Hi,
I am working in a Recruitment Company & Training Co. and we are involved in several other events like open campus/off-campus, etc.
It's a small organization with good growth, and I am the only one responsible for all the HR activities for the whole company.
Now my problem is, we have a meeting on the 10th of May 07, where all Heads will be present, and everyone has to give a presentation for 45 minutes. There will also be an open house discussion. I request your guidance on how I can make my presentation effective and what concrete points I should include as a responsible person. Below are some points which I have to address:
We have two major wings in our company: Recruitment and Training. There are certain points I would like to address:
1) Strategy for their respective divisions has to be black and white.
2) Revenue Targets on a quarterly basis with their projection reports.
3) Manpower requirements for their divisions.
4) New ideas on how to take the company further ahead.
5) Salary slab for different grades of people - Fresher/Executive/Sr. Executive/Ass. Mgr/Mgr/CEO/Director, etc.
6) Candidates for Projects (ideal time and effective field).
7) How can I keep candidates in the pipeline for some replacement?
8) What should be an ideal hierarchy for my organization keeping Recruitment & Training in mind?
The major problem I have analyzed in my organization is that there is no Branch Head in any Branch Office, and I think it could be one of the hurdles in retaining employees in the organization. Please also suggest to me in this regard...ASAP.
Anticipating a Positive Response.
Thanks & Regards,
Roops...
From India, Bhopal
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9I am working in a Recruitment Company & Training Co. and we are involved in several other events like open campus/off-campus, etc.
It's a small organization with good growth, and I am the only one responsible for all the HR activities for the whole company.
Now my problem is, we have a meeting on the 10th of May 07, where all Heads will be present, and everyone has to give a presentation for 45 minutes. There will also be an open house discussion. I request your guidance on how I can make my presentation effective and what concrete points I should include as a responsible person. Below are some points which I have to address:
We have two major wings in our company: Recruitment and Training. There are certain points I would like to address:
1) Strategy for their respective divisions has to be black and white.
2) Revenue Targets on a quarterly basis with their projection reports.
3) Manpower requirements for their divisions.
4) New ideas on how to take the company further ahead.
5) Salary slab for different grades of people - Fresher/Executive/Sr. Executive/Ass. Mgr/Mgr/CEO/Director, etc.
6) Candidates for Projects (ideal time and effective field).
7) How can I keep candidates in the pipeline for some replacement?
8) What should be an ideal hierarchy for my organization keeping Recruitment & Training in mind?
The major problem I have analyzed in my organization is that there is no Branch Head in any Branch Office, and I think it could be one of the hurdles in retaining employees in the organization. Please also suggest to me in this regard...ASAP.
Anticipating a Positive Response.
Thanks & Regards,
Roops...
From India, Bhopal
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Hi Dear You have everything under hand what else do u need then these is much more enough to make a 45min presentation. Regards Ankit
From India, Pune
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From India, Pune
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Hello Roopika,
You are on the right track. You could cover the points that you had mentioned.
In recruitments, you could show the reports of:
- Number of HR Requisitions versus Number of positions Closed (only if the numbers are good)
- Average Time taken to close positions
- Retention Period (Attrition rate of your company Vs Industry Standards)
- Any innovative techniques you followed to recruit (One could be SMS recruitment or Advertisement on Human Resource community recruitment)
- Comparison of Salary in your company Vs Industry Standards
- Recruitment cost (advertising cost)
- To keep candidates in the pipeline in case of replacement, you can plan for a transfer from within the organization or keep an active database (especially second or third shortlisted persons/active Employee references)
Trainings:
- Evaluation of training effectiveness on employees
- Number of trainings (planned & actual)
- Training frequency - person/hour
You could also add some process or product quality improvement strategies to show steps to take your company ahead.
For hierarchy:
If the company is small, then you need to have only 2 persons. One would be responsible for recruitments, trainings, appraisals, employee recreation, etc. The other would be in leave management, attendance management, payroll, maintaining MIS, etc. In case of medium strength, you could have a Manager and 2 subordinates.
I hope the information is useful to you. All the best to you!
Regards,
Meenu
From India, New Delhi
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You are on the right track. You could cover the points that you had mentioned.
In recruitments, you could show the reports of:
- Number of HR Requisitions versus Number of positions Closed (only if the numbers are good)
- Average Time taken to close positions
- Retention Period (Attrition rate of your company Vs Industry Standards)
- Any innovative techniques you followed to recruit (One could be SMS recruitment or Advertisement on Human Resource community recruitment)
- Comparison of Salary in your company Vs Industry Standards
- Recruitment cost (advertising cost)
- To keep candidates in the pipeline in case of replacement, you can plan for a transfer from within the organization or keep an active database (especially second or third shortlisted persons/active Employee references)
Trainings:
- Evaluation of training effectiveness on employees
- Number of trainings (planned & actual)
- Training frequency - person/hour
You could also add some process or product quality improvement strategies to show steps to take your company ahead.
For hierarchy:
If the company is small, then you need to have only 2 persons. One would be responsible for recruitments, trainings, appraisals, employee recreation, etc. The other would be in leave management, attendance management, payroll, maintaining MIS, etc. In case of medium strength, you could have a Manager and 2 subordinates.
I hope the information is useful to you. All the best to you!
Regards,
Meenu
From India, New Delhi
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Thanks a ton dear... :D Nice to C ur early response Pls also let me know what would be an ideal hirearchy in an organisation from Top to Lower level Thanks in advance Roops...
From India, Bhopal
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From India, Bhopal
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Hi Roopika,
Meenu is absolutely correct, and I was also about to suggest the same. For example, looking at attrition rates over the last year, reviewing training programs conducted since the previous year, and examining the retention of employees in a specific category can help you in selecting those types of profiles, etc.
Regards,
Amit Seth
From India, Ahmadabad
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Meenu is absolutely correct, and I was also about to suggest the same. For example, looking at attrition rates over the last year, reviewing training programs conducted since the previous year, and examining the retention of employees in a specific category can help you in selecting those types of profiles, etc.
Regards,
Amit Seth
From India, Ahmadabad
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Hi Roopika,
1st level could be - Board of Directors / CEO. 2nd Level - HR Manager / HR head. 3rd Level - Managers of concerned departments (software, accounts, admin, etc.). 4th level could be HR executives / Software developers / Product engineers, etc. 5th level - Office boy, etc.
Hope the information would be useful to you. I wanted to copy-paste the org chart but was unable to do so. Do let me know if you require any help.
Warm Regards,
Meenu
From India, New Delhi
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1st level could be - Board of Directors / CEO. 2nd Level - HR Manager / HR head. 3rd Level - Managers of concerned departments (software, accounts, admin, etc.). 4th level could be HR executives / Software developers / Product engineers, etc. 5th level - Office boy, etc.
Hope the information would be useful to you. I wanted to copy-paste the org chart but was unable to do so. Do let me know if you require any help.
Warm Regards,
Meenu
From India, New Delhi
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Hi Meenu,
I don't know, but it seems like I'm in deep trouble. I am really not able to figure out from which point I should start preparing my presentation. Please guide me in this regard. I would be thankful to you.
Thanks a lot again. I request you to forward me that chart at rupika@irtpl.net.
Awaiting your response.
Regards,
Roopika
From India, Bhopal
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I don't know, but it seems like I'm in deep trouble. I am really not able to figure out from which point I should start preparing my presentation. Please guide me in this regard. I would be thankful to you.
Thanks a lot again. I request you to forward me that chart at rupika@irtpl.net.
Awaiting your response.
Regards,
Roopika
From India, Bhopal
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Hi Roopika,
I am impressed and happy that you are exposed to such important areas in HR. Trust me, it is a good opportunity indeed.
OK, I need a favor from you. You mentioned in your post that the core functions of your HR department are Recruitment and Training. I have just initiated Training in my organization, and I would want to know how to go about it.
Following are the information points required:
1) What kind of training programs do I initiate to begin with?
2) How do I segregate people in various training programs?
3) Feedback Form?
4) ROI?
5) What kind of training do you have in your company?
I belong to a leading mineral water company, so kindly suggest me in relation to my business profile if possible. Other site mates, please suggest?
One more thing, this training department is initiated at an all India level, so suggest accordingly.
Regards,
Reena
reflectionz2002@yahoo.com
From India, Mumbai
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I am impressed and happy that you are exposed to such important areas in HR. Trust me, it is a good opportunity indeed.
OK, I need a favor from you. You mentioned in your post that the core functions of your HR department are Recruitment and Training. I have just initiated Training in my organization, and I would want to know how to go about it.
Following are the information points required:
1) What kind of training programs do I initiate to begin with?
2) How do I segregate people in various training programs?
3) Feedback Form?
4) ROI?
5) What kind of training do you have in your company?
I belong to a leading mineral water company, so kindly suggest me in relation to my business profile if possible. Other site mates, please suggest?
One more thing, this training department is initiated at an all India level, so suggest accordingly.
Regards,
Reena
reflectionz2002@yahoo.com
From India, Mumbai
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Hey Roopika,
I can understand it's always difficult to start, but don't worry, just simply focus on things like taking each topic and things relating to that topic, like first:
1. Take some good achievements you had in the org/your department.
2. Recruitments and related statistics.
3. Trainings and related statistics.
4. Appraisals... etc.
Remember to focus on cost control and budget that you had, since management is very much concerned about these things.
Regards,
Meenu
From India, New Delhi
Acknowledge(0)Amend(0)
I can understand it's always difficult to start, but don't worry, just simply focus on things like taking each topic and things relating to that topic, like first:
1. Take some good achievements you had in the org/your department.
2. Recruitments and related statistics.
3. Trainings and related statistics.
4. Appraisals... etc.
Remember to focus on cost control and budget that you had, since management is very much concerned about these things.
Regards,
Meenu
From India, New Delhi
Acknowledge(0)Amend(0)
Dear Reena,
It is really hard to start up the things, and I can suggest something in addition for Meenu's tasks.
1. Make a hierarchy of levels available in your organization. Determine at which level what kind of training should be implemented at the initial stages. As we all know, there are different types of training.
2. Here comes some PMS part where you have to keep an eye on each level. As per industry standards, create a comparative chart showing the current status of performance and the current industry standards of performance for each level of the hierarchy. This analysis will help identify the areas for training at every level of the hierarchy.
Hope these suggestions will help you. For more information, please contact me at
.
From India, Bangalore
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It is really hard to start up the things, and I can suggest something in addition for Meenu's tasks.
1. Make a hierarchy of levels available in your organization. Determine at which level what kind of training should be implemented at the initial stages. As we all know, there are different types of training.
2. Here comes some PMS part where you have to keep an eye on each level. As per industry standards, create a comparative chart showing the current status of performance and the current industry standards of performance for each level of the hierarchy. This analysis will help identify the areas for training at every level of the hierarchy.
Hope these suggestions will help you. For more information, please contact me at
From India, Bangalore
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