yodhia1971 – Page 16 – HR Management Slides

Ultimate HR Tools to Drive People Performance

We proudly present ULTIMATE HR TOOLS for HR MANAGERS. In total, there are 14 exceptional HR tools that you can immediately use to enhance your HR performance.

1. A Complete Catalog of KPIs for All HR Functions.
2. A Set of Competency-based Interview Questions.
3. HR Audit Questionnaire.
4. Employee Satisfaction Survey Questionnaire.
5. Competency Development Template and Guidebook.

6. Powerful Template – Table of KPIs for HR Managers.
7. Tool to Evaluate HR Effectiveness.
8. Employee Development Plan Guidebook.
9. Sample of HR Strategic Plan and Program.
10. Tools and Templates for Implementing a Career Management System.

11. Tools and Templates for Implementing a Talent Management System.
12. HR Strategy Map Tools and Templates.
13. Tools and Templates for Measuring ROI of Training.
14. Tools and Templates for Conducting Workload Analysis.

You can DOWNLOAD all of these powerful HR Tools HERE

1. Key Performance Indicators for HR

This catalog provides an extensive list of key performance indicators (KPI) for HR function. You can immediately utilize this valuable tool as part of your performance management process.

The file displays a complete list of key performance indicators for all HR functions – from recruitment, career management to people development.

2. Competency-based Interview Questions

Competency-based interview technique is one of useful tools to screen potential high performing candidates. This downloadable file contains sample of competency-based interview questions. It describes competency definition, behavior indicators of competency, and a series of competency-based questions.

When you download the file, you will find :
1. Definition for many types of competencies
2. Behavior Indicators for competencies
3. List of Competency-based Questions for many types of competency.

3. HR Audit Questionnaire

This downloadable file contains explorative and insightful questions need to be delivered when you would like to conduct HR Audit. This tool will surely help you enhance the performance of your HR team.

When you download, you will find elaborative questions to fully capture the performance of HR in all HR functions: recruitment, selection, training & development, performance management, labor relations, career management, and organization development.

The first section investigates the alignment between HR and business strategy. In this domain, you will find questions like these:

1. What was total revenue for the business unit for the most recently completed fiscal year?
2. What is the company business strategy?

3. Does the company business strategy link to Human Resources (HR)? Please describe.
4. What is your company’s HR Strategy? Is the HR strategy aligned with the company’s strategy?

5. Who develop the HR Strategy? Do you assemble a cross-functional team to develop the HR strategy?
6. What does HR do in supporting the implementation of organization’s strategy?

7. Determine how the human resources department will support strategic goal and impact organization performance?

8. Do you perform a gap analysis of current versus desired organizational behavior and performance, and develop strategy to close the gap?

You can DOWNLOAD all of these powerful HR Tools HERE

4. Employee Satisfaction Survey

This downloadable file contains question items that can be used in Employee Satisfaction Survey. The questions explore five key dimensions: company, job, manager (superior), workgroup, career opportunity, and employee benefit. This survey can be deployed on a regular basis (via annual survey for example) and will be very instrumental in portraying true dynamics of employee satisfaction level.

When you download this file, you will find a complete set of questions that explore five key dimensions as mentioned above.

5. Competency Development Guidebook

This guidebook provides a comprehensive guideline to develop competency catalog. After describing a clear understanding about competency concept, this guidebook explores detailed activities need to be done to create and develop competency catalog.

When you download, you will find five files.

File 1 – Competency Development Guidebook. Provides a comprehensive guideline to develop competency catalog.
File 2 – Competency Workshop. Describes steps need to be done to determine the objectives and scope of competency project

File 3 – Core Competency Workshop. Describes steps need to be done to identify and develop core competencies.
File 4 – FGD Guide. Describes steps need to be done to conduct focused group discussion (FGD). FGD technique is used to identify job relevant competencies for a particular position/job/job family.

File 5 – Behavior Event Interview. Describes steps need to be done to conduct behavior event interview (BEI). This technique is used to identify critical behaviors of competency. These identified behaviors will be used as a basis for developing competency catalog.

File 6 – Taxonomy. Describes example of behavioral terms for stating specific learning outcomes.

File 7 – An excellent example of Competency Model and Competency Matrix.

You can DOWNLOAD all of these powerful HR Tools HERE

6. Template – KPI Table for HR Manager

This excellent template displays Table of KPI for HR Manager. After explaining key result areas and KPIs for HR Manager, this template also describes the formula to calculate KPI score. This template can immediately be used as “Performance Contract Agreement” for HR Manager.

When you download this tool, you canfind a Template Table that consists of 7 columns : column for key result areas, key performance indicators, weight of KPIs, target, actual results, Score and Final Score of KPI.

7. Tool to Evaluate HR Effectiveness

This downloadable file contains a series of coherent questions to be used in HR Service Users Survey. This survey is designed to explore the effectiveness of HR function and service delivery in the eyes of its customers (employees).

When you download, you will find questionnaire that explores the effectiveness of HR service delivery in all HR functions: recruitment, selection, training & development, performance management, labor relations, career management, and organization development.

For example, in Selection & Hiring of Candidates, the question explores all activities associated with identifying candidate pools, screening of candidates, interviewing, educating hiring managers, notifying applicants, determining compensation, and orienting new hires.

In Performance Management System, questions encompass services around developing performance management systems including competency modeling, developing performance targets, coaching, and the corresponding administration of the programs.

8. Employee Development Plan Guidebook

This guidebook provides an extensive list of development activities to enhance your competency level. Thus, this guidebook will be very useful if you have an intention to write an Individual Development Plan to sharpen your future performance.

When you download the file, you will find a series of development activities need to be undertaken to enhance your competency level. Extensively this guidebook describes definitions, behavior indicators and development activities for many types of competencies. Some competencies that are explored are:

1. Relationship Orientation
2. Continuous Learning
3. Tolerance for Stress, Ambiguity and Change
4. Strategic Business Perspective
5. Communication and Influence
6. Planning and Organizing
7. Team Building
8. Visioning and Alignment

9. Sample of HR Strategic Plan and Program

This template presents a comprehensive HR program in real terms, the expected results from each program, as well as a timeline for its implementation. The strategic HR program sample covers all major HR functions, from recruitment, training and development, performance management, to HRIS aspects.

This powerful HR Program template is really applicable, and can be used immediately as a reference for the HR Department in compiling its strategic plan and programs.

10. Tools and Templates for Implementing a Career Management System.

This tool contains templates and step-by-step guides for developing career systems in your company. This tool comes with ready-to-use forms and templates, so it can be instantly implemented and can be used to construct a better career system.

11. Tools and Templates for Implementing a Talent Management System.

This tool contains real-world examples of talent management system policy guidelines. This tool also includes forms and templates for creating a Talent Management System, as well as detailed instructions for completing it.

12. HR Strategy Map Tools and Templates.

This tool contains forms and templates for developing an HR Strategy Map. You will be provided a guideline for filling it out as well as an example of a completed HR Strategy Map form to use as a reference.

13. Tools and Templates for Measuring ROI of Training.

This tool includes templates and forms for measuring the effectiveness of training as well as the Return on Investment of Training (ROI of training). Each template/form comes with a step-by-step guideline for filling it out, as well as examples of completed forms.

14. Tools and Templates for Conducting Workload Analysis

This tool contains guidelines, forms, and templates for conducting workload analysis. Real-world examples of workload analysis results for various departments/sections are also included in this powerful tool, along with information on how to determine the optimal number of employees in various departments within the company.

You can DOWNLOAD all of these powerful HR Tools HERE

How to Conduct Performance Appraisal Professionally

Melalui manajemen kinerja, manajer dan supervisor dapat mengetahui kemampuan anggota timnya.

Dengan sistem ini, manajer dan penyelia dapat menemukan rencana tindakan paling tepat untuk membantu karyawan yang berkinerja buruk meningkatkan kinerjanya.

Perusahaan dengan sifat bisnis yang berbeda menggunakan jenis sistem penilaian kinerja yang berbeda.

Meskipun sistem ini unik dan eksklusif untuk bisnis perusahaan, setiap sistem penilaian kinerja memiliki tujuan yang sama – mengukur dan mengevaluasi kinerja tenaga kerja untuk memastikan kualitas dan standar terpenuhi sekaligus membantu karyawan untuk berusaha mencapai yang terbaik.

Bagaimana sebuah bisnis melakukan penilaian kinerja? Apa saja yang termasuk dalam sistem penilaian? Dan bagaimana sistem ini efisien dalam memastikan kualitas yang konsisten untuk mendorong keunggulan bisnis ke depan? Continue reading “How to Conduct Performance Appraisal Professionally”

Training Management Best Practices

Under Human Resource Management, training and development is one of its core strategies where Human Resource personnel are in charged of delivering training to employees of an organization.

In order to conduct a successful and effective training, a Human Resource personnel needs to take into consideration several things. Furthermore, these aspects need to be planned carefully. Being able to train others well is just part of the equation. A good trainer will not only deliver a session successfully, but he or she is also organized and meticulous in planning the training.

To do this, the things listed below need to be carried out with careful consideration and close planning. Continue reading “Training Management Best Practices”

Employee Recruitment Process

Human Resource will be the most important department that will do the recruitment process. Sometimes, other people think that to recruit an employee does not need big effort. Of course, that opinion is totally wrong. When the HR department does the wrong steps then they may choose the wrong employee too. Every company has each different requirement to make the progress better. Each department and each position will also have different standard of employee too. That will be the HR job description to find the best people that can fulfill each position needed.

Here, will be the information about the employee recruitment process. In this process you will find some steps that you should understand. The HR should know about the recruitment procedure so that they can complete their job well. Just read the information below to have better understanding about the topic above.

Continue reading “Employee Recruitment Process”

3 Types of Training Need Analysis

Human Resource Department has so many things to do. One of the biggest responsibilities that they should make is about Training Need Analysis (TNA). Training is the important aspect that company should give to the entire employee. Without giving time to do that then the employee will be stuck. Work world is always run fast. Everything changes in a very fast way. The technology, education and other aspects will move so fast and you should know about it well. Training will make the company spend so much money but the employee will give the big feedback later.

Training Need Analysis will make us know about the need of the employee. HR should understand that every single employee, every department even position need different training. Of course, they must have high skill so that they can reach the company goal about standard, income and rank. Good company should have better level every year. The progress should be better than the last year. That is the reason why having the good quality of employee is a must but support them to have better education and skill are also the company responsibility.

Continue reading “3 Types of Training Need Analysis”

Know More about the Training Steps

As the Human Resource on the training staff then you should know about the responsibility. When you want to conduct the training then you should know about the process first. Training is not as that simple. Training is the important aspect as the employee right to develop their knowledge and also their skill. You can compare between the employee that get a chance to join the training and the employee who have not. Before we talk more about the training steps then you should know about the training definition first.

Training is a kind of activity that followed by the employee on the company. In the training session, the employee will get some material whether it is soft skill or hard skill like their job description. Training is usually using the good speaker that suitable with the training material like leadership training or knows your customer training. The speaker is important because the speaker will be the one and only who deliver the material to the audience. When you choose the wrong speaker then the information for the training material will be worst. Training staff will be the one who so busy prepare about this thing.

Continue reading “Know More about the Training Steps”

Retention Strategies: Keeping the Right Talent in a Company

As an owner of a company, you have to pass through many problems, and often have to spend so many time, to hire, interview, and identify great employees for your company. So retaining employees became the only priority that must be considered. Retention here involve a set of practices and luckily they are inexpensive to implement. All you need to have is just good retention strategies.

However, the key of all success in term of retention is related to what you are going to do in order to retain good employees. So the key to design retention strategies is learn what your employees are looking for. The best employees who are currently working in a company usually want several things:

Continue reading “Retention Strategies: Keeping the Right Talent in a Company”