HR Administrator Job Description Template with Tables

Are you looking to hire an HR Administrator? This HR Administrator job description template will help you outline the key roles, responsibilities, and qualifications for the position.

Whether your organization is small or large, defining these criteria clearly ensures you attract the right candidates to your team.

What is an HR Administrator?

An HR Administrator is a professional who provides administrative support to the human resources department. They play a vital role in managing employee-related documentation, overseeing recruitment processes, and ensuring the smooth operation of HR policies.

hr administrator job description template exemples

In this position, you’ll handle sensitive information, requiring confidentiality and excellent organizational skills. The role bridges the gap between employees and HR managers by ensuring day-to-day administrative tasks are completed effectively.

Job responsibilities can vary depending on the organization, but an HR Administrator generally assists in creating a positive work environment while ensuring compliance with labor laws and company policies.

Their expertise contributes to workforce satisfaction and efficient company operations.

HR Administrator Responsibilities

  • Maintain accurate and updated employee records.
  • Assist in recruitment processes, including job postings and scheduling interviews.
  • Handle onboarding and offboarding processes for employees.
  • Prepare HR-related documentation such as contracts, policies, and letters.
  • Coordinate employee training and development programs.
  • Manage employee benefit programs and assist with payroll queries.
  • Act as a point of contact for employee inquiries regarding HR policies.
  • Ensure compliance with labor laws and company policies.
  • Organize and maintain the HR department’s filing system.
  • Support performance management procedures.

Requirements and Skills

  • Proven experience as an HR Administrator or in a similar role.
  • Knowledge of HR software systems and databases (e.g., HRIS).
  • Familiarity with labor laws and regulations.
  • Excellent organizational and multitasking abilities.
  • Strong communication and interpersonal skills.
  • Proficiency in MS Office (Word, Excel, and PowerPoint).
  • High level of confidentiality and discretion.
  • Bachelor’s degree in Human Resources, Business Administration, or a related field.

Looking for detailed requirements hr administrator job description template and its essential and desireable skills? Here’s the simple version:

JOB DESCRIPTION: HR ADMINISTRATOR
PREFERRED EXPERIENCE
SpecificationEssential/Desirable
Education, Qualifications and Training
Bachelor’s degreeD
Qualification (or currently pursuing) in Human ResourcesD
Experience
Background in an administrative support role, delivering high-quality and timely workE
Background in an administrative support role within a Human Resource departmentD
Background in an administrative support role within Higher EducationD
Knowledge, Skills and Abilities
Effective written and verbal communication skills, with strong interpersonal abilities to engage with individuals at various levels, including sensitive mattersE
Proficient in IT skills, including Excel, Mail Merge, and generating reportsE
Highly organized, capable of prioritizing tasks and meeting deadlinesE
Keen awareness of detailsE
Collaborative team member with the capacity to work independentlyE

Examples of HR Administrator Jobs

If you want to gain a deeper understanding of what the role of an HR administrator job description template entails within a company, the easiest way to do so is by looking at real-life examples.

Below, we provide several examples of the responsibilities of an HR administrator across various business sectors, ranging from IT companies to startups.

IT Company

An HR Administrator in an IT company often works closely with technical managers to streamline the hiring of developers, designers, and IT support staff.

Their role involves creating job descriptions tailored to specific technical skills, conducting initial screenings, and assisting in organizing coding assessments. Additionally, they may oversee employee well-being programs like mental health workshops or tech skill-building sessions.

Read another: How to Train Employee with AI Technologies and Preparing Them

Retail Chain

In retail, HR Administrators manage large teams of frontline staff. Their duties often include scheduling shifts, tracking employee attendance, and coordinating payroll adjustments for overtime. They might also handle seasonal hiring and ensure staff training aligns with customer service standards.

Startup

In startups, the HR Administrator’s role is multifaceted. They might take on tasks ranging from onboarding new hires to planning company culture initiatives like team-building events. Given the dynamic nature of startups, they often work closely with founders to align best HR practices with the company’s growth goals.

This HR Administrator job description template provides a comprehensive guide to outline expectations for the role. Tailor it to your organization’s specific needs to attract qualified and capable candidates.

Need a KPI or another helpful template in human resource management? Kindly download our free template.

5 Best HR Practices PPT Ideas (With Proof and Data)

There are several best HR practices PPT ideas that you can implement to enhance the quality of human resource management within your company.

These range from the use of AI, which has become a hot topic worldwide, to the implementation of 360-degree feedback. However, to truly benefit from these practices, it is essential to ground them in research and proven methodologies.

These Are the 5 Best HR Practices Suitable for PPT Materials

Theory alone is not sufficient. Therefore, we will also include some research data regarding each best HR practices PPT ideas. Below is a more detailed explanation

Competency Based HR Premium Template

1. AI and Automation in HR Operations

Leveraging AI and automation in HR operations can significantly enhance efficiency and streamline processes. By automating repetitive tasks such as resume screening and interview scheduling, HR professionals can focus on more strategic initiatives that require human insight.

Efficiency Gains: Automates administrative duties, freeing up time for strategic work.

Enhanced Recruitment: Analyzes applications quickly, reducing time-to-hire and promoting diversity. Learn more about it here recruit employee with AI.

Data-Driven Decisions: Provides valuable analytics for informed talent management.

For instance, a report from McKinsey indicates that organizations using AI in their HR processes can reduce hiring time by up to 50%. As a result, this leads to faster onboarding and improved candidate experiences.

2. Continuous Learning and Development

Continuous learning and development initiatives are crucial for employee growth and organizational success.

By fostering a culture of learning, organizations not only enhance employee skills but also improve job satisfaction and retention rates. You definitely want to add this topic to the best HR practices PPT:

Skill Enhancement: Keeps employees updated with industry trends.

Employee Engagement: Shows investment in employee growth, leading to higher satisfaction.

Organizational Benefits: Fosters innovation and adaptability to align capabilities with business goals.

Furthermore, companies that offer comprehensive training programs have 218% higher income per employee than those without formalized training. In addition, 94% of employees stated they would stay longer at a company that invests in their learning and development.

3. Providing 360 Feedback

Implementing a 360-degree feedback system offers a holistic view of employee performance by incorporating input from various sources.

Consequently, this approach enhances self-awareness among employees and informs their development plans.

Holistic Performance Assessment: Gathers feedback from supervisors, peers, subordinates, and clients.

Increased Self-Awareness: Helps employees understand how their behavior is perceived by others.

Development Planning: Guides targeted training opportunities based on feedback insights.

According to the Center for Creative Leadership, 86% of organizations use 360-degree feedback for leadership development.

Moreover, 89% report that it helps employees understand their strengths and weaknesses better. Additionally, the global market for 360-degree feedback software was valued at $943 million in 2023, indicating its growing adoption among companies.

4. Building Transparency

Building transparency within an organization fosters an open communication culture that enhances trust and accountability. When employees are informed about company decisions, they are more likely to engage positively with their work environment.

Open Communication Culture: Encourages trust through informed decision-making.

Encouraging Feedback: Promotes sharing of ideas and concerns without fear of reprisal.

Accountability: Enhances organizational integrity by holding everyone accountable.

Moreover, organizations with high transparency levels experience a 30% increase in employee satisfaction, according to studies conducted by the Society for Human Resource Management (SHRM). Similarly, transparent communication has been linked to improved team collaboration and performance.

5. Prioritizing Workplace Safety

Prioritizing workplace safety is essential for protecting employees and enhancing productivity. Recent statistics highlight the importance of this practice:

In the first half of 2024, there were 19 workplace fatal injuries, translating to an annualized rate of 1.0 fatalities per 100,000 workers.

Approximately 293 workers sustained major injuries, with an annualized rate of 16.0 injuries per 100,000 workers during the same period.

In the UK, there were 138 work-related fatalities reported in 2023/24, alongside 604,000 non-fatal injuries, emphasizing the need for robust safety measures.

Therefore, organizations should conduct risk assessments, provide regular training, and establish clear health and safety policies to create a secure work environment.

  • Risk Assessments: Identifies potential hazards to prevent accidents.
  • Regular Training: Ensures employees are informed about safety protocols.
  • Health and Safety Policies: Protects employees while fostering a culture of safety.

These are some best HR practices PPT materials that you can try and implement directly to enhance the quality of human resource development. Interested in other topics? Get comprehensive ideas on HR training at hr-management-slides.com today.

5 Essential Components of an HR Monthly Report Template

Creating an HR monthly report template is a key tool for tracking a company’s workforce health, employee engagement, and compliance with policies.

Such a report consolidates data, insights, and key HR metrics into one document, providing management with a clear, actionable overview.

With a structured report template, HR teams can consistently monitor critical factors like recruitment, retention, training, and policy compliance.

This monthly summary is invaluable for assessing workforce trends, identifying improvement areas, and supporting strategic planning. Here’s an in-depth look at five core components that every effective HR monthly report should include.

5 Major Components of an HR Monthly Report, Brief Checklist

An effective HR monthly report template is comprehensive and provides insights into various workforce conditions.

hr monthly report template exemple

Below are the essential components every HR team should cover to ensure a balanced view of employee metrics, recruitment, training, engagement, and compliance.

1. Employee Metrics

Headcount  : Headcount offers a clear view of the total workforce, tracking the number of employees, recent hires, and separations within the reporting period. This metric highlights growth, stability, or reductions in the company’s workforce.

Turnover Rate  : The turnover rate is the percentage of employees who leave the organization, divided into voluntary and involuntary separations. Monitoring turnover helps assess workforce stability and identify departments that may require retention strategies.

Retention Rate  : This metric indicates the percentage of employees who stay with the company over a defined period. A high retention rate often reflects strong employee satisfaction and a supportive work environment, crucial for long-term business success.

2. Recruitment and Staffing

Open Positions  : Tracking open positions helps gauge hiring demands and evaluate the efficiency of recruitment efforts. It provides insight into which roles are consistently in demand and identifies gaps within teams.

Time to Fill  : Time to fill refers to the average duration taken to recruit for open positions. This metric helps HR assess the speed and efficiency of hiring processes, with shorter times often indicating effective recruiting methods.

Sources of Hire  : Analyzing sources of hire reveals the most successful channels, whether job boards, referrals, or social media. This insight can optimize recruitment budgets by focusing on channels that yield the best hires.

Learn more about how this process works on HR recruitment strategy.

3. Training and Development

Training Hours : The total training hours show the company’s commitment to employee growth and skill development. Higher training hours reflect investment in workforce capability, fostering productivity and adaptability.

Participation Rates  : Participation rates in training programs show employee engagement with development opportunities. Tracking this rate helps HR teams understand which programs are effective and where improvements may be needed.

Skill Development Metrics  : Skill development metrics measure the impact of training, highlighting skills acquired or improved. This data ensures training programs align with organizational goals and meet employee development needs.

 4. Employee Engagement and Satisfaction

Survey Results  :Survey results summarize feedback on engagement or satisfaction, giving a snapshot of employee sentiment. These insights help HR address areas needing improvement in work culture and team morale.

Participation Rates  : Participation rates in engagement initiatives indicate employees’ interest in workplace activities, showing their level of involvement in the company’s cultural and social programs.

Feedback Trends : Analyzing feedback trends helps HR understand patterns in employee sentiment, offering actionable insights for policy improvements and a positive workplace culture.

Read more: 3 HR Survey Tools for Employees, Our Best Recommendation

 5. Compliance and Policies

Policy Updates: Regular policy updates keep the workforce informed of any changes in HR policies or procedures. This ensures that employees remain aligned with company standards and legal requirements.

Compliance Issues: A summary of compliance-related incidents or concerns is essential to avoid legal risks and maintain ethical standards. Tracking these issues also supports transparent reporting and continuous improvement in compliance practices.

Benefits of Creating HR Monthly Reports

Why bother creating HR monthly report template? Good questions, here are several benefits you can get:

Data Insights: Provides critical data for informed decisions and trend analysis.

Accountability: Holds HR accountable for meeting goals and aligning with organizational objectives

Transparency: Keeps stakeholders informed and encourages feedback for improvements

Understanding Sentiment: Identifies areas for improvement in employee satisfaction and retention

Tracking Compliance: Assists in monitoring adherence to labor laws and identifying potential risks

So, how far along is your report creation progress? To make things simpler, you might just download HR monthly report template. Download the materials from our website and customize your own.

3 HR Screening Tools and Manual Methods, Which One Is Better?

HR screening tools is an essential first step in the hiring process. Through screening, companies filter job applicants, identifying those most aligned with the requirements of a role before investing in further assessment.

This crucial phase not only saves time and resources but also elevates the quality of hires by ensuring a good fit between candidates and the organization.

By combining advanced tools and strategic methods, HR teams can optimize their screening processes for efficiency and accuracy. Let’s dive deeper into what HR screening entails, its benefits, and the top tools that can enhance this process.

What is HR Screening?

HR screening refers to the process of reviewing job applicants to determine if they meet the necessary qualifications for a specific position.

Screening generally involves assessing resumes, analyzing skillsets, and confirming basic eligibility factors like education and experience.

This process aims to narrow down a large pool of applicants to a shortlist of qualified candidates, streamlining the hiring process and ensuring that only top talent moves forward.

Benefits of HR Screening

Here’s a breakdown of the core benefits:

  • Time and Resource Efficiency: By filtering out unqualified applicants early, HR screening saves substantial time and effort, especially valuable in high-volume hiring environments.
  • Improved Hire Quality: Effective screening ensures that only the most qualified candidates move forward, leading to better job performance, higher retention, and greater satisfaction among employees.
  • Fairness and Objectivity: Structured screening reduces biases, focusing on candidates’ qualifications objectively and promoting a fair hiring process that encourages diversity and inclusion.
  • Enhanced Workforce Alignment: Screening enables organizations to evaluate candidates’ alignment with company culture and long-term goals, building a workforce that’s cohesive and driven.
  • Reduced Turnover Rates: By selecting candidates with the right skills and fit for the role, screening helps lower turnover, saving costs associated with rehiring and retraining.
  • Data-Driven Decisions: Advanced screening tools provide insights and analytics, allowing HR teams to make informed hiring decisions based on data rather than guesswork.

3  Best HR Screening Tools

There are many HR screening tools available, and for a new business, it can be challenging to decide which one to try. We’ve selected a few personal recommendations for HR screening tools that blend automation with integrated systems. Request a demo to learn more

 1. CiiVSOFT

CiiVSOFT is a powerful job application screening tool that uses automation to streamline hr resume screening software. It reviews and evaluates resumes and job applications in seconds, significantly reducing the time and effort hiring managers spend on initial screening. This software’s intelligent features quickly identify the most qualified candidates, ensuring a better alignment between job requirements and applicants’ skills.

 2. Workable

Workable is a popular applicant tracking system known for its robust screening capabilities. It enables HR professionals to create customized screening questions and evaluate candidates based on their answers.

With its automation features, hr resume screening software by Workable can automatically filter candidates who meet specific qualifications, further expediting the hiring process. In addition to screening tools, Workable integrates with various job boards and background check providers, offering a complete solution to manage all aspects of recruitment.

 3. Greenhouse

Greenhouse is another widely-used applicant tracking system with advanced screening features. It allows hiring teams to create tailored screening questionnaires and assess candidates according to their responses.

Greenhouse also integrates with third-party assessment tools, which allows companies to conduct further evaluations if needed. Its comprehensive features make it ideal for companies looking to streamline the hiring process with flexible screening options.

Baca juga: Best HR Digital Tools and Why Your Business Needs Them

Manual Screening Method, Is it Obsolete or Simply Better?

Although automated tools are invaluable for efficient HR screening, manual screening can still play a crucial role, particularly for roles requiring specific expertise or for companies seeking a more personal touch in their hiring process. Here are some tips for making manual screening efficient:

1. Define Clear Criteria

Before reviewing applications, list essential qualifications and desired traits specific to the role. This will help you assess resumes quickly and consistently.

2. Organize a Screening Checklist

Create a checklist of key competencies, experience, and skills, allowing you to standardize the review process across applicants. This step ensures that each candidate is assessed fairly.

3. Segment Candidates by Priority

Divide applicants into groups based on how well they align with job requirements. Prioritizing candidates can streamline the interview selection process, enabling you to focus first on the strongest contenders.

4. Limit the Number of Reviews

To avoid decision fatigue, limit the number of resumes reviewed in a single session. A fresh perspective will help you assess each candidate more accurately.

5. Involve Team Members

Involving team members in the screening process can provide a broader perspective, helping avoid biases and improve candidate selection.

Through these methods, manual screening can remain a viable, effective option when executed with clarity and consistency, ensuring that the screening process is thorough yet manageable.

That’s all we have to share about HR screening tools and resume software. We hope this helps! If you need PPT slides on recruitment management or something similar, feel free to download them from our website, hr-management-slides.com.

There you’ll find plenty of useful materials to enhance your HR business management.

HR Review Meeting PPT, 5 Key Templates and Starting Points

Human Resources (HR) is essential in fostering a productive workplace and aligning employee performance with organizational goals. Structured HR review meeting PPT offer a platform for HR professionals and organizational leaders to assess performance metrics, gather employee feedback, plan strategically, and ensure regulatory compliance.

Using well-designed templates for these meetings enhances efficiency by providing clear, actionable insights. Below, we dive into key content areas and templates ideal for an HR Review Meeting PowerPoint presentation.

5 Template Exemple for HR Review Meeting PPT

These five materials can be used as templates for meetings with teams in the office. Feel free to customize them as needed:

 1. Performance Metrics Templates

Tracking performance metrics is essential for evaluating the effectiveness of HR practices and their impact on organizational success.

Metrics such as turnover rates, employee satisfaction scores, and recruitment efficiency serve as critical indicators of the health of the organization.

Regularly reviewing these metrics should be a key item on the HR staff meeting agenda, allowing HR professionals to identify trends, diagnose issues, and implement strategies for improvement.

Template Examples 

1. KPI Dashboard Template: This template visually represents key performance indicators (KPIs) over time, including turnover rates and employee satisfaction scores. Interactive dashboards can be created using Microsoft Excel or Google Sheets, making it easy to update data and display trends in real time.

2. Employee Turnover Rate Template: This template outlines turnover rates segmented by department or job role, allowing HR to focus on areas needing attention. Including comparisons with industry benchmarks provides valuable context.

3. Recruitment Efficiency Metrics Template: Displaying metrics such as time-to-fill positions and cost-per-hire, this template utilizes bar graphs or pie charts for a quick visual overview of recruitment efficiency.

Employee Feedback Templates

Employee feedback offers vital insights into employee experiences and the organizational culture.

By gathering feedback, HR review meeting PPT can identify strengths and areas needing improvement, enabling them to shape strategies that better meet employee needs.

Template Examples 

HR review meeting PPT survey employee

1. Employee Survey Template: A comprehensive survey covering job satisfaction, workplace environment, and areas for improvement. Platforms like SurveyMonkey or Google Forms can help design this, with responses visually represented in the PPT through graphs or charts.

2. Feedback Form Template: A simplified feedback form distributed post-meeting or during annual reviews. This form can include open-ended questions, capturing qualitative insights that can be summarized to provide a narrative on employee sentiment.

3. Focus Group Report Template: This template summarizes employee focus group discussions. Including themes and direct quotes personalizes feedback, making it more impactful in the meeting context.

Read more: Employee Performance Improvement Plan Template

Strategic Planning Templates

Strategic planning in HR aligns Human Resource initiatives with broader organizational goals. This involves setting objectives, developing action plans, and establishing timelines to ensure HR effectively contributes to the organization’s mission.

Template Examples 

1. Strategic Initiative Outline Template: This template details HR initiatives aligned with organizational goals, specifying objectives, responsible parties, resources, and expected outcomes. A Gantt chart format can visually represent timelines and milestones.

2. Action Plan Template: Outlining specific actions to achieve HR goals, this template includes deadlines and accountability, helping teams track progress and stay on schedule.

3. SWOT Analysis Template: A SWOT analysis (Strengths, Weaknesses, Opportunities, Threats) offers a comprehensive view of the HR strategic landscape. It facilitates discussions on leveraging strengths and addressing weaknesses in HR practices.

Compliance Review Templates

Compliance in HR practices is vital to reduce risks and maintain adherence to legal standards. Regular compliance reviews help organizations avoid penalties and improve their reputation.

Template Examples 

1. Compliance Audit Checklist Template: This checklist covers compliance audit areas such as employee classification, wage laws, and workplace safety. It serves as a practical guide during internal HR audits.

2. Policy Review Template: Organize HR policies with a template including descriptions, review dates, and compliance status. This ensures policies remain current and legally compliant.

3. Regulatory Requirements Summary Template: A summary template outlines key labor laws and regulations. Including action items for HR keeps compliance front and center during meetings.

Incorporating these templates into HR review meetings can enhance the clarity and effectiveness of discussions.

By systematically covering performance metrics, employee feedback, strategic planning, and compliance, HR professionals promote a culture of continuous improvement and drive organizational success.

Creating these from scratch can be a hassle. That’s why you might be interested in downloading a HR review meeting PPT ready to use template to simplify the process. You can also get our free template available at hr-management-slides.com, Enjoy the meeting, folks!

Emotional Intelligence in HR at Workspace and Its Framework

IQ alone is not enough, to be a productive and professional workforce you need good EQ skills. EQ, or Emotional Intelligence, is an individual’s ability to use and understand the emotions of oneself and others.

This is one of the indicators that can affect a person’s success. This argument is proven through the response of Steven Stein and Howard who wrote the book EQ Edge: Emotional Intelligence and Your Success.

On this occasion, we would like to explain a little about what you need to know about emotional intelligence from the point of view of the book’s authors. This material can be a presentation or discussion material developed to increase employee understanding of the importance of EQ, let’s see the full explanation below.

Emotional Intelligence Framework According to Steven Stein

In general, Steven Stein calls emotional intelligence divided into 5 points, namely the interpersonal realm, intrapersonal realm, adaptability realm, and stress management realm, and general mood realm.

emotional intelligence in HR

(We might not able to cover all these topics, but don’t worry there is a solution for that so keep reading and you’ll know). What is meant by these terms? Here is an explanation.

1. The Intrapersonal Realm

In a simple terms, the intrapersonal realm concerns your ability to know and manage yourself. At least it embraces self awareness, assertiveness,independence, self-regard, and self actualization.

  • Self awareness: The ability to recognize how you’re feeling and why you’re feeling that way and the impact your behavior has on others
  • Assertiveness: Its simply a capability to clearly express your thoughts and feeling, stand your ground and defend a position
  • Independence: The ability to self-directed and self-controlled in your thinking and action and to be free of emotional dependency. Independent people are self-reliant in planning and making important decisions
  • Self regard: It is an ability to appreciate your precieved positive aspects and posibilities as well as to accept your negativity but still feel good about yourself.
  • Self actualization: Namely its another capability to realize your potential capacity. This component of EQ is manifested by becoming involved in pursuits that lead to a meaningful, rich, and full life

Well, five of them is indeed important make sure to undertand well and learn to master them. But that just intrapersonal aspect, the next is interpersonal one.

2. The Interpersonal Realm

Interpersonal realm covering your concerns on “People skills” you ability to interact and get along with others. Sound challenging? Yes it is. Interpersonal realm composed of three things which is emphaty, social responsibility, and interpersonal relationship.

  • Emphaty: It means ability to understand what others might be feeling and thinking. It is the capability to view the world through another person eyes
  • Social responsibility: To put it simply, its a capability to demonstrate that you are cooperative, contributing and constructive member of your social group
  • Interpersonal relationship: Ability to create and maintain relationship that are mutually benefical and marked by give and take, providing sense of emotional closeness

Some people might thinking intrapersonal realm is easier, while its possible for others not agreeing it. Rather interpersonal might be the most annoying one.

But that’s fine, enhancing EQ isn’t something that you can do it fast it takes time and the process may vary depending on each of people.

Read more:HR Strategy Presentation Template Slides, Your Comprehensive Guide

3. The Adaptability Realm

Adaptability realm is one of the five core components of emotional intelligence as defined by Steven Stein and Howard Book in their book, “The EQ Edge: Emotional Intelligence and Your Success.”

This realm represents a person’s ability to navigate change, adapt to new situations, and remain flexible in the face of challenges.

  • Reality Testing: The ability to accurately assess situations and make realistic judgments.
  • Flexibility: The willingness to change one’s perspective or approach when necessary.
  • Problem-Solving: The capacity to identify and address issues effectively.

And that’s it, we already explain three out of five components realm based on perspective of Steven Stein.

Want to learn more of it? Download our free materials and template about management HR including full explanation Emotional Intelligence. Get it today for free or download our the paid version for better experience.

“Good to Great” Topics for Powerpoint Slides, Your Corporate Must Know

Thinking of doing a presentation tomorrow but don’t know what to talk about? You might interested to try explaining the concept of “Good to Great” for your your team.

For those of you who have been studying HR management for a while, you might be familiar with this term coined by Jim C. Collins.

He is an American researcher, writer, speaker and consultant who focuses on the subject of business management and corporate growth.

One of the popular concepts he introduced is “Good to great”, this refers to a process of making something better into great.

Sounds interesting enough? We’ll dig deeper into what is actually hidden on the concept and its key value. Kindly, continue to read.

Understanding What is Good to Great?

As we said earlier, Good to Great is a concept or process of transforming a company to reach the greatness.

In our opinion, this concept seems want to underlined something important. Yes, sometimes companies already feel good and that is enough, so they are reluctant to reach a higher level.

In fact the status of “Good” is just the beginning. Companies should be able to reach the point of “Great” as their main goal.

This principle is very important in business, to ensure that the business does not stagnate and continues to change for the better over time.

The change that occurs does not have to be spontaneous but rather gradual. More or less, this is what is referred to as the concept of good to great in general way.

The Key Points of Good to Great (For Your Presentation Slides)

Well, after understanding what the concept of good to great is. Next, we will discuss what steps or strategies must be taken to achieve it.

This material can be an outline or discussion points that you can explain on presentation slides when conducting meetings with company teams or internal organization members. Here are the key points.

1. Implementing Level 5 Leadership

Level 5 leadership is a leadership concept that is relevant to the concept of good to great. Companies that want to transform from good to great are encouraged to apply this principle.

These five levels start from level 1 (the lowest) to level 5 (the highest), which is similar to pyramid.

  • Level 5: Executives, building enduring greatness through a paradoxical combination of personal humility and professional willpower
  • Level 4: Effective leader, catalyzing commitment and pursuit of a clear and compelling vision, stimulating the group with high standards of performance
  • Level 3: competent manager, organizes people and resources to achieve set goals effectively and efficiently
  • Level 2: contributing team leader, contributes to the achievement of group goals, works effectively with others
  • Level 1: competent individual, making productive contributions through talent, knowledge, skills and good work habits

2. Confront the Brutal Fact, Keep the Faith

From the start, becoming a great company is not easy and this is a fact. In the his principle Collins reiterates that companies that want to go from good to great need to face their biggest challenges.

Maintain an unshakable faith that you and your team will win and succeed no matter what the difficulties are. But at the same time be ready for whatever happens later whether the results match or not with what has been planned.

This brutal fact is what makes this concept sound easy but very challenging for companies whether small or large scale.

You might interested: Diagnosing Organizational Effectiveness, Method and Its 3 Benefits

3. Culture of Discipline

This may not be something new or even classic. Collins says that companies that want to achieve good to great make discipline their culture.

Your company must cultivate discipline including in terms of thinking as well as action. In this principle, the workforce not only works but they have responsibilities.

A culture of discipline leads to positive outcomes ranging from a commitment to continuous growth, self-improvement, and better contribution.

Jim Collins also said that a culture of discipline is the cornerstone of enduring greatness.

Alright, that’s all we can say about general perspective of “Good to Great”, these three topics is quite interesting for presentation topics. In case you want to know more about this principle, we recommend you to buy good to great book by Jim Collins for detailed explaination.

Also don’t forget to get your free template about good to great from professional HR management.

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