Yousha khan

A VERY GOOD MORNING TO ALL OF YOU ALL.

ME AND MY GROUP ARE GOING TO PRESENT
ON DISTINGUISHED TOPICS RELATED TO
HUMAN RESOURCE MANAGEMENT. THE
NAMES OF THE GROUP MEMBERS ARE
DISPLAYED ON THE SLIDE IN CHRONOLOGICAL
ORDER. THEIR ROLL NO AND SAP IDS WILL BE
MENTIONED AT THE END.
THE first topic on our checklist is HRM
PROCESS. WE ARE ALL AWARE WHAT HUMAN
RESOURCE MANAGEMENT IS.
Each organization works towards the realization of one vision. The
same is achieved by formulation of certain strategies and execution
of the same, which is done by the HR department. These are called
HR Process
The following are the various HR processes:
Human Resource Planning: Generally, we consider Human Resource
Planning as the process of people forecasting. Right but it is
incomplete! It also involves the processes of Evaluation, Promotion
and Layoff. This also involves
Recruitment which aims at attracting applicants that match a certain
Job criteria.
Selection is The next level of filtration. Aims at short listing
candidates who are the nearest match in terms of qualifications,
expertise and have potential for a certain job.
Hiring is Deciding upon the final candidate who gets the job.
Training and Development are Those processes that work on an
employee onboard for his skills and abilities upgradation.
Employee Remuneration and Benefits Administration: The process
involves deciding upon salaries and wages, Incentives, Fringe
Benefits and Perquisites etc. Money is the prime motivator in any job
thus makes this process important.
Performance Management: It is meant to help the organization train,
motivate and reward workers. It is also meant to ensure that the
organizational goals are met with efficiency. The process not only
includes the employees but can also be for a department, product,
service or customer process; all towards enhancing or adding value
to them.
Employee Relations: Employee retention is a nuisance with
organizations especially in industries that are hugely competitive in
nature. Though there are myriad factors that motivate an individual
to stick to or leave an organization, but certainly few are under our
control.
The efficient designing of these processes apart from other things
depends upon the degree of correspondence of each of these. You
start from Human resource Planning and there is a continual value
addition at each step. To exemplify, the PMS (performance
Management System) of an organization like Infosys would different
from an organization like Walmart.
Megh shah
Succession planning, an element of career management
process, is the process whereby an organization ensures that
employees are recruited and developed to fill each key role
within the company. Actively pursuing succession planning
ensures that employees are constantly developed to fill each
role in the organization. As the organization expands, loses
key employees, provides promotional job opportunities and
increases sales, succession planning ensures a group of
employees are ready and able to fill new roles.
Who Needs Succession Planning?

All organizations, no matter their size, need succession

planning. While it is less likely that you will have potential
successors for every role in a small company, you can
minimally cross-train to keep the company operational if a
key employee leaves. It allows all managers to know who the
key employees are in all areas of the organization and helps
them to consider strong players when any key role opens up.
Some companies have introduced the concept of succession
planning in their organizations. Others plan succession
informally and verbally for key roles. In an informal system,
managers organization-wide may not know the value of the
employee and his/her skills
Effective succession planning brings advantages for both
employers and employees; employees who know that a next
role awaits them receive a boost to self-esteem, which
enhances their efficacy and value as an employee.

Knowing the organization’s plans for your next potential

opportunity – and that there is one – reinforces the desire for
career development, which is one of the areas that
employees want most from their employers. Employers
identify the experience, skills and development opportunities
necessary to help the employee prepare for career
progression. Having a mentor and supervisor is key in the
employee’s ability to get the experience and education
needed for career progression.
Have you considered that one of the major success factors
for organizations are the people who work there? It is crucial
to have the right people in the right place at the right time.
But how do companies identify and develop these skilled
people and leaders? Leading organizations recruit superior
people, develop their knowledge, skills and abilities, and
prepare them for advancement or promotion
Rishab nangia
Engaging the Workforce
Employee engagement has been an ongoing matter of
concern for HR professionals for decades. Engagement
metrics were trending upward in the early part of the
pandemic, driven by an increase in transparency and
communication, but those gains have been tough to hang on
to as the conversation has shifted toward if or when people
will return to work in offices.

Address those challenges by investing in intentional,

deliberate communications to help team members see what
role they play in driving the business forward and in
achieving the company’s mission, vision, and values.
Connecting daily work to the business strategy helps
employees feel more invested, accomplished, and engaged in
their work.

Attracting Talent to the Enterprise

Talent acquisition is among the highest priority human
resource challenges this year. U.S. unemployment is hovering
at historical lows, and many organizations are finding it tough
to fill their open roles in a timely fashion during the labour
reshuffling that’s commonly referred to as the Great
Resignation.
Competitive compensation and employee benefits packages
are essential in attracting talent to your organization.
However, to really compete, you need to dig deeper and
offer meaningful experiences and a greater sense of purpose
to your employees.
A focused employer brand that doesn’t back down from its
values may not attract candidates who disagree with or
simply aren’t passionate about those values. But that’s OK:
You only need it to be attractive to the people whose values
align with yours.

Managing Relationships
In 2022, workplace relationships are more important than
ever. Supporting healthy relationships is one of many
challenges facing HR this year. Companies are finally settling
into their long-term hybrid or remote working models, and
that has a significant impact on how employees interact with
each other. Work models in the new economy are powered
by the relationships fostered between managers and
individual team members and their peers.
Healthy work relationships build trust in the workforce and
empower employees to work together more effectively, even
if they don’t see each other or work together often.
The more that employees know each other and understand
each other’s work, the better they can perform their own
jobs. Knowing the next stage of a project, for example, helps
individual contributors refine their own work. Employees
need to trust their colleagues to deliver what’s needed to
keep projects on track.

Training and Development Strategies

In 2022, HR professionals will need to identify new solutions
for training programs and continuing professional
development. An effective training and development strategy
must account for rapidly changing technical skills and long-
term transferable skills.
Transferable skills have greater longevity and are cumulative
because you can build on adjacent skills. These include “soft”
skills such as critical thinking, emotional and social
intelligence, and communication. Transferable skills are
especially important as a foundation for leadership
development in the new economy. Leaders today (and in the
future) need to be able to keep projects on track by
supporting employees and removing roadblocks to their
success. That requires good communication, empathy, and
awareness, among other qualities.
AI in HR can be extremely useful in predicting skills gaps and
helping employees see a path forward for training and
development.

Talent Retention
Workers have more options for employment than they have
in decades, so every HR professional must take care to retain
the current workforce — or risk losing them to an extremely
competitive talent market.
The first step to improving retention is finding out why
employees are leaving in the first place. Exit interviews can
provide insight into what employees liked best about working
at your organization – and what they found lacking. Armed
with this knowledge, HR professionals can develop plans to
address the factors that are driving employee turnover.
Consider when employees are leaving, too, which can offer
insights into why they’re leaving. If turnover occurs
frequently in the first few months of the employee life cycle,
for example, that could indicate new employees didn’t feel
prepared to perform the full scope of their duties. HR
managers could mitigate this through better communication
during the hiring process and more effective, engaging
onboarding processes.

Embrace Inevitable Change

For the past two years, companies have been in limbo trying
to return to the office. But that’s not how organizations
operate anymore. Employees have experienced flexible and
remote work arrangements and have come to expect that
from your work experience. And in a tight labor market, you
can’t afford not to listen to what employees need.
Develop business and people plans that can accommodate
this pace of change. In a fast-paced work environment, you
must be able to flex with change without breaking. In
business planning meetings, consider a variety of scenarios
that could affect your business model and work processes.
Develop alternative or contingent plans for addressing these
scenarios as they arise so that you aren’t caught off-guard.

Employee Health and Well-Being

Employee well-being remains among the top HR issues in
2022. After the major disruptions of 2020, employers began
to recognize the need for customized benefit plans to
address individual employees’ most pressing issues.
Companies are offering better, more varied benefits,
including child and elder care benefits, and expanding
coverage to mental health services.

But benefits alone aren’t enough to improve employee

health and well-being: You need to support employee health
and wellness in daily work lives, too. This could mean offering
more flexibility around hours, offering more paid time off, or
better managing schedules and workloads to prevent
employees from feeling overwhelmed.
VIRENDRA SHAH

What is HRIS?
A human resource information system (HRIS) is software that
provides a centralized repository of employee master data
that the human resource management (HRM) group needs
for completing core human resource (core HR) processes. An
HRIS can help HR and organizations become more efficient
through the use of technology.

An HRIS stores, processes and manages employee data, such

as names, addresses, national IDs or Social Security numbers,
visa or work permit information, and information about
dependents. It typically also provides HR functions such as
recruiting, applicant tracking, time and attendance
management, performance appraisals and benefits
administration. It may also offer employee self-service
functions, and perhaps even accounting functions.

In some ways, an HRIS can be considered a smart database of

employee information. The interaction of the data, the
processes that can be performed and the reporting
capabilities make the data stored in the system more
accessible and usable.
he 5 different types of HRIS systems
Operational HRIS. Operational HRIS systems collect and
report human resource data such as employee records,
position details, and performance appraisal information. ...
Tactical HRIS. ...
Strategic HRIS. ...
Comprehensive HRIS. ...
Limited-Function HRIS.
HRIS Benefits
Expedites tasks: An HRIS enables the HR department to
spend less time on clerical tasks, helps ensure the accuracy of
employee data and can make it easier for employees to
manage their information.

Reduces paperwork: Having a centralized repository for

employee data removes the need for storing paper files,
which can be easily damaged, as well as the need to search
through large paper-based employee files to find
information.

Simplifies predictive analysis and visualizations: Depending

on the type of HRIS software, it may generate various
reports, provide ad hoc reporting capabilities and offer HR
analytics on important metrics such as headcount and
turnover. Modern HRIS software also offers visualization
capabilities for employee data, such as automatically
rendered organizational charts or nine-box grids.
Empowers employees: Employees can directly access and
make changes to their personal information without the
need to contact HR.
Improves productivity. When an HRIS offers employee or
manager self-service, the process for making employee
master data or organizational changes becomes more
efficient and uses less time than paper-based requests.
Approval workflows enable changes to be approved or
rejected, with the necessary individuals automatically
notified. An HRIS might also offer mobile capabilities that
extend self-service and provide additional flexibility for
remote workers.

Maintains compliance: HR tasks are highly regulated and

there's little to no margin for error. Many HRIS programs
have monitoring capabilities and are designed with specific
compliance regulations in mind. This encourages
organizations to stay compliant and avoid legal issues,
penalties and financial losses.

Offers security and privacy: An HRIS also helps secure

employee data and keep information private. When using
paper forms or spreadsheets, information can easily be
accessed by people who may not have the authority to
access it. An HRIS can secure information so that it can only
be accessed by authorized individuals. Data security and
privacy are important factors when handling sensitive
personal information, especially in countries such as
Germany and France, where works councils have a strong
role in protecting employee data. With the exception of a
lock and key, protecting paper records can be extremely
difficult.
ARSALAN KHAN
What services does HRO typically offer?
HR outsourcing companies generally have dedicated service
teams that deliver day-to-day support in the following areas:

Payroll and tax administration

Employee training and development
Policy creation and workplace safety
Recruitment and onboarding
Benefits administration
Compliance and risk management
HR outsourcing services
• Recruiting, training, and development
• Overseeing organizational structure and staffing
requirements
• Tracking department objectives, goals and strategies
• Employee orientation programs

WITH THIS WE WOULD LIKE TO OUR PRESENTATION. WE

HOPE WE WERE ABLE TO BETTER UNDERSTANDING FOR THE
TOPIC. IF ANY OF YOU ALL HAVE ANY DOUBTS YOU CAN
RAISE YOUR HANDS ? OKAY THEN THANK YOU.