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HR Management

from nusantara99, 2 years ago Add as contact

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Excellent presentation slides on HR management : concepts and tools

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« Prev Comments 1 - 10 of 28 Next »
  • guest41d275f
    guest41d275f said 12 hours Edit Delete

    Hi, I need copy of your presentation, could you please send this slide show to my email nur.dyah@gmail.com
    Thank you for your help. I also save it to my facebook.

  • peremuk
    peremuk said 1 week Edit Delete

    Hi... a good presentation and creative, I will save them on my blog.

  • nusantara99
    nusantara99 said 4 months Edit Delete

    I am Nusantara99 - the CREATOR of this excellent presentation.
    To DOWNLOAD the slide, please go to :
    http://www.explorehr.org/

  • nusantara99
    nusantara99 said 5 months Edit Delete

    I am Nusantara99 - the CREATOR of this excellent presentation.

    To DOWNLOAD the slide, please go to :
    http://www.explorehr.org/category/HR_Powerpoint_Slides/HR...

  • niamarie
    niamarie said 5 months Edit Delete

    Excellent presentation. May I have a copy at misssnia11@yahoo.com

    Thank you

  • lotus985
    lotus985 said 5 months Edit Delete

    hi,can I have a copy of this slide?Pls send me a copy to misa985@yahoo.com.Thank you!

  • chhabrasonu
    chhabrasonu said 5 months Edit Delete

    GOOD & USEFUL PRESENTATION.

    Pls share a copy of it.

    chhabrasonu@rediffmail.com

  • jjnieto
    jjnieto said 6 months Edit Delete

    this presentation is very ussefullwould you please share a copy to jjnieto@ficosa.com

  • guest905260
    guest905260 said 6 months Edit Delete

    would you be so kind to send your presentation sol_@dodo.com.au

  • M.A.Ganju
    M.A.Ganju said 6 months Edit Delete

    I am Aditya Ganju and I am HR Manager in a company based in Qatar. Can I have the copy of this ppt? It is extremely useful and a great time saver. Want to use it for training my team and the project managers. Full acknowledgement of the source will be made. Your presentation is fantastic. Kindly e-mail to: adityaganju2222@yahoo.co.in. Thank you very much!!

  • M.A.Ganju
    M.A.Ganju said 6 months Edit Delete

    I am Aditya Ganju and I am HR Manager in a company based in Qatar. Can I have the copy of this ppt? It is extremely useful and a great time saver. Want to use it for training my team and the project managers. Full acknowledgement of the source will be made. Your presentation is fantastic. Kindly e-mail to: adityaganju2222@yahoo.co.in. Thank you very much!!

  • guest332afb
    guest332afb said 6 months Edit Delete

    my name is usman plz send slide disadvantage of interview as selection tool.

    ussonyy@yahoo.com

  • k_gopal53
    k_gopal53 said 6 months Edit Delete

    can u pls send me this ppt k_gopal53@rediffmail.com.its so fantastic which had imoressed a lot

  • supercop
    supercop said 6 months Edit Delete

    can i have a copy of the slide show for the development of HR people

  • prizeless
    prizeless said 7 months Edit Delete

    would u pls chare a copy to greatcsquare@realtyagent.com

  • DuranW
    DuranW said 7 months Edit Delete

    Good overview presentation, thanks. Here you can find more in depth information on methods and models used in HRM.

  • angelfire23ph
    angelfire23ph said 7 months Edit Delete

    Would u mind sending me your slides? please... Thanks!



    fiery.agramon@lccgroup.com

  • rvlweb
    rvlweb said 8 months Edit Delete

    Really good, would you mind to send me your slides? at rvlweb@gmail.com
    Keep going!

  • allmaxdreams
    allmaxdreams said 8 months Edit Delete

    would you be so kind to send your beautiful presentation max.kuzmenko@gmail.com

  • guestbad1fc
    guestbad1fc said 9 months Edit Delete

    please send to me your beautiful HR management slides.

    Warm regards

    Taiwo

    taiwo@impactcosult-ng.com

  • nburgess281
    nburgess281 said 9 months Edit Delete

    it is possible to get a copy of the slide show by email? I am a teacher and would like to show my students some parts of this slide show? thanks nburgess281@yahoo.com

  • dvd.ik
    dvd.ik said 9 months Edit Delete

    Hello

    Is it possible to have the slideshow by e-mail? It's really good.
    dvdik84@gmail.com

    Thanks and regards

    Davide

  • Poly2008
    Poly2008 said 10 months Edit Delete

    Excellent presentation. I will definitely look at your website.

  • terryyu
    terryyu said 10 months Edit Delete

    These slides are great. It would be appreciated to send them to my email: terry@elink-corp.com.tw

    Thank you very much!

  • Aceones
    Aceones said 11 months Edit Delete

    Hi i need dis slide its nice ... can u send it to meatpu@yahoo.com

  • naveenvasireddy
    naveenvasireddy said 2 years Edit Delete

    hi I am from Hyderabad, n currently doin my MBA, I just found that your slide was useful for my project, hence can you plz mail a copy of it to my email.
    my email is : nav_vasireddy@yahoo.com
    thanks ..in advance.

  • ruchika_rohilla21
    ruchika_rohilla21 said 2 years Edit Delete

    it is very helpful & the indept info about the Role of HR

  • nasserkhalifeh
    nasserkhalifeh said 2 years Edit Delete

    it is a very useful and comprehensive presenation

« Prev Comments 1 - 10 of 28 Next »
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    Presentation Transcript

    1. Slide 1: HR Management for Non HR Managers Essentials of HR Management 1 www.exploreHR.org
    2. Slide 2: Training Agenda 1. HR Management : An Overview 2. HR Planning and Recruitment 3. Employee Selection 4. Training and Development 5. Performance Management 6. Career Management 2 www.exploreHR.org
    3. Slide 3: You can download this presentation at: www.exploreHR.org Please visit www.exploreHR.org for more presentations on leadership, personal development, and HR management. 3 www.exploreHR.org
    4. Slide 4: Human Resource Management : An Overview 4 www.exploreHR.org
    5. Slide 5: HR Management Cycle Performance Training & Recruitment & Management Development Selection Reward Management Career Management 5 www.exploreHR.org
    6. Slide 6: HR Strategy and Business Result Recruitment & Selection Training & Performance Business Business Development Management Result Strategy HR STRATEGY Reward Career Management Management 6 www.exploreHR.org
    7. Slide 7: Manpower Planning & Employee Recruitment 7 www.exploreHR.org
    8. Slide 8: Manpower Planning Company Strategy Job Analysis • Performance What staff do we What staff is appraisal need to do the available within • Company data job? our banks organization? • Training • Employee Is there a management and match? development What is impact on wage and salary program? If not, what type of people do we need, and how should we recruit them? 8 www.exploreHR.org
    9. Slide 9: Manpower Planning Factors in Forecasting Personnel Requirements Quality and nature of Projected The financial your employees (in turnover (as a resources relation to what you result of available to see as the changing resignation and your need of your terminations) organization organization) 9 www.exploreHR.org
    10. Slide 10: Technique to Determine Number of Recruits Trend • Study of a firm’s past employment needs Analysis over a period of years to predict future needs • A forecasting technique for determining Ratio Analysis future staff needs by using ratios between sales volume and number of employees needed 10 www.exploreHR.org
    11. Slide 11: Recruitment from External Resources • Recruiting new staff from external sources will be influenced by several factors, namely : When the economic conditions are Macro- relatively difficult, there will usually be an Economic oversupply, or the number of applicants Conditions will much higher than the demand. In of a Nation such a case, the company will find it relatively easier to select new employees from the large number of applicants. 11 www.exploreHR.org
    12. Slide 12: Recruitment from External Resources When the sector is one that is Availability considered a ‘rare’ sector, the company of Manpower will have more difficulty in recruiting staff in Desired for this sector. For example, computer technology, or cellular engineering. Sectors 12 www.exploreHR.org
    13. Slide 13: Recruitment from External Resources It will tend to be easier for a company Company to find and recruit the best people if the Reputation company has a good reputation, therefore the best fresh graduates will flock to apply to the company. Example : Google, McKinsey or Microsoft. 13 www.exploreHR.org
    14. Slide 14: Recruitment Yield Pyramid • Some employers use a recruiting yield pyramid to determine the number of applicants they must generate to hire the required number of new employees. • Example of Recruitment Curve: • 1200 - Leads generated • 200 - Candidates invited • 150 - Candidates interviewed • 100 - Offers made • 50 - New hires 14 www.exploreHR.org
    15. Slide 15: Recruitment Sources Advertising (newspaper, magazine, internet) Recruitment College Sources Recruitment Recruitment Agent (headhunter) 15 www.exploreHR.org
    16. Slide 16: Employee Selection 16 www.exploreHR.org
    17. Slide 17: Basic Concept of Selection Tests The quality of an employee selection test is determined by three main factors, namely : 1. Criterion Validity : A type of validity based on showing that scores on the test (“predictors”) are related to job performance (“criterion”). 2. Content Validity : A test that is “content valid” is one in which the test contains a fair sample of the tasks and skills actually needed for the job in question. 3. Reliability : The consistency of scores obtained by the same person when retested with identical or equivalent test. 17 www.exploreHR.org
    18. Slide 18: Some Types of Selection Test 1. Cognitive Ability Test 2. Personality Test 3. Interview 18 www.exploreHR.org
    19. Slide 19: Cognitive Ability Test • Cognitive Abilities Tests: Paper and pencil or individualized assessment measures of an individual's general mental ability or intelligence. 19 www.exploreHR.org
    20. Slide 20: Advantages of Cognitive Ability Test • highly reliable • verbal reasoning and numerical tests have shown high validity for a wide range of jobs • the validity rises with increasing complexity of the job • may be administered in group settings where many applicants can be tested at the same time • scoring of the tests may be completed by computer scanning equipment • lower cost than personality tests 20 www.exploreHR.org
    21. Slide 21: Disadvantages of Cognitive Ability Test • non-minorities typically score one standard deviation above minorities which may result in adverse impact depending on how the scores are used in the selection process • differences between males and females in abilities (e.g., knowledge of mathematics) may negatively impact the scores of female applicants 21 www.exploreHR.org
    22. Slide 22: Personality Test • Personality Tests: A selection procedure measure the personality characteristics of applicants that are related to future job performance. • Personality tests typically measure one or more of five personality dimensions: extroversion, emotional stability, agreeableness, conscientiousness, and openness to experience. 22 www.exploreHR.org
    23. Slide 23: Advantages of Personality Test • can result in lower turnover due if applicants are selected for traits that are highly correlated with employees who have high longevity within the organization • can reveal more information about applicant's abilities and interests • can identify interpersonal traits that may be needed for certain jobs 23 www.exploreHR.org
    24. Slide 24: Disadvantages of Personality Test • difficult to measure personality traits that may not be well defined • responses by applicant may be altered by applicant's desire to respond in a way they feel would result in their selection • lack of diversity if all selected applicants have same personality traits • lack of evidence to support validity of use of personality tests 24 www.exploreHR.org
    25. Slide 25: Interview • Interviews: A selection procedure designed to predict future job performance on the basis of applicants' oral responses to oral inquiries. 25 www.exploreHR.org
    26. Slide 26: Advantages of Interview • useful for determining if the applicant has requisite communicative or social skills which may be necessary for the job • can assess the applicant's job knowledge • can be used for selection among equally qualified applicants • enables the supervisor and/or co-workers to determine if there is compatibility between the applicant and the employees • allows the applicant to ask questions that may reveal additional information useful for making a selection decision 26 www.exploreHR.org
    27. Slide 27: Disadvantages of Interview • subjective evaluations are made • decisions tend to be made within the first few minutes of the interview with the remainder of the interview used to validate or justify the original decision • interviewers form stereotypes concerning the characteristics required for success on the job • research has shown disproportionate rates of selection between minority and non-minority members using interviews • negative information seems to be given more weight • not as reliable as tests 27 www.exploreHR.org
    28. Slide 28: Training & Development 28 www.exploreHR.org
    29. Slide 29: Training Process Training