This presentation provides an overview of key HR policies including processes, procedures, recruitment and selection, performance management, compensation and benefits, training and development, and grievance redressal. It discusses the purpose and importance of establishing clear policies in these areas to communicate expectations to employees, ensure regulatory compliance, and create a productive work environment. The presentation also provides guidance on developing comprehensive policies that outline roles and responsibilities, criteria for evaluation, and procedures for implementation.
PowerPoint presentation on Variable Pay Viren Patwa
Hello friends my self viren an i gonna share u PowerPoint presentation on Variable Pay with important details highlighted
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PowerPoint presentation on Variable Pay Viren Patwa
Hello friends my self viren an i gonna share u PowerPoint presentation on Variable Pay with important details highlighted
If u like my presentation pls like an share have a good thank you
It is a presentation on The HR Practices of Best places to work. It is presented by Sravani Lakshmi, Shanky Jaiswal, Karan Khanna, Kuldeep Indeevar, Manish Kumar Verma and Madhusudan Partani of FMG 18A, FORE School of Management
Human Resource Metrics PowerPoint Presentation Slides SlideTeam
Help your company get empowered with the best human capital with the help of your analysis presented through these impactful Human Resource Metrics PowerPoint presentation slides. The slides cover all the Key Performance Indicators (KPIs) of a HR Metrics report like employee turnover, training, return on human capital, absenteeism, ratio of HR professionals to employees, ratio of business partners per employee, billable hours, costs of labor, returns and expenses per employee. The best KPIs should be able to reflect the human capital performance, such as financial outcomes, performance drivers, etc. The best way to design a good KPI is to communicate with the company business managers who know the jobs the best in their own divisions. You can compare the efficiency and effectiveness of the team through a dedicated slide provided. Quantifying the cost and the impact of talent management programs and HR processes, and measuring the success of HR initiatives can be done conveniently through the various slides provided. Your research based on theories such as Maslow’s hierarchy of needs can be displayed well in the pyramid diagram provided for it. Additional templates for details like agenda, mission, team, goal, finance, timeline, location, lego and magnifying glass have been provided. These slides can be used according to your presentation’s requirement. Set them up with our Human Resource Metrics PowerPoint Presentation Slides. Your team will take over from there.
10 HR Policies & Procedures You Need to Review NowDealerStrong
Harlene Doane, the COO of DealerStrong, goes through the 10 most important policies/procedures the HR department should have in place. She explains how to minimize risk and reduce HR headaches.
It is a presentation on The HR Practices of Best places to work. It is presented by Sravani Lakshmi, Shanky Jaiswal, Karan Khanna, Kuldeep Indeevar, Manish Kumar Verma and Madhusudan Partani of FMG 18A, FORE School of Management
Human Resource Metrics PowerPoint Presentation Slides SlideTeam
Help your company get empowered with the best human capital with the help of your analysis presented through these impactful Human Resource Metrics PowerPoint presentation slides. The slides cover all the Key Performance Indicators (KPIs) of a HR Metrics report like employee turnover, training, return on human capital, absenteeism, ratio of HR professionals to employees, ratio of business partners per employee, billable hours, costs of labor, returns and expenses per employee. The best KPIs should be able to reflect the human capital performance, such as financial outcomes, performance drivers, etc. The best way to design a good KPI is to communicate with the company business managers who know the jobs the best in their own divisions. You can compare the efficiency and effectiveness of the team through a dedicated slide provided. Quantifying the cost and the impact of talent management programs and HR processes, and measuring the success of HR initiatives can be done conveniently through the various slides provided. Your research based on theories such as Maslow’s hierarchy of needs can be displayed well in the pyramid diagram provided for it. Additional templates for details like agenda, mission, team, goal, finance, timeline, location, lego and magnifying glass have been provided. These slides can be used according to your presentation’s requirement. Set them up with our Human Resource Metrics PowerPoint Presentation Slides. Your team will take over from there.
10 HR Policies & Procedures You Need to Review NowDealerStrong
Harlene Doane, the COO of DealerStrong, goes through the 10 most important policies/procedures the HR department should have in place. She explains how to minimize risk and reduce HR headaches.
Hr Policy / Employee Catalogue - A template for your companyManeesh Garg
I have designed this HR policy in a way that it can be used as a template or model for designing employee rule book for any company. Data is taken from various sources. The company name used in this policy document is a dummy name and has no relation directly or indirectly with any company or individual.
To get a copy of this HR Policy, share your views about the document with your email id in Comments section... I keep on updating my presentations and documents. To ensure that you don't miss any update or new uploads don't forget to press the "FOLLOW" and "LIKE" button. You can also mail me at manigarg21@gmail.com
{ To Study the structure and function of HR policy in HCL/ICC,
{ To compare the HR policy of HCL/ICC with other companies of similar profile
{ To find out the key techniques that makes The HR Policy effective and valuable in HCL/ICC and in other organizations.
Social / Digital Media - A Presentation on New TrendsManeesh Garg
To get a copy of this presentation, share your views about the presentation with your email id in Comments section... I keep on updating my presentations and documents. To ensure that you don't miss any update or new upload don't forget to press the "FOLLOW" and "LIKE" button
30 Minute Guide to HR: A Quick Guide to Success in HR for the Busy and ConfusedSikich LLP
Download your own copy of this free 32-page guide here: www.sikich.com/hr-guide and start building your HR to-do list by evaluating your HR functions, including: compliance, compensation, employee relations, recruiting, training and development, job descriptions, various laws and more.
How To Write An HR Policy That Supports Your Organization’s Culture, Adrienne...The HR Observer
A well-crafted HR policy is a key connector in aligning fit between employees and the organization. HR policies serve as communication tools that help shape employee performance, expectations and behavior. It is critical that your HR policies are keeping these aspects in alignment with your business strategy in order to achieve your business goals. In this practical seminar you will learn and discuss examples of how to write your HR policies so that they will create and enable the type of organizational culture needed to support your organization’s strategic goals.
This presentation was used at HR Summit and Expo 2013 www.hrsummitexpo.com
GlaxoSmithKline GSK - Brand Activation Calender and marketing ideasManeesh Garg
Brand activation calender and marketing ideas for GlaxoSmithKline (GSK)
To get a copy of this presentation, share your views about the presentation with your email id in Comments section... I keep on updating my presentations and documents. To ensure that you don't miss any update or new upload don't forget to press the "FOLLOW" and "LIKE" button
“..the starting point for enterprises wishing to manage their human capital successfully and seeking a labour competitive advantage is activities of the HR department.”
A Strategic Approach: GenAI in EducationPeter Windle
Artificial Intelligence (AI) technologies such as Generative AI, Image Generators and Large Language Models have had a dramatic impact on teaching, learning and assessment over the past 18 months. The most immediate threat AI posed was to Academic Integrity with Higher Education Institutes (HEIs) focusing their efforts on combating the use of GenAI in assessment. Guidelines were developed for staff and students, policies put in place too. Innovative educators have forged paths in the use of Generative AI for teaching, learning and assessments leading to pockets of transformation springing up across HEIs, often with little or no top-down guidance, support or direction.
This Gasta posits a strategic approach to integrating AI into HEIs to prepare staff, students and the curriculum for an evolving world and workplace. We will highlight the advantages of working with these technologies beyond the realm of teaching, learning and assessment by considering prompt engineering skills, industry impact, curriculum changes, and the need for staff upskilling. In contrast, not engaging strategically with Generative AI poses risks, including falling behind peers, missed opportunities and failing to ensure our graduates remain employable. The rapid evolution of AI technologies necessitates a proactive and strategic approach if we are to remain relevant.
Introduction to AI for Nonprofits with Tapp NetworkTechSoup
Dive into the world of AI! Experts Jon Hill and Tareq Monaur will guide you through AI's role in enhancing nonprofit websites and basic marketing strategies, making it easy to understand and apply.
Macroeconomics- Movie Location
This will be used as part of your Personal Professional Portfolio once graded.
Objective:
Prepare a presentation or a paper using research, basic comparative analysis, data organization and application of economic information. You will make an informed assessment of an economic climate outside of the United States to accomplish an entertainment industry objective.
Synthetic Fiber Construction in lab .pptxPavel ( NSTU)
Synthetic fiber production is a fascinating and complex field that blends chemistry, engineering, and environmental science. By understanding these aspects, students can gain a comprehensive view of synthetic fiber production, its impact on society and the environment, and the potential for future innovations. Synthetic fibers play a crucial role in modern society, impacting various aspects of daily life, industry, and the environment. ynthetic fibers are integral to modern life, offering a range of benefits from cost-effectiveness and versatility to innovative applications and performance characteristics. While they pose environmental challenges, ongoing research and development aim to create more sustainable and eco-friendly alternatives. Understanding the importance of synthetic fibers helps in appreciating their role in the economy, industry, and daily life, while also emphasizing the need for sustainable practices and innovation.
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Artificial Intelligence (AI) technologies such as Generative AI, Image Generators and Large Language Models have had a dramatic impact on teaching, learning and assessment over the past 18 months. The most immediate threat AI posed was to Academic Integrity with Higher Education Institutes (HEIs) focusing their efforts on combating the use of GenAI in assessment. Guidelines were developed for staff and students, policies put in place too. Innovative educators have forged paths in the use of Generative AI for teaching, learning and assessments leading to pockets of transformation springing up across HEIs, often with little or no top-down guidance, support or direction.
This Gasta posits a strategic approach to integrating AI into HEIs to prepare staff, students and the curriculum for an evolving world and workplace. We will highlight the advantages of working with these technologies beyond the realm of teaching, learning and assessment by considering prompt engineering skills, industry impact, curriculum changes, and the need for staff upskilling. In contrast, not engaging strategically with Generative AI poses risks, including falling behind peers, missed opportunities and failing to ensure our graduates remain employable. The rapid evolution of AI technologies necessitates a proactive and strategic approach if we are to remain relevant.
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The Roman Empire, a vast and enduring power, stands as one of history's most remarkable civilizations, leaving an indelible imprint on the world. It emerged from the Roman Republic, transitioning into an imperial powerhouse under the leadership of Augustus Caesar in 27 BCE. This transformation marked the beginning of an era defined by unprecedented territorial expansion, architectural marvels, and profound cultural influence.
The empire's roots lie in the city of Rome, founded, according to legend, by Romulus in 753 BCE. Over centuries, Rome evolved from a small settlement to a formidable republic, characterized by a complex political system with elected officials and checks on power. However, internal strife, class conflicts, and military ambitions paved the way for the end of the Republic. Julius Caesar’s dictatorship and subsequent assassination in 44 BCE created a power vacuum, leading to a civil war. Octavian, later Augustus, emerged victorious, heralding the Roman Empire’s birth.
Under Augustus, the empire experienced the Pax Romana, a 200-year period of relative peace and stability. Augustus reformed the military, established efficient administrative systems, and initiated grand construction projects. The empire's borders expanded, encompassing territories from Britain to Egypt and from Spain to the Euphrates. Roman legions, renowned for their discipline and engineering prowess, secured and maintained these vast territories, building roads, fortifications, and cities that facilitated control and integration.
The Roman Empire’s society was hierarchical, with a rigid class system. At the top were the patricians, wealthy elites who held significant political power. Below them were the plebeians, free citizens with limited political influence, and the vast numbers of slaves who formed the backbone of the economy. The family unit was central, governed by the paterfamilias, the male head who held absolute authority.
Culturally, the Romans were eclectic, absorbing and adapting elements from the civilizations they encountered, particularly the Greeks. Roman art, literature, and philosophy reflected this synthesis, creating a rich cultural tapestry. Latin, the Roman language, became the lingua franca of the Western world, influencing numerous modern languages.
Roman architecture and engineering achievements were monumental. They perfected the arch, vault, and dome, constructing enduring structures like the Colosseum, Pantheon, and aqueducts. These engineering marvels not only showcased Roman ingenuity but also served practical purposes, from public entertainment to water supply.
4. Policies, Processes and Procedures
• The policy is the list
of rules or the
framework for the
task. In the case of
driving, the policy is
the rules and
regulations for driving.
**A Policy regulates and
controls actions
4
5. The process is the
outline of how to get to
the destination. Imagine
the map showing the
driver where they are
starting and where they
are ending
** Procedure tells users
how to, and who will,
implement the policy
5
6. • The procedure is the
list of exact instructions for
every turn the driver needs
to take to arrive at the
destination.
• ** Procedure is an act or a
manner of proceeding in
any action or process
6
7. Human Resource Policies
Human resource policies are the formal rules and
guidelines that businesses put in place to hire, train,
assess, and reward the members of their workforce..
Human resource management is responsible for the creation,
implementation and interpretation of personnel policy. A policy
that should be clear & open to all employees .
7
9. Purpose
HR policies allow an organization to be clear with
employees on:
– The nature of the organization
– What they should expect from the company
– What the company expects of them
– How policies and procedures work at your company
– What is acceptable and unacceptable behavior
– The consequences of unacceptable behavior
9
10. Things to Consider
• Each policy should include all the elements needed
for easy revision and effective implementation:
– Carefully researched policy language,
– Thorough analysis of underlying management
issues, and
– Comprehensive legal documentation with clear
explanations.
10
11. Things To Consider
Identify the important policy issues for the
organization.
– current laws
– funder requirements
– any collective agreements that affect your
organization
– issues that address important concerns and
support what your organization represents
11
12. Things to analyze
– How have we handled this issue in the past?
– Does the size of our workforce justify having a policy
about this issue?
– Are we willing to invest the time it takes to keep the policy
up to date?
– What do we hope to accomplish with this policy? What
are the outcomes?
– Will this policy foster something our organization believes
in ?
12
13. Drafting the policy
– Policy name
– Effective date of the policy and date of any revisions
– Approval status
– References
– Purpose of the policy
– Main policy statement
– Definitions of any key concepts or terms used in the policy
– Eligibility or scope
– Positions in the organization responsible for implementing and
monitoring the policy
– Procedures for carrying out the policy
13
14. Key Functions of HR Department
• Workforce Management
• Recruitment and Selection
• Training and Development
• Compensation and Benefits
• Performance Management
• Labor Relations
• Personnel Administration
14
16. Workforce Management
Encompasses all the activities needed to maintain a
productive workforce:
•Payroll & benefits
•HR administration
•Time & attendance
•Career & succession planning
•Talent management
•Learning management
•Performance management
•Forecasting and scheduling
•Workforce tracking and emergency assist
16
17. Time and attendance
• Should include Work timings ,lunch time, travel time,
waiting/idle times overtime ,relevant legislation, local
agreements and the contracts of individual employees –
including work-life balance guidelines.
• Different types of leaves of absence should be included :
– Medical Leave of Absence
– Parental Leave of Absence
– Family Care Leave of Absence
– Personal Leave of Absence etc
17
18. Succession Planning
18
Objectives
– To identify replacement needs
– To provide opportunities for high potential workers
– To increase pool of promotable employees
– To support implementation of business plan
– To guide individuals in their career paths
– To encourage the advancement of diverse groups
– To improve ability to respond to changing environmental
demands
– To improve employee morale
– To cope with the effects of downsizing, attrition,
retirements
19. Succession Planning
19
• Assess the potential vacancies in leadership and
other key positions
• Assess the readiness of current staff to assume the
positions
• Develop strategies to address these needs based on
the skill gaps
27. Training and Development
• The field concerned with organizational
activity aimed at bettering the performance of
individuals and groups in organizational
settings.
• The objective is to make sure the availability
of a skilled and willing workforce to
an organization
27
28. Training and Development policy
structure
• introduction/definitions/scope (purpose and reach of policy)
• cultural/philosophical (values, vision, ethos, guiding principles, etc)
• legal (health and safety, discrimination, etc)
• people (where people stand in organizational priorities, input, care, etc)
• methods (career development, succession)
• systems/tools (training manuals, knowledge and information
management
• process/operations (how T&D relates to operations)
• financial (planning, budgets, prioritization, etc)
• responsibility/authority (how T&D is managed, enabling voluntary and
extra T&D)
• social responsibility (CSR, ethics, environment, sustainability, diversity)
• review and measurement (accreditation, qualifications, independent
audit, etc)
28
30. Compensation and Benefits
• Employee benefits in kind are various non-wage compensations provided
to employees in addition to their normal wages or salaries.
• Some of these benefits are:
– HRA
– LTA
– Medical Reimbursement
– Insurance (health, dental, life etc.)
– Conveyance
– Retirement Benefits
– Profit sharing etc.
• The Compensation policy should state the proportion of fixed and
variable components.
• The policy should be formulated considering the tax implications.
30
32. Performance Management
• A formal system for evaluating employee
performance can help the employer identify and
correct performance problems, plan employee
career development, assess readiness for transfer or
promotion, determine compensation, and improve
productivity by communicating goals and
expectations to employees.
32
33. Policy Structure
· Performance Appraisal
· Frequency of Appraisals
· Informal Discussion
· Significant Events
· Supervisor Training
· Factors to be Appraised
· Supervisors’ Recommendation and Documentation
· Action Plan
· Performance Goals
· Employee’s Opportunity to Comment
· Final Review
· Timing of Evaluations
· Accurate and Fair Evaluations
· Negligent Evaluation and Performance Review Defamation
33
35. Grievance Redressal
• Objective
– To create a work environment, which would be
free of hostility and try breed in a work culture
which propagates a free and open thought
process, encouraging growth and harmony free
from encumbrance of force.
35
37. OBJECTIVE:
• The objective of Code of Conduct is to create a
safe equal and ambiguity less work
environment.
• It is just as essential that employees act in a
professional manner and extend the highest
courtesy to co – workers, visitors, customers,
vendors and clients.
37
38. Advantages of Good HR Policies
• Curbing litigation
• Communication with employees
• Communication with managers and
supervisors
• Time Savings
38