HRM 200 Project One Speaker Notes

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Southern New Hampshire University *

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200

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Business

Date

Apr 3, 2024

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docx

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3

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HRM 200 Project One Speaker Notes Template To complete this template, replace the bracketed text with the relevant information. Write your speaker notes using complete sentences to outline what you would say in a verbal presentation and to demonstrate your mastery of the course content. Use APA style citations. Remember that your presentation should be 8 to 10 slides in length, not including your title and references slides, so you can delete any sections you don’t need. Make sure your speaker notes correspond with the slides in your New Hire Orientation Presentation. Slide 1: New Hire Orientation Good morning and welcome to orientation! My name is Sara Murley, and I am so glad that you are here. Today we are going to discuss key information to help you get acquainted with our Human Resources Department. This includes a human resources overview, organizational structure, talent acquisition and retention, and promoting culture. As we go through the presentation, if you have questions please do not hesitate to ask. Slide 2: Human Resources Overview There are three major functions of human resources: administrative services and transactions, business partner services, and strategic partnerships (Noe, 2022). Our department plays an integral role in the employee life cycle. We are involved in every stage of the employee life cycle to ensure the success of each employee. As you can see from the chart, this includes attracting and recruiting top talent, onboarding, training and development, retention, and talent management. Slide 3: Organization Structure It is important as HR professionals that we understand our organization’s business operations to support our company’s strategy. How can we do this? One way is through human resource planning - identifying the type of employee that is needed and how many are needed to achieve our objectives (Boatman, n.d.). Once we know this information, we can begin the recruitment and selection process for new employees. Through talent management, we can attract, retain, develop, and motivate employees. As changes happen with the company, such as new technology, it will be important for us to help manage process changes and reinforce positive company culture. Our employees are a key asset; therefore, the company’s success relies on the performance of its employees. We play an important role in ensuring employees are motivated, engaged, and productive. KPIs are metrics that we can use to monitor performance and assist the company with making data driven decisions (Ng, 2020). This data can include turnover rates, costs per hire, training and development metrics, and employee engagement. Slide 4: Talent Acquisition and Retention Talent Acquisition and retention includes creating hiring criteria, job descriptions, understanding the recruiting process and needs, finding the most qualified candidates, and retaining key employees. Job analysis allows a better understanding of the nature of the job. Job design specifies the responsibilities that are included in the role (Bosley, 2020). Whereas job description is the required knowledge and minimum qualifications for the job. To ensure that the right candidate is selected, it is important to form job analysis, job design, and job specifications. Doing so will set clear expectations for the company. Slide 5: Promoting Culture Promoting company culture is greatly impacted by the human resources department. It is important for human resources to be the driving force of creating company culture. Human resources are a role model 1
for employees. Leaders look to human resources to drive consistency and ensure the company culture is emitted throughout the company, even from the very top executives. Often, culture becomes stagnant so the company will rely on human resources to promote culture and boost morale. Company culture should be shared during orientation and onboarding. In doing so, the tone and perception for new employees will be set and understood. We are the stewards of culture and creating tangible actions, such as acknowledgments for work well done, rewards, and promotions keeps positive company culture (Polaki, 2020). Slide 6: Technology Evaluation Human resources information system – What is it? It is software that was created to help companies meet human resource goals and improve productivity (Rohde, 2020). How can it help us as a company? HRIS allows us to enhance our processes and be more efficient. With our most recent update, this software has enabled us to make more informed decisions, automate administrative work, and maintain compliance with the rapidly changing regulatory and data security requirements. The features of the software that we currently use are background checks, building employee files, onboarding, payroll, time and attendance, benefits administration, compliance, and reporting. As you can see, this software can integrate several features into a unified system. Another feature is our integrated HRIS system has advanced security built-in to minimize cybersecurity risks. Slide 7: Diversity and Accessibility We pride ourselves on having diversity. What does this mean and how does it relate to human resources? It means that we foster a sense of belonging and acceptance and want every employee to feel they are part of our team. By focusing on diversity, we can attract and retain better talent. Why is accessibility important? We believe that all employees should have equal access to resources so they may be successful in their careers. It is important for us to ensure that reasonable accommodation is available to help any employee with disabilities complete tasks. We play a critical role in eliminating any obstacles to accessibility. Slide 8: Automated Processes Automated processes allow our department to manage personnel efficiently and productively. What can HR automated processes help with? This service aids us with talent acquisition, training, onboarding, performance management, time and attendance to name a few. This allows us to improve the employee experience, reduce paperwork, and decrease compliance issues. We also offer training modules and learning with tracking. Through this automated process, we can easily monitor each employees training progress. Slide 9: Technology Examples – Social Media You might be wondering how does social media and HR mix? Social media has become one of the leading tools for communication and is an important platform to connect with potential candidates and current employees. How can we utilize social media platforms to benefit us? We can promote our company on social media platforms, engage with employees, acknowledge employee achievements, and showcase our company culture. Utilizing social media platforms will keep employees engaged and help them feel more involved in our company. Slide 10: Closing As you can see, we often wear many different hats and play an integral role in our company. Our goal is to ensure our company thrives while supporting a strong company culture. I hope that you have gained 2
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