3. Talent
Management
Competency Management
Performance Management
Succession Planning
Business Integration
Performance
Management
Succession Planning
Competency
Management
System Integration
Leadership Development
Evolution Stage
Personnel
Department
Payroll
Benefits
Business Function
Payroll
Systems
Strategic HR
Recruiting
L&D
Org Design
Total Compensations
Communications
Business Partner
Recruiting, ATS
HR Portals
Compensation
Learning Management
4. Core
HR
HR’s Role in a Nut Shell
Work Force
Plan
Recruitment
& Selection
Joining
Process
Training &
Development
Performance
Management
Exit Process
5. Work Force plan – Why??
Forecast
• Expansion
• New Business Prospect
• Growth
• Leadership trait
CoE
• Gearing up for Future
• Cutting Edge Technology
Skills
• Vanilla Skill
• Talent Pool
6. Un-Conventional Hiring…
Technology
Network
Employment
Branding
•Media
•Social & Interactive Apps
•Sponsor Event
•Blogs
•News letter
•Video/ Visuals
•Compensation &
Benefits
•Global Mobility
•Training & Development
•Face to Face Interviews
•Promoting Creativity
•CSR Activities
•Employee Engagement
•Project Management
Process
•Business Venture
•National & International
University Tie ups
•Safety Measures
•Leadership Employment
•Working Cross Domain
•Merger & Acquisition
•Advanced Infrastructure
•Internship Programs
•Emp=Recruiter
•Re-hire
•Pre-campus visit
•Business Partner
•Hiring Across Globe
•Expat/ Repat
•College Connect
7. Compensation & Benefits
Asia -
Pacific
55
Countries
In India
Other
Countries
Europe
44
Countries
Common
Pay
Structure
America
s
50
States &
1 District
Common
Pay
Structure
MENA
20
Countries
Common
Pay
Structure
8. •HRA ,Basic Pay, Conveyance
•LTA, Medical Reimbursement
•Spl Allowance
Base Pay
•Bonus, Loan, Cash & Kind Rewards
•Medical Insurance plan
•ESOP/ RSA
•Working Women Benefit ( maternity)
•Crèche’ Care Allowance
•Paternity benefit
Benefits
•Tax as per net income
•EPF & PF
•Professional tax
Deduction
Indian Pay Structure
9. 50 countries of Asia - Pacific
•Progressive Pay ( 60%)
Base Pay
Benefits
Deduction
•Medicare
•Family tax benefit
•Child care allowance
•Educational tax benefit
•Private Health insurance Rebate
•Profit share
•Tuition fees allowance
•Govt pension plan
•PAYG( Pay As you Go)
•Medicare levy tax ( 1.5%)
•$18,201 - $37,000 -19% for each $1
over $18,200
•$37,001 - $80,000 -$3,572 plus 32.5%
for each $1 over $37,000
•$80,001 - $180,000 - $17,547 plus
37% for each $1 over $80,000
•$180,001 and over - $54,547 plus 45%
for each $1 over $180,000
10. 44 Countries of Europe
Base Pay
Benefits
Deduction
•Flexi Basket of 7 to 10
•Mobile allowance ,performance pay,
pension scheme, profit share, car loan,
paid overtime, flexi-time allowance
•National Health Service
•Stock Options
•Child care cover
•Hardship allowance
•Retirement benefit
•Basic personal Allowance
PAYE ( Pay As You Earn) from NI. No ( National Insurance No).
•£0-£2,710 = 10%
•£0-£34,370 = 20%
•£34,371-£150,000 = 30%
•Over £150,000 = 40%
11. 50 Cities of USA & 1 District
Base Pay
Benefits
Deduction
•Employee bands ( pay’s are fixed as per govt)
•House Hold Expense – 80%
•EAP( Employee Assistance program)
•Group Life Insurance Plan
•Deferred Compensation
•401(K) – deferred payment before
net salary and tax calculation
•Child care allowance
•ESOP
•Bonus
•Income tax ( Range = 10% to 35%)
•401(K) amount
•SSN for tax payment
12. Base Pay
Benefits
Deduction
20 Countries of MENA
•Basic pay
•Paid Leaves ( 60 days)
•Govt medical Insurance Scheme
•Gratuity pay
•Accommodation allowance
•Furnishing Allowance.
•Food Allowance
•Hardship allowance
•Amt specified in the Govt Medical scheme
13. Global Mobility
Return to Home country
Employee Home Country
End of Assignment
Expat Employee HRM team
Start of Assignment
Expat Employee Host – Manager
Onboard with Host Country
HRM Team Host Country
Exit Process
Home Country HRM team
Transfer To the Host Country
Home Country Host country
Immigration Process
Visa Dept Prospective Employee
Selection & Recruitment Process
Host Country Prospective Employee
Choosing International assignment
Home country Prospective Employee
15. Welcoming Rookies – Building Brand
Brand
Ambassador
Red carpet
welcome
Fortune
Cookies
Welcome
speech by
the CEO
Welcome
kit
Interactive
Session
High Tea
Executive
Lunch
Premise
Tour
Surprise
Training
Programs
Onsite
Opportunities
challenge
HR desk for
new joinee
Performance
Management
Branding
Leadership
Programs
Onsite
Session
Assigning
a mentor
Growth
Ahead
18. Exit Process
Employee hands in
Resignation
Check Employment Agreement to
confirm notice period clause
Respond to Resignation
request
Calculate final Pay
Conduct Exist Interview
Collect Company Property
Transformation
Resignation
Submitted
Exit
Questionnaires
Completed
Data
Collected
for 3 – 6 Months
Reports
Prepared
Action
Taken
Data analyzed
& changes
decided
19. HR Mantra - Think – Apply & Innovate
10%
Classroom Studies
Listening Skills
90%
Practical Approach
( Use your Brain)
Eye to Detail
My agenda wouldbe to make you understand the core strength of OD which are encircling HR.In today's scenario, every pillar that supports company is made to run like an organization and that is what we will be covering today for HR Department of any company.I would ensure that you see the fundamental of HR with a different perspective and apply them in your professional life.Its very logical, if your fundamentals are clear, you can play around with various facets of HR. lets play our first game…
To build on organization, the first very essential pillar is seed of foundation, until there is a vision, a thought of aim.. You cant have a strong foundation. Its absolutly important that your leader is visionary.. Lets take Ambani’s EG.. DhirubhaiAmbani started his journey with selling of saris on bicycle in a small town of Gujarat and today.. He is world 4th richest
HR has to always re-think & re-innovate. You cannot stop learning at any age.
