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1. HR
Management
Strategy
Yo u r C o m p a n y N a m e

2. AGENDA
2
To maximize the productivity of an organization by
optimizing the effectiveness of its employees
To acquire, develop, and retain talent; align the
workforce with the business
Coordination of an organization's people to achieve
specific business objectives
Fulfill staffing needs, and maintain employee satisfaction
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3. OUTLINE
3
Developing & Implementing Strategic HRM Plans
Diversity & Multiculturalism
Selection
Recruitment
Compensation & Benefits
Role of Human Resources
Employee Assessment
Managing Employee Performance
Training & Development
Successful Employee Communication
Retention & Motivation
Safety & Health at Work
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4. 4
Human Resource Key Roles & Responsibilities
Skills Needed for HRM
Challenges Faced by Our Company
ROLE OF
HUMAN RESOURCES

5. HUMAN RESOURCE KEY ROLES & RESPONSIBILITIES
5
Career planning & career
development of employees
Monitors day to day activities of staff and
provide supportive feedback for improvement
Manage staff recruitment
procedure to find right employee
Attendance monitoring, leave
tracking, clock in / outs
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6. SKILLS NEEDED FOR HRM
6
K ey Skills
Key Competencies
Recruiting
Negotiation
Performance Evaluation
Change Management
Communication
Onboarding
Screening
Scheduling
Conflict Management
Understanding the Key Gaps in the Productivity
Align Workforce to Meet Business Goals
Your text here
Your text here
Your text here
Your text here
Making Judgments about Employees Performance & Behavior
Your text here
Your text here
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7. 7
C ALLENGES FACED
BY OUR COMPANY
Change Management
› Text here
› Text here
Leadership Development
› Text here
› Text here
Measurement of Employee Effectiveness
› Text here
› Text here
Learning & Development
› Text here
› Text here
Success Planning
› Text here
› Text here
Staffing Challenges
› Text here
› Text here
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8. 8
Strategic Human Resource Planning
› Assess Future Organizational Requirements
› Matching Demand & Supply
› Develop Talent Strategies in Each Stage
HRM Plan
DEVELOPING & IMPLEMENTING
STRATEGIC HRM PLANS

9. STRATEGIC HUMAN RESOURCES PLANNING
9
Demand
Forecasting
Supply
Forecasting
Recruitment
Selection
Hiring
Training &
Development
Renumeration &
Benefits
Performance
Management
Employee
Relations
Assess Current
HR Capacity
Forecast HR
Requirements
Develop
Talent Strategies
Review & Evaluate
your HR Plan
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10. ASSESS FUTURE ORGANIZATIONAL REQUIREMENTS
10
10 10 5 9 7 7
7 10 5 8 10 6
9 10 6 9 5 10
6 5 10 7 10 5
7 7 10 8 5 5
Executive Analyst Sr. Analyst Jr. Manager Manager Sr. Manager
Human Recourses
Sales
Quality Assurance
Marketing
Engineering
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11. Applicants (35) Current Employees (93) Training or new hires?
Proficient 23 82 Training
Fluent 31 47 New Hires
2 years of previous experience 17 90 Not needed
Experience in leadership 19 93 Not needed
MATCHING DEMAND AND SUPPLY
11This slide is 100% editable. Adapt it to your needs and capture your audience's attention.

12. DEVELOP TALENT STRATEGIES IN EACH STAGE
12
Recruitment
Post job
to websites
Use social
media
(ex. Linkdin )
Encourage
employee
referrals
Maintain a strong
company culture
Employee
relations
Regular
performance
reviews
Performance
management
Selection
Skill
evaluations
Interviews
Extend
offers
Organize training
for new employees
positions
Training &
development
Employee
renumeration &
benefits
Offer
Competitive
salary
Offer
Competitive
benefits
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Hiring

13. HRM PLAN
13
Determine
Recruiting Strategy
Select
Employees
Develop
Training
Determine
Compensation
Appraise
Performance
Determine Human
Resource Needs
Determine
Recruiting Strategy
Select
Employees
Develop
Training
Determine
Compensation
Appraise
Performance
› Were enough people
hired?
› What are the skills current
employees possess?
› Your text here
› Your text here
› Study of a firm’s past
employment needs over a
period of years to predict
future needs
› Your text here
› Your text here
› Your text here
› Time to review
résumés
› Time to interview
candidates
› Your text here
› Your text here
› Company Culture
› Skills needed for the job
› Your text here
› Your text here
› Determine pay scales
› Determine compensation
such as health care,
bonuses, & other perks
› Your text here
› Your text here
› Employee Appraisal
› Performance Review
› Your text here
› Your text here
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14. 14
Overview
Diversity Plans
DIVERSITY &
MULTICULTURALISM

15. Language Age
Gender National Origin
Female
45%
Male
55%
% of Employees
OVERVIEW
15
Under 25
25-40
41-60
Above 60
45%
25%
30%
20%
% of Employees
English
Speaking
Non-English
Speaking
65%
35%
Indian, 22
Swedish, 11
Chinese, 10
American, 6
Italian, 4Brazilian, 3Mexican, 3
British, 3
Polish, 3
Croatian, 3
Other, 32
This graph/chart is linked to excel, and changes automatically based on data. Just left click on it and select “Edit Data”

16. DIVERSITY PLAN
16
SAMPLE INTERVENTIONS
Recruiting
Communication
Training
Staffing
› Dedicated diversity staff (e.g. recruiting teams)
› Your text here
› Your text here
› Awareness training on the organization’s
diversity
› Your text here
› Your text here
› Newsletters, internal websites on diversity
› Your text here
› Your text here
› Employee referral programs
› Diverse recruiting teams
› Your text here
STRATEGICINITIATIVE
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17. 17
The Recruitment Process
Recruitment Strategies & Planning
Recruitment Sources
Recruitment Process Timeline
Recruitment Budget
RECRUITMENT

18. THE RECRUITMENT PROCESS
18This slide is 100% editable. Adapt it to your needs and capture your audience's attention.
Find Candidates
› Requisition Management
› Career Portal
› Applicant Intake
› Your Text Here
› Your Text Here
Qualify Candidates
› Pre- Screening
› Screening
› Assessments & Testing
› Your Text Here
› Your Text Here
Hire Employees
› Final Interview Management
› Offer Management
› Reference Checks
› Your Text Here
› Your Text Here
On Board Employees
› Background Check & Drug Screens
› Verification
› Your Text Here
› Your Text Here
Source Recruit Hire On- Board

19. RECRUITMENT STRATEGIES & PLANNING
19
PHASE TASK
Trend analysis
Study firms past employment needs over a period of years to predict future needs
Your text here
Your text here
Develop recruiting materials
(1week)
Update/develop job description
Your text here
Your text here
Source candidates
(4 weeks)
Identity advertising locations
Post job in advertising locations
Your text here
Manage and screen candidates
(2 weeks)
Review candidate applications
Select candidates for interview
Your text here
Interview and select candidates (3
weeks)
Interview candidates
Conduct reference check
Your text here
Extend and confirm offer
(2 weeks)
Extend offer letter
Prepare contract
Your text here
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20. 84
63
56
44
42 42
35
33
22
21
7
0
10
20
30
40
50
60
70
80
90
100
Referrals Corporate
Website
Online Job
Boards
Recruit Former
Applicants &
Past Emplyoee
Social
Networking
Print
Media/Trade
Publications
Your Text Here Job Fairs Your Text Here Outside
Recruiters
College
Recruitment
RECRUITMENT SOURCES
20This graph/chart is linked to excel, and changes automatically based on data. Just left click on it and select “Edit Data”

21. RECRUITMENT PROCESS TIMELINE
21
Jul 2 – Aug 12Applications Open
Round 1
Aug 15 - 19
Round 2
Aug 23 - 27
Round 3
Sep 6
Online cognitive
ability testing
Online video
assessment
Assessment
center
Sep 7 - 12 Final Interviews
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22. RECRUITMENT BUDGET
22
Years of Experience
Salary Budget
USD (MM)
No. of Employees to be hired
Total Recruitment Expenses
(USD MM)
Fresher 3 5.5 8
0 – 4 Years 1 2 2
5 – 7 Years 3 11 16
Total Number of Employees to be Hired : 5
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23. 23
Interviewing
Making the Offer
Employee Verification Process
Criteria Development & Resume Review
SELECTION

24. CRITERIA DEVELOPMENT & RESUME REVIEW
24
Criteria’s
Qualification 2 Your text here Your text here
Experience 3 Your text here Your text here
Managerial Skills 3 Your text here Your text here
Planning Ability 2 Your text here Your text here
Criteria 5 2 Your text here Your text here
Criteria 6 1 Your text here Your text here
Criteria 7 1 Your text here Your text here
Candidate A
Candidates scores on the basis of criteria
Candidate B Candidate C
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Review your selected resumes against given criteria to yield great candidates

25. INTERVIEWING
25This slide is 100% editable. Adapt it to your needs and capture your audience's attention.
Select Applicant
Create Interview Details
Confirm Availability of Applications &
Interviewers
Schedule Interview
Complete Interview
Enter Interview Feedback
Update Interview Details
Conduct Interview

26. EMPLOYEE VERIFICATION PROCESS
26
Attributes Verification Score (Out of 10)
Identify
Verify Birth and Address from Certificate, Passport and Other
Documents.
Professional Qualifications Verify Educational Qualifications from School and College Certificates
Technical Capacity Assess Through Interviews, Group Discussion and Tests
Personal Character Your Text Here
Emotional Intelligent Your Text Here
Social & Business Connections Your Text Here
Soft Skills Take Interview and See Presentations by Candidate
Physical Fitness Your Text Here
7
8
6
6
9
10
5
7
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27. MAKING THE OFFER
27
Making the job offer:
JOB OFFER
Quote Structured
Annual Salary
Sensible Employment
Review
Verify Employment
Eligibility
Physical Exam &
Drug Screen
Done by Phone,
Letter or in Person
Make Reasonable Adjustments
for Additional Conditions
Realistic Job
Preview
Discuss Pay
& Perks
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28. 28
Types of Pay Systems
Other Types of Compensation (Perks & Benefits)
Compensation Structure
Developing a Compensation Package
COMPENSATION &
BENEFITS

29. DEVELOPING A COMPENSATION PACKAGE
2929
Build up a Pay Philosophy
› Your text here
› Your text here
Step 01
Determine if Salaries are Competitive
› Your text here
› Your text here
Step 02
Set Different Salary Grades
› Your text here
› Your text here
Step 03
Creating Employee Bonus & Incentive Programs
› Your text here
› Your text here
Step 04
Pay Raises
› Your text here
› Your text here
Step 05

30. TYPES OF PAY SYSTEMS
30This slide is 100% editable. Adapt it to your needs and capture your audience's attention.
Salary Hourly Wage/ Day
Work
Piecework
System
Bonus Plans
Monetary & Non-Monetary
Profit
Sharing Plans
Stock
Options
Commission
Plans
Gain - Sharing Plans
Achieving objectives

31. COMPENSATION STRUCTURE
31
Name This slide is 100% editable. Adapt it to your needs and capture your audience's attention.
Designation This slide is 100% editable. Adapt it to your needs and capture your audience's attention.
Location This slide is 100% editable. Adapt it to your needs and capture your audience's attention.
Date of Joining This slide is 100% editable. Adapt it to your needs and capture your audience's attention.
Salary Break- Up
Cost to Company 1,422,000.000
Component Per Annum Per Month Taxable/Nontaxable
Basic 5,36,000.00 45,000.00 Tax
HRA 5,26,000.00 25,256.00 Tax
Medical 18,000.00 2,650.00 Non Tax
Special Allow 1,28,000.00 15,025.00 Tax
Telephone Reim. 69,000.00 3,258.00 -
Conveyance Reim. 50,000.00 65,580.00 Non Tax
Ex – Gratia 30,000.00 - Paid Annually / Tax
PF Employer 65,000.00 -
Total 1,422,000.000 156,769.00
ESI Deduction 6,252.00 -
PF Employee 68,000.00 - -
Labor Welfare Fund 49.00 6.33 -
Net in - Hand Salary
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32. 32
OTHER TYPES OF
COMPENSATION
(PERKS & BENEFITS)
TEMPLATE 1
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33. OTHER TYPES OF COMPENSATION (PERKS & BENEFITS)
TEMPLATE 2
33
EMPLOYEE
BENEFITS
Health
Insurance
Meal
Breaks
Achievement
Award
Paid
Vacation
Social
Security
Perks &
Bonuses
Pay
Raise
Employees
Allowance
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34. 34
The Costs of Turnover
Retention Plans
Implementing Retention Strategies
RETENTION &
MOTIVATION

35. THE COSTS OF TURNOVER
35
Direct Costs Parameters
Recruitment costs Your text here
Advertising costs for new position Your text here
Orientation & training of new employee Your text here
Severance costs Your text here
Testing costs Your text here
Time to interview new replacements Your text here
Time to recruit & train new hires Your text here
Indirect Costs Parameters
Loss of productivity while new employee is
brought up to speed
Your text here
Cost associated with lack of motivation prior to
leaving
Your text here
Cost associated with loss of trade secrets Your text here
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36. RETENTION PLAN
36
Under
30
Company
culture
Flexible work
arrangements
New training
programs
Recognition from
supervisors
Ages
30-44
Additional bonus or
financial incentives
Additional compensation Your text here Your text here
Ages
45-64
Additional benefits (health
& pension)
Additional bonus or
financial incentives
Your text here Your text here
Over Age
65
Additional bonus or
financial incentives
Additional benefits (health
& pension)
Your text here Your text here
1 2 3 4
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37. IMPLEMENTING RETENTION STRATEGIES
37
Employee Retention
Strategies
Invest in employees'
professional
development
Establish clear-
cut expectations
and policies
Offer a benefits
package that is
truly beneficial
Create a culture
of open
communication
Provide
employees with
meaningful work
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38. 38
Steps taken for Employee training
Training & Development Strategy
TRAINING &
DEVELOPMENT

39. Pre - Arrival Send pre – start paperwork
Give formal introduction to
company policy
Your text here Your text here
First Day Assist employee with tax forms
Introduce employee to team &
workplace
Your text here Your text here
First Week
Help employee register for
specific company benefits
Familiarize employee with
company/ daily procedure
Your text here Your text here
First Three Months
Schedule first follow-up & ensure
that the employee is hitting the
required metrics (if they aren’t,
find out why)
Make sure that they are fitting in
with their team
Your text here Your text here
First Six Months
Conduct a new hire performance
review
Check in with employee on how
they are doing with their role &
team
Your text here Your text here
First Year
Ensure employee is acclimated to
their new role & company culture
Encourage employee to join &
lead committees & cross-
functional teams
Your text here Your text here
TRAINING & DEVELOPMENT STRATEGY
39This slide is 100% editable. Adapt it to your needs and capture your audience's attention.

40. 40
Your Text Here
Your Text Here
SUCCESSFUL
EMPLOYEE
COMMUNICATION

41. COMMUNICATION STRATEGIES
41
Issue/ Message
Measure needs to be
taken to ensure acceptable
working conditions
Your text here
Your text here
Your text here
Your text here
Target Group
Employees
Employees
Employees
Employees
Employees
Aim
Improve company standing
among its employees
Your text here
Your text here
Your text here
Your text here
Means of
Communication
Assembly, Word of
mouth, newsletter
Your text here
Your text here
Your text here
Your text here
Timing/ Frequency
One time, for each
additional measure
Your text here
Your text here
Your text here
Your text here
Point Department
HR Department
Your text here
Your text here
Your text here
Your text here
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42. 42
Employee Performance Tracking
Handling Employee Performance
MANAGING
EMPLOYEE
PERFORMANCE

43. EMPLOYEE PERFORMANCE TRACKING
43This slide is 100% editable. Adapt it to your needs and capture your audience's attention.
Quality Unsatisfactory Satisfactory Good Excellent
Works to full potential - - - -
Quality of work - - - -
Work consistency - - - -
Communication - - - -
Independent work - - - -
Takes initiative - - - -
Group Work - - - -
Productivity - - - -

44. HANDLING EMPLOYEE PERFORMANCE
44
Employee Info
Employee Name Department
Employee ID Reviewer Name
Position Held Reviewer Title
Last Review Date Today’s Date
Performance Assessment
Prof Development Prof Growth Action Plan Logistics Timeline
Discuss any required training,
coursework, workshops, etc.
List employee enrichment as a
result of achieving set goals
Detail the steps required to
achieve the desired goal
List all budget, equipment, &
staffing requirements
Provide predicted start date &
projected date of completion
3 Months Middle Range / Crucial
6 Months Middle Range / Significant
12 Months Long Range / Useful
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45. 45
Appraisal Methods
› 360 Degree Appraisal Method
› Rating Scales Appraisal Method
› Work Standard Appraisal Method
Performance Evaluation
EMPLOYEE
ASSESSMENT

46. PERFORMANCE EVALUATION
46
Excellent Good Fair Poor
Comments
Job Knowledge Text here Text here Text here Text here Text here
Productivity Text here Text here Text here Text here Text here
Work Quality Text here Text here Text here Text here Text here
Technical Skills Text here Text here Text here Text here Text here
Work Consistency Text here Text here Text here Text here Text here
Enthusiasm Text here Text here Text here Text here Text here
Cooperation Text here Text here Text here Text here Text here
Attitude Text here Text here Text here Text here Text here
Initiative Text here Text here Text here Text here Text here
Work Relations Text here Text here Text here Text here Text here
Creativity Text here Text here Text here Text here Text here
Punctuality Text here Text here Text here Text here Text here
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47. 360 DEGREE APPRAISAL METHOD
47
Manager
› Communication
› Customer focus
› Your text here
› Your text here
Clients
› Communication
› Customer focus
› Your text here
› Your text here
Peers
› Communication
› Customer focus
› Your text here
› Your text here
Direct Reports
› Communication
› Customer focus
› Your text here
› Your text here
Employee
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48. RATING SCALES APPRAISAL METHOD
48
Work Dimension/
Performance Level Poor Fairly Poor Fairly Good Good Excellent
Attendance
Behaviour Towards
Subordinates
Sincerity
Dependability
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49. Yes No Comments
This employee works well with the
people on his/her team
› Your Text Here
› Your Text Here
› Your Text Here
› Your Text Here
He/she is well liked & respected by
people on the team
› Your Text Here
› Your Text Here
› Your Text Here
› Your Text Here
The employee has in depth knowledge
of his or her job
› Your Text Here
› Your Text Here
› Your Text Here
› Your Text Here
The employee needs minimum
supervision in performing his or her job
› Your Text Here
› Your Text Here
› Your Text Here
› Your Text Here
Aspects of job the employee
should improve
› Your Text Here
› Your Text Here
› Your Text Here
› Your Text Here
WORK STANDARD APPRAISAL METHOD
49
Please select “YES” or “NO” for
each of the statements
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50. 50
Workplace Safety and Health Laws
Health Hazards at Work
SAFETY & HEALTH
AT WORK

51. 51
WORKPLACE SAFETY AND HEALTH LAWS
Laws to protect health & safety of all workers
Enforce applicable legislation
Conduct workplace inspection & investigation
Distribute information on legislation
Resolve health & safety disputes
Promote training, education & research

52. HEALTH HAZARDS AT WORK
52
Drilling Work
Expose to sand dust
inhalation
Respiratory problem
Toolbox meeting, Daily
workplace inspection
Activity Your text here Your text here Your text here
Activity Your text here Your text here Your text here
Activity Your text here Your text here Your text here
Activity Your text here Your text here Your text here
Work Activity EffectHazard Existing Control
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53. 53
Your Text Here
Your Text Here
HR KPI
DASHBOARD

54. HUMAN RESOURCES KPI DASHBOARD 1/9
54
70
40
80
50
30
60
20
50
0% 20% 40% 60% 80% 100%
Manufacture Dept.
Sales Dept.
Engineering Dept.
Financial Dept.
Female Male
Male / Female Ratio
60
40
50
80
60
50
0
20
40
60
80
100
<$ 4000 $ 4000 - $
5000
$ 5000 - $
6000
$ 6000 - $
7000
$ 7000 - $
8000
>$ 8000
Number of Employees by Monthly Salary
15
40
50
60
70
80
90
0
20
40
60
80
100
2013 2014 2015 2016 2017 2018 2019
Number of Employees by Year
Engineer,
50%
Engineer Professor,
10%
Engineer Assistant,
15%
Senior Engineer,
25%
Engineering Department Staff Composition
This graph/chart is linked to excel, and changes automatically based on data. Just left click on it and select “Edit Data”

55. HUMAN RESOURCES KPI DASHBOARD 2/9
55
ABSENTEEISM
OVERALL LABOR EFFECTIVENESS
Average Absenteeism Rate
20%
T rget < 22% 5 4.7
4.3 4.5 4 3.7
10
9 8.8 8.6
8.1
7.5
2013 2014 2015 2016 2017 2018
Absenteeism Rate Absenteeism in Days
Absenteeism over the Last Years
90 Days
Average Yearly Absenteeism
75%
80%
78% 78%
70%
82%
60%
70%
80%
90%
100%
2013 2014 2015 2016 2017 2018
OLE over the Last Years
80%
75%
70%
68%
66%
0% 10% 20% 30% 40% 50% 60% 70% 80% 90%
HR
Sales
Marketing
IT
Customer Service
OLE by Department
This graph/chart is linked to excel, and changes automatically based on data. Just left click on it and select “Edit Data”

56. HUMAN RESOURCES KPI DASHBOARD 3/9
56
Key Metrics
0 25 50 75 100
0 25 50 75 100
0 25 50 75 100
Employee Turnover
Speed to Hire (Days)
Promotion Rate
Total Employees Employee Churn
Open Positions by Division
25%
35%
55%
35%
95%
0%
20%
40%
60%
80%
100%
Finance Sales Marketing HR Operations
0
2
4
6
8
10
12
14
Jan Fab Mar Apr May Jun Jul Aug Sep Oct Nov Dec
#OfFTEs
2017 FTEs 2018 FTEs
Gains Losses
Jan Feb Mar Apr May Jun Jul Aug Sep Oct Nov Dec Dec
This graph/chart is linked to excel, and changes automatically based on data. Just left click on it and select “Edit Data”

57. Student, 10%
Full Time, 80%
Part Time, 10%
HUMAN RESOURCES KPI DASHBOARD 4/9
57
Male
HEADCOUNT
-0.9%
Vs previous month
139
Female
6,230,000
vs previous month
Total Salary (YTD)
-3,2%
32,225
vs previous month
Average Salary
-1.2%
1.2%
vs previous month
Turnover Rate
0,2%
1,2%
vs previous month
Absenteeism Rate
20.5%
32
vs previous month
Average Age
0.0%
65%
vs previous month
Permanent Rate
0,2%
5
vs previous month
Hired
0.0%
13
vs previous month
Left
0.0%
Employees
60 75 62 70 85
53 65 75 65 75 80 82
80
70 85
50
65
78 62
68 84 54 60 60
0
25
50
75
100
125
150
Jan Feb Mar Apr May Jun Jul Aug Sep Oct Nov Dec
NumberofEmployees
Female
Male
Total Salary
0
25
50
75
100
125
150
Jan Feb Mar Apr May Jun Jul Aug Sep Oct Nov Dec
InDollars
Average Salary
Total Salary
Employment StatusType of Employment Contract
20%
80%
Permanent
Temporary / Contract
0 0
1
0
2
1 1 1
0 0 0 0
-2
-1 -1 -1
-2
-1 -1 -1
-2
-3
-1 -1
Jan Feb Mar Apr May Jun Jul Aug Sep Oct Nov Dec
Employees Hired Employees Left
Hired Vs Left
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58. HUMAN RESOURCES KPI DASHBOARD 5/9
58This graph/chart is linked to excel, and changes automatically based on data. Just left click on it and select “Edit Data”
Satisfaction Survey Results
6
5
8
7
6
0 2 4 6 8 10
Alignment
Company Culture
Leadership
Pay Benefit
Training & Development
Employee Status Employee Gender Split
49Years
Modern Age
58Years
Average Age
$40,000.00
Average Salary
$60,000.00
Median Salary
60
80
55
52
48
0
20
40
60
80
100
20's 30's 40's 50's 60's
Employee Age Breakdown Employee
6%
Turnover Rate
2%
Absenteeism Rate
66%
Female
34%
Male
Part Time
Full Time
15%
85%

59. HUMAN RESOURCES KPI DASHBOARD 6/9
59
1200
Cost Per Hire
10
Open Positions
90
Days In Market
# of Apps % of Apps
Technical 8
Salary 3
Other 5
Culture 4
Experience 3 4
4
6
7
9
Feb-19
Mar-19
Apr-19
May-19
Jun-19
# Hired % of Hired
Conversion
Rate
Website 7
Indeed 6
LinkedIn 5
Agency 3 55%
50%
65%
5%
85%
40%
15%
75%
Decline ReasonsApplication Sources
6
Application
7
Phone Screen
8
MGR Interview
1
Onsite Interview
0
Offer
Active Pipeline
20 Pending Apps
13
Hired
5
Apps Per Hire
25 Days To Hire
Hire
Offer
Phone Screen
Application
MGR Interview
Onsite Interview
Recruitment Funnel
Feb'18
Mar'18
Apr'18
May'18
Jun'18
Jul'18
Days to Hire Hired
Monthly Metrics
(Past 12 months)
Application, 15
Phone
Screen, 15
MGR
Interview, 20
Onside
Interview, 15
Offer, 15
Hire, 20
Pipeline Efficiency of Hiring
(Days taken for each stage in Recruitment Process)
100
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60. HUMAN RESOURCES KPI DASHBOARD 7/9
60
0
5
10
15
20
25
Accounting Administration Customer Finance Human
Resources
Finance Customer Administration Accounting
Basic Bonus Commission Overtime
0
50
100
150
200
250
Less than $12000 $12000 - $35000 $35000 - $75000 Greater than $75000
NumberofEmployees
0
20
40
60
80
100
2012 2013 2014 2015 2016 2017
NumberofEmployees
Staff Strength Employees Count by CTC
Compensation Distribution by Department Staff Strength by Department
15%
10%
10%
10%
10%
15%
10%
5%
15%
Marketing
R&D
IT
Human Resources
Finance Customer Support
Administration
Sales
Accounting
Apr 2015
May 2016
Jun 2017
Jul 2018
Aug 2019
July 2018
Year Absence by reasons (days)
0%
50%
100%
20%
0%
50%
100%
60%
0%
50%
100%
45%
0%
50%
100%
35%
Holiday VacationSickInjury
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61. HUMAN RESOURCES KPI DASHBOARD 8/9
61
0
40
80
Jan Feb Mar Apr May Jun Jul Aug Sep Oct Nov Dec
Time To Recruit by Month
0
100
200
300
Jan Feb Mar Apr May Jun Jul Aug Sep Oct Nov Dec
Recruitment Costs by Month
Absence by Reasons (Days)
SICK
0 100
25 75
50
35
SUSPENDED
0 100
25 75
50
82
HOLIDAY
0 100
25 75
50
69
INJURED
0 100
25 75
50
18
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62. HUMAN RESOURCES KPI DASHBOARD 9/9
62
70%
0
20
40
60
80
100
Q2 2017 Q3 2017 Q4 2017 Q1 2018 Q2 2018 Q3 2018 Q4 2018
Employee Retention
55%
Overall Labor Effectiveness
0
30
60
90
120
150
Q2 2017 Q3 2017 Q4 2017 Q1 2018 Q2 2018 Q3 2018 Q4 2018
30%
Absenteeism
0
30
60
90
120
150
Q2 2017 Q3 2017 Q4 2017 Q1 2018 Q2 2018 Q3 2018 Q4 2018
7:1%
Internal vs External Employees
0
30
60
90
120
150
Q2 2017 Q3 2017 Q4 2017 Q1 2018 Q2 2018 Q3 2018 Q4 2018
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63. HUMAN RESOURCES KPI DASHBOARD WITH EMPLOYEE COUNT
63
Overtime Cost (Last 30 Days) Vacation Days Available
Dev.
Employee
Overtime
Hours
Monthly
Cost
Vacation
Days Used
Vacation
Days Available
Alex 12 hrs $600 0 15
Michelle 7 hrs $350
Olivia 10 hrs $500
Tom 16 hrs $800
Zach 11 hrs $550 4 11
Clay 8 hrs $400 1 14
Hannah 15 hrs $750 7 8
Jessica 9 hrs $450 3 12
$4400
Department Finance
Employee Count Offer Acceptance Rate
0 20 40 60 80 100
Very Unsatisfied
Unsatisfied
Neutral
Satisfied
Very Satisfied
350
Full time
Employees
Part time Employees
75
Hiring Process Satisfaction Rate
Gender Diversity Ratio Average Time to New Hire
Target : 65%
Male to Female Ratio
55 : 45
Days : 20
30 Days
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64. Human Resource Management Strategy Icon slides
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65. Human Resource Management Strategy Icon slides
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66. COLUMN CHART
66
1
1.5
2
2.5
3
3.5
4
5
6
0
2
4
6
8
10
2011 2012 2013 2014 2015 2016 2017 2018 2019
ExpenditureIn($Billions)
Years
Product 01
Product 02
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67. LINE CHART
67
Year 2019
10
15
35
45
80
40 40
10
65
42
75
15
20
5
40
60
10
80
20
32
28
48
92
20
0
10
20
30
40
50
60
70
80
90
100
JAN FEB MAR APR MAY JUN JULY AUG SEP OCT NOV DEC
Profit(InThousands)
80%
Product 01
92%Product 02
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68. 68
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69. OUR MISSION
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70. OUR TEAM
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71. ABOUT US
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Target Audiences
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72. IDEA GENERATE
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73. OUR GOALS
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74. FINANCIAL
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Minimum
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75. VENN
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76. PUZZLE
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77. THANK YOU
77
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