yodhia1971 – Page 12 – HR Management Slides

Leading with Diversity, Equity, and Inclusion: A New Paradigm for Organizational Success

Diversity, Equity, and Inclusion (DEI): Organizations are increasingly focused on fostering diverse and inclusive workplaces, addressing systemic biases, and ensuring equity in hiring, promotion, and compensation practices. HR plays a critical role in creating and implementing DEI strategies.

This term refers to the differences that exist in society, including ethnicity, race, gender, and skin color. DEI is currently a matter of concern that must be addressed appropriately. Certain groups that were previously excluded in the workplace are now changing and have gained equal opportunities. They are finally valued and respected because of this strategy.

A workplace that implements this strategy increases productivity in the workplace because each individual feels safe and comfortable to give ideas and share unique perceptions. There is no more feeling superior or inferior because the differences are not considered a problem anymore. You will always have the freedom to express your opinions and ideas for the organization.

Understanding The Diversity, Equity, and Inclusion

Diversity, equity, and inclusion are important concepts in the workplace. Diversity

is the difference in backgrounds, perspectives, and experiences that differ from one employee to another. Then, the organization or company will create a work environment where they can feel accepted and respected as a way of appreciating their true diversity.

Equality means making each person as equal as possible without regard to their identity or different backgrounds. Through equality, organizations will create a work environment where everyone feels they have a fair chance, have equal justice, and eliminate discrimination against certain groups.

Inclusion refers to the act of including someone or something into a group or system. HR in organizations is responsible for not excluding different groups, and providing equal opportunities with other groups.

About The DEI Strategies

An organization implements DEI strategies for specific purposes and as a way of valuing diversity in the work environment. The strategy is also adjusted to the needs of the organization, some of the actions included are training and development, community outreach, recruitment, and more.

Organizations that adopt the strategy of diversity, equity, and inclusion build a more positive and productive workplace. Employees feel valued and appreciated when their differences are respected. Increased innovation and imaginative thinking may result from this. Inclusion also helps to build a strong team spirit and a sense of community.

DEI Strategy In Recruiting

There are some key strategies that can help organizations create an inclusive and equitable recruiting process. As it is known that recruiting is the earliest step for the sustainability of the organization, this process needs to be considered well.

1. Establish clear DEI goals and objectives

Before you can begin to implement any DEI strategies in recruiting, you first need to establish clear goals and objectives. That means you need to know what diversity and inclusion you want to achieve, how you want to approach the recruitment process, and how you can convince candidates that your company can provide a comfortable and safe place to work.

2. Recruiter team must be aware of DEI strategy

As the person who is in charge of finding, developing, and even firing employees, HR must first know the DEI strategy. As the frontline they must be able to assess everything that can potentially cause discrimination later, therefore HR must first know this strategy before conducting recruitment.

3. Develop a diverse and inclusive candidate pool

Actively reaching out to candidates with differences who are often excluded in the workplace is an effective way to achieve a fair recruitment process. There are some groups that are usually avoided by employers, but they actually have potential and skills.

4. Use inclusive language and messaging

In order to attract a diverse range of candidates, it’s important to use inclusive language and messaging in your recruitment materials. This means avoiding stereotypes and using language that is welcoming and inclusive of everyone.

5. Evaluate your recruitment process regularly

It’s important to evaluate your recruitment process regularly to ensure that it is effective and inclusive. The thing that HR should pay attention to in this phase is whether all candidates reached have been given equal opportunities or whether there are other things that need to be improved to make the recruiting process more inclusive for everyone.

Reasons Why DEI Strategy Should Be Applied In Organization

Every organization will have different reasons for wanting to implement DEI strategies. However, organizations generally have these reasons why they want this strategy to work in their workplace.

To create a welcoming work environment for staff and clients from different backgrounds.

To improve the capabilities of the company in order to increasingly attract workers from different groups.

To improve the organization’s ability to respond and serve diverse customers

To increase the company’s profitability in reaching more customers or clients from different backgrounds.

To increase trust and better respond to the needs of diverse communities.

To create a more fair and inclusive atmosphere at work.

DEI Strategies Play Important Role in Organization

Applying DEI strategy to the organization will never be wrong because in addition to a good response to people who have different backgrounds, ethnicities, races etc., DEI Strategy will also be proof that its application can have a positive impact for the organization.

Some of the points below are the results of success that can be achieved if diversity, equality and inclusion are applied in the work environment.

Enhancing employee productivity and creativity

Promoting employee engagement and loyalty

Attracting top talent from diverse backgrounds

Enhancing the organization’s reputation and public image

Strengthening relationships with diverse communities

It is irrefutable that diversity, equity, and inclusion are things that every organization, leader, and every individual must do to increase respect and appreciate every different individual. Companies with a positive response to every group difference have more opportunities to develop and grow.

With DEI strategy, a leader can reach out to many people with qualified skills. Through this strategy, the organization will also change the paradigm of society not to exclude certain groups and must always provide equal opportunities and rights to every member of society.

Remote Work and Flexible Work Arrangements: A Guide to Setting Up a Home Office to Maintain Productivity

The rise of remote work and flexible work arrangements, accelerated by the COVID-19 pandemic, has brought new challenges and opportunities for HR professionals, including managing virtual teams, employee engagement, and work-life balance.

The employee has the advantage of not having to go through traffic jams and having more time with their family. Also, In many cases, employers also prefer to hire remote workers to reduce their expenses, which can cover some allowances such as transportation and meal costs.

Creating a great workspace is the best way to always feel enthusiastic while doing remote work. This will provide a lot of enjoyment in working whether it’s because you finally have your own privacy to get work done or it can be your best place at home.

Paying attention to your taste and what you want to create in your home office will be very beneficial. However, some tips on how to set up a home office include choosing a quiet and comfortable part of your home, and investing in the necessary tools and equipment to help you be in line.

Create a Designated Work Space

The first and essential part is to create a space for you to work. You can choose an empty room to work in or just a desk somewhere in your home or bedroom that you like. As long as it is a comfortable place and not easy to get distracted.

Make sure your desk is separate from personal items If you only use a single desk, it is very important to separate it from other belongings. Just put aside things that have nothing to do with your work to help you stay focused. Buy, you still can place it on a shelf in the corner of the room.

Use Adequate Lighting

Dim light can affect the atmosphere while working, dim light can also lead you to be sleepy during work hours. You must provide sufficient lighting for your home office, if necessary you can add a table lamp if the room is in a corner of the house that has minimal light.

By installing lights, remote work and flexible work arrangements will feel very convenient. The room will also look always aesthetic which will help you avoid a bad mood while working. This method is very effective for maintaining the mood when doing a repetitive job.

Create a Filing System For Your Paperwork

The use of remote work and flexible work arrangements does not mean fully using technology throughout work. There may be times when you still use paper for other necessities, or some archives are still recorded on sheets of paper.

It is essential to have a stack of folders or a hanging file shelf to stay organized. Use something simple to keep papers off your desk and all over the room. And if you are always concerned about the aesthetics of the room, then you can use a fancy rack.

Fill in The Tools Used for Working

Working at home is about working efficiently and saving time, to make that possible you have to add some equipment that supports your work. This includes a computer, printer, paper, and pens. The equipment will not bother you to move far to do printing or just grab a pen.

This method will simplify your work and minimize stress as well. If the company implements remote work and flexible work assignments, you have already prepared the essential things that are needed to make it easier for work to be finished quickly.

Add personal touch

This part is optional, it all depends on your preference and taste such as if you like flowers, then you can add a small flower vase or your favorite action figure to add more enthusiasm to work. But make sure to put it separate from the work table.

For people who are easily distracted, it should be placed in the corner of the room only to be glanced at once when they are stuck at work. Favorite items such as dolls, action figures or dolls can really improve the mood at work.

Why Should a House Office Be Comfortable?

There are many reasons why the home office should be a comfortable place. The reasons may seem like nothing but actually have a lot of impact on your work, mental health, and how you manage stress. For those who implement remote work and flexible work assignment, it is very necessary to know about these reasons.

– A Lot Of Time Will Be Spent In The House Office

Working from home is indeed just staying at home, but the work hours required are basically the same as working from the office. It’s advisable to create a home office that can contain your work tools and keep your emotions in check since you will be spending a long time there.

– Increase Productivity

A relaxing place is very conducive to productivity. It can be a place to work and rest at the same time to refocus. Besides, a relaxed atmosphere can boost creativity and innovation.

– A Comfortable Office Is A Healthy Office

Additionally, if your office is uncomfortable, you may start to feel stressed and overwhelmed, which is not good for your health. A cozy office is a healthy office.

The truth is, the application of remote work and flexible work assignments will feel very different and may surprise you a little if you have spent a long time working in an office, especially if the office has strict rules. And then working at home allows you to get work done in your bed or chair.

But, if you work in comfortable places such as beds and cozy couches, it will make you spend more time lying around. Therefore, the House Office is highly recommended to maintain Productivity to stay creative while working. Just follow the method above to build the home office you want, hopefully it can help you in the process.

Principles of Human Resource Management And Strategies To Maximize The Potential

The word human resources may be familiar to active job seekers. Because every time you send an application or are reading job vacancies on job seeking sites, the word Human Resources always appears as a job poster. However, this job actually includes some important elements to know such as the Principles of human resource management or what strategies are used.

Keep reading this article to learn more about the basic principles of managing human resources and the strategies they used to achieve their objectives from their points of view. Before submitting a job application or if you intend to work in this profession, it can help you a lot.

Definition of Human Resource Management

Human resources management (HRM) is the process of managing employees in the company and their related duties. It comprises hiring, training, encouraging, and keeping personnel. The HRM should ensure the organization’s adherence to all relevant laws and regulations pertaining to the workforce.

Any firm that wants to manage its employees efficiently must have the right staff members in line, that is why HRM is an essential role. Professionals in HRM need to have a solid awareness of both the law and all the different HRM activities. They must have the capability in managing others well and establishing a productive workplace and understanding the main principle of human resources management.

Duties of Human Resources Management

In HRM, a variety of important duties are often used, including:

• Employer relations;

• Recruitment and selection;

• Training and development;

• Performance management;

• Compensation and benefits

To ensure that the workforce is capable of achieving the organization’s goals and objectives, each of these activities is necessary.

Principles of Human Resource Management

Actually, the HRM principles of each company are different but still with the same goal. These principles are important to successfully achieve company goals and employee convenience. The Principles of Human Resource Management are important guides to follow when administering employee benefits and designing HR programs. Some of them are listed here:

Equal opportunity – An HR Manager should equalize and treat all employees properly, no matter what their situation or characteristics are.

Commitment to Legal Requirements – HR policies and practices have to conform to all legal requirements. An HR must not break the rules that have been set, they must maintain that commitment.

Consider employee rights – Every job has the same legal protection in accordance with applicable laws. This legal protection must always be considered by HR as the person who is responsible for employee safety.

Privacy protection for employees – Personal information about employees must be safe from exploitation or access by unauthorized parties. Information about employees held by the company must not be freely given to anyone or used without the consent of the person.

Discrimination and intimidation prevention – Employees shall be protected from harassment and discrimination based on any protected condition. In short, employees must be free from any action that puts them under pressure when working collaboratively.

Effective communication – Employees need to be kept aware of any changes to HR policies and procedures along with their rights and obligations. Effective teamwork depends on clear communication to prevent misunderstandings.

A healthy and secure place – Every employee should have a healthy and secure place to work. This is important for their mental and physical health, as it helps them come up with new innovations for the company’s benefit. The employees will not be depressed, and the company will grow.

Learning and growth – Employees must receive the training and instruction required to carry out their job responsibilities. HR must always be aware of the company’s development. Therefore, providing training to employees on a regular basis is important.

Maintaining qualified workers – Employers must take steps to keep skilled workers. HR must also pay attention and maintain the skills of their employees.

Evaluation and improvement – Human resource policies and practices need to be evaluated and enhanced if necessary.

Although each company’s principles of human resource management may differ from those of this principle, it is meant to act as an indicator of the duties and dedication of human resources management to employees.

HRM Strategies To Maximize Human Resource Potential

To make the most of the potential of human resources, management strategies for them should be created. The suggested strategies are as follows:

Set specific objectives and goals.

Setting specific goals and objectives is the first stage in managing human resources. This will make it easier to make sure that everyone is working toward the same objective.

Choose the best candidates

Finding the best personnel for the firm is essential. This will make it simpler to ensure that the business has the best staff and that each one may develop their abilities to the maximum of their potential.

Train and develop employees

You need to invest profits on employee training and development if you want your staff to do their duties correctly. As a result, the production of the organization will increase, and employee skills and personal growth will both advance.

Reward employees

Employees that perform well should be rewarded. This will encourage them and boost teamwork, both of which will benefit the organization. Employees will use the reward as a reason to keep improving themselves.

Manage employee performance

Employee performance needs to be managed to ensure that workers are fulfilling the organization’s goals and objectives. As a result, both the achievements of the company and the productivity of workers will increase.

This strategy aims to maintain and improve the quality of human resources. The benefits gained by the company are influenced by the skills and quality of its employees. Therefore, the HRM profession is very influential.

To sum up, Human Resources Management plays an important role in the company’s growth and success. From selecting the best candidates to hire to protecting employee rights, HRM is responsible. Therefore, there are certain principles of human resource management that must be maintained and strategies that are used in order to always boost human resources.

Unlock the Benefits of HR Tools and Templates

HR tools and templates can help streamline the many processes involved in managing human resources. These tools can automate tedious tasks, such as creating employee profiles, tracking employee attendance, calculating wages, and creating employee training programs. Some tools can help with recruitment and onboarding, even tracking employee performance reviews.

What are HR tools and templates?

HR Tools cover a wide array of managerial software that HR needs to have in its system. This software varied from simple management from recruiting to onboarding to a more detailed one that covers wages, training programs, attendance, and even employee progress in the company.

Some companies may have their preferred methods of managing their employees. But utilizing this software can be a tremendous help in their system.

Benefits of Utilizing The Tools

Utilizing the tools provide numerous benefits for the company, HR, and even the employees. It opens the chance for them to have an open conversation on how to improve themselves and grow with the company. Here are a few benefits that the correct tools can give.

· Efficiency

Research by Sierra-Cedar showed that almost 80% of the companies that utilize an HR template see an improvement in their efficiency. They are more capable to handle issues and could prevent similar issues to happen later. These companies also have overall better productivity.

· Improving Employees’ Morale and Personal Growth

The latest Gallup poll shows that only 36% of employees feel satisfied with their workplace. While the reason may vary, it is a dishearting fact for any HR in the world. Even so, the poll highlights that most of the dissatisfaction that leads to resigning is from the managerial level. However, the research by Sierra-Cedar shows that a company with the correct utilization of talent management tools can longer retain its employees. Their improvements reached more than 50% annually. These two research clearly show the importance of having the correct HR tools for managing employees.

· Reducing Errors

The correct tools can prevent the employee from repeating the same error. And this ranges from general administrative or filing errors to payroll issues.

As the company grew, they often opt to have automated payroll. And with the help of the right tools, HR can update the finance with the correct information about the employees. This includes any attendance bonuses or some other penalties.

· Easier Monitoring

The correct tool means that HR will have an easier time monitoring the employees. It can measure the employee’s attendance or performance.

Also, a good tool to retain transparency between the employees and the company. Therefore, they also can file a complaint or voice an opinion when the company doesn’t comply with the regulation. It can be a good two-way discussion that will improve the company culture.

· Cost Saving

It’s undeniable that utilizing the correct HR tools will save the company a lot of money. On top of saving costs by minimizing the errors on payrolls and taxation, the company also can save the cost from severance pay.

The HR software can improve the employee’s productivity and personal growth and turn them into one of the best assets for the company. The tool also can save the company from any fraud that may happen and reduce the need for overtime.

What to Look for in an HR Tool

You can build an HR tool from scratch or get a new one. But you should know what are the features you want from the tools. Here are several things you need to consider when looking for an HR tool to implement.

· User Friendly

How user-friendly is the tool? Some tools can be very outdated and you need to update them often. Some other tools may also be very complicated and take time to learn. You need to find a tool that the HR will have an easier time adapting and implementing the templates. They won’t have any issues when there is any update and can train new employees.

· Complete Features

Most HR tools offer the same thing. But some software aims to go further and provide more features to help you. However, you need to consider the company size and how the HR will work to match it.

· Pricing Plan

To some companies, this is the most critical thing in software. But first, you need to differentiate between a one-off payment software with a subscription. Mostly, a one-off software doesn’t include maintenance or upgrading fees, compared to a subscription. Therefore, you need to know which plan gives the best features at the right place for the company.

· Security

The software’s security is crucial since it holds the employees’ data. You need to ensure that it won’t leak to a third party. One of the worst things that can happen, aside from the leak, is the data tampering. This will affect everyone in the company. Therefore, you should do proper research on the recent cases regarding the software and check how often they update their system.

In the end, implementing the correct HR tools and templates will show the result immediately. Sometimes, within the first few months after the implementation, HR can start having the correct employee metrics. And since they no longer have to do menial administrative work, they can work to build the employees’ growth.

Role of HR Manager in Organization & How Has it Changed and Evolved

A company can be successful because of many things, one of them is the success of the HR manager in completing his job. By hearing the word Human Resource Management, we will immediately remember the word Recruiting. These two things are related because the main purpose of the role of HR manager is to recruit employees for the company. But is that the only main task of an HR manager?

To find out more about the important tasks performed by HR managers, read on to understand better. There is also a brief explanation of the changes to the duties of HRM over time that will expand your knowledge.

HR for The Recruiting the Best Candidates

Finding the most suitable employees is the first step in the recruitment process. HRM must determine the exact skills and knowledge needed for the role. Following the identification of the demand, HRM must create a plan for locating eligible people in general. A range of techniques should be used in the recruitment plan, including networking, advertising, and recommendations.

The requirements of potential employees must also be evaluated by HRM. Examining the applicants’ resumes, conducting interviews, and providing tests should all be included in the evaluation procedure. To find the most qualified candidates, HRM must use this information. This is the most crucial initial stage in seeing the potential of the applicant. The resume will only give HR an overview of the applicant. It is at the interview or test that will determine how feasible the candidate is to be accepted.

In order to make a job offer to the top candidates, HRM must discuss further. The job offer needs to come with a good compensation and benefits package. The HR manager will make an agreement with the candidate regarding salary and working hours when accepted. This agreement is to anticipate misunderstandings when starting work later on.

Additionally, the role of HR manager must guarantee that the prospects are a suitable fit for the company. Because if not, it will have an impact on the development of the company in the future. If the candidate does not match the needs of the company, then it is better not to continue.

HR For Training The Employees

One of the key strategies used by HRM to enhance people is training. Training may involve anything from initial orientation for new staff members to particular training in certain parts of the business. Even though those selected are the best candidates among all applicants, they must be given training to make them adaptable.

The role of HR managers is responsible for improving employee performance and company efficiency. HR managers train staff members to develop the knowledge and skills needed to promote professionalism at work, whether working in teams or on their own duties, in order to accomplish this goal. Because employees usually only focus on working using existing skills, even though these skills must be improved.

The link between staff and management also will be solidified through providing training to the employees. Employees will be better informed about the firm’s objectives and culture, which will assist the organization, because each employee is aware of their responsibilities and rights.

Another HR manager’s main responsibility is to provide a reasonable and comfortable work environment. The goal of this activity is to boost employee productivity while lowering their level of workplace stress. As we know, No employee will now produce maximum results if the surrounding environment is not supportive.

HR for the development of employees

In an organization, human resources management HRM is in charge of employee development. They accomplish this via a range of strategies. The strategies are the right ways to improve human resources, not just the ones that make it difficult for employees.

Succession planning is another important method of development that HRM uses. This involves identifying and grooming potential successors for key positions within the organization. This makes it easier to make sure that the business is ready for changes in the future and that staff members may advance their careers and enhance their talents.

By knowing the skills of each employee, it will be easily developed. If skills are developed, great benefits will be obtained. Employees will also get the opportunity to know their abilities, and HR Managers can make plans to make development plans for the company.

The Role of HRM Has Changed Over The Years

As time passes, the function of human resources management has evolved and developed. At first, HRM was primarily concerned with administrative responsibilities like payroll and welfare. But as HRM’s function has developed, it has grown more strategic and centered on assisting the organization’s performance.

The greater concentration on talent management has been one of the major developments in the role of HR manager. HRM used to be primarily in charge of recruiting and firing employees. But now the responsibility is for managing and developing the organization’s talent. Identifying and developing future leaders in addition to making sure that workers have the training and abilities required to meet organizational needs.

A different approach to change has been the increased focus on the culture of an organization. In order to support the objectives and values of the company, a positive workplace culture must be established and kept up by HRM. This involves making a work environment that is rewarding and productive, and that inspires individuals to provide their best effort.

The function of HRM has gone through amazing changes and development over time. The management and development of the staff at the company is now the responsibility of HRM. This entails identifying and developing future leaders in addition to making sure that workers receive the training and tools required to meet the demands of the business.

In conclusion, the changing role of HR manager does not change its main function of recruiting and other functions. HRM has a crucial role in the business at all times. In addition to becoming aware when choosing the best candidates, they must also be concerned about their employees’ working conditions and skill advancement. This is carried out to keep a business successful and sustainable.

5 Steps to Creating an Effective Digital HR Strategy

Digital HR is a growing trend and companies are looking for ways to leverage technology to improve the employee experience. Here are the five steps to create an effective Digital HR strategy for you to use. You will understand its importance and how to utilize it to achieve maximum benefits.

What is Digital HR Strategy and Why It Matters

Digital HR is a tool to help you manage your company better. This application will help you on recognizing talent, understand their personalities, and find the best way to help them grow.

The leading professional network firm, Deloitte, defined Digital HR as a result of the massive disruption happening in the HR world today. It’s a necessity that answers the need for an efficient system that can keep up with the constant changes. Deloitte also believes that HR should be digital-first since it’s the crucial axis that connects the talents with the company.

Most people think that an HR strategy using a machine means replacing the whole process and HR activities with a machine-based one. On the contrary, this is an ingenious idea to help the company improve its resources and avoid burning out.

Another benefit of having a Digital HR is that it will be more cost-efficient in the long run. The company will know the best way to appreciate its workforce and build an environment that encourages and deliver improvements.

Steps to Create an Effective HR Strategy

Creating a strategy is easy; following up and ensuring that it stays effective may not be. You need to figure out the best way to employ the strategy and reach the desired effect.

For the best result, there must be a good synergy among HR strategy components, the workforce, the workplace, and strategy delivery. And here are the five steps to make it happen.

1. Identify Your Goals

It is a crucial first step since you need to have a goal as your primary focus. You have to identify all of your goals before setting them based on priority.

Having a strategy doesn’t necessarily mean you must do everything at once. With a single focus, you can better measure what you can do and how you improve the HR situation.

The goals may range from improving employees’ skills to tracking applicants digitally. Having multiple goals as a focus can be tricky. You need to ensure that they are within the same line and have a strong correlation to keep everything cohesive.

2. Utilize Automation

Automation is the feature that can be the hero you never thought you needed. Of course, you must have separated the data and information between those requiring automation with the ones that need manual checks. Most automation features are easy to adjust to suit your needs.

This feature can be a massive help to save your time and energy. You don’t have to read the same thing or work from scratch again. You just need to filter the data based on your needs and adjust the automation to follow suit.

3. Leverage Data

Having good data is crucial for any digital tool, especially in HR. The data needs to be accountable and tamper-free. This is the time for you to leverage the data collection to have a more accurate view of the situation. Ensuring the data is tamper-free and still transparent is also crucial to gain the trust of all parties involved.

But most importantly, you must optimize the data to have the best result. Keep your focus only on the important data and gather the necessary people to execute the strategy.

For example, you’re looking to schedule an interview that required at least two HR team to attend. You can use the data collected by the system to know everyone in your team who are available when they are available. Therefore, you don’t have to contact them manually or check their Google Calendar to set your schedule. The machine will do most of the legwork to help you schedule the interviews. This is a small example of a cohesive flow of how a good Digital HR tool processes the available optimized data to gain the best result.

4. Optimize Your Processes

As an HR, you also need to optimize the process. With optimized data, you shouldn’t have any issues optimizing the process. The probable resistance may occur from people who are still skeptical about utilizing digital HR for the activity.

The key to optimizing the process lies in how good the data is. An optimized process saves time and prevents multiple repetitions or even a halt. Even when you adjust the strategy, you don’t have to unravel the system and can fix it immediately.

5. Measure and Monitor Performance

The final step is to keep a close eye on the performance. Executing a digital strategy means you will have time to review the performance and measure what the data tells you. It is crucial as the data won’t lie.

You will see where the areas or people need improvement and what type of improvement they need. Sometimes, the issue may take a closer look to be visible. But most of the time, you can notice and address the issue immediately after implementing the strategy.

Monitoring the performance also means constantly comparing the data to find room for improvement. Many HR thinks that monitoring is only about measuring the future, but it should work on all aspects including past performances.

Keep in mind that you need to do these steps without missing a beat to have an optimized and efficient strategy. Of course, you are free to expand these steps and go for details in some aspects. But you should avoid simplifying everything to cut some time. When you do, you are risking the employees to burn out or even risk some missed communication.

HR is racing to be the first and most adaptive people with the changes to provide the best output. Employing a digital HR strategy is an inevitable step since everything slowly turns to digitization. However, it’s a change that everyone can and should embrace to have a better performance as it provides massive benefits in the future.

The Ultimate Guide to Creating HR Presentation Slides That Get Results

Creating effective HR presentation slides is a critical task for any Human Resources professional. Whether you’re presenting to a group of your peers or delivering a training session to new hires, your slides should be engaging and informative. In addition to providing information, these slides will get you the necessary feedback to improve your overall performance.

The Importance of Effective HR Presentation Slides

Most people think that HR is all about recruiting new employees or handling any complaints. But HR is also responsible to ensure that everyone in the company has a healthy working competition and aims for the same goal. They are also responsible for keeping the morale high and preventing burnout. That is why they often invite all employees to activities that will help them grow as an individual.

And one of those activities is by having presentations. Unfortunately, most employees don’t take HR presentations seriously. Because unlike those who are in marketing, the HR team may only focus on what they have to say instead of how they say it.

What You Should Do to Have the Effective Slides

Here is the list of checkpoints on what you should do to improve your presentations. Using these steps can guarantee that you will see the employees perform better.

• Preparing for the Best Slides

The very first step is to prepare the slides. It covers looking into the presentation templates or picturing your delivery later. Preparation should not take a long time. And the more experience you have, the shorter time you will need to prepare for a presentation.

• Gathering Information

The information in your presentation must be accountable and relatable to the current situation. It also needs to have a newness aspect that will give the audience their “A-Ha!” moments. You may spend a lot of time researching the topics and gathering as many sources as possible. But you need to be aware that you only need to put a concise summary in the presentation.

• Outlining Your Presentation

This step is where you showcase your summarizing skill. All of the information that you have gathered must be in the short and simple outline that you use as a base for the slides.

For example, you need to deliver a 10-slides presentation on Ideas. Your outline must include what ideas are, examples of ideas, and whether it has any positive or negative consequences. Working on the outline will help you edit the information and ideas to make your slides even more effective.

• Designing Your Slides

Most people go with either side of the extreme when it comes to designing a presentation slide. They either go with the bare minimum or have too much additional information that will confuse the audience.

Designing means you have a vision of how you want the presentation to be, and that reflects on the slides. They need to stay cohesive in look and points.
Some people choose to design and outline their presentations at the same time. But it’s all about personal preferences since some people can’t do both steps at once.

• Choosing the Right Visuals

Visual is key in delivering a presentation. You need to have the right image to engage with your audience and have them stay focused on what you have to say.
Today, you can use free images that you can download without any watermark. It will make the presentation looks more polished and professional. A popular visual is to use the Corporate Memphis style of illustration in the slides.

• Crafting Clear Headlines

It’s a common mistake to think that only the presentation title and the delivery matter. Headlines for each topic, or slide, are also crucial to help your audience better understand the topic.

The headline needs to be short and eye-catching. You can use a single word or directly on the topic to make a point. Keep in mind, most of your audience remembers the headline and visuals more than the slides’ content.

• Using Color Wisely

Color coordination is always the best way to get your point across. The color palette doesn’t necessarily have to be in the same tone. You can use the color triangle to make your presentation even more attractive. Colors also can affect moods. To get the best impact, you need to choose the colors on your slides wisely.

A template can be your cheatsheet in color usage. But you should be able to develop your color scheme or tailor the available ones to suit your personality and delivery style. The thing about color is, you need to ensure that the slides are still readable.

• Delivering Your Presentation

A good delivery means having a good balance between explaining and taking questions to elaborate on some points further. Now, everybody has a different delivery style. Some speakers will explain the whole slides in a go before taking questions and going back and forth between slides. While others are taking their time to explain each slide before moving on. Whichever style you choose, make sure that you’re keeping your audience engaged.

• Practicing Your Delivery

Practice makes perfect goes well to illustrate the HR presentation. It doesn’t matter if this is your first or a hundredth time you’re presenting the same topic, you still need to practice your delivery.

Presenting can have some element of surprise, as you may not know the questions that may arise. Therefore, use the time to practice your delivery by preparing for any unexpected questions.

• Engaging Your Audience

Not everyone is born a speaker, let alone can engage them constantly. You may feel nervous at first, but after a while, you can notice immediately the audience you need to engage more.

A common mistake is to only keep eye contact with the people in the front row or at the back. To manage your nerves, you need to divide your focus evenly among everyone in the room. You can use puns and jokes or alternate the Q&A sessions between the slides.

While the result may vary among all employees, you can see the result of effective HR presentation slides. Most of them will show growth as individuals and can deliver better results for the company.