Analyze technology needs with HR by incorporating Human Resource Technology PowerPoint Presentation Slides. You can easily describe human capital management, HR technology system, human resource information system, KPI of human resource management, etc with our human resource planning PPT presentation. Understand the situation/problem in order to analyze the issue with these effective PPT layouts. Provide a detailed understanding of market drivers and growth in the expenditure by utilizing HR planning PPT themes. You can describe the HR technology profile by displaying different stages of the HR system using our content-ready HRM technology PPT infographics. Take the assistance of HR technology capability model table PowerPoint layout to assess the impact of process optimization, service delivery, etc. Provide a brief overview of the HR technology system by comparing the function capabilities of the different human resource systems. Give your audience detail like key functions of the HRIS, HRIS market trends, etc, by incorporating this visually attention-grabbing human resource management PowerPoint slide deck. https://bit.ly/3n8jvXr
Digital HR Technology Powerpoint Presentation SlidesSlideTeam
Introducing Digital HR Technology PowerPoint Presentation Slides that will help you to identify the desired target state of the HR system and develop an associated roadmap. Our visually appealing human resource planning presentation contains various templates describing human capital management, HR technology system, human resource information system, KPI of human resource management, etc. Utilize our readily available human resource management PPT infographics to provide a detailed overview of HR technology industry trends, phases of HR technology in the firm, HR technology capability model, etc. Showcase different functions of the human resource information system by mentioning operative and managerial activities. This HRIS PPT slide designs will help in understanding the HR system by showing the relation of HR functions with different users of systems including employee, manager, and HR. Analyze different categories of HR market vendors and provide an overview of the HRIS market by utilizing these content-ready HR technology PPT layouts. Discuss key features of HCM technology, focus areas, market overview, etc in detail by downloading this human resource planning PPT slide deck. https://bit.ly/3awYwIB
This document provides a framework and steps for developing a strategic human resources plan. It includes templates for assessing current HR capacity, forecasting future HR requirements, identifying skills gaps, and developing recruitment and training strategies. Sections cover determining HR needs, recruiting and selecting employees, developing training programs, compensation, and performance management. The overall plan aims to strategically manage an organization's human resources.
"You can download this product from SlideTeam.net"
Showcase an exemplary Human Resources technological framework with the professionally crafted HR Technology PowerPoint Presentation Slides. The human resource technology PPT theme helps you to represent the current HR system situation by compiling the problem statement and possible solution. Compare the present and desired state of the HR system using the concise tabular format through HR management PowerPoint slideshow. Use the HR tech trends PPT template’s line graph to demonstrate the market drivers and technological trends in the HR industry. Present the evolution of your organization’s HR technological system from paper-based to electronic database through this HR automation PowerPoint presentation. Our HR tech PPT deck helps you to elaborate on the technology capability model to examine the maturity of the HR system. HR tech management PowerPoint theme helps you compare the functional capabilities of the HR information system, the HR management system, and human capital management. By downloading human resource technology PPT slideshow you can explain the features, role, and market trends related to HRIS, HRMS, and HCM. https://bit.ly/3s6lNLf
This document summarizes key topics from a chapter in a human resource management textbook, including: the importance and functions of HRM; the four main functions of an HR department; external influences on HRM like laws and the environment; careers in HR; and trends like outsourcing HR functions. It discusses how HRM supports business strategy while advocating for employees, and how the HR functions of staffing, training, motivation and maintenance help organizations recruit and retain competent employees.
The document discusses the strategic role of human resource management. It explains that HR involves carrying out policies and practices related to recruiting, training, rewarding, and evaluating employees. The responsibilities of HR include both line managers who directly oversee employees and staff managers who assist and advise line managers. An effective HR department formulates strategy with top management and uses metrics to demonstrate how HR activities achieve strategic goals and business outcomes. The role of HR is evolving to focus more on business objectives and demonstrating return on investment through metrics like turnover and training costs.
This document summarizes key topics from Chapter 4 of the 11th edition of the textbook "Human Resource Management" by Gary Dessler, which discusses job analysis. The chapter covers defining job analysis and its uses, methods for collecting job analysis information such as interviews, questionnaires, and observation. It also discusses writing job descriptions and specifications, and analyzing jobs in changing workplace environments, including techniques like job enlargement and reengineering business processes. The overall document provides an overview of the concepts, methods, and processes involved in conducting job analysis for human resource management purposes.
This document discusses strategic human resource management and the HR Scorecard. It begins by outlining the strategic management process and defining key terms like vision, mission, strategy, and strategic plan. It then explains the importance of aligning HR with organizational strategy through a strategy-oriented HR system. The HR Scorecard is introduced as a 7-step approach to creating HR systems that support strategic goals. It involves defining strategy, identifying required outcomes, competencies, policies, and measures to monitor performance.
Leading Solutions Talent Management And Development ServicesBizCare
The document discusses Leading Solutions' systemic approach to talent management. It outlines their services including training, leadership development, and competency development. It then proposes a potential talent management journey for RTI that includes talent assessment, development planning, alignment, placement, and measuring organizational impact. Finally, it suggests a blended approach for RTI using a talent pool, action learning, coaching, and measuring results at different levels.
Digital HR Technology Powerpoint Presentation SlidesSlideTeam
Introducing Digital HR Technology PowerPoint Presentation Slides that will help you to identify the desired target state of the HR system and develop an associated roadmap. Our visually appealing human resource planning presentation contains various templates describing human capital management, HR technology system, human resource information system, KPI of human resource management, etc. Utilize our readily available human resource management PPT infographics to provide a detailed overview of HR technology industry trends, phases of HR technology in the firm, HR technology capability model, etc. Showcase different functions of the human resource information system by mentioning operative and managerial activities. This HRIS PPT slide designs will help in understanding the HR system by showing the relation of HR functions with different users of systems including employee, manager, and HR. Analyze different categories of HR market vendors and provide an overview of the HRIS market by utilizing these content-ready HR technology PPT layouts. Discuss key features of HCM technology, focus areas, market overview, etc in detail by downloading this human resource planning PPT slide deck. https://bit.ly/3awYwIB
This document provides a framework and steps for developing a strategic human resources plan. It includes templates for assessing current HR capacity, forecasting future HR requirements, identifying skills gaps, and developing recruitment and training strategies. Sections cover determining HR needs, recruiting and selecting employees, developing training programs, compensation, and performance management. The overall plan aims to strategically manage an organization's human resources.
"You can download this product from SlideTeam.net"
Showcase an exemplary Human Resources technological framework with the professionally crafted HR Technology PowerPoint Presentation Slides. The human resource technology PPT theme helps you to represent the current HR system situation by compiling the problem statement and possible solution. Compare the present and desired state of the HR system using the concise tabular format through HR management PowerPoint slideshow. Use the HR tech trends PPT template’s line graph to demonstrate the market drivers and technological trends in the HR industry. Present the evolution of your organization’s HR technological system from paper-based to electronic database through this HR automation PowerPoint presentation. Our HR tech PPT deck helps you to elaborate on the technology capability model to examine the maturity of the HR system. HR tech management PowerPoint theme helps you compare the functional capabilities of the HR information system, the HR management system, and human capital management. By downloading human resource technology PPT slideshow you can explain the features, role, and market trends related to HRIS, HRMS, and HCM. https://bit.ly/3s6lNLf
This document summarizes key topics from a chapter in a human resource management textbook, including: the importance and functions of HRM; the four main functions of an HR department; external influences on HRM like laws and the environment; careers in HR; and trends like outsourcing HR functions. It discusses how HRM supports business strategy while advocating for employees, and how the HR functions of staffing, training, motivation and maintenance help organizations recruit and retain competent employees.
The document discusses the strategic role of human resource management. It explains that HR involves carrying out policies and practices related to recruiting, training, rewarding, and evaluating employees. The responsibilities of HR include both line managers who directly oversee employees and staff managers who assist and advise line managers. An effective HR department formulates strategy with top management and uses metrics to demonstrate how HR activities achieve strategic goals and business outcomes. The role of HR is evolving to focus more on business objectives and demonstrating return on investment through metrics like turnover and training costs.
This document summarizes key topics from Chapter 4 of the 11th edition of the textbook "Human Resource Management" by Gary Dessler, which discusses job analysis. The chapter covers defining job analysis and its uses, methods for collecting job analysis information such as interviews, questionnaires, and observation. It also discusses writing job descriptions and specifications, and analyzing jobs in changing workplace environments, including techniques like job enlargement and reengineering business processes. The overall document provides an overview of the concepts, methods, and processes involved in conducting job analysis for human resource management purposes.
This document discusses strategic human resource management and the HR Scorecard. It begins by outlining the strategic management process and defining key terms like vision, mission, strategy, and strategic plan. It then explains the importance of aligning HR with organizational strategy through a strategy-oriented HR system. The HR Scorecard is introduced as a 7-step approach to creating HR systems that support strategic goals. It involves defining strategy, identifying required outcomes, competencies, policies, and measures to monitor performance.
Leading Solutions Talent Management And Development ServicesBizCare
The document discusses Leading Solutions' systemic approach to talent management. It outlines their services including training, leadership development, and competency development. It then proposes a potential talent management journey for RTI that includes talent assessment, development planning, alignment, placement, and measuring organizational impact. Finally, it suggests a blended approach for RTI using a talent pool, action learning, coaching, and measuring results at different levels.
Workforce analytics, also called HR analytics or people analytics is getting much attention lately. And rightly so! Research has shown that companies using data to drive their decisions and actions are more succesfull than others. With (predictive) analytics an accurate view of the future requires predictions based on data rather than personal hunches or speculation.
This document discusses HR analytics and workforce analytics. It provides an overview of the history and current state of HR analytics. Some key uses of HR analytics include problem solving, decision making, and improving HR process efficiency. The document outlines various HR activities that can be analyzed, such as reporting, benchmarking, and predictive analysis. It emphasizes that HR analytics should focus on relevant metrics and provide context to be most useful. Overall, the document promotes the use of workforce analytics to gain insights that can provide competitive advantages and more effective organizational functioning.
HR / Talent Analytics orientation given as a guest lecture at Management Institute for Leadership and Excellence (MILE), Pune. This presentation covers aspects like:
1. Core concepts, terminologies & buzzwords
- Business Intelligence, Analytics
- Big Data, Cloud, SaaS
2. Analytics
- Types, Domains, Tools…
3. HR Analytics
- Why? What is measured?
- How? Predictive possibilities…
4. Case studies
5. HR Analytics org structure & delivery model
Original article from the Flevy business blog can be found here:
http://flevy.com/blog/sap-and-change-management/
As a “seasoned” Change Manager, I have been involved in many diverse projects focusing on managing the business aspect of technology implementations; e.g. ERP (SAP, Oracle, Microsoft Dynamics), Core Banking Systems, Business Intelligence, Case Working and Knowledge Management solutions, and the like.
To this day, I continue to be asked why is there a need to have involvement from a Change Manager, because a technology implementation “is what it is” and once implemented, the business should just be able to “get on and work with it.” But, it’s not quite as simple as that, because if you break down the impact of a technology implementation on a business, it would go something like this:
• It will change the way a business operates.
• Key stakeholders will want and need to be involved and communicated with.
• Processes will change.
• Organisation structures will change.
• The readiness of the business will need to be measured to ensure a smooth go-live.
• There will be a need to train and educate people in new ways of working.
• Business benefits as set out in the business case will need to be tracked.
• Once people gain competence with the new technology they should be encouraged to continuously improve ways of working into the future.
That sounds very simple, but actually it’s not, because all of these things involve people and they will need to have their expectations and perceptions managed.
Technology implementations aimed at making an organisation more efficient have become larger and more critical in recent years and now represent a major challenge for organisations. Despite improved technical functionality and reliability there are still project overruns, delays and sometimes downright failure. Research continues to show that between 30% and 70% of technology implementations either fail to meet their targeted benefits or stall and/or overrun. Problems are typically not related to the system or to technical issues surrounding the software but instead are often due to business related issues. One of the main reasons cited for this failure rate is that projects are usually managed from a technical perspective by Project Managers who are driven by milestones and deliverables but lack the necessary “soft skills” to deal effectively with the people side of change.
This document provides an overview of a training program on Strategic Human Resource Management (SHRM) and Human Resource Business Partnering (HRBP). The program covers fundamental SHRM concepts, applying strategic principles to the HRM value chain, the strategic HRM process, HRM risk management, HRBP best practices, and transforming the HR function into strategic business partners. It includes learning activities such as discussing how organizations can improve their HRM functions and applying HR risk management processes. The goal is to help participants understand how to position HRM as strategic partners that deliver value to the business.
Data Science and Analytics in Human Resources - Moneyball comes to HRJosh Bersin
Latest research on the imbalance in employment and the need for data science and assessment science in HR. Applies the concepts of the book Moneyball to HR.
Strategic Human Resource Management Lecture 1RECONNECT
This document provides an overview of the key topics to be covered in a lecture on strategic human resource management. It includes the course structure with assignments, exams and participation. It discusses traditional vs strategic HRM and how strategic HRM can improve business performance. Key aspects of strategic HRM are outlined such as resourcing strategies, performance management, employee communication, rewards and retention. Factors that influence employee performance and engagement are also summarized.
The document discusses talent management. It defines talent as a person's abilities including skills, knowledge, experience and personal qualities. Talent management is defined as integrated HR processes to attract, develop, motivate and retain productive employees. The document notes that 22% of turnover happens in the first 45 days and 59% of employees are looking for new jobs, demonstrating why talent management is fundamental. It outlines the talent management process and talent matrix, and lists some key talent metrics and benefits of talent management such as retaining top talent and better hiring.
The document discusses the importance of effective job analysis for human resource planning and management. It explains that HR planning must be linked to organizational strategy to identify the necessary skills, knowledge, and abilities for roles. A key part of this process is job analysis, which systematically explores job activities, requirements, and conditions. Insights from job analysis inform job descriptions and help ensure an organization has the right people in the right roles to achieve its goals.
Aligning talent management and strategyElijah Ezendu
The document discusses aligning talent management strategies with organizational objectives. It provides several key points:
1) High performing organizations integrate talent management more than low performers. Learning executives play critical roles in integrated talent programs.
2) Effective talent strategies use tools like surveys to understand culture, and regularly review policies to support integration.
3) Aligning talent development with strategic objectives ensures resources invested in talent match needs. Competency frameworks can map objectives to standards and talent programs.
4) Questions during alignment include identifying talent requirements from strategies, growing existing talent, and designing leader development programs.
Role of the HR Business Partner in Strategic Workforce PlanningHuman Capital Media
Because human resources business partners are the key liaison between the HR function and the business leadership team, it’s logical to assume they are key stakeholders and integral contributors to the company’s strategic workforce plan (SWP) effort. However, it seems that the role HRBPs play varies widely from company to company, including not being involved at all. This seems counter-intuitive, considering that when the HRBP is involved they are positioned to facilitate the process typically in collaboration with business leaders and subject matter experts in SWP.
This session will look Edison International’s workforce planning model and how it includes their HRBPs.
Attendees will learn:
How to gain buy-in for instituting workforce planning.
How and why HRBPs are the anchors of the workforce plan.
How workforce planning can improve communication enterprise-wide.
How to form the collaborative relationship HRBPs must have with their SMEs and executives that will ensure success.
Generalist:
Specialist:
Executive:
Employment:
Training and development:
Compensation/benefits:
Employee relations:
Reward productive work:
Offer a flexible, work-friendly environment:
Properly recruit and retain quality employees:
Provide effective communications:
Staffing:
Training and development:
Motivation:
Maintenance:
Human Capital Management deals with obtaining the greatest benefit from employees while also providing employees with material and psychological rewards from their work. It involves human resource planning, job analysis and design, recruitment and selection, training and development, compensation and benefits, employee relations, motivation and change management, performance measurement, and strategic human resource management. The goal is to identify current and future human resource needs, analyze existing staff, forecast future needs, and develop integrated action plans to meet supply and demand through tools like an HRIS system.
Do your benefits align with your organization’s values and connect your employees to your mission? In a 2017 survey, polling organization Gallup found that only 41 percent of U.S. employees said that they knew what their company stands for. The same research showed that a 10 percent improvement in this understanding led to an 8.1 percent decrease in turnover and a 4.4 percent increase in profitability.
Used correctly, your benefits package can demonstrate your values and create a better experience for your employees, whether they’re at work or at home. Join BambooHR and League to explore how to use your benefits program to promote an improved employee experience.
Company talent development presentation (public)Ramil Mastiyev
This is a sample presentation on delivering a speech to the management in your company or a client. It features the main arguments and a kick-start scenario for creating a company-specific talent development program.
This chapter discusses training and developing employees. It covers the process of socializing new employees through orientation to help them adjust to their new roles. Effective socialization increases productivity, commitment and decreases turnover. Training aims to improve current job performance while development prepares employees for future roles. A variety of methods are used for development, including job rotation, simulations and lectures. Organizational development facilitates long-term changes through techniques like surveys and team building. Evaluating training impact uses Kirkpatrick's model from reactions to benefits. International training must teach the local culture.
This document summarizes key aspects of employee benefits programs discussed in a chapter from a 2004 textbook. It outlines objectives for understanding benefits programs, required benefits like Social Security and workers' compensation, other common benefits, and ways to control costs. Flexible benefits plans are described that allow employees choice in selecting benefits that fit their needs, along with advantages for employees and employers. Communication of benefits information to employees is also addressed.
The leaders of LinkedIn’s People Analytics team, Lorenzo Canlas and Will Gaker, walk through what people analytics is, how it’s growing & evolving, and how you can build your own people analytics function today. Check out their keynote presentation from the Wharton People Analytics Conference in April 2015.
Learn more about people analytics and data-driven recruiting: http://linkd.in/1KJMC8D
Talent Management Power Point PresentationEdwardsBuice
The panel discussion focused on optimizing talent management practices to address future business needs. George Langlois discussed key components of top companies' talent management systems, including performance management, emerging leader development, and retention of critical skills. Lori Muehling outlined considerations for reviewing talent practices, such as driving toward excellence and prioritizing gaps. Carl Kutsmode explained how workforce analytics can provide talent intelligence to inform decisions and ensure goals are met, for example by analyzing succession readiness and projected talent needs.
Showcase an exemplary Human Resources technological framework with the professionally crafted HR Technology PowerPoint Presentation Slides. The human resource technology PPT theme helps you to represent the current HR system situation by compiling the problem statement and possible solution. Compare the present and desired state of the HR system using the concise tabular format through HR management PowerPoint slideshow. Use the HR tech trends PPT template’s line graph to demonstrate the market drivers and technological trends in the HR industry. Present the evolution of your organization’s HR technological system from paper-based to electronic database through this HR automation PowerPoint presentation. Our HR tech PPT deck helps you to elaborate on the technology capability model to examine the maturity of the HR system. HR tech management PowerPoint theme helps you compare the functional capabilities of the HR information system, the HR management system, and human capital management. By downloading human resource technology PPT slideshow you can explain the features, role, and market trends related to HRIS, HRMS, and HCM. https://bit.ly/3l8vYsu
Business Capital Planning PowerPoint Presentation SlidesSlideTeam
The document discusses planning for a company's capital and resources. It covers assessing enterprise needs, functional areas like marketing and production, selecting and implementing an ERP system, and the various phases of an implementation project. Key aspects of selecting an ERP system are also outlined, like assessing requirements, choosing providers, and negotiating implementation support.
Workforce analytics, also called HR analytics or people analytics is getting much attention lately. And rightly so! Research has shown that companies using data to drive their decisions and actions are more succesfull than others. With (predictive) analytics an accurate view of the future requires predictions based on data rather than personal hunches or speculation.
This document discusses HR analytics and workforce analytics. It provides an overview of the history and current state of HR analytics. Some key uses of HR analytics include problem solving, decision making, and improving HR process efficiency. The document outlines various HR activities that can be analyzed, such as reporting, benchmarking, and predictive analysis. It emphasizes that HR analytics should focus on relevant metrics and provide context to be most useful. Overall, the document promotes the use of workforce analytics to gain insights that can provide competitive advantages and more effective organizational functioning.
HR / Talent Analytics orientation given as a guest lecture at Management Institute for Leadership and Excellence (MILE), Pune. This presentation covers aspects like:
1. Core concepts, terminologies & buzzwords
- Business Intelligence, Analytics
- Big Data, Cloud, SaaS
2. Analytics
- Types, Domains, Tools…
3. HR Analytics
- Why? What is measured?
- How? Predictive possibilities…
4. Case studies
5. HR Analytics org structure & delivery model
Original article from the Flevy business blog can be found here:
http://flevy.com/blog/sap-and-change-management/
As a “seasoned” Change Manager, I have been involved in many diverse projects focusing on managing the business aspect of technology implementations; e.g. ERP (SAP, Oracle, Microsoft Dynamics), Core Banking Systems, Business Intelligence, Case Working and Knowledge Management solutions, and the like.
To this day, I continue to be asked why is there a need to have involvement from a Change Manager, because a technology implementation “is what it is” and once implemented, the business should just be able to “get on and work with it.” But, it’s not quite as simple as that, because if you break down the impact of a technology implementation on a business, it would go something like this:
• It will change the way a business operates.
• Key stakeholders will want and need to be involved and communicated with.
• Processes will change.
• Organisation structures will change.
• The readiness of the business will need to be measured to ensure a smooth go-live.
• There will be a need to train and educate people in new ways of working.
• Business benefits as set out in the business case will need to be tracked.
• Once people gain competence with the new technology they should be encouraged to continuously improve ways of working into the future.
That sounds very simple, but actually it’s not, because all of these things involve people and they will need to have their expectations and perceptions managed.
Technology implementations aimed at making an organisation more efficient have become larger and more critical in recent years and now represent a major challenge for organisations. Despite improved technical functionality and reliability there are still project overruns, delays and sometimes downright failure. Research continues to show that between 30% and 70% of technology implementations either fail to meet their targeted benefits or stall and/or overrun. Problems are typically not related to the system or to technical issues surrounding the software but instead are often due to business related issues. One of the main reasons cited for this failure rate is that projects are usually managed from a technical perspective by Project Managers who are driven by milestones and deliverables but lack the necessary “soft skills” to deal effectively with the people side of change.
This document provides an overview of a training program on Strategic Human Resource Management (SHRM) and Human Resource Business Partnering (HRBP). The program covers fundamental SHRM concepts, applying strategic principles to the HRM value chain, the strategic HRM process, HRM risk management, HRBP best practices, and transforming the HR function into strategic business partners. It includes learning activities such as discussing how organizations can improve their HRM functions and applying HR risk management processes. The goal is to help participants understand how to position HRM as strategic partners that deliver value to the business.
Data Science and Analytics in Human Resources - Moneyball comes to HRJosh Bersin
Latest research on the imbalance in employment and the need for data science and assessment science in HR. Applies the concepts of the book Moneyball to HR.
Strategic Human Resource Management Lecture 1RECONNECT
This document provides an overview of the key topics to be covered in a lecture on strategic human resource management. It includes the course structure with assignments, exams and participation. It discusses traditional vs strategic HRM and how strategic HRM can improve business performance. Key aspects of strategic HRM are outlined such as resourcing strategies, performance management, employee communication, rewards and retention. Factors that influence employee performance and engagement are also summarized.
The document discusses talent management. It defines talent as a person's abilities including skills, knowledge, experience and personal qualities. Talent management is defined as integrated HR processes to attract, develop, motivate and retain productive employees. The document notes that 22% of turnover happens in the first 45 days and 59% of employees are looking for new jobs, demonstrating why talent management is fundamental. It outlines the talent management process and talent matrix, and lists some key talent metrics and benefits of talent management such as retaining top talent and better hiring.
The document discusses the importance of effective job analysis for human resource planning and management. It explains that HR planning must be linked to organizational strategy to identify the necessary skills, knowledge, and abilities for roles. A key part of this process is job analysis, which systematically explores job activities, requirements, and conditions. Insights from job analysis inform job descriptions and help ensure an organization has the right people in the right roles to achieve its goals.
Aligning talent management and strategyElijah Ezendu
The document discusses aligning talent management strategies with organizational objectives. It provides several key points:
1) High performing organizations integrate talent management more than low performers. Learning executives play critical roles in integrated talent programs.
2) Effective talent strategies use tools like surveys to understand culture, and regularly review policies to support integration.
3) Aligning talent development with strategic objectives ensures resources invested in talent match needs. Competency frameworks can map objectives to standards and talent programs.
4) Questions during alignment include identifying talent requirements from strategies, growing existing talent, and designing leader development programs.
Role of the HR Business Partner in Strategic Workforce PlanningHuman Capital Media
Because human resources business partners are the key liaison between the HR function and the business leadership team, it’s logical to assume they are key stakeholders and integral contributors to the company’s strategic workforce plan (SWP) effort. However, it seems that the role HRBPs play varies widely from company to company, including not being involved at all. This seems counter-intuitive, considering that when the HRBP is involved they are positioned to facilitate the process typically in collaboration with business leaders and subject matter experts in SWP.
This session will look Edison International’s workforce planning model and how it includes their HRBPs.
Attendees will learn:
How to gain buy-in for instituting workforce planning.
How and why HRBPs are the anchors of the workforce plan.
How workforce planning can improve communication enterprise-wide.
How to form the collaborative relationship HRBPs must have with their SMEs and executives that will ensure success.
Generalist:
Specialist:
Executive:
Employment:
Training and development:
Compensation/benefits:
Employee relations:
Reward productive work:
Offer a flexible, work-friendly environment:
Properly recruit and retain quality employees:
Provide effective communications:
Staffing:
Training and development:
Motivation:
Maintenance:
Human Capital Management deals with obtaining the greatest benefit from employees while also providing employees with material and psychological rewards from their work. It involves human resource planning, job analysis and design, recruitment and selection, training and development, compensation and benefits, employee relations, motivation and change management, performance measurement, and strategic human resource management. The goal is to identify current and future human resource needs, analyze existing staff, forecast future needs, and develop integrated action plans to meet supply and demand through tools like an HRIS system.
Do your benefits align with your organization’s values and connect your employees to your mission? In a 2017 survey, polling organization Gallup found that only 41 percent of U.S. employees said that they knew what their company stands for. The same research showed that a 10 percent improvement in this understanding led to an 8.1 percent decrease in turnover and a 4.4 percent increase in profitability.
Used correctly, your benefits package can demonstrate your values and create a better experience for your employees, whether they’re at work or at home. Join BambooHR and League to explore how to use your benefits program to promote an improved employee experience.
Company talent development presentation (public)Ramil Mastiyev
This is a sample presentation on delivering a speech to the management in your company or a client. It features the main arguments and a kick-start scenario for creating a company-specific talent development program.
This chapter discusses training and developing employees. It covers the process of socializing new employees through orientation to help them adjust to their new roles. Effective socialization increases productivity, commitment and decreases turnover. Training aims to improve current job performance while development prepares employees for future roles. A variety of methods are used for development, including job rotation, simulations and lectures. Organizational development facilitates long-term changes through techniques like surveys and team building. Evaluating training impact uses Kirkpatrick's model from reactions to benefits. International training must teach the local culture.
This document summarizes key aspects of employee benefits programs discussed in a chapter from a 2004 textbook. It outlines objectives for understanding benefits programs, required benefits like Social Security and workers' compensation, other common benefits, and ways to control costs. Flexible benefits plans are described that allow employees choice in selecting benefits that fit their needs, along with advantages for employees and employers. Communication of benefits information to employees is also addressed.
The leaders of LinkedIn’s People Analytics team, Lorenzo Canlas and Will Gaker, walk through what people analytics is, how it’s growing & evolving, and how you can build your own people analytics function today. Check out their keynote presentation from the Wharton People Analytics Conference in April 2015.
Learn more about people analytics and data-driven recruiting: http://linkd.in/1KJMC8D
Talent Management Power Point PresentationEdwardsBuice
The panel discussion focused on optimizing talent management practices to address future business needs. George Langlois discussed key components of top companies' talent management systems, including performance management, emerging leader development, and retention of critical skills. Lori Muehling outlined considerations for reviewing talent practices, such as driving toward excellence and prioritizing gaps. Carl Kutsmode explained how workforce analytics can provide talent intelligence to inform decisions and ensure goals are met, for example by analyzing succession readiness and projected talent needs.
Showcase an exemplary Human Resources technological framework with the professionally crafted HR Technology PowerPoint Presentation Slides. The human resource technology PPT theme helps you to represent the current HR system situation by compiling the problem statement and possible solution. Compare the present and desired state of the HR system using the concise tabular format through HR management PowerPoint slideshow. Use the HR tech trends PPT template’s line graph to demonstrate the market drivers and technological trends in the HR industry. Present the evolution of your organization’s HR technological system from paper-based to electronic database through this HR automation PowerPoint presentation. Our HR tech PPT deck helps you to elaborate on the technology capability model to examine the maturity of the HR system. HR tech management PowerPoint theme helps you compare the functional capabilities of the HR information system, the HR management system, and human capital management. By downloading human resource technology PPT slideshow you can explain the features, role, and market trends related to HRIS, HRMS, and HCM. https://bit.ly/3l8vYsu
Business Capital Planning PowerPoint Presentation SlidesSlideTeam
The document discusses planning for a company's capital and resources. It covers assessing enterprise needs, functional areas like marketing and production, selecting and implementing an ERP system, and the various phases of an implementation project. Key aspects of selecting an ERP system are also outlined, like assessing requirements, choosing providers, and negotiating implementation support.
Every organization needs to adapt to the ever-changing business environment. Sensing this need, we have come up with these content-ready change management PowerPoint presentation slides. These change management PPT templates will help you deal with any kind of an organizational change. Be it with people, goals or processes. The business solutions incorporated here will help you identify the organizational structure, create vision for change, implement strategies, identify resistance and risk, manage cost of change, get feedback and evaluation, and much more. With the help of various change management tools and techniques illustrated in this presentation design, you can achieve the desired business outcomes. This business transition PowerPoint design also covers certain related topics such as change model, transformation strategy, change readiness, change control, project management and business process. By implementing the change control methods mentioned in the presentation, you will be able to have a smooth transition in an organization. So, without waiting much, download our extensively researched change management framework presentation. With our Change Management Presentation slides, understand the need for change and plan to go through it without any hassles.
Company Operations Management PowerPoint Presentation SlidesSlideTeam
This complete deck can be used to present to your team. It has PPT slides on various topics highlighting all the core areas of your business needs. This complete deck focuses on Company Operations Management Powerpoint Presentation Slides and has professionally designed templates with suitable visuals and appropriate content. This deck consists of total of thirty two slides. All the slides are completely customizable for your convenience. You can change the colour, text and font size of these templates. You can add or delete the content if needed. Get access to this professionally designed complete presentation by clicking the download button below. http://bit.ly/2H9180e
SlideTeam presents you Enterprise resource planning PowerPoint presentation slides, that allows your company to use a system of integrated utilization in managing the business and automate many backhand functions related to human resources, technology, and services. Intrinsic visuals have been included here for peculiar resource and planning with the topics like master data management, human resources, research & development, controlling, marketing and sales, material management, finance, and accounting, enterprise resource planning architecture, task categories included in its system. Stagewise progress of enterprise resource planning system, overview of implementation process, planning and selection phase are also included. One stage processes and flat designs, funnel graphs and liner schemes have been included here for a thorough approach. This PPT slide is dedicated to take you through the complex steps of enterprise resource planning and break it down into gentle steps. Click the download button and we are at your service for a magnanimous experience, get started now. Act as an effective go between with our Enterprise Resource Planning Powerpoint Presentation Slides. Be instrumental in creating accord. https://bit.ly/3gnY2rs
The document discusses HR challenges faced by different industries and how cloud-based HCM systems can address them. It provides an overview of top HCM systems like Workday, Oracle HCM Cloud, and SAP SuccessFactors. Each system is evaluated based on their modules, capabilities, customers and strengths/weaknesses. Common HR challenges faced across industries like leadership, learning and development, and talent acquisition are outlined. Finally, best practice solutions and how cloud HCM systems can help solve these challenges through their talent management, learning, workforce planning and other suites are described.
This document provides an introduction to business process reengineering (BPR) and enterprise resource planning (ERP). It defines BPR as fundamentally rethinking and redesigning business processes to achieve dramatic improvements in areas like cost, quality and speed. The objectives of BPR include reducing costs and time, improving customer service and reinventing business rules. ERP software aims to integrate all departments and functions across a company onto a single system. It discusses the benefits of ERP including lower costs and better data access, as well as challenges such as high implementation costs and potential inflexibility.
SchmidtCo is implementing a new ERP system to integrate its various business modules like inventory, purchasing, accounting etc. across its warehouses. The existing system is outdated and unable to handle growing business needs. The new ERP system aims to foster collaboration, improve processes and provide accurate real-time information. The implementation will involve mapping current processes, configuring the ERP software to meet requirements, integrating modules, training employees and providing post-implementation support. A design thinking approach will be used involving empathy with stakeholders, defining requirements, ideating solutions, prototyping and testing the system.
HCL provides PeopleSoft solutions to help organizations manage all aspects of the employee lifecycle from hiring to retirement. This helps ensure consistent HR processes and data across the organization. PeopleSoft solutions are highly configurable, allowing organizations to adapt them easily to changes in policies, structures, and regulations. HCL has developed accelerators and localized value packs to help customers implement PeopleSoft solutions more quickly and support them more efficiently on an ongoing basis. This delivers cost savings and business benefits to organizations operating across multiple countries and cultures.
Rajesh Garg IE Essay H - What do you believe are the greatest challenges facing the sector or industry you would like to specialize in at IE? What role do you hope to be able to play in this sector or industry in the medium term?
Automation Of HR Operation Proposal PowerPoint Presentation SlidesSlideTeam
If your company needs to submit a Automation Of HR Operation Proposal PowerPoint Presentation Slides look no further. Our researchers have analyzed thousands of proposals on this topic for effectiveness and conversion. Just download our template, add your company data and submit to your client for a positive response. https://bit.ly/3lJj2cM
This project report discusses the development of a Human Resource Management System (HRMS) for Galaxie Software Solutions. The report acknowledges the guidance received from faculty and staff. It provides an overview of the existing manual HR system and proposes a new computerized HRMS to automate processes and improve efficiency. The report outlines the objectives, scope and modules of the new system, including employee information, administration, project management, training and reports. It also covers system requirements, literature review and future steps like testing and implementation.
The document summarizes an HCL assessment for improving an organization's HR systems. It describes how traditional ERP HR systems are outdated and do not meet modern needs. HCL offers a next-generation HCM transformation assessment to evaluate an organization's HR systems, processes, and business needs to develop a roadmap and business case for change. The assessment identifies requirements, recommendations, benefits, risks, and a plan. HCL has experience successfully transforming HR for many large organizations.
Optimizing Business Process In Organization PowerPoint Presentation SlidesSlideTeam
Optimizing Business Process In Organization PowerPoint Presentation Slides features insightful data arranged using cutting-edge design. Professionals from all domains can use our PPT slideshow to represent enterprise resource planning for an organization. Showcase functional areas like HR, data management, materials management, R&D, production, and others. Employ this PowerPoint presentation to elucidate the ERP system architecture with the help of a labeled diagram. Elaborate on ERP task categories like administration, scheduling, information, and analysis. Utilize our business process management PPT theme to break down ERP project progress into various steps. These include project preparation, and ERP software selection, and ERP implementation. You can present an overview of the implementation process. Consolidate the enterprise resource planning funnel using state-of-the-art data visualizations. Walk your audience through the situational analysis, software selection process and criteria, and V model for ERP implementation. Communicate valuable tips for selecting an ERP system, and criteria lists related to technical and functional requirements. Hit the download button and start personalizing. Our Optimizing Business Process In Organization PowerPoint Presentation Slides are explicit and effective. They combine clarity and concise expression. https://bit.ly/3rASIot
Human Resource Automation Proposal PowerPoint Presentation SlidesSlideTeam
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Intranet Automation of Human Resource Management SystemIOSR Journals
This document summarizes the development of an intranet-based human resource management system (HRMS) for an organization. Key features of the system include automated employee records, skills assessments, and an online interview and confirmation process. A SWOT analysis is used to evaluate employees for project assignments based on their strengths, weaknesses, opportunities, and threats. The system was developed using technologies like ASP.NET for the interface, SQL for the database, and allows secure access via the organization's intranet. It aims to improve communication between employees and HR while streamlining HR processes through automation.
Company Operations PowerPoint Presentation Slides SlideTeam
This PPT deck displays eighty slides with in depth research. Our topic oriented Company Operations PowerPoint Presentation Slides presentation deck is a helpful tool to plan, prepare, document and analyse the topic with a clear approach. We provide a ready to use deck with all sorts of relevant topics subtopics templates, charts and graphs, overviews, analysis templates. Outline all the important aspects without any hassle. It showcases of all kind of editable templates infographs for an inclusive and comprehensive Company Operations PowerPoint Presentation Slides presentation. Professionals, managers, individual and team involved in any company organization from any field can use them as per requirement.
Company Operations PowerPoint Presentation Slides SlideTeam
Every organization needs to adapt to the ever-changing business environment. Sensing this need, we have come up with these content-ready change management PowerPoint presentation slides. These change management PPT templates will help you deal with any kind of an organizational change. Be it with people, goals or processes. The business solutions incorporated here will help you identify the organizational structure, create vision for change, implement strategies, identify resistance and risk, manage cost of change, get feedback and evaluation, and much more. With the help of various change management tools and techniques illustrated in this presentation design, you can achieve the desired business outcomes. This business transition PowerPoint design also covers certain related topics such as change model, transformation strategy, change readiness, change control, project management and business process. By implementing the change control methods mentioned in the presentation, you will be able to have a smooth transition in an organization. So, without waiting much, download our extensively researched change management framework presentation. With our Change Management Presentation slides, understand the need for change and plan to go through it without any hassles.
The document provides information about HR Technology Advisors and trends in HR and benefits technology. It discusses how HR technology can improve efficiency and allow HR to contribute more strategically. Key trends include a preference for software as a service, increased affordability and ease of use of HRIS solutions, adoption of employee self-service, and tighter integration between systems. Successful implementation requires identifying business needs, budget, growth plans, and integrating new systems with existing ones.
This summary provides an overview of the document in 3 sentences:
The document provides guidelines and worksheets to help HR professionals justify the costs of an HR information system (HRIS) to senior management. It outlines how to assess needs, build a case for an HRIS, and provide cost justification by analyzing areas like payroll costs, new hire costs, turnover costs, and record maintenance costs. Worksheets are included to help quantify current costs and projected savings to demonstrate how an HRIS can translate to direct cost savings and improved profitability.
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2. Agenda
2
Align technology needs with HR and organizational goals.
Identify the desired target state of HR system & develop an associated roadmap.
Identify process owners & key stakeholders for effective project execution.
Developing a robust HR systems strategy
Help in analyzing the HR system target state & roadmap.
Add Text Here
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These are different purposes of study that propose a solution
to build a robust HR system or deal technical changes in
current HR system.
Address the issue of ineffective HR IT systems
3. Table
of Content
3
Overview
Brief Overview on HR Technology System
Human Resource Information System (HRIS)
Executive Summary
Root Cause Analysis Overview
Current and Target State Scenario
o HR Technology Industry Trend
o Phases of HR Technology in our firm
o HR Technology Capability Model
o Key Function of HRIS
o Accessibility of HRIS functions with respect to users
o HRIS Market Overview
▪ HRIS Market based on Solution
▪ Categories of HRIS Market Competitors
▪ Feature Comparison of HRIS Software Vendor
o HRIS Market Trend
Human Capital Management (HCM)
Human Resource Management System (HRMS)
Key Performance Indicator
o Key features of HCM Technology
o HCM Technology Focus Area
o HCM Technology landscape
o HCM Market Overview
▪ Categories of HCM Market Competitors
▪ Feature Comparison of HCM Software Vendor
▪ Market Share of HCM Software Vendor
o Role of HRMS Technology
o Modules covered in HRMS
o HRMS Market Overview
▪ Categories of HRMS Market Competitors
▪ Comparison of HRMS Software Vendor
o Impact of HRMS technology on HR functioning
o Trends in HRMS System
o KPI of Human Resource Management
o HR Key Performance Indicators
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4. Table
of Content
4
01
Executive Summary
Root Cause Analysis Overview
Current and Target State Scenario
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5. Executive Summary
5
o The current human resource system is ineffective in achieving corporate business objectives.
o Technical Modification need to be made to current system procedures
o Poor interdepartmental communication for system execution
o Few options to automate current processes
o Before choosing a solution, the evaluation of current state and understanding of pain point is
must.
o Develop a practical and actionable roadmap
o Examine the current system and identify the problematic areas
o Focus on modification require in current system technology
o The HR function is changing from administrative to strategic.
o Huge Dependency on manual processes
o Lack of resources and process system
o Geographically dispersed workforce
Situation
Possible Solution
Problem Statement
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We have summarized the situation in three section that defines the
problem and solution for better HR System .
6. Root Cause Analysis
Overview
6
It gives an understanding of current
situation/problem in order to analysis the issue and
organization’s technology needs
Description
of Issues
Organization ‘s
Technology
Needs
o Managing information and securing the privacy
of information.
o Difficult to develop strategy to resist the
technology change.
o HR System faces challenges in facing
workforce shortage
o Hard to identify the core areas of
business training
o Add Text here
o Add Text here
o Streamline HR processes and reduce
administrative burdens.
o Reduce HR administration &
compliance costs.
o Provide real time metrics & KPI’s to track
system performance
o Transform current HR system to meet the
organizational needs
o Improve service & access to data for
employees & managers
o Add Text here
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7. The slide illustrates the business strategic objective divided into smaller goals,
associated with the current and target state.
Current and Target State Scenario
Business Goal Target
Description Current Situation
Reduce Financial Cost for
Recruitment
Increased Hiring Cost due to
involvement of third party in
recruitment
$0.5 MM 0.4 MM
Employee Learning Growth
Employee learning scale
(scale 0-10)
6.2 >7.5
Current HR Technology
Software
Satisfaction score of
managing HR system
0.15 0.85
7
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8. Table
of Content
8
02
Overview
o HR Technology Industry Trend
o Phases of HR Technology in our firm
o HR Technology Capability Model
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9. HR Technology Industry Trend
Determine HR technology industry trend through detail understanding of
market drivers and growth in expenditure
Organizations are looking to replace their rapidly aging
HR systems
HR Technology Market Drivers
Rise in adoption of cloud-based
software system
The year-over-year growth rate for 2020 is
estimated at 7.8%
Attracting and retaining top talent has
become a top priority
HR Technology Market Growth
0
2
4
6
8
10
12
14
16
2012 2013 2014 2015 2016 2017 2018 2019 2020
USD 7 billion
USD ~ 14 billion
9
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10. The diagram describes the HR Technology profile of a company. These are different
stages of HR system that company used in certain time period.
Phases of HR Technology in our Firm
Web-Based Technology
o Interactive Voice Response System (IVR) is a telephone
technology which is used to interact with a database.
o Web based application is a user interface technology in
which they can access application from any computer
connected to internet.
Paper-Based Systems
o System data were stored on mainframe computers.
o These systems operated independently and does not
integrate with other business functions.
o HR was sole custodian of the data
Text
Here
Early Personal Computer (PC) Technology
o HR data were stored on a client server, a network
architecture in which each computer on the network is either
a client or a server.
o Clients rely on servers for resources, such as files; devices,
such as printers; & even processing power
Electronic Database Systems
o A relational Database technology is used to link the
information from the separate files.
o E- HR is began to appear from this stage
o For Example a popular enterprise-wide system at the
time was SAP.
Phase 1 Phase 2
Next Phase Current Phase
(1996- 2003) Internally
Developed System
(2003-2009)
Licensed Software
On-Premise
(2015 - Current)
SaaS
Subscription
Based
(2009 -2015)
10
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11. HR Technology Capability Model
The given table examines the maturity of HR technology environment and impact of process optimization, service delivery and
adoption of HR tech , on capability of organization
Categories
HR Tech 1.0
(1996- 2003)
HR Tech 2.0
(2003-2009)
HR Tech 3.0
(2009-2015)
HR Tech 4.0
(2015 - Current)
HR technology strategy
No strategy or central ownership of HR
technology
HR technology not well aligned to
organizational objectives
HR is aligned to the organization’s
broader objectives with ability to
effectively respond to business needs
Central governance established by
the HR tech CoE; HR viewed as a
strategic partner helping drive the
organization’s broader objectives/
roadmap
HR processes
Process are not optimized and customer
centric
Mix of manual and automated
processes
Core processes are automated and
harmonized
Processes are fully automated,
harmonized and optimized
HR service delivery No/limited SaaS Partial SaaS or hybrid models
HCM SaaS solution; some emerging
technologies applied
Full SaaS; advanced use of emerging
technologies (AI, automation)
Direct access with employee self-
service (ESS)/manager self-service
(MSS)
No/limited direct access (MSS/ESS)
Some direct access, but user experience
not optimized
Direct access with solid adoption and
user experience
High degree of direct access,
including use of emerging channels
(chat, voice); full adoption and
strong user experience focused on
“moments that matter”
Reporting and analytics
Basic reporting only; no metrics and
KPIs
Largely operational reporting with
limited investment in analytics, few
established metrics and KPIs
Enterprise-wide dashboard and
analytics; established metrics and KPIs
Fully integrated intelligence
platform; leading metrics and KPIs;
strategic business insights
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12. Table
of Content
12
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Brief Overview on HR
Technology System
03
13. Brief Overview on HR Technology System
Compare the function capabilities of different human resource system, include HRIS , HCM and HRMS
Key Features HRIS HCM HRMS
HR Core
Recruitment/ATS
Leave Management
Rewards & Recognition
Remuneration & Benefits
Training & Development
Workflow
Self – Service
Reporting
Onboarding
Performance
Succession
Salary benchmarking
Analytics
Payroll
Time & Labor
Global
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14. Table
of Content
14
Human Resource Information System (HRIS)
o Key Function of HRIS
o Accessibility of HRIS functions with respect to users
o HRIS Market Overview
▪ HRIS Market based on Solution
▪ Categories of HRIS Market Competitors
▪ Feature Comparison of HRIS Software Vendor
o HRIS Market Trend
04
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15. Function
of HRIS
Operative Function
Customizable and standard reports
Employee Database and Directory
Applicant tracking
Benefits administration
Time and attendance
Time-off tracking
401k tracking - Employer-
sponsored retirement plan
Performance management
Electronic signatures
Simplify workflow
Optimize precision, stability &
credibility of workforce data
Managerial Function
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Key Function
of HRIS
There are different managerial as well as operative function
of human resource information system.
15
16. Accessibility of HRIS Functions
with Respect to Users
16
Employee Manager HR
Record & maintain
Compliance
Forecasting & planning
Talent management
Strategic
Decision making
It gives more understanding
of HR system, showing
relation of HR functions
with different users of
system, includes employee,
manager and HR
17. The top vendor of HRIS
market are divided into
two categories of software
platform, HR Cloud
Solution and HR On-
premise Solution
HRIS Market
Based on
Solution
Cloud
Solutions
On-premise
solutions
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Workday
Success Factors
Business Execution Software
Oracle
Human Capital Management
Cornerstone
Talentsoft
SAP
Oracle
Peoplesoft
Core HR Talent
17
18. Analyze different
categories of HRIS Market
Vendor. It gives an overview
of HRIS Market, divided
into four segment of
leaders, challengers, niche
players and visionaries
Categories of
HRIS Market
Competitors
Leaders
Cornerstone
OnDemand
SAP (Success
Factory)
Oracle
Better Functionality
Text here
Halogen software
Talentsoft
Text here
Skillsoft
Technomedia
Greater
Usability
Challengers
Niche Players Visionaries
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19. Free
Users
Free
Storage
Free
Support
Upgrade
Fee
Personnel
Tracking
Absence
Management
Time Tracking Recruiting Payroll
Open
Source
Mobile
Apps
SAP 12 5 GB Help Center $39-199/month
Oracle Unlimited Unlimited E-mail NA
Cornerstone
OnDemand
Unlimited Unlimited E-mail NA
TeamDeck 6 Unlimited
Online
Form/Help
Center
$1-4/user/month
WebHR 5 Unlimited E-mail $1-2/user/month
Zenefits Unlimited Unlimited
Online
Form/Help
Center
$40 + $5-
9/user/month
Zoho People 5 250 MB
Live Chat/Help
Center
$1-4/user/month
Ice HRM Unlimited NA E-mail $749-1,649(Pro)
Jorani Unlimited NA E-mail NA
Compare the popular HRIS Software Vendor on basis of
software feature, pricing structure and target market
Feature Comparison of HRIS
Software Vendor
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20. HRIS Market Trend
Analyze the future growth of market through help of these trend.
Collaborative system solution for
geographically disperse workforce
10
Simplification of Payroll
solutions
09
Optimized Analytics &
Data use
08
Focus on employee
engagement solutions
07
Emergence of employee
experience platform
06
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Increase in demand of cloud
based HRIS software
01
Significant demand for video-based
learning on corporate training
03
Increase in use of mobile
for HR activity
05
Emergence of employee
experience platform
04
Enhancing user
experience
02
20
21. Table
of Content
21
Human Capital Management (HCM)
o Key features of HCM Technology
o HCM Technology Focus Area
o HCM Technology landscape
o HCM Market Overview
▪ Categories of HCM Market Competitors
▪ Feature Comparison of HCM Software Vendor
▪ Market Share of HCM Software Vendor
05
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22. Key Features of HCM
Technology
22
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These are the range of
operation offers through
HCM Technology.
Performance & Goal Management
06
Salary Planning
09
Benefits administration
03
Onboarding
05
Succession Planning
08
Applicant tracking
02
Applicant Tracking System
04
Position Control / Budgeting
07
Employee Database & Directory
01
23. HCM
Technology
Focus Area
23
Talent Acquisition and Management
Solutions focused on sourcing, recruiting, interviewing, and on-boarding
employees to an organization
o Employee recruitment, engagement, and retention
o Use of data-driven tools to increase the organization network
o Talent tools adopting machine learning, predictive analytics, assessment algorithms, & artificial intelligence
o Real time employee review solutions , ex – social collaboration management
o Add Text Here
Workforce Management
Solutions focused on optimizing the efficiency and productivity of
an organization’s employees
o Benefits and payroll solutions
o Automated and comprehensive risk management / compliance tools
o Back office HR Capabilities for on-demand labor market
o Your text here
o Your text here
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These focus areas must
keep on priority in order
to deal the technology
disruption in HR system.
24. It gives an overview of HCM system, consists components such as HCM solution,
platform and capabilities of system
HCM Technology
Landscape
Platform
Talent
Acquisition Suite
Talent
Management Suite
Workforce
Management Suite
Solution
Recruitment
Marketing
Applicant
Tracking (ATS)
Learning
Performance
Management
Time & labor Core HR
Onboarding Succession Compensation Payroll Benefits
Capabilities
Engagement Collaboration Employee Comms
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Analytics Competencies
24
25. Analyze the different categories of competitors of HCM Market Vendor, divided in
segments as HCM market leader, facilitator, core provider & expert
Categories of HCM
Market Competitors
JDA
Ceridian
Sum Total
Systems
Workforce
Software
Ramco Systems
Namely
Paychex
Replicon
Paycor
Paylocity
Infor
Kronos
ADP
Epicor HCM
Paycom
Better Functionality
Greater
Usability
Facilitator
Core Provider
Leader
Expert
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26. Ceridian Dayforce
CEIPAL Workforce
ADP
Sum Total
Target
Market
$ Pricing Software Features
Attendance
Management
Benefits
Administration
Employee Self-
Service
Learning
Management
System
Mobile
Access
Payroll
Management
Performance
Appraisal
Recruiting
Management
Wide Range of
Industries
They doesn’t
publicly display
All company sizes
and industries
Monthly
subscription
pricing structure
Large & enterprise
companies (over
1,000 employees)
in a variety of
industries
They doesn’t
publicly display
Feature Comparison of HCM
Software Vendor
Compare the popular HCM Software Vendor on basis of software
feature, pricing structure and target market
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28. Table
of Content
28
Human Resource Management System (HRMS)
o Role of HRMS Technology
o Modules covered in HRMS
o HRMS Market Overview
▪ Categories of HRMS Market Competitors
▪ Comparison of HRMS Software Vendor
o Impact of HRMS technology on HR functioning
o Trends in HRMS System
06
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29. Role of HRMS
Technology
29
We have mentioned few
feature of HRMS Technology
Labor management
or TLM
Productivity and
profitability features
Payroll
processing features
Add Text Here Add Text Here Add Text Here
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30. The HRMS is the combination or set of units
shown below. It ensures the easy management of
Business Processes.
Modules Covered
in HRMS
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Payroll
Management
Employee Profile
Management
Leave
Management
Staff benefit &
Compensation
Training
Management
Health & Safety
Management
Reporting &
Tracking
Automation of
Business
Processes
30
31. Analyze the different categories
of competitors of HRMS Market
Vendor, divided in segments as
HRMS market leader, facilitator,
core provider & expert
Categories of
HRIS Market
Competitors
Sum total
Oracle
SAP
Better Functionality
Greater
Usability
Facilitator
Core Provider
Leader
Expert
People fluent
Workday Success Factor
ADP
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32. Oracle Cloud
Success
Factors
Workday
People fluent
Sum total
Vendors
Core HR Workforce Talent Learning Recruitment
Compensation
& Benefits
Applications
Comparison of HRMS Software Vendor
It combines the profile summary of HR solution vendor based on
different set of applications.
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33. Impact of HRMS Technology
on HR functioning
33
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The list of benefits by the enhanced HR
systems or functions.
Fast and flexible systems
System running on latest
architecture
01
02
03
Easy vendor
management
Effective project
management
Best in class
recruitment service
04
05
06
SaaS (Software as a Service) model
o Highly secured systems
o No additional cost for maintenance
o Low operating costs
34. Trends in
HRMS System
There are few emerging trend in human
resource management system.
Increase in use of
talent website
New software categories
include feedback,
engagement, & culture
management
Cloud-based
Systems
Mobile
Optimization
More use of
social media
Real time talent
management system
Six trends
in the
future of
HRM
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35. Table
of Content
35
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Key Performance Indicator
o KPI of Human Resource Management
o HR Key Performance Indicators
07
36. It shows the business metrics & KPIs for human resource
management: headcount by department, employee salary
distribution, male & female ratio.
KPI of Human Resource
Management
41%
59%
7
8
9
32
6
5
3
4
3
5
0 10 20 30 40
Support
Sales
R&D
Production
Marketing
IT
HR
Finance
Administration
Accounting
Headcount by Departments
Headcount
6
12
16 15
13
8 7
5
0
5
10
15
20
20-30k 30-40k 40-50k 50-60k 60-70k 70-80k 80-90k 90-100k
Employee number of salary
Headcount
Total
82
Male
48
Female
34
36
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Male & Female
Male
Female
37. HR Key
Performance
Indicators
Job candidates who meet
job criteria
Revenue per employee
21%
$1,27,000
100%
$2,50,000
Monthly internal
hire rate
Workforce below
performance Standards
4%
8%
20%
20%
The dashboard focus
on monitoring the
internal hire rate,
percentage of eligible
candidate, revenue per
employee & workforce
below job standard.
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40. 3 Steps Roadmap Process Flow
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41. 4 Steps Roadmap Process Flow
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42. 5 Steps Roadmap Process Flow
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43. 6 Steps Roadmap Process Flow
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44. 7 Steps Roadmap Process Flow
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45. 30 60 90
Days Plan
Plan
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46. Activity Year 1 Year 2 Year 3
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Gantt Chart
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47. Daily Project Tracker
Gantt Chart
Dates 27 Jan 28 Jan 29jan 1 Feb 2 Feb 3 Feb 4 Feb 7 Feb 8 Feb 12 Feb 13 Feb
Project 1
Task 1
Task 2
Project 3
Project 4
REVISION
Task 5
Project 6
Project End
EVENTS
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49. Mind Map
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01
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50. Puzzle
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51. 01
02
03
04
Our Target
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52. Gender Diversity Female Male
Total Workforce (U.S) 57% 43%
Total Workforce (Global, Excluding the u.s) 39% 61%
Target manager workforce 52% 48%
Target Leadership Team 36% 64%
Target Board of Directors 36% 64%
Racial/ Ethnic Diversity Diverse Non - Diverse
Total Workforce (U.S) 47% 53%
Target Manager Workforce 33% 67%
Target Leadership Team 36% 64%
Target Board of Directors 45% 55%
52
Workforce Diversity
53. Our Mission
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54. Our Team
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Designation
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Designation
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55. Timeline
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2016
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2018
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2020
2017
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2019
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Start End
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56. About Us
56
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Target Audience
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Preferred by Many
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Value Clients