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Table of contents • Introduction of Oracle• Vision & Mission• Objective• Core Value• Hierarchy• Functions of HR Recruitment Training & Development Compensation Employee Relation Management Strategy Performance management• HOW A CUSTOMER GET OUR CONSULTANCY SERVICES(Online)
INTRODUCTION
The HR oracle Consulting company
VISION Our vision is to be a globally recognized HR services provider and to become the preferred leading source of high caliber sourcing and human resource solutions to our industry”.
MISSION
The delivery of highest quality of human resources solutions in industry
CORE VALUES
QUALITY AND
SUPERIOR SERVICES
POSITIVE AND
CONSTRUCTIVE
RELATIONSHIP
CREATIVITY AND
INNOVATION
FUNCTIONS OF ORACLE COMPANY Leadership Recruitment & selection Training and development Compensation and benefits Employee relation management Strategic performance management
FUNCTIONS OF LEADERSHIP DEPARTMENT Defining the task, (by setting clear objectives through SMART goals) Planning, (by looking at alternative ways to achieve the task and having contingency plans in
case of problems) Briefing the team, (by creating the right team climate, fostering synergy, and making the most of
each individual through knowing them well) Controlling what happens, (by being efficient in terms of getting maximum results from
minimum resources) Evaluating results, (by assessing consequences and identifying how to improve performance) Motivating individuals, (by using both external motivators such as rewards and incentives as
well as eliciting internal motivators on the part of each team player) Organizing people, (by organizing self and others through good time management, personal
development, and delegation)
Recruitment• The process of generating a pool of qualified
candidates for a particular job.• OR• The process of discovering potential candidates.
It is a two way street
Strategic Recruitment Decisions HR planning decisions How many employees needed When needed Special qualification
Strategic Recruitment Decisions Where to recruit : Internal/External Who to recruit Nature of job Requirement
Decisions on Recruiting Decisions Advertising Choices Recruiting Activities
Recruitment types:• Planned • Anticipated• Unexpected
Sources of recruitmentInternal Sources
Finding internal candidates
Rehiring
Succession planning
Job postings
Sources of recruitment
External Sources
Advertising
Telecommuters
Colleges and universitiesMedia sources
Recruitment via internet
Employment agencies
Employment planning and forecasting
Build a pool of candidates
Applicants complete
application form
Use selection tools like tests to screen out
Interview final candidates to
make a final choiceSteps in
Recruitment
Process
DepartmentsHRM
department
Management
department
Marketing
departmentIT department
TRAINING & DEVELOPMENT
Training is a process of learning a sequence of programmed behavior. Development not only improves job performance but also brings about the growth of the personality. Training = Teaching New Skills Development = Perfecting Existing Skills
Difference Training: It's a short term process. Normally physical oriented detailed process . Specific job related purpose Refers to instruction in
technical and mechanical problems.
Development: It is a long term educational
process. Mental growing (general
knowledge) Not Detailed process . General knowledge purpose Future oriented
Benefits of Training Improving performance Developing the group and team skills Giving employees the needed skills and knowledge to complete assigned
jobs, duties and tasks Motivating employees to achieve higher standards Increasing overall efficiency Improving customer service Preparing employees for promotional opportunities Decreasing employee turnover, which reduces down time Enhancing employee morale, motivation, and creativity To reach unit goals and objectives
PURPOSE OF TRAINING To improve Productivity To improve Quality To improve Organizational Climate To increase Health and Safety Personal Growth
PURPOSE OF DEVELOPMENT
Knowledge Changing attitudes Increasing skills
On the job training Coaching Mentoring Job Rotation Job Instruction Technology Apprenticeship
Off the job training Lectures and Conferences Vestibule Training Simulation Exercises Transactional Training
HEAD OFFICEHead office of HRM consulting company have located in Lahore
SUB OFFICES Faisalabad
Multan
Karachi
Why do millions of people go to work each day?
Compensation• Compensation is the remuneration received by an
employee in return for his/her contribution to the organization.
• It is an organized practice that involves balancing the work-employee relation by providing monetary and non-monetary benefits to employees.
Needs For Compensation• Organization achieve its objectives and obtain,
maintain, and retain a productive workforce.• Good compensation will also serve the
need for attracting and retaining the best employees.
• The outcomes of pay dissatisfaction harm productivity and affect the quality of work life.
Why does Compensation become important?
Effective Compensation
Efficient Administration
Reward Valued Behavior
Motivate and Retain Staff
Attract Talent
Contribution based
Remuneration
Classification of Rewards
Examples
Google offers employees best pay, compensation and benefitsGoogle compensation and benefits include free food, massage, holidays, incentives, offsite trips to places, and a flexible work schedule, although according to one senior software engineer the company environment is so outstanding that "you don't really want to leave campus. "Google ranked first in a new survey from Glassdoor, coming in ahead of Facebook, Microsoft, Adobe and others. Engineers in Mountain View enjoy an average base salary of $128,000. Facebook’s engineers make slightly less at $120,000. Microsoft and Amazon round out the list of top tech firms, paying base salaries of $111,000 and $105,000.
HOW A CUSTOMER GET OUR CONSULTANCY SERVICES(Online)
Visit Website
See all detail about Services
Selection & documentation
Form Filling
Form Send to HR Oracle Company
Awaiting response
Send all detail of contract Agreement
Confirmation of
Contract
Employee Relation Management
Employee Relation Management
How to make healthy employee relationship management
Transparency in communication
Encourage group activities at the workplace
Assign challenging work to your team members
Cubicles must be promoted rather than closed cabins
Positive frame of mind
Role of HR in Employee Relationship
Binding the employees together
When a new employee joins an organization, make sure he receives a warm welcome by all
Display the names of the top performers
Celebrating birthdays falling in the particular month
Organize various activities like potlucks
Strategy Performance management
Tools for Strategic Performance Management• Management by Objectives • Balanced Scorecard • Marr Balanced Scorecard• Value Based Management • Results Based Leadership
Translating Strategy From Organization to Employee
The Management Challenge9 of 10 companies fail to execute strategy• Vision Barrier: Only 5% of workforce
understands strategy• People Barrier: Only 25% of managers have incentives
linked to strategy • Management Barrier: 85% of executive teams spend
less than 1 hour per month discussing strategy • Resource Barrier: 60% of organizations don’t link
budgets to strategy
Why Should Organization Implement Performance Management?• Communicate vision, mission, values, objectives• Enhance working relationships • Improve management • Communicate strengths and key areas for improvement • Provide Support to workers • Monitor organizational activities • Provide feedback
Increase retentionDecrease absenteeism
Conclusion