introduction to hr presentation

What Is Human Resources (HR)?

"It requires more than being a good "people person"—the passion comes from wanting to create a positive employee experience for everyone in the office. . . . If you want to help people look forward to Monday morning, then come join the best profession." — Ryan Archibald

The History of HR

How is hr changing.

Health and wellness. Now more than ever employees are taking measures to live a healthier lifestyle and HR will have to find more ways for the organization to support its employees. For example, organizations could provide mental health services, or flexible work schedules to encourage employee health.
Laws and regulations. Post pandemic, we have seen an influx of new laws and regulations, such as vaccine mandates. These mandates are impacting the workplace; as HR grapples with recruiting and retaining talent. Requests for reasonable accommodations and religious exemptions have spiked. Therefore; it is imperative for HR professionals to stay abreast as to what is happening within the industry. .
Great resignation. The fight for talent continues, and employees are demanding more. In the past, organizations provided employees the benefits typically without any input, now that the tides are shifting HR will need to determine what benefits employees are wanting and how it aligns with the organization's goals.
Engagement. Now that the workforce is shifting to a remote work environment, HR will need to become more creative in keeping its remote employees engaged while maintaining a positive company culture.

Why Is HR an Important Part of Every Business?

Strategic management.

“Find a mentor on the business side. The best HR professionals are the ones that understand the business and can align with HR solutions.” — Katie Dykstra

Wages and Salaries

Benefits administration, mitigating liability issues, training and development, employee satisfaction.

"Human Resources is about the Humans. There is an old stereotype that HR was there to just push papers and make sure the company didn't get sued. Which, partly true, we do a lot of documentation management to help companies not get sued. But we do that by making sure that the company is being fair and treating all employees equally.” — Heather Anderson SHRM-CP

Recruiting and Onboarding

Maintaining compliance, what does an hr department do.

“HR is a challenging yet extremely rewarding career … My advice for early career professionals would be to create a career plan that articulates: what are your assets, what are your aspirations, and what does the market need? When those three sync up it provides clarity to where you should spend your time.” — Kiy Watts, former VP of people and culture for the Atlanta Hawks

Human Resources Planning

Strategic Direction – Understanding key mission goals and future objectives set by organization leadership and how the workforce needs to be aligned to achieve them.
Supply Analysis – Understanding the current workforce and how it is projected to change over time, due to attrition and other trends.
Demand Analysis – Understanding the organization's current and future workforce requirements.
Gap Analysis — Understanding the gaps between workforce demand and supply and defining top priority gaps with the greatest impact on organizational performance.
Solution Implementation — The appropriate workforce interventions and activities to close identified workforce gaps and enable your organization to meet its strategic goals.
Monitoring progress — Monitoring the performance of solutions and their impact on the gaps they were designed to address, and continuously improving the solutions to maximize their effectiveness .

Recruitment and Selection

Performance management, career planning, different roles within hr, workplace safety, talent management, how does hr support employees, creativity and innovation, how to know if hr is the career for you.

You care about people
You enjoy strategizing
You handle conflict well
You enjoy variety

Career Path

"The experience that you have working as a compensation specialist at a large firm will be very different from being an HR department of one at a small start-up. . . . Are you looking at doing more strategic HR or are you wanting to be in the weeds of paperwork and day-to-day HR tasks? Each career path in HR is very different!" — Chris Ruddy

Wendy N. Kelly, MSHRM, PHR, SHRM-CP

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17.2: An Introduction to Human Resource Management

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What has been the evolution of human resource management (HRM) over the years, and what is the current value it provides to an organization?

Human resource management over the years has served many purposes within an organization. From its earliest inception as a primarily compliance-type function, it has further expanded and evolved into its current state as a key driver of human capital development. In the book HR From the Outside In (Ulrich, Younger, Brockbank, Younger, 2012), the authors describe the evolution of HR work in “waves”. Wave 1 focused on the administrative work of HR personnel, such as the terms and conditions of work, delivery of HR services, and regulatory compliance. This administrative side still exists in HR today, but it is often accomplished differently via technology and outsourcing solutions. The quality of HR services and HR’s credibility came from the ability to run administrative processes and solve administrative issues effectively. Wave 2 focused on the design of innovative HR practice areas such as compensation, learning, communication, and sourcing. The HR professionals in these practice areas began to interact and share with each other to build a consistent approach to human resource management. The HR credibility in Wave 2 came from the delivery of best-practice HR solutions.

Wave 3 HR, over the last 15–20 years or so, has focused on the integration of HR strategy with the overall business strategy. Human resources appropriately began to look at the business strategy to determine what HR priorities to work on and how to best use resources. HR began to be a true partner to the business, and the credibility of HR was dependent upon HR having a seat at the table when the business was having strategic discussions. In Wave 4, HR continues to be a partner to the business, but has also become a competitive practice for responding to external business conditions. HR looks outside their organizations to customers, investors, and communities to define success—in the form of customer share, investor confidence, and community reputation. HR’s credibility is thus defined in terms of its ability to support and drive these external metrics. Although each “wave” of HR’s evolution is important and must be managed effectively, it is the “outside in” perspective that allows the human resource management function to shine via the external reputation and successes of the organization.

A graphical representation shows the evolution of H R work in four waves.

catching the entrepreneurial spirit

Human Resources Outsourcing—Entrepreneurial Ventures

Human resources is a key function within any company, but not all companies are able to afford or justify full-time HR staff. Over the last decade, HR outsourcing has become a good business decision for many small companies whose current staff doesn’t have the bandwidth or expertise to take on the risks of employee relations issues, benefits and payroll, or HR compliance responsibilities. This has led many HR practitioners to try out their entrepreneurial skills in the areas of HR outsourcing and “fractional HR.”

Human resources outsourcing is very commonly used by smaller companies (and often large companies too) to cover such tasks as benefits and payroll management. This is an area that has been outsourced to third parties for many years. More recent is the trend to have “fractional HR” resources to help with the daily/weekly/monthly HR compliance, employee relations, and talent management issues that companies need to address. Fractional HR is a growing industry, and it has become the service offering of many entrepreneurial HR ventures. Fractional HR is essentially as it sounds—it is the offering of HR services to a company on a part-time or intermittent basis when the company may not be able to justify the cost of a full-time HR resource. An HR professional can be available onsite for a specified number of hours or days weekly or monthly, depending on the company’s needs and budget. The HR professional handles everything from HR compliance issues and training to employee issues support. Also, for companies that are keen on development of employees, the HR resource can drive the talent management processes—such as performance management, succession planning, training, and development—for companies who require more than just basic HR compliance services.

How does a business leader decide whether HR outsourcing is needed? There are generally two factors that drive a leader to consider fractional HR or HR outsourcing—time and risk. If a leader is spending too much time on HR issues and employee relations, he may decide that it is a smart tradeoff to outsource these tasks to a professional. In addition, the risk inherent in some HR issues can be very great, so the threat of having a lawsuit or feeling that the company is exposed can lead the company to seek help from a fractional HR professional.

HR entrepreneurs have taken full advantage of this important trend, which many say will likely continue as small companies grow and large companies decide to off-load HR work to third parties. Some HR companies offer fractional HR as part of their stated HR services, in addition to payroll and benefits support, compensation, and other HR programmatic support. Having a fractional HR resource in place will often illuminate the need for other HR services and program builds, which are generally supported by those same companies. Whether you are an individual HR practitioner or have a small company of HR practitioners and consultants, fractional HR and HR outsourcing can be a very viable and financially rewarding business model. It can also be very personally rewarding, as the HR professional enables smaller companies to grow and thrive, knowing that its HR compliance and processes are covered.

Discussion Questions

At what point should a company consider bringing on a full-time HR resource instead of using a fractional HR resource? What questions should the company ask itself?

Human resource management provides value to an organization, to a large extent, via its management of the overall employee life cycle that employees follow—from hiring and onboarding, to performance management and talent development, all the way through to transitions such as job change and promotion, to retirement and exit. Human capital is a key competitive advantage to companies, and those who utilize their human resource partners effectively to drive their human capital strategy will reap the benefits.

Human resource management includes the leadership and facilitation of the following key life cycle process areas:

Human resources compliance
Employee selection, hiring, and onboarding
Performance management
Compensation rewards and benefits
Talent development and succession planning

Human resources is responsible for driving the strategy and policies in these areas to be in accordance with and in support of the overall business strategy. Each of these areas provides a key benefit to the organization and impacts the organization’s value proposition to its employees.

concept check

In what way do you usually interact with human resources?

What's the Best Way to Present HR Analytics? 15+ Expert Tips

As an HR professional, you have access to people data that can be used to transform culture and kickstart engagement. Through HR analytics and reporting, you can unite departments and empower people to do their best work. Sounds pretty great, right?

But if all that HR data lives in siloes, change will be slow and decisions will be made without all the facts.

That’s where HR analytics presentations come in. With an effective HR presentation, you can package all that good HR analysis into a powerful story that persuades company leaders and positively influences decision-making..

Read on to discover pro tips on building presentations with your HR analytics, including advice from experienced HR pros and tips from BambooHR's in-house team of expert graphic designers. Through data, reporting , and effective HR presentations, you’ll be able to secure your seat at the table when it comes to strategic decision-making.

4 Fundamentals of HR Analytics Presentations

Align the presentation with company goals.

Simply put, your leadership team needs to know that the HR data you’re presenting on will impact the company’s goals and overall mission. Try to connect each data point to a key objective. For example, if one of your company’s initiatives is to improve employee retention , you can speak to employee satisfaction and how it directly affects that initiative.

Include The Financial Impact of HR

Money talks. When possible, include dollars and cents as they relate to overall financial goals. What’s the cost of labor for each employee? How much could the company save on office space if more employees went fully remote?

Build The Presentation Around The Key Takeaway

HR manager Jenny Wells expressed the importance of defining key takeaways. She says, “I try to structure HR presentations by always starting with what I want the audience to take away from it.” At the end of her talk, she makes a point to circle back.

Tailor The Presentation To Your Audience

The HR analysis should be relevant to the audience you’re presenting to. Put yourself in the shoes of your audience and ask yourself these questions: Why do I care? What can I do about it? For example, your finance team may find more value in compensation trends, where your managers might want to dive deeper into performance metrics.

Powerful data insights are only a click away.

With BambooHR, you can manage and report on your sensitive people data with an organized, secure database—no technical experience required.

Best Practices for Using Visuals in HR Analytics Presentations

A picture is worth a thousand words—and that's especially true when it comes to HR presentations.

Any HR analysis is likely chock-full of people data, and people data means numbers. You’ll not only better tell the story of the HR impact by using visual strategies in your presentation, but you’ll tell it in a way that your audience can understand.

To make sure your message hits home, consider incorporating the following best practices into your HR analytics slides:

Keep it simple. If your audience is trying to read a block of text on your slides, they’re likely not listening to the verbal part of your presentation. Keep the amount of words to a minimum, and prioritize key takeaways on your slides.
Add visual interest. Illustrate your main points through data visualizations such as pie charts, graphs, flows charts, images, and videos. These will help engage your audience and make your HR data more digestible.
Use visual hierarchy. The gist of visual hierarchy: Make the most important information bigger, bolder, and in contrast to less important information. You can accomplish this by using fonts, colors, shapes, and more. Read up on the fundamentals of visual hierarchy here .
Weave in some humor . HR data may fire you up, but the standard HR analysis might not be quite as exciting to others in your organization. Adding a dose of humor can really help bring the message home. Perhaps you can kick it off by providing a funny video, image, meme, or quote that pertains to your topic. (Just be sure it’s office-appropriate.)
Provide short snippets . Avoid providing too much information, and use bullet points and numbered lists to make your HR presentation short and sweet. You may know ten reasons why an organization should make the switch to e-signatures , but you’ll want to limit your points to four or five. When in doubt, include hyperlinks to additional information for the people who may want or need more context.

Free Download: Make Your Data Shine.

Linking people data to business outcomes is a critical measure of how your business is performing and a way for HR to show up as strategic players.

5 Methods for Engaging Employees in Your HR Analysis

It’s not always easy to get a roomful of employees involved and engaged. Try using these tips to increase audience participation and attention so your people can absorb the information they need.

Arrange Discussion Groups

“Pairing people for discussions and forming small groups really helps all people participate,” says Stan Kimer, an HR consultant with more than 30 years in the field.

Small groups allow your audience to dive deep into the HR data you’re presenting, and a discussion format encourages deeper critical thinking. Consider giving each small group discussion questions to kickstart the conversation.

Reward Participation

HR consultant Joshua Evans recommends not only facilitating participation, but rewarding it: “Work to involve the audience by asking non-rhetorical questions, playing games, or even offering prizes for participation.”

Vary Your Presentation Style

You probably don’t love the idea of staring at a screen for an hour, right? Neither does your audience. Alternate between slides, discussion, activities, and hands-on education to keep your audience engaged.

Develop Interactive Materials and Handouts

To hold the attention of your audience, consider adding a handout to your presentation where they can take notes and write down any questions. You could also incorporate some fun, short quizzes or surveys to which your audience can respond online using virtual tools such as Poll Everywhere .

Bonus Tip: Handouts double as tangible resources for attendees to look back on at their convenience.

Work The Room

One thing our experts all agreed on: stepping away from the whiteboard to engage with the audience. Moving around the room is a great way to capture attention and is much more effective than staying in one location and lecturing from a single spot.

For virtual audiences, online whiteboards like Miro, Mural, and Stormboard are engaging and Zoom-friendly.

How to Measure the Success of an HR Analytics Presentation

As with anything in work and life, understanding the success of your HR presentation will help you improve future HR reporting and pinpoint any action items that came from the presentation. Here are some strategies to measure the success of an HR presentation:

Use Surveys & Evaluations

Several experts suggest ending your presentation with a short questionnaire or evaluation. Here are some sample questions to include in your survey:

Did you learn something new from this presentation?
Do you have any follow-up action items after attending this presentation?
What are your key takeaways from this presentation?

For full participation, make your surveys quick and easy. You could even conduct a brief evaluation using a mobile survey app , so everyone can use their smartphones to provide feedback on the spot.

Schedule time to speak with your attendees afterward to get a feel for how well they absorbed the information.

You can frame this in terms of interaction in order to give you an in to follow up: “I wanted to follow up on your question about ____ in the HR presentation. Do you have any additional questions?” or “I noticed you didn’t get a chance to ask your questions during the HR presentation. Is there anything I can dive deeper into for you?”

Seek Hard Metrics

You can also try to measure the success of your HR presentation using hard metrics. For example, if your presentation was about career development opportunities, you could measure how many employees participated in development initiatives like leadership training or tuition reimbursement.

Manage employee data the easy way.

Say goodbye to outdated spreadsheets and hello to centralized employee records! From electronic signatures to tax documents, BambooHR keeps employee data organized and secure.

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Human Resources Introduction Powerpoint Presentation Slides

Introducing Human Resources Introduction PowerPoint Presentation Slides which helps an organization to present its work policies. With the help of the HR induction PPT template, you can highlight the profile, target, financial and revenue growth, achievements, and the location of the company. You can showcase your business-related norms such as attendance portal, leaves and holidays, office timings, office dress code, etc. by using our human resource policies presentation deck. This human resource induction PPT slide enables the organization to present its roles and responsibilities in a precise way. There are several methods present in the personnel administration PowerPoint templates like conducting training programs, team introduction, submission of documents, and numerous facilities with which you can improve the value of your organization in the market. The HR induction PPT visual deck comprises of a total of 53 slides. Therefore, download this ready-to-use new employee briefing slideshow presentation slide and make your presentation more effective.

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PowerPoint presentation slides

Presenting this set of slides with name - Human Resources Introduction Powerpoint Presentation Slides. This PPT deck displays fifty-three slides with in-depth research. 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 is available in both standard and widescreen. It can be converted into formats like PDF, JPG, and PNG. It showcases all kinds of editable templates infographics for an inclusive and comprehensive Human Resources Introduction Powerpoint Presentation Slides presentation.

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Business Slides , Flat Designs , Concepts and Shapes , Complete Decks , All Decks , Human Resource Management , Proposals , HR , HR Proposal
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Company Orientation Process

Content of this Powerpoint Presentation

Slide 1 : This slide is on Human Resources Introduction. State Your Company Name and begin. Slide 2 : This slide shows Contents of the presentation. Slide 3 : This slide highlights the Content Company profile. Slide 4 : This slide shows the executive summary of the company. You can make changes to this slide accordingly. Slide 5 : This is Vision & Mission slide describing the companies Values, Mission and Vision. Slide 6 : This slide displays Our History with the help of a timeline. Slide 7 : This slide shows the key financial highlights of the company. You can edit the graph accordingly. Slide 8 : This slide displays the Growth attained by the company in recent years. Slide 9 : A wholistic view of the company headquarter along with various locations in US are displayed in this slide. Slide 10 : This is Our Achievements slide with related imagery and text boxes. Slide 11 : This is an optional slide for Our Achievements. Slide 12 : This slide highlights the Content work policies. Slide 13 : This slide displays Monthly Employee attendance portal. You can edit this slide accordingly. Slide 14 : This slide shows different types of Leaves and Holidays in the organisation. Slide 15 : This slide describes various office timings. You can make changes accordingly. Slide 16 : This slide describes the dress code followed in the office premise. Slide 17 : This is another slide showing Office Dress Code. Slide 18 : This slide highlights the Content Office rules & regulations. Slide 19 : This slide shows Office Rules and Regulations with a complete list od Do's and don'ts. Slide 20 : This slide highlight the Content Major Roles & Responsibility. Slide 21 : This slide presents Major Roles & Responsibilities with related imagery and text boxes. Slide 22 : This slide represents Salary and Package with a detailed of the salary and other benefits offered by the firm. Slide 23 : This is another slide describing Salary and Package. Slide 24 : This is another slide continuing Salary and Package. Slide 25 : This slide displays the breakdown of Employee Stock option in a tabular form. Slide 26 : This slide displays the various Targets that are to be provided to the team and along with it various benefits to be given with them. Slide 27 : This slide shows Medical Insurance and Benefits provided by the firm. Slide 28 : This slide presents categories of Employee Awards and Accomplishments given by the firm. Slide 29 : This slide highlights the Content Training Schedule. Slide 30 : This slide shows Training Schedule with different stages and order of the training provided. Slide 31 : This slide highlights the Content Team Introduction. Slide 32 : This slide presents Team Introduction with names and designation. Slide 33 : This is another slide on Team Introduction. Slide 34 : This slide highlights the Content Required Documents for HR Process. Slide 35 : This slide shows the Required Documents for HR Process. Slide 36 : This slide highlights the Content Facilities and Welfare. Slide 37 : This slide displays Facility and Welfare with a wholistic view of the office premise and facilities like pantry work stations has been displayed here. Slide 38 : This slide highlights the Content Emergency Procedures. Slide 39 : This slide shows Emergency Procedures describing various steps to be followed in case of an emergency. Slide 40 : This slide highlights the Content Questions & Feedback. Slide 41 : This slide shows a series of doubts and questions that the new employees might have regarding the workplace policies. Slide 42 : This slide is titled as Additional Slides for moving forward. Slide 43 : This slide reminds about a 30 minutes Coffee Break. Slide 44 : This is About Us slide to show company specifications etc. Slide 45 : This is a Comparison slide to state comparison between commodities, entities etc. Slide 46 : This is a Dashboard slide with additional text boxes to show information. Slide 47 : This is a Financial slide. Show your finance related stuff here. Slide 48 : This is a Puzzle slide with text boxes. Slide 49 : This is a Lego slide with additional text boxes. Slide 50 : This slide is titled as Post it. Post your important notes here. Slide 51 : This is a Bulb or Idea slide to state a new idea or highlight information, specifications etc. Slide 52 : This is a Venn slide with text boxes to show information. Slide 53 : This is a Thank You slide with address, contact numbers and email address.

Human Resources Introduction Powerpoint Presentation Slides with all 53 slides:

Use our Human Resources Introduction Powerpoint Presentation Slides to effectively help you save your valuable time. They are readymade to fit into any presentation structure.

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Faculty Resources

Powerpoints.

A full set of PowerPoint decks is provided for download below. All decks are tightly aligned to the modules in this course. Since they are openly licensed, you are welcome to retain, reuse, revise, remix, and redistribute as desired.

These PowerPoint files are accessible. If you do revise them, make sure to follow these guidelines for creating accessible PowerPoints .

Use the following link to download all PowerPoint decks in a single .zip file (40 MB) , or download each individual deck below:

Module 1: The Role of Human Resources
Module 2: Human Resource Strategy and Planning
Module 3: People Analytics and Human Capital Trends
Module 4: Diversity in the Workplace
Module 5: Workforce Planning
Module 6: Recruitment and Selection
Module 7: Onboarding, Training, and Developing Employees
Module 8: Compensation and Benefits
Module 9: Performance Management and Appraisal
Module 10: Building Positive Employee Relations
Module 11: Employee Termination
Module 12: Employee Rights and Responsibilities
Module 13: Union–Management Relations
Module 14: Safety, Health and Risk Management
Module 15: Corporate Social Responsibility
Module 16: Managing Global Human Resources
Module 17: Managing Human Resources in Small and Entrepreneurial Businesses

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Blog – Creative Presentations Ideas

infoDiagram visual slide examples, PowerPoint diagrams & icons , PPT tricks & guides

7 Recommended PowerPoint Templates for HR Presentations

Last Updated on August 30, 2022 by

Working in the human resources department of middle or bigger companies involves effectively communicating various HR processes, and analysing & presenting organizational structures. Explaining these rather complex HR concepts can be a lot easier when you use clear visuals.

For you, we’ve handpicked some recommendations of PowerPoint slide deck examples that can be a source of graphical inspiration for you.

You can get any example presented here as editable PPT files. Click on the slide pictures to see and download the source illustration. Check the full collection of Human Resources PowerPoint templates here .

Let’s explore our selection of presentations covering the major HR management presentation topics:

HR Metrics Dashboards with PowerPoint Data Charts
Recruitment, Selection, and Hiring Processes
HR Talent Management Concepts
Employer Branding Essentials

Payroll, Compensation, and HR Administration

Company Organizational Structure Charts
Company Roles and Department Structure

Dashboard Template with HR Metrics PowerPoint Charts

Do you need to report HR-related KPI metrics in a clear presentation? Show it in the form of a dashboard presentation.

An HR dashboard is a presentation type that visually displays major key performance indicators on one or more slides. Check this HR Metrics Dashboard Data Charts PowerPoint template with places for displaying the KPI measures. For example: employee profiles, remuneration structure, skills, or satisfaction. There you can find slides for reporting employee performance and retention, as well as HR project status and progress.

hr-metrics-dashboard-data-chart-ppt-template

Where you can use those HR dashboards:

Presenting your employee skills matrix evaluating key competencies
Illustrate your recruitment & onboarding metrics
Visualize your remuneration changes year-over-year
Create your employee retention dashboard

Recruitment, Selection, and Hiring Processes PowerPoint HR Diagrams

If you want to present recruitment steps or the onboarding processes in a visually attractive format, then have a look at this set of Recruitment, Selection, and Hiring HR diagrams .

Using creative visuals for illustrating the steps to fill the job post helps you to communicate those processes to your peers.

recruiting-selection-hire-onboarding-hr-process-diagram-ppt-template

You can use these HR presentation graphics to:

Illustrate the overall process of hiring employees
Show the candidate selection roadmap
Visually compare hiring journeys with or without pre-onboarding

HR Diagrams for Presenting Talent Management Concepts

This is another HR area that can benefit from using a visual method of communication. If you need to present talent management processes, check this pre-designed HR Talent Management slide deck .

It includes layouts for presenting talent management definition, performance process cycle, and goal management from an organization and individual perspective, and more.

talent-management-process-components-hr-diagrams-ppt-template

You can use it as a library of eye-catching diagram templates to explain HR concepts within your organization. Also, check our icon ideas to illustrate talent management , even 1 symbol can make a difference to your slide.

Employer Branding Essentials Presentation

If you are working with employer branding frameworks and roadmaps, explore this Employer Branding HR Process Diagrams PowerPoint template . It includes a dozen diagram slides to illustrate the process of employee life-cycle or employee value proposition.

A well-designed employer branding roadmap helps to implement relevant activities for improving the employer’s image.

employer-branding-process-hr-diagram-ppt-template HR diagrams

Examples of using Employer branding graphics:

Presenting employer branding framework areas
Showing employer branding stages
Visualizing employer EVP offerings (employee value propositions)

Need to present a compensation and benefits scheme inside your organization?

Here’s a Payroll, Compensation, and HR Admininistration PowerPoint library of slide graphics covering these topics.

There you can find editable diagrams illustrating benefits management, or salary determination and payroll processes.

hr-administration-payroll-process-compensation-management-diagram-ppt-template

These HR diagrams can be used in a broad spectrum of contexts:

Presenting the scope of HR administration management
Showing and analyzing your company’s compensation and benefits scheme
Describing your salary determination process
Visualizing stages of the payroll process

Template for Company Organizational Structure Charts

Do you need to quickly create a creative organization map in PowerPoint?

This Company Organizational Structure Charts slide deck includes company structure organograms as well as matrix management structures for several projects spanning multiple departments.

corporate-structure-org-chart-ppt-diagram HR diagrams

There are 16 pre-designed org charts editable in PowerPoint, for example:

Hierarchical organization charts with pictures of the CEO and department managers
Diagrams for flat organization structures, tree parallelograms, vertical and horizontal flow org charts
Hand-drawn matrix organizational charts for creative scribbled org chart
Vector icons for various roles, project teams, and company departments

Creating your own organizational chart in PowerPoint allows you to get a unique-looking org chart and make flexible changes to reflect organizational fluctuations. Replacing, adding, or removing a position or department is a matter of fast shape modification.

How you can use this template:

Clearly present the organization management flows, company size, and personnel structure.
Introduce people managing a company in a personal way, adding a person’s photograph or role icon only.

Company Roles and Departments PowerPoint Icons Collection

Need to illustrate various senior management roles or specific departments? Have a look at this presentation with Company Roles and Department Structure PPT icons .

There you will find 32 outlined symbols of company positions such as CEO, CFO, COO, CMO, HR head, or Chief Sales Officer. There are also icons representing corporate product-related departments, sales-related issues, back-office, and various product development steps.

company-roles-outline-icons-department-structure-org-chart-ppt

You can reuse the icons and organizational chart templates for presenting your company hierarchy, from the board through to the CEO and directors to specific department heads.

Feel free to explore these and reuse visualization ideas if they fit your work.

With help of those PowerPoint templates full of HR diagrams and role icons, you can enrich your existing slides or create a professional presentation from scratch.

Thanks to the PowerPoint format you can edit all content – change descriptions, expand diagrams, replace icons as you need etc.

Having such templates allows you to create your own do-it-yourself toolbox that can speed up your presentation preparation. You can also import those slides to Google Slides or Keynote presentation software if that is a presentation tool you use.

Resource: HR Diagrams and Template s for PowerPoint

Explore the complete set of presentation graphics about human resources and personnel development topics. If you find it useful you can download all the source illustrations for commercial use and free modifications. All these resources are available in the infoDiagram collection of presentation graphics:

HR Management Diagrams & Icons Decks Collection

Further inspiration for HR presentations

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11.1 An Introduction to Human Resource Management
Introduction
1.1 What Do Managers Do?
1.2 The Roles Managers Play
1.3 Major Characteristics of the Manager's Job
Summary of Learning Outcomes
Chapter Review Questions
Management Skills Application Exercises
Managerial Decision Exercises
Critical Thinking Case
2.1 Overview of Managerial Decision-Making
2.2 How the Brain Processes Information to Make Decisions: Reflective and Reactive Systems
2.3 Programmed and Nonprogrammed Decisions
2.4 Barriers to Effective Decision-Making
2.5 Improving the Quality of Decision-Making
2.6 Group Decision-Making
3.1 The Early Origins of Management
3.2 The Italian Renaissance
3.3 The Industrial Revolution
3.4 Taylor-Made Management
3.5 Administrative and Bureaucratic Management
3.6 Human Relations Movement
3.7 Contingency and System Management
4.1 The Organization's External Environment
4.2 External Environments and Industries
4.3 Organizational Designs and Structures
4.4 The Internal Organization and External Environments
4.5 Corporate Cultures
4.6 Organizing for Change in the 21st Century
5.1 Ethics and Business Ethics Defined
5.2 Dimensions of Ethics: The Individual Level
5.3 Ethical Principles and Responsible Decision-Making
5.4 Leadership: Ethics at the Organizational Level
5.5 Ethics, Corporate Culture, and Compliance
5.6 Corporate Social Responsibility (CSR)
5.7 Ethics around the Globe
5.8 Emerging Trends in Ethics, CSR, and Compliance
6.1 Importance of International Management
6.2 Hofstede's Cultural Framework
6.3 The GLOBE Framework
6.4 Cultural Stereotyping and Social Institutions
6.5 Cross-Cultural Assignments
6.6 Strategies for Expanding Globally
6.7 The Necessity of Global Markets
7.1 Entrepreneurship
7.2 Characteristics of Successful Entrepreneurs
7.3 Small Business
7.4 Start Your Own Business
7.5 Managing a Small Business
7.6 The Large Impact of Small Business
7.7 The Small Business Administration
7.8 Trends in Entrepreneurship and Small-Business Ownership
8.1 Gaining Advantages by Understanding the Competitive Environment
8.2 Using SWOT for Strategic Analysis
8.3 A Firm's External Macro Environment: PESTEL
8.4 A Firm's Micro Environment: Porter's Five Forces
8.5 The Internal Environment
8.6 Competition, Strategy, and Competitive Advantage
8.7 Strategic Positioning
9.1 Strategic Management
9.2 Firm Vision and Mission
9.3 The Role of Strategic Analysis in Formulating a Strategy
9.4 Strategic Objectives and Levels of Strategy
9.5 Planning Firm Actions to Implement Strategies
9.6 Measuring and Evaluating Strategic Performance
10.1 Organizational Structures and Design
10.2 Organizational Change
10.3 Managing Change
11.2 Human Resource Management and Compliance
11.3 Performance Management
11.4 Influencing Employee Performance and Motivation
11.5 Building an Organization for the Future
11.6 Talent Development and Succession Planning
12.1 An Introduction to Workplace Diversity
12.2 Diversity and the Workforce
12.3 Diversity and Its Impact on Companies
12.4 Challenges of Diversity
12.5 Key Diversity Theories
12.6 Benefits and Challenges of Workplace Diversity
12.7 Recommendations for Managing Diversity
13.1 The Nature of Leadership
13.2 The Leadership Process
13.3 Leader Emergence
13.4 The Trait Approach to Leadership
13.5 Behavioral Approaches to Leadership
13.6 Situational (Contingency) Approaches to Leadership
13.7 Substitutes for and Neutralizers of Leadership
13.8 Transformational, Visionary, and Charismatic Leadership
13.9 Leadership Needs in the 21st Century
14.1 Motivation: Direction and Intensity
14.2 Content Theories of Motivation
14.3 Process Theories of Motivation
14.4 Recent Research on Motivation Theories
15.1 Teamwork in the Workplace
15.2 Team Development Over Time
15.3 Things to Consider When Managing Teams
15.4 Opportunities and Challenges to Team Building
15.5 Team Diversity
15.6 Multicultural Teams
16.1 The Process of Managerial Communication
16.2 Types of Communications in Organizations
16.3 Factors Affecting Communications and the Roles of Managers
16.4 Managerial Communication and Corporate Reputation
16.5 The Major Channels of Management Communication Are Talking, Listening, Reading, and Writing
17.1 Is Planning Important
17.2 The Planning Process
17.3 Types of Plans
17.4 Goals or Outcome Statements
17.5 Formal Organizational Planning in Practice
17.6 Employees' Responses to Planning
17.7 Management by Objectives: A Planning and Control Technique
17.8 The Control- and Involvement-Oriented Approaches to Planning and Controlling
18.1 MTI—Its Importance Now and In the Future
18.2 Developing Technology and Innovation
18.3 External Sources of Technology and Innovation
18.4 Internal Sources of Technology and Innovation
18.5 Management Entrepreneurship Skills for Technology and Innovation
18.6 Skills Needed for MTI
18.7 Managing Now for Future Technology and Innovation
What has been the evolution of human resource management (HRM) over the years, and what is the current value it provides to an organization?

Human resource management over the years has served many purposes within an organization. From its earliest inception as a primarily compliance-type function, it has further expanded and evolved into its current state as a key driver of human capital development. In the book HR From the Outside In (Ulrich, Younger, Brockbank, Younger, 2012), the authors describe the evolution of HR work in “waves”. 1 Wave 1 focused on the administrative work of HR personnel, such as the terms and conditions of work, delivery of HR services, and regulatory compliance. This administrative side still exists in HR today, but it is often accomplished differently via technology and outsourcing solutions. The quality of HR services and HR’s credibility came from the ability to run administrative processes and solve administrative issues effectively. Wave 2 focused on the design of innovative HR practice areas such as compensation, learning, communication, and sourcing. The HR professionals in these practice areas began to interact and share with each other to build a consistent approach to human resource management. The HR credibility in Wave 2 came from the delivery of best-practice HR solutions.

Catching the Entrepreneurial Spirit

Human resources outsourcing—entrepreneurial ventures.

What do you believe is contributing to the growth of the fractional HR and HR outsourcing trend? Do you expect this trend to continue?
At what point should a company consider bringing on a full-time HR resource instead of using a fractional HR resource? What questions should the company ask itself?

Human resource management includes the leadership and facilitation of the following key life cycle process areas:

Human resources compliance
Employee selection, hiring, and onboarding
Performance management
Compensation rewards and benefits
Talent development and succession planning

Concept Check

How has the function of human resource management evolved over the years?
In what way do you usually interact with human resources?

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Chapter 1: Perspectives on Human Resources Management: Exploring Why HRM Matters

1 Human Resource Management: An introduction

Learning objectives.

Define HRM and explain its evolution over the years.
Explain the role of HRM in organizations.
Define, discuss and explain the major HRM activities.
Explain the professional and personal skills needed to be successful in HRM.
Understand the role of the Quebec HR professional order.
Understand how the business context influences HRM.

Every organization, large or small, uses a variety of capital to make the business work. Capital includes cash, valuables, or goods used to generate income for a business. For example, a retail store uses registers and inventory, while a consulting firm may have proprietary software or buildings. No matter the industry, all companies have one thing in common: they must view people as intellectual capital. This will be our focus throughout the text: achieving organizational effectiveness through the use of people’s skills and abilities.

1. What Is HRM?

Human resource management (HRM) is an integrated set of processes, practices, programs, and systems in an organization that focuses on the effective deployment and development of its employees. These processes include employing people, training them, compensating them, developing policies relating to them, and developing strategies to retain them. It is, by most account, one of the most critical functions of an organization, because for an organization to be efficient, it needs employees and systems that support them. Think of an organization that you admire (you can use Fortune’s ranking of the World’s Most Admired companies). If you look closely at these companies, you’ll find that they are all built, without exception, around efficient, strong, and innovative HR processes.

1.1. HRM: A Short History

As a field, HRM has a long history. It takes root in the study of psychology, organizational behaviour, and industrial engineering. The field has undergone many changes over the last twenty years, giving it an even more important role in today’s organizations. In the past, human resource management (HRM) was called the personnel department. This department was in charge of hiring people and dealing with the paperwork related to employment. More recently, however, the personnel department has been divided into human resource management and human resource development, as these functions continue to evolve. HRM is not only crucial to an organization’s success, but it should be part of the overall company’s strategic plan, because so many businesses today depend on people to support their vision and accomplish their mission. Strategic planning plays an important role in how productive the organization is.

Figure 1.1. Examples of Differences between Personnel Management and HRM

In the book HR From the Outside In (Ulrich, Younger, Brockbank, & Ulrich, 2012), the authors describe the evolution of HR work in 4 “waves”. 1 (see Figure 1).

Early 1900: Wave 1 focused on the administrative work of HR personnel, such as the terms and conditions of work, delivery of HR services, and regulatory compliance (e.g., payroll). This administrative side still exists in HR today, but it is often accomplished differently via technology and outsourcing solutions.

1970’s: Wave 2 focused on the design of innovative HR practice areas, such as, compensation, learning, and sourcing. The HR professionals in these practice areas began to interact and share with each other to build a consistent approach to human resource management. The HR credibility in Wave 2 came from the delivery of “best-practice” HR solutions.

1990’s: Wave 3 has focused on the integration of HR strategy with the overall business strategy. Human resources appropriately began to look at the business strategy to determine what HRM priorities to work on and how to best use resources. HR began to be a true partner to the business, and the credibility of HRM was dependent upon HR having a seat at the table when the business was having strategic discussions.

2000’s: In Wave 4, HRM continues to be a partner to the business, but has also become a competitive practice for responding to external business conditions. Organizations get ahead of the competition with their HRM practices.

Although each “wave” of HRM’s evolution is important and must be managed effectively, it is the “outside in” perspective that allows the human resource management function to shine via the external reputation and successes of the organization.

Figure 1.2.

2. The Role of HRM in Organizations

HRM is an ‘umbrella’ term for many different and interrelated functions. It is necessary to point out at the very beginning of this text, that every manager has a role relating to human resource management. Just because we do not have the title of HR manager it does not mean we won’t perform all or at least some of the HRM tasks. For example, most managers deal with the selection, compensation, and motivation of employees—making these aspects not only part of HRM but also part of management in general. Most experts agree on eight main roles that HRM plays in an organization. These roles are described in the following sections.

2.1. Dealing with Laws and Setting Policies & Procedures

Legislation and hrm.

It is very important that human resource managers are aware of all the laws that affect the workplace and they ensure that the processes in place abide by them. An HRM manager will work under the following legal frameworks:

Discrimination laws
Health and safety requirements
Compensation and benefits requirements (e.g., minimum wage and holidays)
Labour laws

The legal environment of HRM is always changing, therefore, HRM must always be aware of changes taking place and then communicate the changes to the entire management organization. In this textbook, we have decided to address these laws in each relevant chapter instead of presenting them in a single chapter.

Policies and HRM

In addition to having to comply with the requirements mandated by law, every organization may have their own set of unique policies. These policies can be set to ensure fairness (e.g., vacation policy above and beyond those legally mandated), to enhance effectiveness (e.g., internet usage policy), or simply to reinforce the culture (e.g., dress code). Some of the roles of HRM are to identify issues that can be addressed by implementing a policy, these can range from chronic tardiness of employees to a lack of decorum in meetings. HRM, management and executives are all involved in the process of developing policies. For example, the HRM professional will likely recognize the need for a new policy or a change of policy, they will then seek opinions on the policy, write the policy, and then communicate that policy to employees. The range of policies that can be designed is endless; here are a few examples of innovative policies that can be found in some companies, including giving time-off to employees to volunteer in community organizations (to promote well-being and group work) and getting rid of job titles (to reduce hierarchy).

2.2. Job analysis and job design

Organizations rely on the execution of numerous and varied tasks. These tasks, which are often carried by employees, have to be structured in such a way to maximize efficiency. They should be clear and distinct from each other. They should also be performed by capable employees. HRM is responsible for the definition and organizations of these tasks through the processes of job analysis and job design.

2.3. Talent Acquisition

You need the right people to perform tasks and get work done in the organization. Even with the most sophisticated machines, humans are still needed, therefore, one of the major tasks in HRM is staffing. Staffing involves the entire hiring process from posting a job to negotiating a salary package. Within the staffing function, there are four main steps:

Development of a staffing plan allows HRM to see how many people they should hire based on revenue expectations.
Development of policies to encourage multiculturalism at work. Multiculturalism in the workplace is becoming more and more important as there is an increasing amount of people from a variety of backgrounds in the workforce.
Recruitment. This involves finding the right people to fill the open positions.
Selection. At this stage, people will be interviewed and selected and a proper compensation package will be negotiated. This step is followed by training, retention and motivation.

2.4. Training and Development

Once we have spent the time to hire new employees, we want to make sure they are trained to do the job and continue to grow and develop new skills. This results in higher productivity for the organization. Training is also a key component in employee motivation. Employees who feel they are developing their skills tend to be happier in their jobs, which results in an increase of employee retention. Examples of training programs might include the following:

Job skills training, such as how to use a computer program
Training on communication
Team-building activities
Policy and legal training, such as sexual harassment training, safety training and ethics training

2.5. Performance Assessment and Management

Employee performance is one of the main objectives of the HRM professional. Basically, people have to be good at what they do. In a coffee shop, baristas have to produce a great cup of coffee, within a certain amount of time, and serve it to the customer in a pleasant manner. Every job is different and quite complex when you think of the different ways in which performance is defined. It is the role of the HRM professional to devise systems to measure this performance with precision and use this information to help the employee and the organization. Performance appraisal systems may include:

A 360 appraisal process
A behavior checklist
A graphic rating scale
MBO or management by objectives

However, assessing performance is only the beginning. Once a measure of performance is obtained, the HRM professional uses it for multiple purposes, including:

Provide feedback for employees
Determine compensation (e.g., bonus, raise, etc.)
Take disciplinary measures

2.6. Compensation and Benefits Administration

HRM professionals need to determine that compensation is fair, meets industry standards, and is high enough to entice people to work for the organization. Compensation includes anything the employee receives for his or her work. In addition, HRM professionals need to make sure the pay is comparable to what other people performing similar jobs are being paid. This involves setting up pay systems that take into consideration the number of years with the organization, years of experience, education, and similar aspects. Examples of employee compensation include the following:

Health benefits
Retirement plans
Stock purchase plans
Vacation time
Tuition reimbursement

2.7. Labour Relations

A labour union, also called a trade union or worker’s union, is an organization that represents the collective interests of employees. HRM professionals are involved in the negotiation (collective bargaining) and management of union contracts. These contracts typically cover compensation, work schedules, benefits, discipline, and other work-related processes. Unions are very prevalent in Canada and especially in the province of Quebec. As such, an understanding of labour unions is very important to be effective.

2.8. Health and Safety

Safety is a major consideration in all organizations. Oftentimes new laws are created with the goal of setting federal or state standards to ensure worker safety. Unions and union contracts can also impact the requirements regarding worker safety in the workplace. It is up to the human resource manager to be aware of worker protection requirements and ensure the workplace is meeting both federal and union standards. Worker protection issues might include the following:

Chemical hazards
Heating and ventilation requirements
Use of “no fragrance” zones
Protection of private employee information

2.9. HR Analytics

3. hrm as an integrated set of processes..

While HRM can be described as a set of different processes, it is important to consider the interdependence of each of these processes. In other words, each HR process is connected with other HR processes. The effectiveness of HRM lies in how well integrated these processes are and how they are aligned to support the mission and strategy of the organization. For example, a new policy on workplace bullying will only be effective if employees are trained to understand and respect it. In addition, that policy has little chance of taking hold if it is not part of the performance appraisal process. Finally, in a unionized environment, the policy will have to be designed with the cooperation of the labour union so that it is integrated into the collective agreement.

Ulrich, D., Younger, J., Brockbank, W. and Ulrich, M. (2012), “HR talent and the new HR competencies”, Strategic HR Review , Vol. 11 No. 4, pp. 217-222.

Human Resources Management - Canadian Edition by Stéphane Brutus and Nora Baronian is licensed under a Creative Commons Attribution-NonCommercial-ShareAlike 4.0 International License , except where otherwise noted.

Year End Employee Review

A year end employee review is a conversation that happens between managers and employees that goes over performance expectations and how well they were executed. The employee review allows leadership to reflect on the previous year with their team in order to help them grow for the overall success of their career and the business. Teams can facilitate these meetings more effectively with Beautiful.ai’s year end employee review presentation example.

Our Year End Employee Review template can also help you get a better understanding of your responsibilities and expectations for your role, communicate concerns or provide feedback to your manager, or position yourself in a favorable way to ask for a raise or promotion.

Company Culture

Good company culture can be the difference between landing top talent and losing them to the competition. When an employee finds a company that matches their values, they tend to form better relationships with their colleagues in turn making them more motivated and productive. A successful company culture presentation helps you define things like your work environment, values and mission, and expectations of employees, and can help HR managers and teams align on values for a more balanced workplace.

Our company culture template can help HR managers define company culture standards and guidelines, onboard new hires more efficiently, and host annual or quarterly training as a refresher to existing employees.

Training Presentation

Are you training a team of new recruits to your company? Or delivering a webinar on a topic in your industry to your employees? To pull off a training session, webinar, or coaching session effectively, you’ll need an organized presentation as a visual aid.

A good training presentation can provide structure to your speech and boost your confidence as a presenter. It can also deliver your message efficiently, and stick with your audience long after your presentation is over. Use our training presentation template to present information simply and logically, help on-board new recruits, motivate, inspire, or inform your audience.

Performance Review Presentation

A performance review can help managers and employees align on expectations and set goals so the team as a whole can be more successful. Keep your notes and employee evaluations organized with Beautiful.ai’s performance review template .

Our customizable template has all the performance review basics like communication hits and misses, job performance, and overall feedback. Our performance review template can also help you customize your performance review presentation for different employees, act as a take-away resource that employees can reference throughout the quarter, organize your notes and expectations for future hires.

Employee Handbook

HR managers have a lot to share with new employees during their first week on the job. That’s why you need an employee handbook template for your upcoming presentation. You’ll also need a template that covers it all: the company’s history and values, essential policies, perks and benefits, expected employee behavior, who they can contact for help, and much more.

A comprehensive employee handbook presentation can help HR teams inform new hires and get them excited to work for the company. Plus, it can be used as a resource that they can come back to again and again.

New Hire Onboarding

New employee onboarding is the process of integrating a new hire with a company and its culture, as well as getting a new hire the tools and information needed to become a productive member of the specific team they’ll be working with. There’s a lot of information for HR managers to share with new hires on their first day and beyond: what the company is all about, what they can expect to do and who to work with, and so much more. Having all of that information conveyed in a template helps to standardize the onboarding process across the organization. Our new hire onboarding template keeps everything organized for you and new employees who are starting their journeys.

HR teams can use the new hire onboarding template to introduce new hires to the company, help onboarding run more consistently across teams and functions, standardize the knowledge base all new employees will have upon finishing orientation, and check in with new employees periodically.

HR Benefits Presentation

Our human resources benefits template makes it easy to break down important benefits and perks for your employees. Understanding medical, dental, and vision insurance coverage can be confusing. Figuring out incentives like 401(K) retirement plans can be, too. Lay everything out in one easy-to-read HR benefits presentation.

Use the HR benefits template to explain the open enrollment process, onboard new employees, or to keep on hand as a company resource.

Recruitment Presentation

In a competitive market, recruiters and HR representatives need to attract and lock down top talent for their organization. Your company might provide competitive benefits, high salaries, an engaging company culture, and enticing opportunities for growth, but if you don’t know how to sell those perks, you won’t bring in those candidates.

A compelling and informative job recruitment presentation can set you apart from your competitors and bring in top quality job candidates who are perfect for your team. Use our recruitment presentation template to highlight your company’s advantages, connect and network with candidates in your industry, and attract high-quality candidates.

Company Overview

Every company has a unique story to tell. However, it can be difficult to put together a beautiful presentation that tells your story effectively and looks great at the same time. Our company overview template is the answer. With this presentation template, you can share your company’s philosophy, specific goals, team members, products or services, plans for the future, and more.

Our company overview template is perfect for organizing annual meetings, potential customer or investor pitches, or new hire orientations. It’s a versatile HR deck that every team should have on hand.

Beautiful.AI Team

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How to Explain HR to Managers

A woman giving a presentation in front of a group of people.

Best-selling author Martin Yate, a career coach and former HR professional, takes your questions each week about how to further your career in HR.

Y ou are taking responsibility for accomplishing a more collaborative relationship between HR and management, resulting in improved profitability of the entire organization—a benefit for everybody.

Set up a series of talks with small groups of leaders from around the organization and give your presentation. Keep track of who attends and follow up with those who don't.

Use PowerPoint to create your presentation and begin each slide with a headline, followed by the topics you'll address; all should be focused on how an HRBP and a generalist each help the company's managers. Here is some sample language to get you started. You can add in your own observations and make it specific to your organization.

Slide 1: Managers' Deliverables and Responsibilities

A company is a complex piece of money-making machinery. Every department is an important cog in that machinery.
Every organization constantly seeks ways to improve profitability.
To maximize profitability, all departments need to interact smoothly to reach common goals.
More interaction between departments with very different bodies of knowledge will have to occur.
The prime responsibility of every manager is to get work done through others to meet departmental goals and support corporate objectives.
These issues all impact your personal success.

Slide 2: HR Deliverables That Help Managers and the Organization

HR has a responsibility to do everything it can to support corporate goal achievement, helping you get work done productively with peers and through direct reports.
Think of HR as the oil that helps all departmental cogs run smoothly, supporting many different interests that help the enterprise operate efficiently.
HR must always ensure that all operations are executed in the ways that minimize the likelihood of costly legal issues.
Managers' success can be leveraged by differentiating and using the functions of the HR generalist and the HRBP appropriately.

Slide 3: HR Generalists' Deliverables to Managers

Generalists are responsible for recruiting new hires and managing the staffing process in a timely manner. This can only happen with managers' support and timely involvement, and this supports managers' personal success.
They also are responsible for the staff's professional development, including onboarding, career development and training. Managers are not relieved of responsible involvement, because none of this development can happen without them.
Generalists oversee employee welfare, safety, wellness, health and counselling.
They also facilitate performance review and management.
Generalists develop compensation and benefits systems that are legal and keep the company competitive in the recruitment arena.
Generalists develop and implement policy documents and handbooks that are legally responsible and in line with corporate goals.

Depending on company structure, there may be one or many HR generalists supporting these and other initiatives.

Slide 4: HRBPs' Deliverables to Managers

The HRBP only climbs the rungs of the HR career ladder by exhibiting superior performance with all the deliverables of the HR generalist.

The experience and maturity that come with this journey enable the HRBP to interact with senior management, looking at a range of issues from multiple viewpoints while focused on a common goal: protecting the company's best interests.

The HRBP is a professional able to define enterprise-wide business goals and align them with legal concerns. The HRBP helps create the HR framework needed to deliver on those goals while maintaining or upgrading the HR capabilities necessary for their achievement.

HRBP capabilities include:

Understanding business mandates and communicating in business terms.
Helping line and staff management connect business goals with the strategies, tactics and manpower to achieve them.
Identifying stumbling blocks to these goals and suggesting ways around them.
Explaining the HR legal requirements that will be encountered as businesses work toward their goals, how to efficiently meet the goals, and how to navigate the HR framework as the goals are achieved.
Developing and managing any necessary new pay plans, benefits programs and performance appraisal systems.
Using HR metrics to support new initiatives.

Slide 5: The Takeaway

Line and staff managers who witness this presentation will understand the different ways HR makes their lives easier and careers more successful, actively supports an organization's success, and benefits everyone. They will know that the entire HR function exists to encourage the company's success, and by extension, the success of every individual manager.

You should encourage questions and, time allowing, break into small groups to discuss a new or current initiative. Then, especially after those first couple of events, talk to each participant individually about what they gained and what they'd like to hear more about.

Rising Demand for Workforce AI Skills Leads to Calls for Upskilling

As artificial intelligence technology continues to develop, the demand for workers with the ability to work alongside and manage AI systems will increase. This means that workers who are not able to adapt and learn these new skills will be left behind in the job market.

A vast majority of U.S. professionals think students should be prepared to use AI upon entering the workforce.

Employers Want New Grads with AI Experience, Knowledge

A vast majority of U.S. professionals say students entering the workforce should have experience using AI and be prepared to use it in the workplace, and they expect higher education to play a critical role in that preparation.

Artificial Intelligence in the Workplace

An organization run by AI is not a futuristic concept. Such technology is already a part of many workplaces and will continue to shape the labor market and HR. Here's how employers and employees can successfully manage generative AI and other AI-powered systems.

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New, trends and analysis, as well as breaking news alerts, to help HR professionals do their jobs better each business day.

Success title

Success caption

13 Useful Presentation Topics for Human Resources

By: Author Shrot Katewa

As an HR head, you might be invited to many forums, conferences, and board rooms to discuss burning topics that are being debated within your community.

We think there is surely room for more and more presentations to be made and points to be discussed within this space. So, today we share with you some ideas that you can read, discuss and develop for your next PowerPoint presentation.

So, let’s dive right into the topics directly –

A Quick Note Before We Begin – if you want to make jaw-dropping presentations, I would recommend using one of these Presentation Designs . The best part is – it is only $16.5 a month, but you get to download and use as many presentation designs as you like! I personally use it from time-to-time, and it makes my task of making beautiful presentations really quick and easy!

1. Employee well-being

The role that employee health and well-being play in the success of an organization is something that cannot be doubted. Yet, we do not see enough debate around how a healthy body and mind is good for business as well.

Using this topic we would encourage HR heads, students, and professors to discuss how such policies with respect to employee well-being should be framed, how business functions should be rewarded for promoting employee well-being.

It would be a great topic for starting an organizational behavior discussion as well.

2. Digitalization in HR practices

We all acknowledge that the digitalization of processes and systems is something no function can escape from – including HR. Do you agree that technology has a role to play in HR? Or do you believe that the role of the ‘human’ here is more important to focus on than automation of HR practices?

Either way, this is a great topic to take off from and talk about how HR as a function has been impacted by technology over the years, and what possibly will it look like 5 to 10 years hence.

3. Role of Employee Mental Health

A goal-focused approach, having a mindset for success, an enhanced focus for better productivity — these are aspects that many a time we talk to employees about. However, how do you develop a healthy mind that is not stressed and anxious? A mindset that actually wants to succeed but isn’t feeling pressured.

We think HR departments have a great opportunity in expounding on the critical need for investing in mental health and providing good counseling opportunities across levels. A great presentation topic at any forum for sure!

4. Importance of Learning and Development

Now, this has always been a top favorite amongst HR practitioners.

There is no doubt that the need to learn and upskill employees is a crucial aspect in today’s ever-increasing VUCA world. Globalization has ensured that one can learn both online and offline from experts.

It would be interesting to showcase your thoughts and present how training resources are being assigned. The presentation can also include how HR teams are adapting to the ever more nuanced learning needs of their people.

5. Dispute Resolution among Employees

We are human and so it is obvious that there shall be disagreements. In fact, disagreements are often encouraged to ensure that good ideas on the table become even better! We see HR heads presenting this topic with examples and anecdotes from their work lives.

Also, as a presentation topic, it can extend to offline case studies that can be discussed event after a workshop. There is a possibility that at times you have seen that a dispute is highly subjective – for example when it comes to interpretation say of a gesture, culturally it can be a genuine mistake.

So go ahead make this presentation topic as engaging and interactive as you like it!

6. Secrets of a Happy Workplace

We all want to work at an organization where we feel motivated, engaged, and safe. However, what goes behind in building and maintaining such a happy workplace?

Is it when you have an employee-first approach or is it when it is about a customer-first approach? Do HR and management value the same thing?

These are all pointers that we think your PowerPoint presentation can touch upon. There is enough research out there that supports both points of view. So go happy presenting!

7. How to Attract Millennials to your Workplace?

Now, this is another great presentation topic – and one that many people would like an answer to!

Millennials have a reputation that they are either too distracted or disloyal to stick to an organization. However, recent surveys suggest that all they need is a purpose-driven organization. If they can identify with your cause, they actually are quite a loyal bunch!

As an HR practitioner your role in attracting and retaining such talent, and the role of the CEO in providing this enabling environment can well be a good presentation topic for your next HR board meeting.

8. Creating an Engaged Workforce

Engaged workforce as a presentation topic works very well at all levels.

You have an opportunity over here to talk about a variety of aspects that go into engaging your workforce such as progressive and inclusive policies, diversity management, the role of sports, off-sites, etc.

You might want to stress certain productivity numbers that the industry has experienced when working with an engaged workforce. We believe that this topic can go as niche or wide as you would prefer.

9. Open Offices – boon or bane?

HR teams across the world have often been sold the concept of open offices over closed cabin environments.

It seems logical that the more open the office, the less the hierarchy. Yet does that also mean more distraction, less productivity?

This is a presentation topic that can help you open up a lot of room for an active discussion with your audience. Is there a formula for success to open offices? Why do some industries or sectors have more success w.r.t to these open formats?

Again as an HR head or student, you would have unique experiences that will make for a great presentation.

10. Encouraging a work-life balance at a startup

Start-up culture is something that still is a hot topic at most HR seminars. It is usually this unique time in an organization where the organization is still figuring out what suits its employees best.

HR professionals can use this PowerPoint presentation topic to both share and invite ideas on how work-balance can be maintained, and what is needed in their organizations as they move along the growth curve.

11. Employee Volunteering – Role of HR or CSR?

Another great topic is the role volunteering plays in an organization and which team really needs to front this. Since Corporate Social Responsibility teams are often merged with the Communication teams there can be a difference in the approach.

HR heads have an opportunity here to dissect their role as employee engagement custodians and how & if they see volunteering as part of this mandate.

12. Importance of an Ethics Committee

Do you need an ethics committee for your organization? Usually, well yes! However, is the firm at too nascent a stage for such a ‘committee’? Can it work via an ombudsperson? Do you need a formal whistle-blower policy?

All these topics can come together within this presentation topic and make it worthy of a discussion across board rooms. We believe that HR heads have another great topic here for making their voice heard!

13. Job Rotation and its contribution to Employee Growth

The industrial revolution showcased how employee productivity grew if people repeated a task often. It was stated that this reduced the chances of errors and in fact, is what led to the whole 6 sigma quality and productivity concept. Yet, is this concept relevant now?

As an HR head you can ponder on why this has worked but even how in this digital age, and reducing attention spans, employees are seeking to learn new skills.

Your presentation can cover how job rotation can lead to, for example. better talent development and retention. Worth your time!

So there you have it. There is a lot to talk about when we need to share something useful on human resources. I would like you to consider these topics only as a conversation starter and build up from the brief pointers that we have mentioned. I also hope that you find the above topics really something that you can use and is effective in your business setting. Do let us know your thoughts in the comments below.

Our goal on this blog is to create content that helps YOU create fantastic presentations; especially if you have never been a designer. We’ve started our blog with non-designers in mind, and we have got some amazing content on our site to help YOU design better.

If you have any topics in mind that you would want us to write about, be sure to drop us a comment below. In case you need us to work with you and improve the design of your presentation, write to us on [email protected] . Our team will be happy to help you with your requirements.

Lastly, your contribution can make this world a better place for presentations . All you have to do is simply share this blog in your network and help other fellow non-designers with their designs!

Topic 1: Introduction to Human Resources Management

Human Resource Management was originally known as personnel or people management. In the past, its role was quite limited. Within any company or organization, HRM is a formal way of managing people. It is a fundamental part of any organization and its management.

The main responsibilities of the personnel department include hiring, evaluating, training, and compensation of employees. The human resources department deals with any issues facing the staff in their working capacity within an organization. HR is concerned with specific work practices and how they affect the organization’s performance.

Today, Human Resources Management deals with:

Anything related to managing people within a company or organization. This means decisions, strategies, principles, operations, practices, functions, activities, and the methods used to manage employees.
The type of relationships people have in their places of employment and anything that affects those relationships in a positive or negative way.
Ensuring that employees are satisfied with the conditions of their employment. This leads to better services and production of goods and helps the company’s success.

When we talk about human resources in a business situation it means the workforce, i.e., the employees of a company and what skills and energy they bring. This includes any ideas, creativity, knowledge, and talents that employees bring with them and use to help the organization be successful. In other words, the resources a person has or the knowledge and experience developed over the years.

HRM focuses on bringing in (recruiting) new employees with new talents for the company and managing employees. Another function is to guide and help said employees by providing direction when necessary. In a large organization, with a lot of people, it is important to have a department that specifically focuses on staff issues. These issues are things like hiring, performance management, organizational development, training, occupational health and safety, motivation incentives, communication, workplace culture, and environment.

Human Resource Management is now a vital part of any organization. Every company or organization is required to have this department. It helps with increasing the morale of workers by working on relations between employees and their employers and constantly striving to make them better. The HR department also provides any support employees need to assist them improve their performance.

The HRM function extends to assessing the productivity and/or success of every department in an organization or business. It assists each department and helps them improve their work. It also intervenes

when necessary to help solve any problems that might arise with regards to employees’ work. Getting better results from the company’s workers is another job of HRM.

When a business has valuable, rare, and/or unique human resources it will always have a competitive advantage over other similar organizations.

Below are the criteria used in Human Resource Management – when using these effectively, a company can make an impact in its particular field.

– Value Building : People who try hard to decrease costs and to provide a service or product unique to customers, can increase their own value as employees and that of the company. Organizations also use empowerment programs, quality initiatives, and strive for continual improvement in order to increase the value that employees bring to the company.

– Rarity : When the skills, knowledge, and abilities of employees are not equally available to all companies in the same field, the company that has these people, has a very strong advantage. This is why top companies endeavor to hire and train the best and the brightest employees. This way they gain advantage over their competitors. In some cases, companies will even go to court to stop other organizations from taking away their valued employees. This proves that some companies have clearly identified the value and the uniqueness of certain employees.

– Incomparability : Employees give their companies competitive advantage when their capabilities and contributions cannot be reproduced by others. That is, the knowledge and skills that they bring to the organization are unique and not easily found elsewhere. Certain corporations such as Disney, Southwest Airlines, and Whole Foods have, over the years, developed very distinctive cultures that get the most from employees. These cultures are difficult for other organizations to imitate. Southwest Airlines, for example, rewards the employees who perform well. It is also able to maintain employees’ loyalty through offering free airfares and profit sharing in the company.

– Organized work force : People with unique talents can help a company achieve a competitive advantage when they can easily be reassigned to work on new projects without much notice. In order for this to happen teamwork and co-operation are needed and the creation of an organized system.

The criteria above show the importance of people power and also the link between human resources management and performance management. Many high-functioning organizations now know that their success depends on the knowledge and skills of their employees, or, their human capital. Human capital is aligned with the economic value of employees with the right knowledge, skills, and abilities. Their knowledge and skills have economic value. Managing human capital properly is imperative for any organization wanting to maintain a competitive advantage. In some ways it is the most important part of an organization’s human resource function.

The Objectives of HRM

The objectives of HRM are the goals of an organization. Individual or group activities are then organized in such a way so as to achieve those objectives or goals. Organizations and companies aim to secure and manage certain resources, including human resources, to achieve the specified goals.

Human resources must therefore be managed in a way that uses their resources to achieve the organizational objectives/goals. Basically, the objectives of HRM come from and contribute to achieving organizational objectives.

Objectives of HRM:

To establish and use a workforce that is able and motivated, in order to achieve the goals of an organization.
To create the desirable organizational structure and working relationships among all the members of the organization.
To integrate individuals and/or groups within the company by matching their goals with those of the company.
To ensure individuals and groups have the right opportunities to develop and grow with the organization.
To use what human resources a company has in the most effective way to achieve organizational goals.
To ensure wages are fair and adequate and provide incentives and benefits thereby satisfying both individuals and groups. Also, to ensure ways of allowing recognition for challenging work, prestige, security and status.
To have continual high employee morale and good human relations by establishing and improving conditions and facilities within the organization.
To improve the human assets by providing appropriate training programs on a continual basis.
To try to effect socio-economic change in areas such as unemployment, under-employment and inequality by distributing income and wealth. This way society can benefit. Added employment opportunities for women and the disadvantaged will also be impacted in a positive way.
To offer opportunities for expression.
To ensure that the organizational leadership works in a fair, acceptable and efficient manner.
To ensure a good working atmosphere and employment stability by having proper facilities and working conditions.

Functions of Human Resource Management (HRM)

Human resource management must plan, develop, and administer policies and programs that can make the best use of an organization’s human resources. This is the part of management’s role which deals with people at work and their relationships within the organization. Its aims are:

To use human resources as effectively as possible;
To ensure the best possible working relationships among all members of the organization; and
To assist individuals to reach their highest potential.

In Human Resource Management, there are four major areas:

Employee development, and
Employee maintenance.

These four areas and any associated functions share a common aim. That is to have enough competent employees with the skills, abilities, knowledge, and experience needed to achieve further organizational objectives. Each human resource function (above) can be appointed to one of the four areas of personnel responsibility but there are also other functions that are designed for different purposes. For example, performance evaluation processes provide a stimulus and guide employee development. They are valuable for salary administration purposes also. The purpose of the compensation function is as a stimulus to keep valuable employees and also to attract potential employees. Below is a description of the typical human resource functions

Human Resource Planning

The human resource planning function serves to determine the number and type of employees needed to achieve the company’s goals. Research is performed in this function because planning requires information to be collected and analyzed for the forecasting of human resource supplies and the prediction of future human resource needs. Staffing and employee development are key human resource planning strategies.

Job Analysis

Job analysis is deciding on the job description and the human requirements that are needed for said job. The job description should include the skills and experience needed to perform the job. A job description clearly sets out work duties and activities that employees will be expected to perform. Job descriptions are essential because the information they provide to employees, managers, and personnel people influences personnel programs and practices.

Recruitment and selection of human resources (people) is what staffing is mostly concerned with. Human resource planning and recruiting is done before selecting people for positions. Recruiting is the personnel function of finding and hiring the best qualified applicants to fill job vacancies.

The selection function is used to choose the most qualified applicants for hiring from those attracted to the organization by the recruiting function. During the selection process, human resource staff are involved in assisting managers to decide which applicants to select for the given jobs and which ones to reject.

Orientation

Orientation is done in order to introduce a new employee to the new job and the employer. It is a way for new employees to get to know more intimate aspects of their job, including pay and benefits, working hours, and company policies and expectations.

Training and Development

Training and development is used as a means of providing employees with the skills and knowledge to do their jobs well. It must be provided to all employees. In addition to providing training for new or inexperienced employees, organizations often provide training for experienced employees as well. This may be because their jobs are undergoing change or the company needs them to work more effectively. Development programs are also done to equip employees for higher level responsibilities. Training and development programs are ways of making sure that employees can handle the stresses of their jobs and perform well.

Performance Appraisal

Performance appraisal is an evaluation of an employee and his/her performance to make sure that said employee is working well and at acceptable levels. Human resource personnel are usually responsible for developing appraisal systems. The actual assessment of employee performance is done by supervisors and managers. Performance appraisal is necessary because the results of the appraisal can be used to motivate and guide employees’ performance. It also provides a basis for pay, promotions, and any disciplinary action if necessary.

Career Planning

Career planning is a process where an employee explores his/her interests and abilities and strategically works towards job goals. It has come about partly because many employees’ feel the need to grow in their jobs and to advance in their careers.

Compensation

It is the HR department that determines how much employees should be paid for certain jobs using a system of assessment. Compensation costs companies a lot so it is something that needs serious attention in the human resource planning stage. Compensation affects staffing because people generally want to work for an organization that offers more pay in exchange for the work done. It provides an important motivation for employees to achieve more in their jobs and reach higher levels. As such, it is related to employee development.

Work benefits are also referred to as fringe benefits. They are non-wage compensation that employees get in addition to their usual wages. Benefits are legally required items but employers can also more at their discretion. The cost of benefits is so high that they have become a huge consideration in human

resources planning. Benefits are mostly related to the maintenance area because they provide for many basic employee needs.

Labor Relations

Labor relations relates to the practice of managing employees who are members of a union. Unions provide employees with strength in numbers and have representatives who can advocate on their behalf if necessary, to deal with any discrepancies in pay, benefits, working conditions, and other work aspects. HR personnel are responsible for negotiating with unions and resolving any disputes.

Record-keeping

Record-keeping is essential and the most basic function of HR. Recording, maintaining and retrieving employee information when needed is done by the HR personnel. The type of records kept are related to the employees and include employment history, resumes, medical records, promotions, transfers, working hours, and lateness, etc. Keeping records up-to-date is a vital HR function. Employees today want to know what is in their personnel records and why certain things are there or not there.

Personnel records provide the following:

a) Up-to-date information about employees.

b) Procedures for comparing employees and their work to other employees.

c) Procedures for recruiting new employees, e.g. by showing the rates of pay.

d) Record of previous action taken regarding employees.

e) Statistics which check and guide personnel policies.

f) Information regarding legal requirements and how to comply with them.

Personnel Research

Research activities are an essential function of HR personnel. Research is done with the aim of obtaining personnel specific information in order to develop programs that work for an organization. Planning and reviewing are vital. Areas, such as recruitment, employee turnover, training, and terminations are all important areas to be researched. Employee opinions are also very important and can be obtained through surveys about wages, promotions, welfare services, conditions, job security and the like.

Even though research is so important, many companies neglect it because personnel people are too busy dealing with other more immediate problems.

Research is not done to deal with problems but to prevent them from occurring in the first place. The responsibility for research lies initially with the HR department but line supervisors and executives at all levels of management should assist. Trade unions and other organizations can give some assistance also and it should be made use of.

HR functions also include managing change, introducing new technology, innovation and diversity. Regular social audits of HR functions are necessary because of the large role HR plays within any organization. HR’s ultimate goal is to provide a link between the organization and the employees because the organization needs employees’ commitment. Employees need to be made aware of things like sales growth, restructuring plans, sharp price movements and any challenges facing the country and their organization in particular. This can be done by videos, films, lectures and booklets.

The main responsibilities of a human resource manager are:

– To fully develop knowledge of corporate culture, plans and policies.

– To initiate change where necessary and act as a facilitator.

– To actively participate in formulating company strategy.

– To be a consultant to change.

– To ensure communication remains open between the HR department and individuals and groups inside and outside the organization.

– To identify and advance HR strategies that match the company’s business strategy.

– To develop particular organizational teams and assist in the effective working relationships between the teams and individuals.

– To ensure the organization’s goals are achieved by effective co-operation of employees.

– To identify any problems, particularly in the HR area, and to find effective solutions.

– To contribute to the co-ordination and support services for HRD programs.

– To assess the effectiveness of HRD programs and to do research in order to find out how the HRD has affected (improved or otherwise) individual or organizational performance.

Pat McLagan is an award-winning author, speaker and coach of leadership development and management. She has identified nine new roles of HR.

To bring the issues and trends concerning an organization’s external and internal people to the attention of decision-makers, and to recommend long-term strategies to support organizational excellence and endurance.
To design and prepare HR systems and actions for implementation so that they can produce maximum impact on organizational performance and development.
To facilitate the development and implementation of strategies for transforming one’s own organization by pursuing values and visions.
To create the smoothest flow of products and services to customers; to ensure the best and most flexible use of resources and competencies; and to create commitment among the people who help us to meet customers’ needs whether those people work directly for the organization or not.
To identify learning needs and then design and develop structured learning programs and materials to help accelerate learning for individuals and groups.
To help individuals and groups work in new situations and to expand and change their views so that people in power can participate in leadership.
To help people assess their competencies, values, and goals so that they can identify, plan, and implement development actions.
To assist individuals to add value in the workplace and to focus on the interventions and interpersonal skills for helping people change and sustain change.
To assess HRD practices and programs and their impact and to communicate results so that the organization and its people accelerate their change and development.

In recent years, Human Resource Management has received increasing attention. Its importance has been recognized and its role has changed from the traditional personnel management role to a more human resource management role.

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Introduction to HR Management

Mar 19, 2019

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Introduction to HR Management. “There is no magic in the success of companies, the secret of their success is simply the way they treat employees” By Akio Morita. Evolution of HRM…. Personnel function: Hiring and firing, compliance. Unions : labor relations specialists.

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Presentation Transcript

Introduction to HR Management “There is no magic in the success of companies, the secret of their success is simply the way they treat employees” By Akio Morita

Evolution of HRM….. Personnel function: Hiring and firing, compliance Unions: labor relations specialists Welfare: Subspecialists: staffing training, compensation, appraisal systems Today: Support and execute Organizational strategy

Assessing HRM needs through vertical alignment Revenue growth, productivity, asset utilization Financial Products leadership, operational excellence, customer intimacy Customers Innovation, Operations, customer management, customer service Processes Organization Key talent pool, attitudes and behavior, resource flow People Leadership Structure Job design Staffing Training Compensation Appraisal etc HRM is all levers in an organization that affect employees and in turn affect outcome

Different aspect of HR Management 1 Creating employment Brand • What drives us to go to work everyday? • What are the compelling aspects of my organization that get me engaged with my work? • What are the compelling aspects of my organization that make me excited about coming in and doing my job? • When speaking to others, what would I tell them about why this is a great place to work? Culture Creating value Communicate Deliver Case example SAS- Trust and respect- More than just a great place to work! Assess results

2 Build a talent management culture Four keys to Strategic Talent Management 1. Business strategy and goals 2. Organization values 3. Employment philosophy 4.Metrics/ Impact on the business Happy employees = Happy Customers

3 Partitioning the work force In partitioning the workforce, we look at identifying and optimizing our investment in those employee groups that are most critical to value creation for the customer D A PERFORMANCE VARIABILITY C B High Low VALUE Case study; FEDEX

4 Strategic HR Management The quadrants Financial

For allowing us present this to you…. It’s really all about you…… And your desire to….. GROW YOUR BUSINESS

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Unit-1 Introduction to HRM

Published by Ashley Pope Modified over 5 years ago

Presentation on theme: "Unit-1 Introduction to HRM"— Presentation transcript:

Press Esc to end the show INTRODUCTION TO MANAGING THE HUMAN RESOURCE.

(TUTORIAL 2).  The development & implementation of systems in an organisation designed to; ◦ Attract ◦ Develop ◦ Retain ….a high performing workforce.

HUMAN RESOURCE MANAGEMENT

HUMAN RESOURSE MANAGEMENT

MEANING AND CONCEPT.  HRM is concerned with the human beings  Human resource is the total knowledge, abilities, skills, talents and aptitudes of an.

UNIT 22- Managing Human Resources

HUMAN RESOURCE MANAGEMENT Introduction Human Resource Strategy Human Resource Planning Recruitment and Selection Training and Development Performance Management.

Human Resource Management Gaining a Competitive Advantage

What is Personnel administration?

DEFINITION OF MANAGEMENT

Human Resource Management

PAD214 PUBLIC PERSONNEL ADMINISTRATION

Introduction to Human Resource Management.

HR Planning & HRIS. HR Planning The process of systematically reviewing HR requirements to ensure that the required number of employees, with the required.

> > > > Human Resource Management. 1)Providing qualified, well-trained employees for the organization. 2)Maximizing employee effectiveness in the organization.

Human Resource Management – MGT - 501

1 Management Consultancy People Scope. 2 Management Consultancy Our ROLE involves working with organizations in all sectors to improve their performance.

CHAPTER 1 Managing Human Resources

Functions of HRM Conducting job analyses (determining the nature of each employee's job) Planning labor needs and recruiting job candidates Selecting job.

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Why is the Copilot button in the ribbon grayed out, inactive, or not there?

Copilot in PowerPoint can only be used with PowerPoint files (.ppt, .pptx) and needs an internet connection.

Copilot for Microsoft 365 has specific requirements for app version, license, network, and privacy settings. If you don't have Copilot available in the ribbon and you think you should have it, verify that you meet the Microsoft Copilot for Microsoft 365 Requirements .

What are the limitations of creating a presentation from a file?

Creating a presentation from a file is not currently available to Copilot Pro users.

For users licensed with Copilot for Microsoft 365, we only support creating a presentation based off a single Word file, which can be referenced by typing “/” in the Copilot compose box and picking the file you want to use. For more information, see Create a new presentation .

Will Copilot use my company’s branding?

Using your organization’s branding is only available to users licensed with Copilot for Microsoft 365.

You can use any PowerPoint presentation or template file with your corporate brand as a template. You can create a new presentation from your corporate template or save a copy of your presentation with your corporate branding to create a new presentation with Copilot.

To experience the best results with Copilot, follow the guidance at Use your organization's branding with Copilot in PowerPoint . You may need help from your template creators and IT admin to modify corporate templates and publish them in your Organization Asset Library (OAL).

Does Copilot understand any languages other than English?

English, Spanish, Japanese, French, German, Portuguese (Brazil), Italian, and Chinese Simplified are supported in Copilot scenarios. The quality is expected to be highest in English, while in other languages the quality is expected to be improved over time. More languages and locales will be added in the future. Find more information at Microsoft Copilot supported languages .

The suggestions from Copilot in PowerPoint are from AI, and we highly recommend users to review the suggestions before accepting them.

How was Copilot in PowerPoint evaluated?

Copilot in PowerPoint was evaluated through extensive manual and automatic testing on top of Microsoft internal usage and public data. More evaluation was performed over custom datasets for offensive and malicious prompts (user questions) and responses. In addition, Copilot in PowerPoint is continuously evaluated with user online feedback.

What operational factors and settings allow for effective and responsible use of Copilot in PowerPoint?

Copilot in PowerPoint has been reviewed by our Responsible AI (RAI) team. We follow RAI principles and have implemented:

Responsible AI handling pipeline to mitigate the risks, like harmful, inappropriate content.

In-product user feedback with which users can report offensive content back to Microsoft.

What should I do if I see unexpected or offensive output when using Copilot in PowerPoint?

Copilot in PowerPoint includes filters to block offensive language in the prompts and to avoid synthesizing suggestions in sensitive contexts. We continue to work on improving the filter system to more intelligently detect and remove offensive outputs. If you see offensive outputs including images, please submit feedback in PowerPoint using the thumbs up/thumbs down feedback in the Copilot UI so that we can improve our safeguards. Microsoft takes this challenge very seriously, and we are committed to addressing it.

Can I trust what Copilot in PowerPoint creates?

Copilot in PowerPoint gives you a head start in crafting your presentation, but the content it generates can be inaccurate or inappropriate. It can’t understand meaning or evaluate accuracy, so be sure to read over what it writes, and use your judgment.

While these features work to avoid sharing unexpected offensive content in results and take steps to prevent displaying potentially harmful topics, you may still see unexpected results. We’re constantly working to improve our technology to proactively address issues in line with our responsible AI principles.

As with any AI-generated content, it's a great tool to get started, but it's important that you review, edit, and verify anything it creates for you.

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Copilot in PowerPoint generates the content on slides based on language patterns it has found throughout the internet. Sometimes its results will be very similar to existing internet content, or Copilot might generate the same or very similar content for multiple people who are prompting Copilot in the same way.

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Where do the images come from?

Copilot in PowerPoint pulls images that are licensed for Microsoft within the PowerPoint context. To learn more, see What am I allowed to use premium creative content for?

Does Copilot train on my data, and where can I learn more about privacy?

Copilot and Microsoft 365 are built on Microsoft's comprehensive approach to security, compliance, and privacy.

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If you’re using Copilot for Microsoft 365 in your organization (with your work or school account), see Data, Privacy, and Security for Microsoft Copilot for Microsoft 365 .

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More From Forbes

A guide to celebrating inclusively for women’s history month.

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Women's History Month concept. A group of women of different race. Celebrated annually in march.

If you or your organization haven't yet planned a Women’s History Month celebration, there's still time. Informal programs, discussion guides and tools can help you meet aspiring allies where they are to support gender inclusion.

Consider these ideas for effective discussion formats to kick-start the conversation:

Women in the Workplace Report: Refer to McKinsey & Company's annual report examining gender bias, pay gaps and representation disparities. Share this valuable tool with your organization and gather for ally-driven discussions, asking, “What does this mean?” and “What do we need to do differently?”
Gender-Inclusive Leadership Panel: If hiring an external speaker isn't feasible, tap into your organization's talent pool. Bring together a diverse group from different departments and backgrounds. Pose questions like, “Describe your career path” or “What barriers did you face and how did you overcome them?” Open the floor for a Q&A session.
Lunch and Learn: Unite your team to watch a video or webinar together. Engaging TED Talks from Brené Brown , Kimberlee Crenshaw and Loretta J. Ross can also spark meaningful discussions.
Book Discussion: Numerous excellent women’s leadership reads are available, such as Bias Interrupters , Good Guys and Inclusion on Purpose . Craft a book summary along with questions to drive positive change.
Podcast Discussion: Have the team listen to a podcast episode and come ready to discuss key takeaways and action items. Consider podcasts like HBR Women at Work , A Will to Change , and Diversity Pivot for insightful conversations on gender equality and diversity.

These tools are as powerful as the conversations can be. Having clear expectations, engaging allies and focusing on impact and positive intent are critical for success.

Best High-Yield Savings Accounts Of 2024

Best 5% interest savings accounts of 2024, set clear expectations.

Creating space for discussion is key. To ensure psychological safety in these discussions, have clear ground rules and boundaries around what is expected of the group. Start by engaging them in outlining key behaviors that will be important for the discussion to be productive. Consider these as a starting point:

Stay curious, not judgmental
Share feedback openly and respectfully
Encourage transparency and honesty
Foster a culture of listening and learning
Invite allies to join the conversation

Engage Non-Obvious Allies

Those in the dominant group—especially straight, white, non-disabled men—have a lot of access and proxy to power. Nearly 80% of leadership teams are made up of members of the dominant group. These people have a proxy to power and can help drive systemic change. Allies need education. Rather than focus on those who are already allies, focus on the murky middle, or those who do not get it yet. Intentionally reach out to them directly requesting their involvement. Ask them to attend the celebration or program with you. It is less intimidating to join with an ally than alone.

Focus on Impact

Often when allies are new to the conversation, they will make mistakes. I call it the “bumble and stumble.” It's progress over perfection. As long as someone is willing to commit to learning and becoming a better ally over time, meet them where they are with space and grace. Protect their intention, which is likely to be positive, and help them understand the impact of their behavior when they make a mistake. Avoid shame and blame, as that elicits defensiveness.

Women’s History Month needs to be celebrated year-round. Consider these ideas to spark more discussions at your organization and bring more allies into the conversation.

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Human Resources: A Comprehensive Introduction to HR
Human resources (HR) encompasses so many things. It is the transmission of your organization — it is what keeps things moving. HR is responsible for your employee lifecycle, which includes (but is not limited to) talent management, benefits administration, risk management, compensation and compliance. All in all, HR is responsible for your ...
17.2: An Introduction to Human Resource Management
Human resource management includes the leadership and facilitation of the following key life cycle process areas: Human resources compliance. Employee selection, hiring, and onboarding. Performance management. Compensation rewards and benefits. Talent development and succession planning. Human resources is responsible for driving the strategy ...
What's the Best Way to Present HR Analytics? 15+ Expert Tips
Add visual interest. Illustrate your main points through data visualizations such as pie charts, graphs, flows charts, images, and videos. These will help engage your audience and make your HR data more digestible. Use visual hierarchy. The gist of visual hierarchy: Make the most important information bigger, bolder, and in contrast to less ...
Sample HR Presentations
Recognizing Hidden Bias. This sample presentation is intended for delivery to supervisors and other individuals who manage employees. It is designed to be presented by an individual who has ...
Introduction to HR presentation
1. COMMONWEALTH EXECUTIVE MASTERS IN BUSINESS ADMINISTRATION HUMAN RESOURCES MANAGEMENT 1. 2. INTRODUCTION TO HUMAN RESOURCE MANAGEMENT • Human Resource (HR) Management refers to the design and management of systems that ensure that human talent is used effectively and efficiently to accomplish organizational goals.
Human Resources Introduction Powerpoint Presentation Slides
Slide 1: This slide is on Human Resources Introduction.State Your Company Name and begin. Slide 2: This slide shows Contents of the presentation. Slide 3: This slide highlights the Content Company profile. Slide 4: This slide shows the executive summary of the company.You can make changes to this slide accordingly. Slide 5: This is Vision & Mission slide describing the companies Values ...
PowerPoints
Use the following link to download all PowerPoint decks in a single .zip file (40 MB), or download each individual deck below: Module 1: The Role of Human Resources. Module 2: Human Resource Strategy and Planning. Module 3: People Analytics and Human Capital Trends. Module 4: Diversity in the Workplace.
7 Recommended PowerPoint Templates for HR Presentations
Click on the slide pictures to see and download the source illustration. Check the full collection of Human Resources PowerPoint templates here. Let's explore our selection of presentations covering the major HR management presentation topics: HR Metrics Dashboards with PowerPoint Data Charts. Recruitment, Selection, and Hiring Processes.
11.1 An Introduction to Human Resource Management
Human resource management includes the leadership and facilitation of the following key life cycle process areas: Human resources compliance. Employee selection, hiring, and onboarding. Performance management. Compensation rewards and benefits. Talent development and succession planning.
1 Human Resource Management: An introduction
Human resource management (HRM) is an integrated set of processes, practices, programs, and systems in an organization that focuses on the effective deployment and development of its employees. These processes include employing people, training them, compensating them, developing policies relating to them, and developing strategies to retain them.
Top 10 HR Presentation Templates| The Beautiful Blog
Our human resources benefits template makes it easy to break down important benefits and perks for your employees. Understanding medical, dental, and vision insurance coverage can be confusing. Figuring out incentives like 401 (K) retirement plans can be, too. Lay everything out in one easy-to-read HR benefits presentation.
Introduction to human resource management
The document provides an introduction to human resource management. It discusses key points such as the definition of HRM, the history and evolution of HRM approaches, functions of HRM including strategic and operational functions, emerging roles of HRM, and challenges faced by HR professionals. Organizational structure and its relationship to ...
How to Explain HR to Managers
Slide 3: HR Generalists' Deliverables to Managers. Generalists are responsible for recruiting new hires and managing the staffing process in a timely manner. This can only happen with managers ...
13 Useful Presentation Topics for Human Resources
It would be interesting to showcase your thoughts and present how training resources are being assigned. The presentation can also include how HR teams are adapting to the ever more nuanced learning needs of their people. 5. Dispute Resolution among Employees. We are human and so it is obvious that there shall be disagreements.
PDF Unit
1.1 Introduction 1.2 Opening Case 1.3 What is Human Resource Management? 1.4 Nature of HRM 1.5 Scope of HRM 1.6 Objectives of HRM 1.7 Functions of HRM ... Human resources management (HRM) is a management function concerned with hiring, motivating and maintaining people in an organization. It focuses on people in organizations.
Topic 1: Introduction to Human Resources Management
Human Resource Management was originally known as personnel or people management. In the past, its role was quite limited. Within any company or organization, HRM is a formal way of managing people. It is a fundamental part of any organization and its management. The main responsibilities of the personnel department include hiring, evaluating ...
1. introduction to hrm
According to Gary Dessler, HRM refers to the policies and practices involved in carrying out the people or human resource aspects of a management position, including recruiting, screening, training, rewarding and appraising. 6. 6 Human Resource Management (HRM) is a process concerned with the management of personnel along with their energies ...
Chapter 1 Introduction to Human Resource Management
Presentation Transcript. After studying this chapter, you should be able to: • Explain what human resource management is and how it relates to the management process. • Give at least eight examples of how all managers can use human resource management concepts and techniques. • show the human resource responsibilities of line and staff ...
Introduction To HRM, Stephen P. Robbins ch02 HR
Introduction to HRM, Stephen P. Robbins ch02 HR - Free download as Powerpoint Presentation (.ppt), PDF File (.pdf), Text File (.txt) or view presentation slides online. Federal and state employment legislation has placed new requirements on employers. Traditional job boundaries have become blurred with the advent of project teams and telecommuting.
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This Slidesgo template was made for you. It contains graphics to explain the functions and goals of the department, diagrams to draw the organization chart, infographics to establish learning methodologies and skills to evaluate in your employees. You can also define the work flow in a selection process or the communication channels with your ...
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Presentation Transcript. Introduction to HR Management "There is no magic in the success of companies, the secret of their success is simply the way they treat employees" By Akio Morita. Evolution of HRM….. Personnel function: Hiring and firing, compliance Unions: labor relations specialists Welfare: Subspecialists: staffing training ...
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How to create an engaging introduction. Consider using the tips below to engage your audience before your next presentation: 1. Tell your audience who you are. Introduce yourself, and then once your audience knows your name, tell them why they should listen to you. Example: "Good morning. My name is Miranda Booker, and I'm here today to ...
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A Guide To Celebrating Inclusively For Women's History Month
Women's History Month concept. A group of women of different race. Celebrated annually in march. getty. If you or your organization haven't yet planned a Women's History Month celebration, there ...