Human Resources Planning Development Methods Powerpoint Presentation Slides
1 like117 views
The document outlines various aspects of human resources planning and development methods, detailing metrics for employee turnover, absenteeism, and engagement. It emphasizes the importance of strategic HR planning and the role of HR as a business partner while providing insights into employee productivity and training. Additionally, it includes templates for performance reviews, tracking systems, and competency mapping to enhance organizational efficiency and effectiveness.
Human Resources Planning Development Methods Powerpoint Presentation Slides
- 1. Your Company Name www.company.com 1 Human Resources Planning Development Methods
- 2. Agenda Agenda This slide is 100% editable. Adapt it to your needs and capture your audience's attention. 04 Agenda This slide is 100% editable. Adapt it to your needs and capture your audience's attention. 05 Agenda This slide is 100% editable. Adapt it to your needs and capture your audience's attention. 06 Agenda This slide is 100% editable. Adapt it to your needs and capture your audience's attention. 01 Agenda This slide is 100% editable. Adapt it to your needs and capture your audience's attention. 02 Agenda This slide is 100% editable. Adapt it to your needs and capture your audience's attention. 03 www.company.com 2
- 3. The Role Of HR Day to day operational focus Future/ strategic focus Strategic partner • Strategic HR planning • HR as business partner • Culture and image Change agent • Staffing • Organizational design • Survey action planning • Performance measurement • Training and development Administrative expert • Compensation • Benefits • HR information systems • Compliance • Employee relations • Labor relations • Safety & workers’ compensation • Diversity and EEO Employee relations expert People Processes www.company.com 3
- 4. Metrics Model • Time to hire • Cost per hire • Headcount ratio • Customer survey • “At the table” • Practice impact • Direct labor costs • Indirect labor costs • Positions unfilled • Employee satisfaction • Leadership capability • Talent retention • Employer brand • Cost per unit • Shrinkage • Defects/scrap • Customer satisfaction • Revenue growth • Market share HR People Organization Efficiency Effectiveness www.company.com 4
- 5. Turnover/Absence Metrics 01 02 Competencies/Training Metrics 03 Employee Productivity Metrics 04 Workforce Profile Metrics 05 Employee Engagement Metrics 06 Recruitment Metrics Most Common HR Metrics www.company.com 5
- 7. Turnover (rate) = 1% per year Employee Turnover Rate Formula Turnover (rate) Number of employee separations during the year Total number of employees during the year 100 4 400 100 Turnover (rate) = 1% per year www.company.com 7
- 8. Employee Turnover 0 2 4 6 8 10 2012 2013 2014 2015 2016 Percentage of turnover Voluntary Total www.company.com 8
- 9. Why people leave 22% 13% 11% 12% 15% 39% Lack of fit to job Lack of flexibility/ scheduling Limited career opportunities Lack of job security Unsatisfied with pay Mgmt work environment This slide is 100% editable. Adapt it to your needs and capture your audience's attention. www.company.com 9
- 10. Cost Of Employee Turnover Cost of hiring a new employee Impact on workplace culture Customer service issues and errors Lost productivity and engagement Expense to onboard and train a new employee That includes: 160%-250% of his or her salary The total cost of losing an employee can total www.company.com 10
- 11. Employee Who Leave Within First 6 Months Barely on board Top 3 reason they left 35% 25% 15% 0% 10% 20% 30% 40% 50% 60% Changed their mind on work type Work was different than they expected Felt their boss was a jerk Employees left a job during first six months 72% www.company.com 11
- 12. • Perception of limited opportunities • Excessive workload due to managerial inefficiencies • Absence of competitive recognition or rewards • Lack of respect for personal life Push Factors • Job offer with greater compensation or decision-making power • Desire to follow a life long career dream • Family responsibilities Pull Factors What else Leads To Turnover? www.company.com 12
- 13. Absenteeism Rate Formula Absenteeism (rate) Number of worker-days lost though job absence during period Average number of employees X number of workdays 100 300 500x25 100 Absenteeism rate = 2.4% www.company.com 13
- 14. Employee Absenteeism 3.4 3.1 2.6 1.7 2.7 1.8 Mon Tue Wed Thu Fri Sat 2.5 2.8 3.7 2.2 2.9 1.7 2.7 2.9 2009 2010 2011 2012 2013 2014 2015 2016 Absenteeism rate by days Days lost per employee per annum www.company.com 14
- 15. Employee Attendance Tracker Template Employees Attendance Tracker Template S M T W T F S S M T W T F S S M T W T F S S M T W T F S S M T W T F S Jan 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 Feb 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 Mar 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 Apr 30 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 May 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 Jun 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 Jul 30 31 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 Aug 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 Sep 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 Oct 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 Nov 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 Dec 31 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 Key Values National holidays Working Days Vacation taken Sick day taken 9 265 6 4 www.company.com 15
- 16. Employee Absence Schedule V Vacation P Personal S Sick January Dates Of Absence 2017 S M T W T F S S M T W T F S S M T W T F S S M T W T F S S M T Employee name 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 Total days Employee 1 S V V V V V P 7 Employee 2 Employee 3 P S V V V 5 Employee 4 V V P P P P 6 Employee 5 Employee 6 Employee 7 V V P P S S S S S 9 January total 1 2 1 1 2 2 1 1 1 1 2 1 1 2 1 1 1 2 2 1 27 www.company.com 16
- 18. Performance Review Template (Part 1) www.company.com 18 Employee Performance Review Employee info Employee Name Department Employee ID Reviewer Name Ratings Excellent = 5 Good = 4 Satisfactory = 3 Fair = 2 Poor = 1 Job knowledge Work quality Attendance/punctuality Initiative Communication/listening skills Creativity Punctuality Overall rating (average the rating numbers above) Reviewers Comments
- 19. Performance Review Template (Part 2) www.company.com 19 Annual Performance Review Employee info Employee Name Department Employee ID Reviewer Name Current Responsibilities Performance Assessment Comments And Approval Job description Evaluate performance and achieved goals Provide Any additional feedback Text here Area of excellence within performance Text here Text here Area of improvement Text here Text here Future goals with set expectations Text here Employee signature Reviewer signature
- 20. Performance Review Template (Part 3) www.company.com 20 Performance Review Employee Info Employee Name Department Employee ID Reviewer Name Behaviors Quality Unsatisfactory Satisfactory Good Excellent Work to full potential Quality of work Work consistency Communication Takes initiative Strengths / training needs Goals Comments and approval
- 21. Performance Review Scoring www.company.com 21 Job Profile – Tech Lead Questions Weight Your score (out of 5) Weighted average Result 80 Issue/requirement/customer understanding 25 5 4 Transparency, updating, status reporting 10 4 2 Product performance improvements & upgrades 20 3 4.5 Documentation & quality control 20 2 4.5 Process adherence 15 5 3 Sectional score 4.8 Behavior 50 Culture fitment 20 3 3.5 Maturity 30 5 4 Team spirit, group work 30 5 4 Leading from front, in words and in action 20 3 3.5 Sectional score 3.7
- 22. Training Hours Per Employee Average training hours = Sum of total training hours Total # of employees 18 22 26 30 2014 2015 2016 2017 www.company.com 22
- 23. Training Hours By Method Of Training 20% 10% 25% 45% On-line Hands -on In-person Hybrid This slide is 100% editable. Adapt it to your needs and capture your audience's attention. www.company.com 23
- 24. Training Hours By Category 20% 11% 13% 15% 41% Technicians Executives Supervisors Specialists Managers This slide is 100% editable. Adapt it to your needs and capture your audience's attention. www.company.com 24
- 25. Staff With Professional Qualification 0 20 40 60 80 100 Below bachelor degree Bachelor degree Postgraduate diploma Master's degree Doctorate www.company.com 25
- 26. Competency Rating Competency Summary Competency Rating Target Difference 0 1 2 3 4 5 Achieving results 4.7 3.5 0.3 Building strategic working relationships 3.4 2.7 -0.1 Business acumen 6.1 4.5 0.3 Customer focus 4.8 4.3 0.8 Decision making 4.9 4.4 0.6 Motivating and inspiring 3.7 3.4 -0.8 Strategic sales planning 4.6 3.3 0.4 www.company.com 26
- 27. Competency Rating 85% 70% 65% 60% 50% 60% 75% 50% Directiveness asserti.. Provides direction Financial planning Financial analysis Financial accounting Develop & impliments Resource planning Managerial efficiency www.company.com 27
- 28. Competency Mapping Role Competencies Training manager Recruitment officer Employee engagement executive Admin manager Head - HR Organisation development Performance management Compensation & benefits International HR management Training & development Employee relations Building HR strategy HR planning & staffing Talent management Business knowledge Financial perspective Service orientation www.company.com 28
- 30. Profit Per Employee www.company.com 30 2011 2012 2013 2014 2015 2016 $25,000 $20,000 $15,000 $10,000 $5,000 $0
- 31. Revenue Per Employee www.company.com 31 30 60 90 120 2017 2018 2019 2020 2021 2022 2023 2024 70,000 60,000 50,000 40,000 Company Revenue ($ billion) Annual Revenue per employee ($) Revenue per employee = Revenue Total # of employees
- 32. Cost Per Employee 0 0.5 1 1.5 2 2.5 3 FY02 FY04 FY06 FY08 FY10 FY12 www.company.com 32
- 33. Revenue-Cost Per Employee Comparison 0 5 10 15 20 25 30 35 40 FY06 FY07 FY08 FY09 FY10 FY11 FY12 Company - RPE Company- ECPE www.company.com 33
- 35. Workforce Diversity By Gender 30% 30% 40% 40% 20% 40% Senior managers(m1 and above) Managers and professionals Supports www.company.com 35 New hires +479 Left employment -499 2225 MALE Employees 2005 FEMALE Employees Left employment New hires +399 -305
- 36. Workforce Diversity By Age Group www.company.com 36 years years years 13% 25% 10% 20% 27% 17% 33% 52% 27% <30 30-50 >50 Total Workforce 27% Male 17% Female 10% Total Workforce 52% Male 27% Female 25% Total Workforce 33% Male 20% Female 13% This slide is 100% editable. Adapt it to your needs and capture your audience's attention.
- 37. Workforce Diversity By Region www.company.com 37 2% 2% 1% 4% 1% 3% 1% 3% 5% 4% 3% 8% US UK NZ AU Employees headcount New Employees Hire Employees left job This slide is 100% editable. Adapt it to your needs and capture your audience's attention.
- 38. Staff Headcount Month Permanent Employees Temporary Employees Total Employees Other Workforce Full time Part time Total Full time Part time Visiting Total Total Full time Part time Visiting Total Total Jan 17 10 27 10 10 3 23 50 0 50 Feb 0 0 0 0 0 Mar 0 0 0 0 0 Apr 0 0 0 0 0 May 0 0 0 0 0 Jun 0 0 0 0 0 Jul 0 0 0 0 0 Aug 0 0 0 0 0 Sep 0 0 0 0 0 Oct 0 0 0 0 0 Nov 0 0 0 0 0 Dec 0 0 0 0 0 www.company.com 38
- 40. Employee Satisfaction Employee satisfaction with workplace Satisfaction by income level 68% 18% 14% 15% are either dissatisfied or neutral ! 75% Yes 15% Neutral 10% No $50,000-$99,999 48% 35% 17% <$100,000 39% 35% 26% 55% 30% 15% <$50,000 www.company.com 40
- 41. Staff Engagement Model 41 Engagement People & culture Opportunities & growth Corporate reputation & practices Industrial Reward & recognition Work www.company.com
- 42. The Aon Hewitt Employee Engagement Model Say Stay Strive Engagement outcomes Engagement drivers Leadership The basics Company practices Employer brand Performance The work The work experience Business outcomes Financial Customer Operational Talent www.company.com 42
- 43. David Zinger’s Employee Engagement Model Attain genuine happiness Develop professionally and personally Leverage energies Serve customers Foster relationship and community Identify with organization Connect Authentic Recognition Engage Achieve results S-R arrow Craft strategy S-R arrow www.company.com 43
- 44. Engagement Model • Leadership • Manager • Customer • Co-workers • People focus • Pay • Benefits • Recognition • People/HR practices • Managing performance • Brand • Company reputation • Sense of accomplishment • Work tasks • Resources • Work processes • Career opportunities • Learning & development • World/life balance • Diversity Engagement People Opportunities Quality of life Procedures Compensation Work www.company.com 44
- 45. Maslow’s Hierarchy Of Needs Applied To Employee Engagement Highly engaged Engaged Disengaged Not engaged Almost engaged Importance Survival Self actualisation Belonging Security De-motivators Motivators www.company.com 45
- 47. Staff Acquisition Cost/Cost Per Hire 0 1000 2000 3000 4000 5000 6000 7000 Campus interview Career fair Recruitment vendor Employee referral Web groups Job portals Print media Cost per hire = Recruitment cost (Compensation cost + benefits cost) www.company.com 47
- 48. HR Dashboard www.company.com 48 0 2 4 6 8 10 12 Q3 2015 Q4 2015 Q1 2016 Q2 2016 Q3 2016 Voluntary Involuntary Turnover Rate Headcount 2 4 6 8 10 12 14 16 18 Q1 2015 Q2 2015 Q3 2015 Q4 2015 Q1 2016 Q2 2016 Staffing Trends 480 Out 250 In -4.3% Headcount Flow 0% 5% 10% 15% 20% 25% 30% 35% Administrations Operations Finance Human Resources Sales Marketing Hire Terminate
- 49. HR Dashboard 10% 15% 18% 20% 22% 15% Open positions by divisions Human Resource Administrations Sales Marketing Finance Operations Key metrics Employee turnover Speed to hire Total employees 0 1 2 3 4 5 6 Jan Feb Mar Apr May Jun Jul Aug Sep Oct Nov Dec 2006 FTEs 2016 FTEs -4 -3 -2 -1 0 1 2 3 4 Jan Feb Mar Apr May Jun Jul Aug Sep Oct Nov Dec Employee churn Gain Loss www.company.com 49
- 51. Our Mission • This slide is 100% editable. Adapt it to your needs and capture your audience’s attention. • This slide is 100% editable. Adapt it to your needs and capture your audience’s attention. • This slide is 100% editable. Adapt it to your needs and capture your audience’s attention. • This slide is 100% editable. Adapt it to your needs and capture your audience’s attention. www.company.com 51
- 52. Our Team www.company.com 52 Anita Carter This slide is 100% editable. Adapt it to your needs and capture your audience's attention. CEO/ Director John Finder Managing Director This slide is 100% editable. Adapt it to your needs and capture your audience's attention. Mary Smith Product Manager This slide is 100% editable. Adapt it to your needs and capture your audience's attention. Jessica Disuza Finance Manager This slide is 100% editable. Adapt it to your needs and capture your audience's attention.
- 53. www.company.com 53 This slide is 100% editable. Adapt it to your needs and capture your audience's attention. Our Goal
- 54. Comparison 20% This slide is 100% editable. Adapt it to your needs and capture your audience's attention. 40% This slide is 100% editable. Adapt it to your needs and capture your audience's attention. www.company.com 54 Vs
- 55. Financial 90% This slide is 100% editable. Adapt it to your needs and capture your audience's attention. 75% This slide is 100% editable. Adapt it to your needs and capture your audience's attention. 50% This slide is 100% editable. Adapt it to your needs and capture your audience's attention. 30% This slide is 100% editable. Adapt it to your needs and capture your audience's attention. www.company.com 55
- 56. Dashboard 55% 80% 30% This slide is 100% editable. Adapt it to your needs and capture your audience's attention. This slide is 100% editable. Adapt it to your needs and capture your audience's attention. This slide is 100% editable. Adapt it to your needs and capture your audience's attention. www.company.com 56
- 57. Timeline 2013 This slide is 100% editable. Adapt it to your needs and capture your audience's attention. 2014 This slide is 100% editable. Adapt it to your needs and capture your audience's attention. 2016 This slide is 100% editable. Adapt it to your needs and capture your audience's attention. 2015 This slide is 100% editable. Adapt it to your needs and capture your audience's attention. 2017 This slide is 100% editable. Adapt it to your needs and capture your audience's attention. www.company.com 57
- 58. Lego 03 02 04 01 This slide is 100% editable. Adapt it to your needs and capture your audience's attention. This slide is 100% editable. Adapt it to your needs and capture your audience's attention. This slide is 100% editable. Adapt it to your needs and capture your audience's attention. This slide is 100% editable. Adapt it to your needs and capture your audience's attention. www.company.com 58
- 59. Magnifying Glass • This slide is 100% editable. Adapt it to your needs and capture your audience's attention. • This slide is 100% editable. Adapt it to your needs and capture your audience's attention. • This slide is 100% editable. Adapt it to your needs and capture your audience's attention. • This slide is 100% editable. Adapt it to your needs and capture your audience's attention. 01 02 03 04 Text Here www.company.com 59
- 60. Location 45% 70% 65% 95% America This slide is 100% editable. Russia This slide is 100% editable. Brazil This slide is 100% editable. Africa This slide is 100% editable. www.company.com 60
- 61. www.company.com 61 THANK YOU Address # street number, city, state Contact Numbers: 0123456789 Email Address: emailaddress@gmail.com