skills program matrix where you can specify all the relevant skill programs you intend to undertake for filling the gaps and also specify the relevant audience for the program. 9
- 10. » Post Jobto Website » Use Social Media(ex. Linkdin) » Encourage Employee Referrals » Interviews » Skill Evaluations » Extend Offers » Organize Training for New Employees Positions » Offer Competitive Salary » Offer Competitive Benefits » Regular Performance Reviews » Maintain a Strong Company Culture Steps for Talent Management in Organization Recruitment Selection Hiring Training and Development Employee Renumeration and Benefits Performance Management Employee Relations The slide covers the steps undertaken for managing the talent in an organization. You can alter it as per your requirements 10
- 11. Company’s Recruitment Strategic Strategy Strategyis Designed to Close This Gap Description Possible Tactics Team Action Items Individuals Responsible Deadlines Online Recruiting Not reaching majority of applicants, especially young collage grads Add Text Here Research most appropriate on-line sites; www. Indeed.com www. Linkedin.com www.Craigsist .com www.Monstor.com www.Career Builder.com www.Jobs.net: www.Hotjobs.Yahoo.com Add Text Here Add Text Here Add Text Here Add Text Here Campus Recruiting and job fairs Need to improve overall applicant pool Add Text Here Send team of an HR representative with an experienced manager or frontline supervisor to fairs- provides an opportunity for job services to ask both job specific and hiring process benefits Questions. Add Text Here Add Text Here Add Text Here Add Text Here Prepare an action plan for conducting recruitment in organization 11
- 12. Evaluation Recruitment Strategies RecruitmentStrategy Cost Number of Interviewed Number Hired Average Response Time Cost Per Hire (Cost Hired) Online Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here Campus Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here Add Text Here Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here Add Text Here Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here Add Text Here Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here 12
- 13. Recruitment Budget TOTAL NUMBEROF EMPLOYEES TO BE HIRED : 5 Years of Experience 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 3 11 16 Specify the company’s recruitment budget 13
- 14. Building HR CapacityIcons Slide 14
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- 26. Address: # street number,city, state Contact Numbers: 0123456789 Email Address: emailaddress123@gmail.com Thank You 26