HRM 200 Project One Speaker Notes Template (1)

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Southern New Hampshire University *

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200

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Industrial Engineering

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Feb 20, 2024

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docx

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HRM 200 Project One Speaker Notes Template Slide 1: NEW HIRE ORIENTATION Welcome to the new hire orientation where we will be reviewing information and details that are specific to the role of an HR generalist. Slide 2: Human Resources Overview The human resource department is an essential division that manages every facet of the labor force during their journey with a company. Fundamentally, the department manages the employee lifecycle process for the business, including posting career openings, recruiting, onboarding, training, analyzing benefits and compensation, and managing performance reviews and terminations. Slide 3: Organization Structure In terms of human resources and how it contributes to an organization’s strategy “they use their knowledge of the business and of human resources to help the organization develop strategies and to align HRM practices with those strategies” (Hollenbeck et al., 2021). Through these strategies, they can develop company goals utilizing KPIs that assist in coordinating HR initiatives and tactics with the organization's goals. In combination with strategic planning, KPIs and goal setting HRM can determine areas in need of improvement continually make changes, and strengthen a company from within ensuring its overall success. Human resources also contribute to an organization’s strategy by fostering a positive and healthy work environment and culture, this provides an opportunity to improve the employee experience overall. Slide 4: Talent Acquisition and Retention Since human resources is the department that businesses rely on for all of their staffing needs, it plays a crucial role in both acquiring and retaining talent. The onus is on human resources to make sure that they are not only drawing in top talent but also matching the most qualified applicants with open positions. The ability of human resources to use job analysis, job design, and job specifications to acquire and retain people is critical to a company's success. The process of job analysis is continuous and helps HR to find the best applicant for a position and offer a salary commensurate with it. Determining if a business requires more job roles or if existing positions require more duties is known as job design. A job specification outlines each role and the qualifications and abilities a candidate must possess to effectively fill it. Both finding and retaining talent are facilitated by these factors in conjunction with an inclusive and diverse hiring culture. Slide 5: Promoting Culture An organization's human resources are its main tool for fostering culture. It is crucial that businesses prioritize this, and as the previous slide noted, it all begins with a diverse and inclusive hiring culture. Encouraging a culture of growth, diversity, and inclusion benefits a company by drawing in talent, encouraging originality and creativity, and raising morale and engagement among staff members. By promoting and fostering a positive work environment and culture employees have a better employee experience and are more satisfied, engaged and increases employee retention. Slide 6: Technology Evaluation 1

Technology is an important tool a business can use to enhance human resource functions. In today's high-tech world, technology is also crucial in changing conventional HR procedures and boosting productivity. Not only can technology be used to track and use data, but it can also be targeted to specific areas like tracking employee experience and recognizing employee accomplishments. On a basic level, human resources has access to technology that streamlines tasks such as hiring, benefits, and payroll. Slide [#: Slide Title] [Insert content here.] Slide [#: Slide Title] [Insert content here.] Slide [#: Slide Title] [Insert content here.] Slide [#: Slide Title] [Insert content here.] Slide [#: Slide Title] [Insert content here.] Slide [#: Slide Title] [Insert content here.] Slide [#]: References 2

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