Human Resource Optimization At Workplace PowerPoint Presentation Slides

Human
Resource
Optimization
at Workplace
Your Company Name

Table of Contents
2
Current Scenario
□ Present Workforce Distribution
□ Current Workforce Capacity Evaluation
□ Skills Level Analysis by Department
□ Team Analysis
□ Overall Team Utilization
□ Employee Efficiency Analysis
□ Employee Utilization Rate
Future Scenario
□ Talent Requirement in Future
□ Department Wise Resource Allocation in Future
Action Plan - Training
□ Need of Training
□ Types of Training
□ Internal Training of Employees
□ 30 60 90 Plan for Internal Training
□ External Training Schedule with Cost
□ Training and Development Process Roadmap
Overall Impact Analysis
Overview
□ Status of Current Projects Assigned
□ Need of Resource Optimization
□ Concerns at Business Level
□ Competitive Analysis
□ Underutilization Concerns

3
Overview
□ Status of Current Projects Assigned
□ Need of Resource Optimization
□ Concerns at Business Level
□ Competitive Analysis
□ Underutilization Concerns
01
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Status of Current Projects Assigned
4
The purpose of the slide is to get information regarding the status of the current projects assigned and whether they are on time or delayed with their
key concerns.
This slide provides
glimpse about the why
resource optimization is
need of the hour. User can
made alterations in this
slide according to their
requirement
0
Project
Description Deadline Status Issue
ABC
Manufacturing 2 million
goods
15/3/19
Delivered 3 months after
deadline
Employee productivity is low
XYZ
Manufacturing 4 million
goods
16/4/19
Delivered 5 months after
deadline
Underutilized resource
DEF Add text here Add text here Add text here Add text here
Add text here Add text here Add text here Add text here Add text here
Projects Currently Undertaken by Firm

Need of Resource Optimization
The purpose of the slide is to give information about the current key concerns that have been raised inside the organization due to the fact that resources
are not optimally utilized.
Project undertaken by the organization are not delivered on the deadline
assigned which put bad impact on the company’s reputation
The firm has been facing critical issues in terms of high incurring costs and
less profit margin
Being a manufacturing firm, the employees are one of the most important
resource of the organization
But in recent times after in depth analysis of the situation, the management
has realized that the employees are under utilized
Due to global economic ambiguity, that has emerged a wave of unparalleled
challenges for world economy
The organization is no more in a position to underutilize their capabilities
01
02
03
04
05
06
This slide provides
glimpse about the current
concerns prevailing in the
organizations. User can
requirement
5

Concerns at Business Level
6
Here the concerns are presented that are too crucial, as they affecting the working at business level.
DESPITE OF SLIGHT INCREASED IN REVENUES, THE
OVERALL COST PER PRODUCT HAS INCREASED
WHICH LEAD MINIMAL RISE IN PROFIT MARGIN
Longer project duration
than expected date
High count of
workforce strength
Delay in assigned
service delivery
Several Factors for High Cost Incurred to the Company are
These factors not only increased cost but also weaken company’s image in long run which is one the major concern of the company
This slide provide
information regarding the
key concerns of the top
management. User can
requirement

Competitive Analysis
7
The company will perform a competitive analysis to examine the current scenario of the firm in context to its competitors in the market by comparing profit
margin, utilization rate of resources.
Attributes
Industry
Benchmark
Own Firm Competitor 1 Competitor 2 Competitor 3 Competitor 4
Profit Margin 10% 6% 15% 8% 11% 13%
Average yearly
Production
100,000,000 85,000,000 155,000,000 90,000,000 125,000,000 142,000,000
Cost incurred 650,000,000 700,000,000 875,000,000 525,000,000 595,000,000 825,000,000
Resource Utilization 93% 60% 95% 88% 97% 96%
This slide provide glimpse
about the firms
performance analysis in
context to its major
competitors in the industry.
User can made alterations
in this slide according to
their requirement

Underutilization Concerns
8
The key issues that raised by underutilization of resources have been mentioned.
After competitive analysis, it has been
concluded that resources are under utilized
□ Too many resources available than actual requirement
Poor Resource Planning and Allocation
Too Much Time Spent on Non-billable Tasks
This slide provide glimpse
about the concerns at
organization due to
underutilization of
resources. User can made
alterations in this slide
according to their
requirement

9
02
Current Scenario
□ Present Workforce Distribution
□ Current Workforce Capacity Evaluation
□ Skills Level Analysis by Department
□ Team Analysis
□ Overall Team Utilization
□ Employee Efficiency Analysis
□ Employee Utilization Rate

Present Workforce Distribution
10
The current employee workforce distribution has been displayed and segmented on the basis of age, experience.
Departmental Workforce
Strength
961
Marketing &
Operations
446
Sales
63
Staff &
Administration
1200
Production
28
358
619
322
143
EmployeeCount
Age Group Categorization (Yrs)
215
1009
180
50 16
EmployeeCount
Employee Aging (Yrs)
3619
1983
2253
4060
425
388
1712
1843
2444
1300
1493
2574
277
242
875
1097
Sales Executive
Officer
Marketing Rep
Manager
General Staff
General Manager
Director
Chief Manager
JobRole
Experience Segmentation
This slide provides the
current workforce
distribution on the basis of
several parameters. User
can made alterations in
this slide according to their
requirement
This graph/chart is linked to excel, and changes automatically based on data. Just left click on it and select “Edit Data”.

Current Workforce Capacity Evaluation
11
The current employee workforce analysis on the basis of capacity that aptly they are occupied for specific task in the organization.
Resource Type Capacity
4–Jan
11-Jan
18-Jan
25–Jan
1–Feb
8–Feb
15–Feb
22–Feb
1–Mar
8–Mar
15–Mar
22–Mar
29–Mar
5–Apr
12–Apr
19–Apr
26–Apr
01 Project Manager 235 0 0 0 0 0 0 0 0 0 0 0 0 0 0 5 5 5
02 Analyst 405 20 20 20 20 10 0 0 0 0 0 0 0 0 0 0 0 0
03 Developer 520 0 0 0 0 15 30 30 30 30 20 20 20 5 5 5 5 5
04 Tester 345 0 0 0 0 0 0 0 0 0 0 10 10 25 25 20 10 10
05 DBA 260 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0
06 Content Writer 230 0 0 0 0 5 5 5 5 5 5 0 0 0 0 0 0 0
07 Quality Manager 195 0 0 0 0 0 0 0 0 0 5 10 10 10 10 10 5 5
08 Team Leader 260 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0
09 Manager 202 2 2 2 2 2 2 2 2 2 2 2 2 2 2 2 2 2
10 Add text here 260 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0
This slide gives the
glimpse about the actual
capacity of the resources.
their requirement

Skills Level Analysis by Department
12
The current employee workforce distribution on the basis of the skills parameter has been displayed. This skill level analysis can also been considered as
current skills inventory of the organization.
Leadership
(1-10)
Communicating
(1-10)
Teamwork
(1-10)
Software
Literacy
(1-10)
Add text here
(1-10)
Add text here
(1-10)
Marketing 10 10 5 9 7 7
Sales 7 10 5 8 10 6
Engineering 9 10 5 8 5 10
Human Resource 6 5 10 7 10 5
Quality
Assurance
7 7 10 8 5 5
Skill Level
Department This slide gives glimpse
regarding the skills
inventory of the current
workforce. User can made
according to their
requirement

Team Analysis (1/2)
13
The team analysis will be done on the basis of their skills, expertise and utilization rate.
Team
Members
Employee
Skills
Employee
Age
Responsibility
Area
Salary
Years of
Expertise
Utilization
Rate
XYZ Software Literacy 48 Marketing $500,000 25 76%
ABC Six Sigma Expert 40 Operations $325,000 15 62%
Add text here Add text here Add text here Add text here Add text here Add text here Add text here
Add text here Add text here Add text here Add text here Add text here Add text here Add text here
This slide tells about the
team analysis on the basis
experience and utilization
rate. User can made
according to their
requirement

Team Analysis (2/2)
14
The team analysis is done by segregating the team on the basis of different departments & analysis will be done on the basis of their skills, expertise &
utilization rate of employees associated with specific team in particular department.
Production
Team Members Employee Skills Employee Age Responsibility Area Salary Years of Expertise Utilization Rate
Marketing
Team Members Employee Skills Employee Age Responsibility Area Salary Years of Expertise Utilization Rate
Engineering
Team Members Employee Skills Employee Age Responsibility Area Salary Years of Expertise Utilization RateThis slide tells about the
team analysis on the basis
experience and utilization
rate. User can made
according to their
requirement

Lukes Tehr
Rfay Schiller
Ania Kitowska
Keith Sporer
Willa Dach
Sabrina Ferry
Alexis Graham
Overall Team Utilization
15
The team analysis shows that team resources were underutilized because of low utilization rate.
60%
12 Mar-18 Mar 19 Mar-25 Mar 26 Mar-1 Arp
40h 40h 32h
25h 25h 20h
15h 15h 12h
25h 25h 8h Overtime
5h 5h 4h
5h Overtime 3h Overtime 16h
5h 5h 24h overtime
Teamisquiteunderutilized
Team
Utilization
This slide provides
information about the overall
team utilization rate which
depicts that resources were
underutilized. User can
made alterations in this slide
according to their
requirement

2019
May 01
to
May 31
Employee Efficiency Analysis (1/2)
16
The employee analysis is done to check for how many hours a single employee is occupied as compared to actual hours of working assigned.
Resource Actual Hrs. Available Hrs. Utilization Target Utilization
Adriana Gill Miner 92.8 176.00 53% 50%
Anne Prins 180.61 176.00 103% 75%
Gavin Kelly 50 176.00 28% 50%
Total 323.41 528.00 61.3% 58%
60%
Utilization
58%
Target
Utilization
58.00
Incurred
Hours
254.41
Future
Scheduled
Hours
528.00
Available
Hours
This slide provides
actual utilization of the
according to their
requirement

Targeted Utilization
100%
96Possible Hrs.
0Available Hrs.
96Targeted Hrs.
Actual Utilization
60%
96Possible Hrs.
39Available Hrs.
57Actual Hrs.
Forecasted Revenue
$854,000
Total Hours
Personnel Possible Scheduled Actual
› Jake Ryan 42h 42h 36h
› Marketing Campaign - 24h 36h
› Kyle James 42h 42h 0h
› Mark Smith 24h 24h 0h
› Megan Olson 36h 36h 38h
This slide provides
actual utilization of the
according to their
requirement
Employee Efficiency Analysis (2/2)
17
The employee analysis is done to check for how many hours a single employee is occupied as compared to actual hours of working assigned.

Employee Utilization Rate
18
The department wise analysis of employee is done to determine how much cost have been associated with the resource under utilization that also shows
the hours that the resource sit idly in the organization without being productive.
Department Ideal Utilization Rate % People Underutilized Average Cost Idle Sitting Hours
Marketing 100% 40% $25,000 4
Sales 100% 30% $20,000 3
Finance 100% 20% $15,000 2
Operations 100% 40% $25,000 4
Human Resource 100% 30% $20,000 3
IT 100% 20% $15,000 2
Add text here 100% 40% $25,000 4
Add text here 100% 30% $20,000 3
Add text here 100% 20% $15,000 2
This slide provides
information about the cost
associated per employee
for sitting idle in the
organization. User can
requirement

19
03
Future Scenario
□ Talent Requirement in Future
□ Department Wise Resource Allocation in Future

Talent Requirement in Future
20
The future scope of talent requirement has been presented in this slide. So that the firm will plan its future requirements.
Present Employee Strength Target Employee Strength
50 55
23 28
45 50
65 70
34 39
63 68
43 48
76 81
54 59
67 72
Marketing
Text Here
Text Here
Text Here
Text Here
Text Here
Human Resource
Strategy
Finance
Operations
2019 2020
Departments
This slide provides
future requirement of the
resource as compared to
present scenario. User can
requirement

Department Wise Resource Allocation in Future
21
The resource allocation will be monitored department wise in future so that resource will be planned in accordance to the requirement and idle sitting of the
employees will be avoided.
Under - Allocated Over - Allocated
99%
70%
42%
99%
50%
Team
1
Team
2
Team
3
Team
4
Team
5
Department
This slide provides
information about the
various departments
resource allocation that can
be done in near future .
their requirement

22
04
Action Plan - Training
□ Need of Training
□ Types of Training
□ Internal Training of Employees
□ 30 60 90 Plan for Internal Training
□ External Training Schedule with Cost
□ Training and Development Process Roadmap

Need of Training
23
The plan for necessary training for the specific employees for their development with the associated duration and training cost has been displayed.
Department Total Applicants Actual Requirement Training Skill Set Duration Cost Employee ($)
Marketing 40 30 Digital marketing 6 months 150
Operations 20 15 Lean management 3 months 200
Finance 20 10
Overall financial
management
3 months 225
Strategy 30 15 Add text here 3 months 150
Human Resource 10 7 Strategic HR planning 3 months 100
Add text here Add text here Add text here Add text here Add text here Add text here
This slide provides
whether training is required
for resources or not. User
can made alterations in this
requirement.

Types of Training
24
The type of training that employee required are mentioned in this slide. The training can be internal or external in accordance to the employee requirement.
InternalTraining
On the job training, delivers solid
knowledge of the organizational culture
Allowing employees to contribute to the
department decisions and planning
Enabling employee in establishing goals,
priorities and measurements
Cross training in other roles and
responsibilities
Training
ExternalTraining
Access of outside perspective that
provide new ways of business approach
Access to specialist knowledge
In depth knowledge and expertise
from professionals
This slide provides
types of training whether
internal or external are
required. User can made
according to their
requirement

Internal Training of Employees
25
The slide tells about the internal training that employees will get by their colleagues, peers. This kind of training can be cross functional.
Description Activities
Technical Skills Training
Data Analysis, Automation, Programming
□ Self Assessment Tools
□ One on One Evaluation
Lean Manufacturing Training
□ Skills Development
□ Role Playing
Performance Management □ Add Text Here
Cross Functional Projects Handling
□ Self Assessment Tools
□ Podcasts
□ Online Modules
□ Role Playing
This slide provides
training of the existing
employee in the firm. User
requirement

30 60 90 Plan for Internal Training
The slide tells about the 30 60 90 day plan for the internal training that employee will get.
□ Technical training
□ Skills development
□ Add text here
30
□ Cross functional project handling
□ One on one evaluation
□ Add text here
60
□ Performance management
□ Self assessment tools
□ Role playing
□ Add text here
90
This slide provides
internal training of
employees in 30, 60, 90
days. User can made
according to their
requirement
26

External Training Schedule with Cost
27
The employees will also require external training which will play important role in their development. The external training will be given by experts of various
fields. This training will not be free and charges will cost the firm per employee.
Packages Level 1 Level 2
Leadership Development –
□ How to lead when you are not in charge
□ 3 hours class
□ 3 online modules
□ $150 per employee
□ 7 hour blended real time online class
□ 3 – in person seminars
Advanced Skills Training –
□ High level skills training
□ 4 hours class
□ One on one evaluation
□ 3 coaching sessions
Performance Management –
□ Learning the art and science of constructive
feedback
□ 4 hours class
□ Role playing
□ 3 coaching sessions
□ 3 hour role playing
Make it Happen –
□ Getting the work done from your staff through
authoritative command
□ 4:30 min. Podcasts
□ Role playing
□ 3 in person seminars
□ 3 hour role playing
This slide the external
training package with the
with cost structure. User
requirement

Training & Development Process Roadmap
28
The employee training and development will be tracked and monitored by the roadmap.
Phase 1
Pre Requisites
□ Formal introduction about
company policies
□ Add text here
Phase 5
After Six Months
□ Conducting performance review
□ Role and team assessment of employee
Phase 4
After Three Months
□ First follow up scheduling
□ First Performance Review
Phase 6
After 1 Year
□ Encouraging employee in joining
cross functional teams
□ Performance review for ensuring
whether they are taking initiatives in
own projects as well as team projects
Phase 2
Day 1
□ Employee and team introduction
□ Employee training in context to
company software
Phase 3
Day 8
□ Familiarizing employee with company
procedures
□ Assigning of small achievable tasks
This slide displays the
roadmap of the resource
training process. User can
requirement

29
05

30
The overall impact of resource optimization efforts will be analyzed in terms of the savings that the company made by removing the resources which were
harnessing overall firm’s development and ultimately as the result the profit will be maximized (department wise).
Department
No. of Employees
Terminated
Cost to Company
(per employee)($)
Total
Savings($)
Profit
Maximization
Marketing 15 500,000 7,500,000 5%
Operations 10 300,000 3,000,000 3%
Finance 5 150,000 750,000 2%
Strategy 4 100,000 400,000 0.5%
Human Resource 3 85,000 255,000 0.3%
This slide tells about the
total savings that firm will
make after dismissing
employees from various
department. User can
requirement

Overall Impact Analysis contd…
31
The overall utilization rate of resource have been improved which results in increased profits and on time delivery of projects.
60%
Utilization
Previous
Resource
Utilization Rate
83%
Utilization
Future
Resource
Utilization Rate
Increased Profit Margin On Time Service Delivery
Key Benefits of Resource Optimization
□ Firing of Employees
• Poor Performance
• Cost Cutting
□ Successful Completion of Training Program
This slide provides
glimpse about the
improved utilization rate in
the organization and the
associated benefits. User
requirement

Human Resource Optimization at Workplace Icons Slide
32

Resource Optimization Model
34
Resource Optimization Model Primary OutputsPrimary Inputs
□ Total FTEs
□ Total Number of people
□ By position type
□ By Activity
Optimized number
of Resources
□ Trade Trends
□ Leadership Vision
□ Technology Innovation
□ Skill alignment
□ Risk management
Performance
Outcomes
□ Strategic Planning
□ Policy Development
□ Risk Analysis and Targeting
□ Audit Planning
□ International verifications
Key Activities
□ Entry Reviews
□ Cargo exams
□ Admissibility
determination
□ Entry summary reviews
□ Classification
□ Duty determination
□ Collection, payment
processing, refunds
□ Enforcement actions
□ Protests
□ Audits
□ Drawback
Commercial Trade Process
Analyze
and Target
Examine
and Facilitate
Review,
Classify and
collect revenue
Inform and
enforce
Compliance
□ Time per activity
□ FTE per activity
□ Projected workload demand and volume
Internal mathematical calculations
□ Extent of technology implementation
□ Extent of vision implementation
Communication, Outreach and Training with trade community
Management and administration support
Account Management and Trade partnership programs
glimpse of the Resource
Optimization Model. User
requirement.

Key Avenues for Internal Resource Optimization
35
Structure Workforce Process and Technology
Role Clarification Workforce Planning Process Redesign
Role Duplication Workforce Contracting Technology Application
Goals Cascading
Skills Alignment
Team Based Governance
Communication Flow
Organisation De-Layering
Organisation Culture
Leadesrship
Dimensions of Organisation
KeyOptimizationAvenues
This slide provide
major avenues by which
internal resource
optimization is possible.
their requirement.

Resource Optimization Model with Objective
36
Employee location, job titles, salary/salary gradies,
employee skills and profiles, number of employees
needed per site/per season/per day.
Data Inputs
Prioritized number of employees, skills, job
titles and location combinations to pursuer.
Recommended Actions
Will we need to hire to fill the gap?
Do we need to relocate resources?
Implementation
Updated Model
Objective
Optimizing Workforce Utilization
Cost, supply,
demand,
time/season,
site location.
Constraints
Allocate X Number
of Y type of
employee to z
location.
Decision
variables Work Force
Distribution
Optimization
glimpse of the Resource
Optimization Model. User
this slide according to
their requirement.

Succession Plan
37
Position Ceo Svp, Hr Svp, Finance Svp, Operations Svp, Marketing Svp, Technology
Current Joe Smith Lane Brody Dennis O’Neil Clare Crosby Lara Sample Ed Letty
Tantative Retirement
Date
Dec 2019 Jan 2020 N/A Sep 2020 Jan 2020 N/A
Up-Next-Ready Now
Clare Crosby Peter Jones Lane Brody Gabby Raines Oliver White
Ed Letty
On-Deck: Ready 1-3
Years
Lara Sample Khloe Yettle Don Cherry
Dennis O’ Neil
Lane Brody
HI-Potentials: Ready
5+Year
Gabby Raines Chris Letter Ralph Fiennes Anna Code
Oliver White
This slide gives the glimpse
about the backup plan for
effective replacement of the
key resources in the
organizations. User can
made alterations in this slide
according to their
requirement.

About Us
38
Target Audience Preferred by Many Value Client
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it to your needs and capture your
audience's attention

Our Mission
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and capture your audience's attention.
Vision
Mission
Goal
39

Stacked Bar
40
50%
65%
-15%
-9%
40%
50%
-19%
-2%
-30% -20% -10% 0% 10% 20% 30% 40% 50% 60% 70%
Product 2
Product 1 This graph/chart is linked to excel,
and changes automatically based
on data. Just left click on it and
select “Edit Data”.
This graph/chart is linked to excel,
and changes automatically based
on data. Just left click on it and
select “Edit Data”.
Product 2
Product 1

Clustered Column
41
0%
10%
20%
30%
40%
50%
60%
Jan Feb Mar Apr
0%
10%
20%
30%
40%
50%
60%
Jan Feb Mar Apr
Product 1
This graph/chart is linked to excel, and
changes automatically based on data. Just left
click on it and select “Edit Data”.
Product 2
This graph/chart is linked to excel, and
changes automatically based on data. Just left
click on it and select “Edit Data”.

Puzzle
42
01
02
03
04
audience's attention.

Lego
43
01 This slide is 100% editable. Adapt it to your
needs and capture your audience's attention.
Text Here
03 This slide is 100% editable. Adapt it to your
Text Here
02This slide is 100% editable. Adapt it to your
Text Here
04This slide is 100% editable. Adapt it to your
Text Here

Financial
44
Net Income
$345
Deposits
$423

Mind Map
45
80%
90%
100%
95%
Text Here
Text Here
Text Here

Timeline
46
6 Jul 2015
8 Aug 2017
15 Sep 2019
22 Oct 2016
12 Nov 2018
27 Dec 2020

Thank You
Address
# street number, city, state
Contact Number
0123456789
Email Address
email address123@gmail.com
47

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