Hi,
I am working in a Recruitment Company & Training Co. and we are into several other events like open campus/off Campus etc.
Its a small organisation with good growth & I am the only one responsible for all the HR activities for whole Company.
Now my problem is, we have a meeting on 10th of May 07, where all Heads would be there and every one has to give a presentation there for 45 min. , and there would be an open house discussion also....I request you, Please guide me how can i make my presentation effective and what concrete points should i include in the same being a responsible person....below mentioned are some points which i have to follow :
We have two major wings in our co. one is Recruitment and the other one is Training, There are certain points which i would like to address.
1) Startegy for their respective divisions has to be Black and White.
2) Revenue Targets on Quarterly basis with there projection reports.
3) Manpower Requirements for their divisions.
4) New Ideas on how to take Company further ahead.
5) Salary slab for diferent grade of Perople-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 pipeline for some replacement
8) What should be an ideal hirerarchy for my organisation keeping Recruitment & Tranining in mind.
The major problem i ve analysed in my organisation is that, there is no as such Branch Head in any Branch Office , and i think it could be one of the hurdle in retaining the employees in organisation....please also suggest me in this regard...ASAP
Anticipating for Positive
Thanks 'n' Regards,
Roops....
From India, Bhopal
9I am working in a Recruitment Company & Training Co. and we are into several other events like open campus/off Campus etc.
Its a small organisation with good growth & I am the only one responsible for all the HR activities for whole Company.
Now my problem is, we have a meeting on 10th of May 07, where all Heads would be there and every one has to give a presentation there for 45 min. , and there would be an open house discussion also....I request you, Please guide me how can i make my presentation effective and what concrete points should i include in the same being a responsible person....below mentioned are some points which i have to follow :
We have two major wings in our co. one is Recruitment and the other one is Training, There are certain points which i would like to address.
1) Startegy for their respective divisions has to be Black and White.
2) Revenue Targets on Quarterly basis with there projection reports.
3) Manpower Requirements for their divisions.
4) New Ideas on how to take Company further ahead.
5) Salary slab for diferent grade of Perople-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 pipeline for some replacement
8) What should be an ideal hirerarchy for my organisation keeping Recruitment & Tranining in mind.
The major problem i ve analysed in my organisation is that, there is no as such Branch Head in any Branch Office , and i think it could be one of the hurdle in retaining the employees in organisation....please also suggest me in this regard...ASAP
Anticipating for Positive
Thanks 'n' Regards,
Roops....
From India, Bhopal
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
From India, Pune
Hello Roopika,
You are going on a right track, you could cover the points which you had mentioned
In recruitments you could show the reports of -
- No of HR Requisitions versus No of positions Closed ( only if the numbers are good )
- Average of Time taken to close positions
-Retention Period (Attrition rate of ur company Vs Industry Standards)
- Any innovative technique which you followed to recruit ( One could be SMS recruitment Or Adv on Human resouce community recruitment)
-Comparsion of Salary in ur company Vs Industry Standards.
-Recruitment cost (adv cost)
-To keep candidates in Pipe line in case of replacement you can plan for a transfer from within the organization or keep a active database, (spc second or third short listed person / active Employee reference)
Trainings -
- Evaluation of training effectivity on employees
-No of trainings (planned & actual)
-Training frequency - person/hour
You could add up some process or product quality improvement to show steps to take your company ahead.
For hirechy - If the company is small then you need to have only 2 persons, one would be responsible for recruitments,trainings,appraisals, employee recreation etc. Other would be in leave Mgmt,attendance mgmt,Payroll, maintaining MIS etc. In case of medium strength you could have a Manager & 2 subordinates.
I hope the information would be useful to you. All the very Best to You !
Regards,
Meenu
From India, New Delhi
You are going on a right track, you could cover the points which you had mentioned
In recruitments you could show the reports of -
- No of HR Requisitions versus No of positions Closed ( only if the numbers are good )
- Average of Time taken to close positions
-Retention Period (Attrition rate of ur company Vs Industry Standards)
- Any innovative technique which you followed to recruit ( One could be SMS recruitment Or Adv on Human resouce community recruitment)
-Comparsion of Salary in ur company Vs Industry Standards.
-Recruitment cost (adv cost)
-To keep candidates in Pipe line in case of replacement you can plan for a transfer from within the organization or keep a active database, (spc second or third short listed person / active Employee reference)
Trainings -
- Evaluation of training effectivity on employees
-No of trainings (planned & actual)
-Training frequency - person/hour
You could add up some process or product quality improvement to show steps to take your company ahead.
For hirechy - If the company is small then you need to have only 2 persons, one would be responsible for recruitments,trainings,appraisals, employee recreation etc. Other would be in leave Mgmt,attendance mgmt,Payroll, maintaining MIS etc. In case of medium strength you could have a Manager & 2 subordinates.
I hope the information would be useful to you. All the very Best to You !
Regards,
Meenu
From India, New Delhi
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
From India, Bhopal
Hi Roopika....
Meenu is very correct even i was about to suggest the same. Like attrition rates of last 1 year.. Training programs conducted since last year, Retention of employees of a particular category.. it will help you to select those kind of profiles... etc..
Regards,
Amit Seth.
From India, Ahmadabad
Meenu is very correct even i was about to suggest the same. Like attrition rates of last 1 year.. Training programs conducted since last year, Retention of employees of a particular category.. it will help you to select those kind of profiles... etc..
Regards,
Amit Seth.
From India, Ahmadabad
Hi Roopika ,
1st level could be - Board of Directors / CEO
2nd Level - HR Manager / HR head
3rd Level - Mangers of concerned depts (software,accounts,admin etc)
4 th level could be HR executives / Software devp / Prod engineers etc.
5th level - Office boy etc.
Hope the Information would be useful to you. I wanted to copy paste org chart but was unable to do so.Do let me know if you require any help.
Warm Regards,
Meenu
From India, New Delhi
1st level could be - Board of Directors / CEO
2nd Level - HR Manager / HR head
3rd Level - Mangers of concerned depts (software,accounts,admin etc)
4 th level could be HR executives / Software devp / Prod engineers etc.
5th level - Office boy etc.
Hope the Information would be useful to you. I wanted to copy paste org chart but was unable to do so.Do let me know if you require any help.
Warm Regards,
Meenu
From India, New Delhi
Hi Meenu,
I dnt knw bt it seems like um into a deep shit, um really nt able to figure out that from which point i shud start preparing my presentation, pls guide me in this regards aslo, i wud b thankful to u
Thanks a lot again...request u to forward me tht Chart at
awaiting for ur response
Regards,
Roopika
From India, Bhopal
I dnt knw bt it seems like um into a deep shit, um really nt able to figure out that from which point i shud start preparing my presentation, pls guide me in this regards aslo, i wud b thankful to u
Thanks a lot again...request u to forward me tht Chart at
awaiting for ur response
Regards,
Roopika
From India, Bhopal
Hi Roopika,
I am impressed and happy that you are exposed to such imp areas in HR Trust me it is a good opportunity indeed,
OK I need a favour from you u mentioned in your post that core functions of your HR dept is Recruitment and Training ,
I have just initiated Training in my organisation and I would want to know how to go abt it,
Following are my information points required,
1) Wht kinda training programmes do I Initiate to begin with ?
2) How do I segragate people in various training programmes ?
3) Feed Back Form ?
4) ROI ?
5) What kinda 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 cite mates Pl sugges ?
One more thing this training dept is initiated at an all India level so suggest accordingly ?
Regards.
Reena
From India, Mumbai
I am impressed and happy that you are exposed to such imp areas in HR Trust me it is a good opportunity indeed,
OK I need a favour from you u mentioned in your post that core functions of your HR dept is Recruitment and Training ,
I have just initiated Training in my organisation and I would want to know how to go abt it,
Following are my information points required,
1) Wht kinda training programmes do I Initiate to begin with ?
2) How do I segragate people in various training programmes ?
3) Feed Back Form ?
4) ROI ?
5) What kinda 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 cite mates Pl sugges ?
One more thing this training dept is initiated at an all India level so suggest accordingly ?
Regards.
Reena
From India, Mumbai
Hey Roopika,
I can understand its alwz difficult to start, but don't worry, just simply things like taking each topic and things relating to that topics, like first
1.Take some good acheviments you had in the org / ur dept
2. Recruitments and related statistics
3.Trainings and related statistics
4. Appraisals ..... etc.
Rem to focus on cost control n budget which u had ,since mgmt is very much concerned about these things.
Regards,
Meenu
From India, New Delhi
I can understand its alwz difficult to start, but don't worry, just simply things like taking each topic and things relating to that topics, like first
1.Take some good acheviments you had in the org / ur dept
2. Recruitments and related statistics
3.Trainings and related statistics
4. Appraisals ..... etc.
Rem to focus on cost control n budget which u had ,since mgmt is very much concerned about these things.
Regards,
Meenu
From India, New Delhi
Dear Reena
It is really hard to start up the things & I can suggest something in addition on meenu's tasks.
1. Make a hierarchy of levels available in your organisation . See that at which level what kind of training should be implemented at initial stages . As we all know that the types of training.
2.Here comes some PMS part where you have to keep an eye on each level. As per the industry standards, make a comparative chart what is current status of performance & what is current industry standards of performance for that particular levelof hierarchy?
Then definitely you will come to know the areas for training for each & every level of hierarchy.
Hope these things will help you .More more info. pls let me know at
From India, Bangalore
It is really hard to start up the things & I can suggest something in addition on meenu's tasks.
1. Make a hierarchy of levels available in your organisation . See that at which level what kind of training should be implemented at initial stages . As we all know that the types of training.
2.Here comes some PMS part where you have to keep an eye on each level. As per the industry standards, make a comparative chart what is current status of performance & what is current industry standards of performance for that particular levelof hierarchy?
Then definitely you will come to know the areas for training for each & every level of hierarchy.
Hope these things will help you .More more info. pls let me know at
From India, Bangalore
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
How to make teams effective.doc
How-to-make-eff ective-presenta tion.ppt
Simple Ways To Make HR Effective and Efficient.pdf