Exenta HRMS is a unique platform that integrates and automates the entire workforce management into a one-stop business information system. Exenta has twenty well-defined modules that can track, optimize and streamline every aspect of HCM. Exenta manages every single process of your Organization helping you manage mission critical operations. Exenta helps you plan your workforce for the future and also engages your employees with transparency and helps you work towards retention of your employees and a happy work force. Each module has a comprehensible dashboard, simple & straightforward UI and most importantly customizable reports. Have you ever thought which could be your best method to hire? In all phases of your Organization recruitment, training, development, retention, and performance planning Exenta helps you do the best at ease.
How have hris helped companies to integrate careerSaumitra Gupta
HRIS systems help companies integrate career planning and succession planning by tracking employee data like performance, training, positions held, and succession plans. This allows companies to identify internal candidates for succession and offers career development opportunities to motivate employees. The integration increases employee retention and satisfaction by showing commitment to their careers, while also ensuring the company has successors prepared to fill key roles.
HRMetrics is a consulting firm that specializes in human resources, health and productivity management. They help organizations optimize their people, processes, procurement, and productivity to increase performance. HRMetrics provides consulting services to assess needs, recommend strategies, and measure outcomes. They offer access to technology solutions and outsourced services, as well as volume-based pricing on products like benefits and wellness programs through their procurement services.
HR Management by Spreadsheet: Is there a Better Way?Sage HRMS
The Easy Way to Manage HR. A Human Resources Management System (HRMS) can automate the way you maintain and access both current and historical information about Recruiting, Onboarding, Policy Communication, Compensation, H&W Benefits, Payroll, Training, Performance, Evaluation, Promotion, Retirement, and Leave.
An HRIS is a system used to collect, store, and analyze an organization's human resources data. It consolidates employee information across departments into a single system to support HR decision making. Key functions of an HRIS include record keeping of employee data, payroll processing, benefits administration, and reporting. When implemented effectively, an HRIS can streamline workflows, increase efficiency, reduce costs, and provide strategic value by better managing an organization's most important asset - its people. However, HRIS initiatives can fail if goals are unclear, the wrong system is selected, or there is lack of buy-in or compatibility with other systems.
This document discusses the concept of employee relationship management (ERM). ERM refers to using technologies to manage relationships between employers and employees. It aims to improve employee satisfaction, productivity and corporate culture through communication, conflict management, employee growth and feedback from employee surveys. ERM systems track employee data, training, pay, recruitment and more through human resource information systems (HRIS). The goal of ERM is to enhance the overall employee experience and value human capital within an organization.
This software proposal summarizes a user-friendly software that can assist companies by reducing workloads and operational costs. The software has capabilities to help reduce the number of employees needed. SRRK IT Limited aims to help companies go digital and make their work easier through this new software. The proposal describes the software's features and demonstrates its functions.
Human Capital Management's Employee Disconnect. A Global SnapshotADP Marketing
Gain insight into the wide disparity in perceptions among employees, HR leaders and senior management on vital HCM issues and how it may impact employers’ ability to deliver on corporate strategies.
Today the face of HR is often a portal, rather than a person. Almost all firms now provide universal access to HR services through technology and web- based applications, dramatically changing the practice of human resource management. These changes often result from the need to cut costs and expand or improve services.
How have hris helped companies to integrate careerSaumitra Gupta
HRIS systems help companies integrate career planning and succession planning by tracking employee data like performance, training, positions held, and succession plans. This allows companies to identify internal candidates for succession and offers career development opportunities to motivate employees. The integration increases employee retention and satisfaction by showing commitment to their careers, while also ensuring the company has successors prepared to fill key roles.
HRMetrics is a consulting firm that specializes in human resources, health and productivity management. They help organizations optimize their people, processes, procurement, and productivity to increase performance. HRMetrics provides consulting services to assess needs, recommend strategies, and measure outcomes. They offer access to technology solutions and outsourced services, as well as volume-based pricing on products like benefits and wellness programs through their procurement services.
HR Management by Spreadsheet: Is there a Better Way?Sage HRMS
The Easy Way to Manage HR. A Human Resources Management System (HRMS) can automate the way you maintain and access both current and historical information about Recruiting, Onboarding, Policy Communication, Compensation, H&W Benefits, Payroll, Training, Performance, Evaluation, Promotion, Retirement, and Leave.
An HRIS is a system used to collect, store, and analyze an organization's human resources data. It consolidates employee information across departments into a single system to support HR decision making. Key functions of an HRIS include record keeping of employee data, payroll processing, benefits administration, and reporting. When implemented effectively, an HRIS can streamline workflows, increase efficiency, reduce costs, and provide strategic value by better managing an organization's most important asset - its people. However, HRIS initiatives can fail if goals are unclear, the wrong system is selected, or there is lack of buy-in or compatibility with other systems.
This document discusses the concept of employee relationship management (ERM). ERM refers to using technologies to manage relationships between employers and employees. It aims to improve employee satisfaction, productivity and corporate culture through communication, conflict management, employee growth and feedback from employee surveys. ERM systems track employee data, training, pay, recruitment and more through human resource information systems (HRIS). The goal of ERM is to enhance the overall employee experience and value human capital within an organization.
This software proposal summarizes a user-friendly software that can assist companies by reducing workloads and operational costs. The software has capabilities to help reduce the number of employees needed. SRRK IT Limited aims to help companies go digital and make their work easier through this new software. The proposal describes the software's features and demonstrates its functions.
Human Capital Management's Employee Disconnect. A Global SnapshotADP Marketing
Gain insight into the wide disparity in perceptions among employees, HR leaders and senior management on vital HCM issues and how it may impact employers’ ability to deliver on corporate strategies.
Today the face of HR is often a portal, rather than a person. Almost all firms now provide universal access to HR services through technology and web- based applications, dramatically changing the practice of human resource management. These changes often result from the need to cut costs and expand or improve services.
Accelerate the growth of your staff by capitalising on their complementary skills sets and create a genuine, sense-of-purpose based culture with
PRESTO Digital Enterprise,
the performance-oriented, talent enrichment tool offering 360° visibility into corporate vision and its supporting skill sets available to implement business opportunities and eliminate the knowledge gaps which impede ongoing progress
The document summarizes 5 reasons to invest in the PRESTO employee engagement software. It describes how PRESTO helps improve the employee-manager relationship through skills matrices and feedback, helps set expectations and manage talent, creates a culture of recognition through endorsements and celebrations, and fosters continuous learning and idea sharing. PRESTO was initially developed to help with an acquisition and restructuring but has since expanded to support corporate-wide innovation.
In this growing phase of pharmaceutical industry, it is imperative that they also get abreast with the changing workplace dynamic and cultivate a strong image as
a strong contender in choice of employment. Employee Lifecycle Management is still based on physical data entry and paperwork in several companies. PeopleWorks brings you a cloud based Human Resource Management solution which conserves and sustains your employee data securely, using the SaaS platform.
This document provides an overview of a webinar on developing effective HR key performance indicators (KPIs) and metrics. The webinar will discuss how to:
1. Develop organization-centric HR KPIs and measures
2. Partner with organizational leaders to pursue superior performance
3. Track, manage, and use organizational performance data to support decisions
4. Adjust KPIs and measurements as organizational factors change
5. Work strategically with leadership for long-term HR alignment
It emphasizes the importance of aligning HR strategies and metrics with business strategies and initiatives. The webinar will also explore how to interpret metric data in real-time to enable timely performance adjustments.
DPP will ensure that you practice is always ready for a CQC inspection. Our user-friendly online application offers peace of mind by providing easy access to regulatory updates and essential documentation, ensuring that you are prepared for any CQC inspection visit.
The document discusses employee engagement software called PRESTO Digital Enterprise. It provides 5 reasons companies should use the software: 1) To improve employee-manager relationships through feedback and coaching. 2) To increase workplace satisfaction through transparency of expectations. 3) To provide regular employee feedback. 4) To boost recognition of employees. 5) To increase employee happiness through continuous learning and celebration of success. PRESTO aims to accelerate employee growth, create a purpose-driven culture, and eliminate knowledge gaps through its skills matrix and performance tools.
Does your approach to Performance Management ‘Sing’ or ‘Sting’?Pivot Software
Does your approach to Performance Management ‘Sing’ or ‘Sting’?
How to focus on practices that create meritocracies,
and avoid being seduced by the technology.
http://www.pivotsoftware.com/ebook2/
This document provides an overview of a webinar on developing effective HR key performance indicators (KPIs) and metrics. The webinar will discuss how to:
1. Develop organization-centric HR KPIs and measures
2. Partner with organizational leaders to pursue superior performance
3. Track, manage, and use organizational performance data to support decisions
4. Adjust KPIs and measurements as organizational factors change
5. Work strategically with leadership for long-term HR alignment
It emphasizes the importance of aligning HR strategies and metrics with business strategies and initiatives. The webinar will also explore how to interpret metrics for timely performance adjustments and integrate metrics into an organizational "system for management."
Paullin_SHRM Foundation EPG 2014_Leverage Talents of Mature EmployeesCheryl Paullin
Mature workers, generally defined as those over age 50 or 55, will make up organizations' largest talent pool in the coming decades as younger workers are insufficient to fill all needed positions. Mature workers have extensive experience and skills developed over their long careers. Retaining and recruiting mature talent is good for business, as these experienced workers can help address future staffing needs. While the nature of work and workers is changing, human resources must play a leadership role in developing strategies to leverage the value of mature employees.
Accelerate the growth of your staff by capitalising on their complementary skills sets and create a genuine, sense-of-purpose based culture with
PRESTO Digital Enterprise,
the performance-oriented, talent enrichment tool offering 360° visibility into corporate vision and its supporting skill sets available to implement business opportunities and eliminate the knowledge gaps which impede ongoing progress
HR in Singapore needs to take steps to become more strategic partners, change agents, and employee champions. Currently, perceptions of HR focus too much on administrative tasks. The document outlines 10 steps HR should take, including using data-driven approaches, balancing internal/external training, transparency to build trust, incorporating fun at work, helping all employees find meaning, removing status symbols, and encouraging experimentation. These steps can help HR better support business goals and empower employees.
IDC believes it is the responsibility of HR to address and deliver key elements of digital transformation, as well as transforming the HR function itself. To aid organizations in this process, IDC has identified five key trends and actions that support digital transformation and the development of HR. This tool enables HR professionals to understand the delivery roadmaps for realizing these key transformation
The document outlines steps for developing a blueprint for human capital management, including conducting diagnostics to understand current performance, benchmarking against top performers, prioritizing initiatives, and creating a visual strategy model to drive commitment. Key aspects are evaluating where the organization stands today, identifying opportunities by comparing costs and processes to benchmarks, and developing an actionable plan to improve HR effectiveness and business performance.
Career management practices and programmers
Many companies today are struggling with how to meet employee expectations regarding career development and advancement opportunities at a time when organizations are delayering and growth in the U.S. has slowed. In order to address this concern, E. L. Goldberg & Associates has collected career
management benchmark information and best practices from 34 organizations, representing a wide variety of industries. A supplemental study collected data from 75 professionals regarding how they define career success. Results indicate a significant shift in defining success in terms of intrinsic satisfiers versus the traditional more objective measures of success.
The benchmarking results reveal a major call to action for employers. Employees’ perceptions of career development and opportunities is frequently one of the lowest rated items on employee surveys, and research shows this is one of the top predictors of employee engagement. Despite this fact most companies subscribe to a philosophy of career self-reliance, essentially abdicating their responsibility for career management, leaving it up to the employee to figure out.
E. L. Goldberg & Associates believes that organizations can be more proactive in career management holding managers more accountable for understanding their employees’ career aspirations and educating employees on their career options. In addition, managers need to devote time to creating challenging opportunities that will contribute to individual career growth and development. This report outlines several best practices that participating companies utilize to facilitate career
management with both high-potential employees and the broader employee population.
These practices can have an impact on changing employees perceptions as two of the more innovative companies in this study reported that they created greater retention and career development satisfaction by providing people with development experiences versus simply a promotion. It is time for organizations to change their career management philosophies and become a more proactive partner in helping employees build their career.
The global marketplace and ever-changing workforce have created the need for organizations to engage human resources practices that recognize their human capital as their major competitive advantage. In fact, the current trends emphasize the growing demand for effective, creative recruitment and retention initiatives. Most human resources executives will cite the need to stay competitive with these initiatives as one of their biggest challenges. One of the basic principles to assist with this challenge is to embrace proactive and strategic career management practices that can provide you with a strong foundation for gaining a competitive edge.
Highlights
• A majority of survey respondents indicated that they define career success as being engaged in c
Personnel planning is a human resources function that involves analyzing an organization's current workforce, determining future personnel needs, and identifying ways to meet those needs. The goals of personnel planning include reducing waste, avoiding shortages, and ensuring the optimal future workforce. Personnel planners gather data on employees, analyze trends that may impact staffing needs, and make recommendations to address issues like high turnover. While personnel planning does not require its own department in small companies, larger organizations may establish a separate department for this function.
This document summarizes 6 chapters from a book on managing family businesses. The chapters discuss building productive teams, implementing standard operating procedures (SOPs), the importance of SOPs for organizational success, benefits of organized businesses, change management in family businesses, and hiring management consultants. Specifically, the document outlines strategies for using job analysis and training to build productive teams, benefits of SOPs like improved performance, quality and compliance, and opportunities for growth. It emphasizes the importance of SOPs for training employees, ensuring quality and structure, and allowing for replication across locations.
Employee assessments can provide organizations with consistent, in-depth, and objective information about employees to help with key personnel decisions. Assessments measure factors like job fit, skills, performance, and development needs. This information helps leaders and managers rely less on intuition and make smarter hiring, development, and workforce planning decisions. Common types of assessments evaluate hard and soft skills, job performance, and job matching. Assessments can be used throughout the employee lifecycle for screening, selecting, onboarding, managing, developing, and succession planning.
The document discusses how ego and popular trends often drive people's behavior more than logic and consciousness, contributing to the creation of systems and organizations with insufficient long-term strength. It also examines how understanding psychological forces, ethics, technical issues, policies, procedures, and change management is important for effectively managing complex industries and organizations. Leaders must ensure technical capabilities align with products, processes, marketing, and customer satisfaction to support the company vision.
The document discusses organizational alignment and how HR can lead the process. It begins by outlining the benefits of an aligned organization and defines alignment as having the right people working on the right things at the right time. It then details the 12 steps to achieve alignment, including defining customer needs, strengths/objectives, culture, processes, structure, support, tools, training, performance, skills, job descriptions, rewards and recruiting. Alignment provides benefits like improved accountability, productivity, relationships and more. An example is given of a company that aligned its IT department, freeing up resources and improving culture and structure.
WhatsApp offers simple, reliable, and private messaging and calling services for free worldwide. With end-to-end encryption, your personal messages and calls are secure, ensuring only you and the recipient can access them. Enjoy voice and video calls to stay connected with loved ones or colleagues. Express yourself using stickers, GIFs, or by sharing moments on Status. WhatsApp Business enables global customer outreach, facilitating sales growth and relationship building through showcasing products and services. Stay connected effortlessly with group chats for planning outings with friends or staying updated on family conversations.
Odoo ERP software
Odoo ERP software, a leading open-source software for Enterprise Resource Planning (ERP) and business management, has recently launched its latest version, Odoo 17 Community Edition. This update introduces a range of new features and enhancements designed to streamline business operations and support growth.
The Odoo Community serves as a cost-free edition within the Odoo suite of ERP systems. Tailored to accommodate the standard needs of business operations, it provides a robust platform suitable for organisations of different sizes and business sectors. Within the Odoo Community Edition, users can access a variety of essential features and services essential for managing day-to-day tasks efficiently.
This blog presents a detailed overview of the features available within the Odoo 17 Community edition, and the differences between Odoo 17 community and enterprise editions, aiming to equip you with the necessary information to make an informed decision about its suitability for your business.
Accelerate the growth of your staff by capitalising on their complementary skills sets and create a genuine, sense-of-purpose based culture with
PRESTO Digital Enterprise,
the performance-oriented, talent enrichment tool offering 360° visibility into corporate vision and its supporting skill sets available to implement business opportunities and eliminate the knowledge gaps which impede ongoing progress
The document summarizes 5 reasons to invest in the PRESTO employee engagement software. It describes how PRESTO helps improve the employee-manager relationship through skills matrices and feedback, helps set expectations and manage talent, creates a culture of recognition through endorsements and celebrations, and fosters continuous learning and idea sharing. PRESTO was initially developed to help with an acquisition and restructuring but has since expanded to support corporate-wide innovation.
In this growing phase of pharmaceutical industry, it is imperative that they also get abreast with the changing workplace dynamic and cultivate a strong image as
a strong contender in choice of employment. Employee Lifecycle Management is still based on physical data entry and paperwork in several companies. PeopleWorks brings you a cloud based Human Resource Management solution which conserves and sustains your employee data securely, using the SaaS platform.
This document provides an overview of a webinar on developing effective HR key performance indicators (KPIs) and metrics. The webinar will discuss how to:
1. Develop organization-centric HR KPIs and measures
2. Partner with organizational leaders to pursue superior performance
3. Track, manage, and use organizational performance data to support decisions
4. Adjust KPIs and measurements as organizational factors change
5. Work strategically with leadership for long-term HR alignment
It emphasizes the importance of aligning HR strategies and metrics with business strategies and initiatives. The webinar will also explore how to interpret metric data in real-time to enable timely performance adjustments.
DPP will ensure that you practice is always ready for a CQC inspection. Our user-friendly online application offers peace of mind by providing easy access to regulatory updates and essential documentation, ensuring that you are prepared for any CQC inspection visit.
The document discusses employee engagement software called PRESTO Digital Enterprise. It provides 5 reasons companies should use the software: 1) To improve employee-manager relationships through feedback and coaching. 2) To increase workplace satisfaction through transparency of expectations. 3) To provide regular employee feedback. 4) To boost recognition of employees. 5) To increase employee happiness through continuous learning and celebration of success. PRESTO aims to accelerate employee growth, create a purpose-driven culture, and eliminate knowledge gaps through its skills matrix and performance tools.
Does your approach to Performance Management ‘Sing’ or ‘Sting’?Pivot Software
Does your approach to Performance Management ‘Sing’ or ‘Sting’?
How to focus on practices that create meritocracies,
and avoid being seduced by the technology.
http://www.pivotsoftware.com/ebook2/
This document provides an overview of a webinar on developing effective HR key performance indicators (KPIs) and metrics. The webinar will discuss how to:
1. Develop organization-centric HR KPIs and measures
2. Partner with organizational leaders to pursue superior performance
3. Track, manage, and use organizational performance data to support decisions
4. Adjust KPIs and measurements as organizational factors change
5. Work strategically with leadership for long-term HR alignment
It emphasizes the importance of aligning HR strategies and metrics with business strategies and initiatives. The webinar will also explore how to interpret metrics for timely performance adjustments and integrate metrics into an organizational "system for management."
Paullin_SHRM Foundation EPG 2014_Leverage Talents of Mature EmployeesCheryl Paullin
Mature workers, generally defined as those over age 50 or 55, will make up organizations' largest talent pool in the coming decades as younger workers are insufficient to fill all needed positions. Mature workers have extensive experience and skills developed over their long careers. Retaining and recruiting mature talent is good for business, as these experienced workers can help address future staffing needs. While the nature of work and workers is changing, human resources must play a leadership role in developing strategies to leverage the value of mature employees.
Accelerate the growth of your staff by capitalising on their complementary skills sets and create a genuine, sense-of-purpose based culture with
PRESTO Digital Enterprise,
the performance-oriented, talent enrichment tool offering 360° visibility into corporate vision and its supporting skill sets available to implement business opportunities and eliminate the knowledge gaps which impede ongoing progress
HR in Singapore needs to take steps to become more strategic partners, change agents, and employee champions. Currently, perceptions of HR focus too much on administrative tasks. The document outlines 10 steps HR should take, including using data-driven approaches, balancing internal/external training, transparency to build trust, incorporating fun at work, helping all employees find meaning, removing status symbols, and encouraging experimentation. These steps can help HR better support business goals and empower employees.
IDC believes it is the responsibility of HR to address and deliver key elements of digital transformation, as well as transforming the HR function itself. To aid organizations in this process, IDC has identified five key trends and actions that support digital transformation and the development of HR. This tool enables HR professionals to understand the delivery roadmaps for realizing these key transformation
The document outlines steps for developing a blueprint for human capital management, including conducting diagnostics to understand current performance, benchmarking against top performers, prioritizing initiatives, and creating a visual strategy model to drive commitment. Key aspects are evaluating where the organization stands today, identifying opportunities by comparing costs and processes to benchmarks, and developing an actionable plan to improve HR effectiveness and business performance.
Career management practices and programmers
Many companies today are struggling with how to meet employee expectations regarding career development and advancement opportunities at a time when organizations are delayering and growth in the U.S. has slowed. In order to address this concern, E. L. Goldberg & Associates has collected career
management benchmark information and best practices from 34 organizations, representing a wide variety of industries. A supplemental study collected data from 75 professionals regarding how they define career success. Results indicate a significant shift in defining success in terms of intrinsic satisfiers versus the traditional more objective measures of success.
The benchmarking results reveal a major call to action for employers. Employees’ perceptions of career development and opportunities is frequently one of the lowest rated items on employee surveys, and research shows this is one of the top predictors of employee engagement. Despite this fact most companies subscribe to a philosophy of career self-reliance, essentially abdicating their responsibility for career management, leaving it up to the employee to figure out.
E. L. Goldberg & Associates believes that organizations can be more proactive in career management holding managers more accountable for understanding their employees’ career aspirations and educating employees on their career options. In addition, managers need to devote time to creating challenging opportunities that will contribute to individual career growth and development. This report outlines several best practices that participating companies utilize to facilitate career
management with both high-potential employees and the broader employee population.
These practices can have an impact on changing employees perceptions as two of the more innovative companies in this study reported that they created greater retention and career development satisfaction by providing people with development experiences versus simply a promotion. It is time for organizations to change their career management philosophies and become a more proactive partner in helping employees build their career.
The global marketplace and ever-changing workforce have created the need for organizations to engage human resources practices that recognize their human capital as their major competitive advantage. In fact, the current trends emphasize the growing demand for effective, creative recruitment and retention initiatives. Most human resources executives will cite the need to stay competitive with these initiatives as one of their biggest challenges. One of the basic principles to assist with this challenge is to embrace proactive and strategic career management practices that can provide you with a strong foundation for gaining a competitive edge.
Highlights
• A majority of survey respondents indicated that they define career success as being engaged in c
Personnel planning is a human resources function that involves analyzing an organization's current workforce, determining future personnel needs, and identifying ways to meet those needs. The goals of personnel planning include reducing waste, avoiding shortages, and ensuring the optimal future workforce. Personnel planners gather data on employees, analyze trends that may impact staffing needs, and make recommendations to address issues like high turnover. While personnel planning does not require its own department in small companies, larger organizations may establish a separate department for this function.
This document summarizes 6 chapters from a book on managing family businesses. The chapters discuss building productive teams, implementing standard operating procedures (SOPs), the importance of SOPs for organizational success, benefits of organized businesses, change management in family businesses, and hiring management consultants. Specifically, the document outlines strategies for using job analysis and training to build productive teams, benefits of SOPs like improved performance, quality and compliance, and opportunities for growth. It emphasizes the importance of SOPs for training employees, ensuring quality and structure, and allowing for replication across locations.
Employee assessments can provide organizations with consistent, in-depth, and objective information about employees to help with key personnel decisions. Assessments measure factors like job fit, skills, performance, and development needs. This information helps leaders and managers rely less on intuition and make smarter hiring, development, and workforce planning decisions. Common types of assessments evaluate hard and soft skills, job performance, and job matching. Assessments can be used throughout the employee lifecycle for screening, selecting, onboarding, managing, developing, and succession planning.
The document discusses how ego and popular trends often drive people's behavior more than logic and consciousness, contributing to the creation of systems and organizations with insufficient long-term strength. It also examines how understanding psychological forces, ethics, technical issues, policies, procedures, and change management is important for effectively managing complex industries and organizations. Leaders must ensure technical capabilities align with products, processes, marketing, and customer satisfaction to support the company vision.
The document discusses organizational alignment and how HR can lead the process. It begins by outlining the benefits of an aligned organization and defines alignment as having the right people working on the right things at the right time. It then details the 12 steps to achieve alignment, including defining customer needs, strengths/objectives, culture, processes, structure, support, tools, training, performance, skills, job descriptions, rewards and recruiting. Alignment provides benefits like improved accountability, productivity, relationships and more. An example is given of a company that aligned its IT department, freeing up resources and improving culture and structure.
WhatsApp offers simple, reliable, and private messaging and calling services for free worldwide. With end-to-end encryption, your personal messages and calls are secure, ensuring only you and the recipient can access them. Enjoy voice and video calls to stay connected with loved ones or colleagues. Express yourself using stickers, GIFs, or by sharing moments on Status. WhatsApp Business enables global customer outreach, facilitating sales growth and relationship building through showcasing products and services. Stay connected effortlessly with group chats for planning outings with friends or staying updated on family conversations.
Odoo ERP software
Odoo ERP software, a leading open-source software for Enterprise Resource Planning (ERP) and business management, has recently launched its latest version, Odoo 17 Community Edition. This update introduces a range of new features and enhancements designed to streamline business operations and support growth.
The Odoo Community serves as a cost-free edition within the Odoo suite of ERP systems. Tailored to accommodate the standard needs of business operations, it provides a robust platform suitable for organisations of different sizes and business sectors. Within the Odoo Community Edition, users can access a variety of essential features and services essential for managing day-to-day tasks efficiently.
This blog presents a detailed overview of the features available within the Odoo 17 Community edition, and the differences between Odoo 17 community and enterprise editions, aiming to equip you with the necessary information to make an informed decision about its suitability for your business.
Software Engineering, Software Consulting, Tech Lead, Spring Boot, Spring Cloud, Spring Core, Spring JDBC, Spring Transaction, Spring MVC, OpenShift Cloud Platform, Kafka, REST, SOAP, LLD & HLD.
OpenMetadata Community Meeting - 5th June 2024OpenMetadata
The OpenMetadata Community Meeting was held on June 5th, 2024. In this meeting, we discussed about the data quality capabilities that are integrated with the Incident Manager, providing a complete solution to handle your data observability needs. Watch the end-to-end demo of the data quality features.
* How to run your own data quality framework
* What is the performance impact of running data quality frameworks
* How to run the test cases in your own ETL pipelines
* How the Incident Manager is integrated
* Get notified with alerts when test cases fail
Watch the meeting recording here - https://www.youtube.com/watch?v=UbNOje0kf6E
Introducing Crescat - Event Management Software for Venues, Festivals and Eve...Crescat
Crescat is industry-trusted event management software, built by event professionals for event professionals. Founded in 2017, we have three key products tailored for the live event industry.
Crescat Event for concert promoters and event agencies. Crescat Venue for music venues, conference centers, wedding venues, concert halls and more. And Crescat Festival for festivals, conferences and complex events.
With a wide range of popular features such as event scheduling, shift management, volunteer and crew coordination, artist booking and much more, Crescat is designed for customisation and ease-of-use.
Over 125,000 events have been planned in Crescat and with hundreds of customers of all shapes and sizes, from boutique event agencies through to international concert promoters, Crescat is rigged for success. What's more, we highly value feedback from our users and we are constantly improving our software with updates, new features and improvements.
If you plan events, run a venue or produce festivals and you're looking for ways to make your life easier, then we have a solution for you. Try our software for free or schedule a no-obligation demo with one of our product specialists today at crescat.io
SOCRadar's Aviation Industry Q1 Incident Report is out now!
The aviation industry has always been a prime target for cybercriminals due to its critical infrastructure and high stakes. In the first quarter of 2024, the sector faced an alarming surge in cybersecurity threats, revealing its vulnerabilities and the relentless sophistication of cyber attackers.
SOCRadar’s Aviation Industry, Quarterly Incident Report, provides an in-depth analysis of these threats, detected and examined through our extensive monitoring of hacker forums, Telegram channels, and dark web platforms.
UI5con 2024 - Boost Your Development Experience with UI5 Tooling ExtensionsPeter Muessig
The UI5 tooling is the development and build tooling of UI5. It is built in a modular and extensible way so that it can be easily extended by your needs. This session will showcase various tooling extensions which can boost your development experience by far so that you can really work offline, transpile your code in your project to use even newer versions of EcmaScript (than 2022 which is supported right now by the UI5 tooling), consume any npm package of your choice in your project, using different kind of proxies, and even stitching UI5 projects during development together to mimic your target environment.
What is Augmented Reality Image Trackingpavan998932
Augmented Reality (AR) Image Tracking is a technology that enables AR applications to recognize and track images in the real world, overlaying digital content onto them. This enhances the user's interaction with their environment by providing additional information and interactive elements directly tied to physical images.
Takashi Kobayashi and Hironori Washizaki, "SWEBOK Guide and Future of SE Education," First International Symposium on the Future of Software Engineering (FUSE), June 3-6, 2024, Okinawa, Japan
DDS Security Version 1.2 was adopted in 2024. This revision strengthens support for long runnings systems adding new cryptographic algorithms, certificate revocation, and hardness against DoS attacks.
Neo4j - Product Vision and Knowledge Graphs - GraphSummit ParisNeo4j
Dr. Jesús Barrasa, Head of Solutions Architecture for EMEA, Neo4j
Découvrez les dernières innovations de Neo4j, et notamment les dernières intégrations cloud et les améliorations produits qui font de Neo4j un choix essentiel pour les développeurs qui créent des applications avec des données interconnectées et de l’IA générative.
Microservice Teams - How the cloud changes the way we workSven Peters
A lot of technical challenges and complexity come with building a cloud-native and distributed architecture. The way we develop backend software has fundamentally changed in the last ten years. Managing a microservices architecture demands a lot of us to ensure observability and operational resiliency. But did you also change the way you run your development teams?
Sven will talk about Atlassian’s journey from a monolith to a multi-tenanted architecture and how it affected the way the engineering teams work. You will learn how we shifted to service ownership, moved to more autonomous teams (and its challenges), and established platform and enablement teams.
AI Fusion Buddy Review: Brand New, Groundbreaking Gemini-Powered AI AppGoogle
AI Fusion Buddy Review: Brand New, Groundbreaking Gemini-Powered AI App
👉👉 Click Here To Get More Info 👇👇
https://sumonreview.com/ai-fusion-buddy-review
AI Fusion Buddy Review: Key Features
✅Create Stunning AI App Suite Fully Powered By Google's Latest AI technology, Gemini
✅Use Gemini to Build high-converting Converting Sales Video Scripts, ad copies, Trending Articles, blogs, etc.100% unique!
✅Create Ultra-HD graphics with a single keyword or phrase that commands 10x eyeballs!
✅Fully automated AI articles bulk generation!
✅Auto-post or schedule stunning AI content across all your accounts at once—WordPress, Facebook, LinkedIn, Blogger, and more.
✅With one keyword or URL, generate complete websites, landing pages, and more…
✅Automatically create & sell AI content, graphics, websites, landing pages, & all that gets you paid non-stop 24*7.
✅Pre-built High-Converting 100+ website Templates and 2000+ graphic templates logos, banners, and thumbnail images in Trending Niches.
✅Say goodbye to wasting time logging into multiple Chat GPT & AI Apps once & for all!
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See My Other Reviews Article:
(1) AI Genie Review: https://sumonreview.com/ai-genie-review
(2) SocioWave Review: https://sumonreview.com/sociowave-review
(3) AI Partner & Profit Review: https://sumonreview.com/ai-partner-profit-review
(4) AI Ebook Suite Review: https://sumonreview.com/ai-ebook-suite-review
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Graspan: A Big Data System for Big Code AnalysisAftab Hussain
We built a disk-based parallel graph system, Graspan, that uses a novel edge-pair centric computation model to compute dynamic transitive closures on very large program graphs.
We implement context-sensitive pointer/alias and dataflow analyses on Graspan. An evaluation of these analyses on large codebases such as Linux shows that their Graspan implementations scale to millions of lines of code and are much simpler than their original implementations.
These analyses were used to augment the existing checkers; these augmented checkers found 132 new NULL pointer bugs and 1308 unnecessary NULL tests in Linux 4.4.0-rc5, PostgreSQL 8.3.9, and Apache httpd 2.2.18.
- Accepted in ASPLOS ‘17, Xi’an, China.
- Featured in the tutorial, Systemized Program Analyses: A Big Data Perspective on Static Analysis Scalability, ASPLOS ‘17.
- Invited for presentation at SoCal PLS ‘16.
- Invited for poster presentation at PLDI SRC ‘16.
GraphSummit Paris - The art of the possible with Graph TechnologyNeo4j
Sudhir Hasbe, Chief Product Officer, Neo4j
Join us as we explore breakthrough innovations enabled by interconnected data and AI. Discover firsthand how organizations use relationships in data to uncover contextual insights and solve our most pressing challenges – from optimizing supply chains, detecting fraud, and improving customer experiences to accelerating drug discoveries.
GraphSummit Paris - The art of the possible with Graph Technology
Exenta overview
1. Exenta HRMS
Please note that this document is subject to change, subject to the development of the product. The information contained in this document, in whole or in part, is confidential and proprietary
to the readers and that they will not reproduce or redistribute this document, discuss the information contained herein with others outside the involved parties.
Your Strategic HR partnerYour Strategic HR partner
Application for Human Resources which enables to hire, train, and deploy, assess,
motivate and reward its people more effectively than ever before
2. Exenta HRMS
Please note that this document is subject to change, subject to the development of the product. The information contained in this document, in whole or in part, is confidential and proprietary
to the readers and that they will not reproduce or redistribute this document, discuss the information contained herein with others outside the involved parties.
Why Exenta
Traditional HR
•Paper-based
•Error prone
•Time intensive
•Separate paper data files
of each HR functions
Strategic HR
•Integrated data in central database
•Increase accuracy with consolidated data
and reporting
•HR inputs data manually
•HR/Payroll business process automation
•Employees and managers update their
own data
•HR less engaged in clerical tasks
Paper HRMS
Administrative HR Strategic HR
3. Exenta HRMS
Please note that this document is subject to change, subject to the development of the product. The information contained in this document, in whole or in part, is confidential and proprietary
to the readers and that they will not reproduce or redistribute this document, discuss the information contained herein with others outside the involved parties.
Exenta Introduction
3
Human Resource Management for building a world-class workforce
Started in the year 2009 – launched in the Market in 2013
Flexible Implementations- Both cloud and on-premise deployment models
Global Architecture – to Manage Global Payroll and Global Organizations
Simplified UI- Easy to use
Completely Configurable to your Organizational Needs6
4. Exenta HRMS
Please note that this document is subject to change, subject to the development of the product. The information contained in this document, in whole or in part, is confidential and proprietary
to the readers and that they will not reproduce or redistribute this document, discuss the information contained herein with others outside the involved parties.
HRMetrics
Talent
Acquisition
Learning and Development
Succession Planning
Workforce Planning
Performance Management
Career Development
Rewards
and
Recognition
AnalyticsData UploadsWorkflow Reporting
Global Pay and Benefits
Exenta Introduction
5. Exenta HRMS
Please note that this document is subject to change, subject to the development of the product. The information contained in this document, in whole or in part, is confidential and proprietary
to the readers and that they will not reproduce or redistribute this document, discuss the information contained herein with others outside the involved parties.
Overview of Exenta
5
6. Exenta HRMS
Please note that this document is subject to change, subject to the development of the product. The information contained in this document, in whole or in part, is confidential and proprietary
to the readers and that they will not reproduce or redistribute this document, discuss the information contained herein with others outside the involved parties.
Hierarchy of authority
Integrating Role and
Department
Increasing Organizational
Complexity
Acting as ‘One Company’
ORGANIZATIONAL DESIGN
Organization Information –
Vision, Mission, Goals
Organization Structure–
Company(ies) Structure
Positions –
Functional Structure
Job Profile –
Designations and Roles
Organizational Profile -
Divisional Structure s
Organization Chart –
Hierarchy of authority s
6
7. Exenta HRMS
Please note that this document is subject to change, subject to the development of the product. The information contained in this document, in whole or in part, is confidential and proprietary
to the readers and that they will not reproduce or redistribute this document, discuss the information contained herein with others outside the involved parties.
Candidates with the right
blend of skills
No referral platform
Less Candidate visibility
Time consumption in
transactional processes
TALENT ACQUISITION
Position Management
Workforce Planning
Job Posting ManagementRecruitment Management
Referral Management
Background Verification
7
8. Exenta HRMS
Please note that this document is subject to change, subject to the development of the product. The information contained in this document, in whole or in part, is confidential and proprietary
to the readers and that they will not reproduce or redistribute this document, discuss the information contained herein with others outside the involved parties.
Lack of engaging leadership
and management
Lack of Recognition
Unrealistic expectations
from the job
Clear & Transparent Work
Culture
EMPLOYEE ENGAGEMENT
My Team Management
Social Feeds
News and Announcement,
Surveys and Polls s
Career Transition Management
Organization Information –
Vision, Purpose and
Transparency in Leadership
Rewards and Recognition
8
9. Exenta HRMS
Please note that this document is subject to change, subject to the development of the product. The information contained in this document, in whole or in part, is confidential and proprietary
to the readers and that they will not reproduce or redistribute this document, discuss the information contained herein with others outside the involved parties.
Employee legacy data
Lack of processes
governing data capture
and maintenance.
Employee grievances
WORKFORCE MANAGEMENT
Contract Management
Staff Information Systems
Trainee Management
HR Utility
Probation Management
Helpdesk Management
9
10. Exenta HRMS
Please note that this document is subject to change, subject to the development of the product. The information contained in this document, in whole or in part, is confidential and proprietary
to the readers and that they will not reproduce or redistribute this document, discuss the information contained herein with others outside the involved parties.
Poor Management
Lack of Knowledge
about work tools usage
In-efficient time tracking
methods
Confusing Metrics and
Evaluations
PRODUCTIVITY MANAGEMENT
Training Management
Leave Management
Project Management
Attendance Management
Time-sheet Management
Team/Department
Performance s
10
11. Exenta HRMS
Please note that this document is subject to change, subject to the development of the product. The information contained in this document, in whole or in part, is confidential and proprietary
to the readers and that they will not reproduce or redistribute this document, discuss the information contained herein with others outside the involved parties.
State-defined Compliance
Managing Wages/Pay and
Hours
Paperwork Administration
Results in Substantial Errors
PAYROLL AND COMPLIANCES
Global Payroll
Onboarding ManagementAdvance/Loan Management
Benefits Management
11
Statutory Compliances
Contract Employee
12. Exenta HRMS
Please note that this document is subject to change, subject to the development of the product. The information contained in this document, in whole or in part, is confidential and proprietary
to the readers and that they will not reproduce or redistribute this document, discuss the information contained herein with others outside the involved parties.
Establishing the right metrics
Lack of Alignment
Inconsistent engagement
levels of different managers
Linking compensation to
performance management
PERFORMANCE MANAGEMENT
Normalization and
E-Compensation Management
Competency/Goals/KRA
s Management
Succession Planning
and Development s
Employee Risk
Management s
12
Rewards and Recognition
Management s
Performance Cycle
s Management
13. Exenta HRMS
Please note that this document is subject to change, subject to the development of the product. The information contained in this document, in whole or in part, is confidential and proprietary
to the readers and that they will not reproduce or redistribute this document, discuss the information contained herein with others outside the involved parties.
Transparency in Leadership
Managing disciplinary
process
Managing and tracking
Employee’s records
EMPLOYEE SELF SERVICE
Employee’s Referrals/
Internal Hiring Postings
Employee’s Profile Management
Career Transitions and
Disciplinary Records s
13
Employee’s Job Profile
and Skills Proficiency s
Employee Directory
Organization Information –
Vision, Purpose, Policies and
Leadership Hierarchy
14. Exenta HRMS
Please note that this document is subject to change, subject to the development of the product. The information contained in this document, in whole or in part, is confidential and proprietary
to the readers and that they will not reproduce or redistribute this document, discuss the information contained herein with others outside the involved parties.
Data management
Analytics expertise
Lack of Optimization
Predictive insights
PEOPLE ANALYTICS
Talent Attrition/Retention Analytics
Talent Sourcing/
Acquisition Analytics
Performance and
Development Analytics
Workforce Planning Analytics
Onboarding Engagement
and Culture Fit
Employee wellness,
health, and safety s
14
15. Exenta HRMS
Please note that this document is subject to change, subject to the development of the product. The information contained in this document, in whole or in part, is confidential and proprietary
to the readers and that they will not reproduce or redistribute this document, discuss the information contained herein with others outside the involved parties. 15
How Exenta Simplifies your Workforce?
Exenta prepares, completes and sends forms, reports and notifications automatically, thereby reducing
administrative costs and eliminating the need for additional admin staff in the organization.
Automated reporting and analytics helps you to be more focussed and take the right decisions at the right time.
Eliminate bad hires by using Exenta’s Applicant tracking and Recruitment system and thus save about 30-40% of
your annual salary budget.
The exit process is completely automated and bullet proofed which allows you to reduce wrongful terminations
lawsuits and claims expenses.
Exenta allows you to integrate easily to other software programs which are an add-on for streamlining all other
business requirements.
Exenta provides regular updates of the HRMS software thus reducing all the costs associated with buying new
equipments and resources needed to deploy upgrades.
16. Exenta HRMS
Please note that this document is subject to change, subject to the development of the product. The information contained in this document, in whole or in part, is confidential and proprietary
to the readers and that they will not reproduce or redistribute this document, discuss the information contained herein with others outside the involved parties. 16
Continuation
Easy to configure, use and update Exenta doesn’t need additional technical expertise to run smoothly in your
organization. You would not have to recruit tech savvy HR’s to work on Exenta.
It provides you the facility to create Multi-Organisation (Establishment units) with unlimited geographical units and
Functional Sections.
Increase your process-based savings such as reduced call volumes, lower average call times, and decreased HR
agent head count.
Exenta turns your office into a paper free zone where all the paper works can be documented and retrieved as per
the needs and also reduces the number of ways in which security can be breached.
Automated workflows controls what your employee can see and do within the system.
Automated Performance and Appraisal Management which provides 360 degree feedback and allows the employee
to feel that he has not been misjudged or not given the compensation he deserves. Thus helping retention of the
most potential and well deserved employees which in turn helps you to reduce your expenses on new hires and
their training.
17. Exenta HRMS
Please note that this document is subject to change, subject to the development of the product. The information contained in this document, in whole or in part, is confidential and proprietary
to the readers and that they will not reproduce or redistribute this document, discuss the information contained herein with others outside the involved parties.
Insights into ROI with Exenta
Time saving due to process improvements by 70%.
Enhanced Operational Efficiency and HR Effectiveness.
Decreased paper utilization by 80%.
Employee satisfaction/engagement by 90%.
Profit per Full Time Equivalent HR employee 70%.
17
18. Exenta HRMS
Please note that this document is subject to change, subject to the development of the product. The information contained in this document, in whole or in part, is confidential and proprietary
to the readers and that they will not reproduce or redistribute this document, discuss the information contained herein with others outside the involved parties.
• In current scenario, organizations calls for Human Capital Management to extend
well beyond HR basics in order to enable sophisticated, yet easy-to-use workforce
related business processes.
• Exenta HRMS is a unique platform that integrates and automates the entire
workforce management into a one-stop business information system.
• Exenta truly meets the requirement of your Strategic operations and our teams are
there to handhold you as you prepare to face the challenges of the future. It also
allows you to Hand pick and customize the features you want based on your
organizational requirements to create tailor-made HRMS creating a complete
customizable solution for your Organizational needs.
Conclusion
19. Exenta HRMS
Please note that this document is subject to change, subject to the development of the product. The information contained in this document, in whole or in part, is confidential and proprietary
to the readers and that they will not reproduce or redistribute this document, discuss the information contained herein with others outside the involved parties.
Exenta
www.exentahrms.com
Tel:+91-471-2700388
Mail us : info@exentahrms.com.
Thank you
Editor's Notes
Four-part teardrop graphic in perspective
(Advanced)
To reproduce the effects on this slide, do the following:
On the Home tab, in the Slides group, click Layout, and then click Blank.
On the Home tab, in the Drawing group, click Shapes, and then under Basic Shapes click Teardrop (second row, fourth option from the left). On the slide, drag to draw a teardrop shape.
Select the teardrop shape. Under Drawing Tools, on the Format tab, in the Size group, do the following:
In the Shape Height box, enter 2.45”.
In the Shape Width box, enter 2.45”.
On the Home tab, in the bottom right corner of the Drawing group, click the Format Shape dialog box launcher. In the Format Shape dialog box, click Fill in the left pane. In the Fill pane, select Solid fill, click the button next to Color, and then click White, Background 1, Darker 35% (fifth row, first option from the left).
Also in the Format Shape dialog box, click Line Color in the left pane, and then select No line in the Line Color pane.
Also in the Format Shape dialog box, click 3-D Format in the left pane, and then do the following in the 3-D Format pane:
Under Bevel, click the button next to Top, and then under Bevel click Circle (first row, first option from the left). Next to Top, in the Width box, enter 10 pt, and in the Height box, enter 10 pt. Click the button next to Bottom, and then under Bevel click Circle (first row, first option from the left). Next to Bottom, in the Width box, enter 10 pt, and in the Height box, enter 10 pt.
Under Surface, click the button next to Material, and then under Standard click Warm Matte (second option from the left). Click the button next to Lighting, and then under Neutral click Balance (first row, second option from the left).
Select the teardrop shape. Press and hold CTRL and SHIFT (to duplicate and constrain the duplicate shape to a perpendicular axis), and then drag the teardrop shape to the right on the slide to create a duplicate.
Select the duplicate teardrop shape. On the Home tab, in the Drawing group, click Arrange, point to Rotate, and then click Flip Horizontal.
Press and hold SHIFT and select both teardrop shapes.
Press and hold CTRL and SHIFT (to duplicate and constrain the duplicate shapes to a perpendicular axis), and then drag the teardrop shapes to the right on the slide to create two duplicate teardrop shapes.
Press and hold SHIFT and select the two new teardrop shapes. On the Home tab, in the Drawing group, click Arrange, point to Rotate, and then click Flip Vertical.
On the slide, drag the two new duplicate teardrop shapes directly above the original teardrop shapes.
Select the top left teardrop. Under Drawing Tools, on the Format tab, in the bottom right corner of the Size group, click the Size and Position dialog box launcher. In the Format Shape dialog box, click Position in the left pane, and in the right pane, under Position on slide, do the following:
In the Horizontal box, enter 2.5”.
In the Vertical box, enter 0.83”.
On the Home tab, in the Drawing group, click Shapes, and then under Basic Shapes click Oval (first row, second option). On the slide, drag to draw an oval.
Select the oval. Under Drawing Tools, on the Format tab, in the Size group, do the following:
In the Shape Height box, enter 2.11”.
In the Shape Width box, enter 2.11”.
Select the oval. Under Drawing Tools, on the Format tab, in the bottom right corner of the Size group, click the Size and Position dialog box launcher. In the Format Shape dialog box, click Position in the left pane, and in the right pane, under Position on slide, do the following:
In the Horizontal box, enter 2.67”.
In the Vertical box, enter 1”.
On the Home tab, in the Drawing group, click the arrow next to Shape Fill, and then under Theme Colors click Olive Green, Accent 3, Darker 25% (fifth row, seventh option from the left).
On the Home tab, in the Drawing group, click the arrow next to Shape Outline, and then click No Outline.
On the Home tab, in the Drawing group, click Shape Effects, point to Shadow, and then under Inner click Inside Diagonal Top Right (first row, third option from the left).
Right-click the oval and click Edit Text.
Enter text in the text box, select the text, and then on the Home tab, in the Font group, select Trebuchet MS from the Font list, select 28 from the Font Size list, click the button next to Font Color, and then under Theme Colors click White, Background 1, Darker 5% (second row, first option from the left).
On the Home tab, in the Paragraph group, click Center to center the text in the oval.
Select the top right teardrop shape. Under Drawing Tools, on the Format tab, in the bottom right corner of the Size group, click the Size and Position dialog box launcher. In the Format Shape dialog box, click Position in the left pane, and in the right pane, under Position on slide, do the following:
In the Horizontal box, enter 5.2”.
In the Vertical box, enter 0.83”.
Select the oval on the top left teardrop shape. Press and hold CTRL and SHIFT (to duplicate and constrain the duplicate shape to a perpendicular axis), and then drag the oval onto the top right teardrop shape to create a second oval.
Select the second oval. Under Drawing Tools, on the Format tab, in the bottom right corner of the Size group, click the Size and Position dialog box launcher. In the Format Shape dialog box, click Position in the left pane, and in the right pane, under Position on slide, do the following:
In the Horizontal box, enter 5.33”.
In the Vertical box, enter 1”.
On the Home tab, in the Drawing group, click the arrow next to Shape Fill, and then under Theme Colors click Purple, Accent 4, Darker 25% (fifth row, eighth option from the left).
Click the text in the second oval, and then edit as needed.
Select the bottom left teardrop shape. Under Drawing Tools, on the Format tab, in the bottom right corner of the Size group, click the Size and Position dialog box launcher. In the Format Shape dialog box, click Position in the left pane, and in the right pane, under Position on slide, do the following:
In the Horizontal box, enter 2.5”.
In the Vertical box, enter 3.53”.
Select the oval on the top left teardrop shape. Press and hold CTRL and SHIFT (to duplicate and constrain the duplicate shape to a perpendicular axis), and then drag the oval onto the bottom left teardrop shape to create a third oval.
Select the third oval. Under Drawing Tools, on the Format tab, in the bottom right corner of the Size group, click the Size and Position dialog box launcher. In the Format Shape dialog box, click Position in the left pane, and in the right pane, under Position on slide, do the following:
In the Horizontal box, enter 2.67”.
In the Vertical box, enter 3.7”.
On the Home tab, in the Drawing group, click the arrow next to Shape Fill, and then under Theme Colors click Blue, Accent 1 (first row, fifth option from the left).
Click the text in the third oval, and then edit as needed.
Select the bottom right teardrop shape. Under Drawing Tools, on the Format tab, in the bottom right corner of the Size group, click the Size and Position dialog box launcher. In the Format Shape dialog box, click Position in the left pane, and in the right pane, under Position on slide, do the following:
In the Horizontal box, enter 5.2”.
In the Vertical box, enter 3.53”.
Select the third oval on the bottom left teardrop shape. Press and hold CTRL and SHIFT (to duplicate and constrain the duplicate shape to a perpendicular axis), and then drag the oval onto the bottom right teardrop shape to create a fourth oval.
Select the fourth oval. Under Drawing Tools, on the Format tab, in the bottom right corner of the Size group, click the Size and Position dialog box launcher. In the Format Shape dialog box, click Position in the left pane, and in the right pane, under Position on slide, do the following:
In the Horizontal box, enter 5.33”.
In the Vertical box, enter 3.7”.
On the Home tab, in the Drawing group, click the arrow next to Shape Fill, and then under Theme Colors click Orange, Accent 6, Darker 50% (sixth row, 10th option from the left).
To edit the text in the fourth oval, right-click the oval and click Edit Text.
Press CTRL+A to select all of the shapes on the slide. On the Home tab, in the Drawing group, click Arrange, and then click Group.
On the Home tab, in the bottom right corner of the Drawing group, click the Format Shape dialog box launcher. In the Format Shape dialog box, click 3-D Rotation in the left pane, and then do the following in the 3-D Rotation pane:
Click the button next to Presets, and then under Perspective click Perspective Front (first row, first option from the left).
In the X box, enter 325°.
In the Y box, enter 325°.
In the Z box, enter 40°.
In the Perspective box, enter 40°.
Also in the Format Shape dialog box, click Shadow in the left pane. In the Shadow pane, click the button next to Presets, and then under Outer click Offset Center (second row, second option from the left).
To reproduce the background on this slide, do the following:
Right-click the slide background area, and then click Format Background. In the Format Background dialog box, click Fill in the left pane, select Gradient fill in the Fill pane, and then do the following:
In the Type list, select Linear.
Click the button next to Direction, and then click Linear Diagonal (first row, first option from the left).
In the Angle box, enter 45°.
Under Gradient stops, click Add gradient stop or Remove gradient stop until two stops appear in the slider.
Also under Gradient stops, customize the gradient stops that you added as follows:
Select the first stop in the slider, and then do the following:
In the Position box, enter 0%.
Click the button next to Color, and then under Theme Colors click White, Background 1 (first row, first option from the left).
Select the last stop in the slider, and then do the following:
In the Position box, enter 100%.
Click the button next to Color, and then under Theme Colors click White, Background 1, Darker 35% (fifth row, first option from the left).