Powerful HR Management Slides and Ultimate HR Tools

In this amazing package, there are 20 Premium HR Management Slides and 15 Ultimate HR Tools.  All Premium HR Slides slides are designed in powerpoint files (ppt) so that you can edit or modify and immediately use for your own learning process. You can save your valuable time by using our ready-made presentation materials.

All presentation slides are also accompanied by PRESENTER NOTES. Designed in ebook format, these presenter notes will help you explain your presentation slides more powerfully. You will get 20 presenter notes/ebooks for all of the 20 presentation topics.

The following are the titles of the 20 Premium HR Management Slides.

1. Competency-based HR Management.

2. HR Scorecard.

3. Principles of HR Management.

4. Measuring ROI of Training.

5. Change Management.

6. Diagnosing Organizational Effectiveness.

7. Good to Great.

8. Coaching for Optimal Performance.

9. Balanced Scorecard.

10. Career Management.

11. Communication Skills.

12. Emotional Intelligence.

13. Developing Leadership Skills.

14. Presentation Skills for HR Managers.

15. Creative Thinking Skills for HR Managers.

16. Digital HR Strategy

17. High Impact Recruitment Strategy

18. How to Attract and Retain Top Talents

19. People Analytics

20. Developing a World Class HR Strategy

Our HR Presentation Series have been enjoyed by many people around the world. Here is just a small selection of their comments :

HR concepts and tools are very well presented in a concise way. Manoj Kumar, HR Officer. 

Nice and awesome presentation. Tapin Sood, HR Executive.

What a good presentation.. this is what I needed. Azizah Azura, HR Specialist. 

Very good content, clean and very useful presentation. Elizabeth Oropeza, HR Consultant.

When you download all of those brilliant HR Slides, you will get 15 ULTIMATE HR TOOLS for HR MANAGERS.

These Ultimate HR Tools contain 15 HR Tools and Templates that are really powerful and practical, and you can use them immediately in your business. The following are the titles of these 15 HR tools and templates :

1. A Complete Catalog of KPIs for All HR Functions.

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

2. A Set of Competency-based Interview Questions.

An extensive list of competency-based interview questions to screen the right talents.

3. HR Audit Questionnaire.

Key questions protocol to conduct HR Audit. This tool will be instrumental for improving the performance of your HR team.

4. Employee Satisfaction Survey Questionnaire.

This valuable tool can immediately be used to discover your employee satisfaction level.

5. Competency Development Template and Guidebook.

Equipped with templates and protocols, this tool also displays excellent examples of competency matrix and competency model.

6. Powerful Template – Table of KPIs for HR Managers.

This excellent template displays relevant KPI for HR Manager, weight of each KPI, and formula to calculate KPI score. This template can immediately be used as “Performance Contract Agreement” for HR Manager.

7. Tool to Evaluate HR Effectiveness.

A set of survey questionnaire to evaluate the effectiveness of HR service delivery in the eyes of its customers (employees).

8. Employee Development Plan Guidebook.

This EDP guidebook provides an extensive sample of development activities to enhance your competency level. This valuable tool can immediately be used for your EDP process.

9. Sample of HR 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.

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 a 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.

15. HR Manuals and HR Standard Operating Procedures

This is a really powerful HR tool. It includes a comprehensive  collection of HR Manuals or HR Standard Operating Procedures (SOP). Each manual/SOP comes with pre-made flowcharts, templates and forms.

These HR Manuals comprise of 27 SOPs and Flowcharts – covering all HR operations, including manpower planning, recruiting, and training processes, as well as employee performance and promotion procedures. These HR Manuals/SOPs will be extremely beneficial to your HR team.

Another Excellent BONUS. When you download all of those brilliant HR slides and  Ultimate HR Tools, you also will get 5 Exclusive Reports on HR Strategy Best Practices. The following are the titles of this best practices report :

1. Human Capital Strategy at Google.
2. Human Capital Strategy at Procter and Gamble.
3. Human Capital Strategy at Microsoft.
4. Talent Management Strategy at General Electric.
5. Talent Management Strategy at Coca Cola.

These special reports provide a comprehensive review on how top companies develop and implement their best HR strategies.

You will also receive 11 excellent PowerPoint presentation slides about Personal Development as part of the bonus. Its contents are the essence of several best-selling self-development books. You may use this material for knowledge sharing sessions in your office because it is presented in a powerpoint slide format that is rich in visuals and has a stunning design.

The following are the titles of 11 personal development topics offered in the form of powerpoint slides :

1. 4 Discipline of Execution
2. 7 Habits of Highly Effective People
3. Atomic Habits
4. Getting Things Done
5. GRIT – The Power of Passion and Perseverance

6. Measure What Matters
7. Growth Mindset
8. Now Discover Your Strengths
9. Start with WHY
10. TED Talk
11. Thinking Fast and Slow

Extra bonus : When you order these excellent HR Premium Slides Series and Ultimate HR Tools, you also will get 10 brilliant slides on Marketing and Business Strategy.

You can share these valuable slides with your marketing and business team, or you can use these slides to train your marketing people. Yes, because to become a smart strategic business partner, HR people should also understand the language of business.

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To summarize, the materials included in Premium HR Slides and Ultimate HR Tools package are :

20 Excellent HR Slide Series (+20 Presenter Notes).

15 Ultimate HR Tools.

5 Exclusive Reports on HR Strategy Best Practices.

11 Amazing PPT Slides on Personal Development.

10 Excellent Marketing and Business Strategy Slides Series

WOW, WOW …… All of the materials are just amazing.

What is the cost of the investment? And how do I place my order? This excellent HR Premium Slides and Ultimate HR Tools suite has piqued my curiosity.

Each of the tools listed above has HIGH VALUE. If you and your coworkers develop it from the beginning, it may take months (just multiply it by the salaries of the employees who make it for a month).

Meanwhile, if you use the services of an HR consultant, the cost of creating the different HR tools and slides above might surpass USD 10,000 – in fact, this price is commonly charged by HR management consultants to their clients. 

The good news is, you can get the powerful Premium HR Slides and Ultimate HR Tools for only :

USD 2500

USD 1500

USD 95





Yes, you read it correctly: the Premium HR Slides and Ultimate HR Tools package is available for only USD 95.

The price is far less than the hundreds of dollars in staff training costs that are currently available.

However, if you invest that much money to buy these PREMIUM HR SLIDES and ULTIMATE HR TOOLS, you will receive remarkable value. Just have a look at the descriptions of these materials above. Everything is amazing and has a significant influence on the development of HR in your office.

Believe me : purchasing these Premium HR Slides and Ultimate HR Tools will be one of the most valuable investments in improving the quality of HR in your company.




You can instantly download all HR Slides and HR tools files after payment has been completed.

Yes, you can immediately utilize those Ultimate HR Tools to enhance your employee performance. You can also use those excellent HR Slides Series and HR Strategy Exclusive Reports to sharpen your HR knowledge.

We believe that the intangible value of this investment will be very tremendous. Expanding your HR knowledge and expertise is a must when you aspire to enhance your career movement.

All of these powerful powerpoint slides and HR tools are  available for only USD 95.

20 Excellent HR Slide Series (+20 Presenter Notes).

15 Ultimate HR Tools.

5 Exclusive Reports on HR Strategy Best Practices.

11 Amazing PPT Slides on Personal Development.

10 Excellent Marketing and Business Strategy Slides Series




Sincerely yours,
Yodhia Antariksa
Master of HR Management
Texas A&M University, USA
Chief Knowledge Officer – Premium HR Slides Series.
Please click HERE to contact me

Premium Marketing Slides Series and Ultimate Marketing Tools

Welcome to Premium Marketing Slides Series

This package contains 20 powerful presentation topics in the subject of marketing management and marketing strategy. The following are the titles of the 20 presentation topics:

1. Fundamentals of Marketing Management

2. Strategic Planning

3. Marketing Plan

4. Marketing Strategy

5. Digital and Social Media Marketing

6. Managing Customer Service

7. Creative Thinking Skills for Marketing Managers

8. Blue Ocean Strategy

9. Managing Brand Equity

10. New Product Development Strategy

11. Managing Innovation Strategy

12. Marketing Execution Skills

13. Customer Service Strategy

14. Presentation Skills for Marketing Managers

15. Managing Customer Equity

16. Brand Strategy

17. Integrated Marketing Communication Strategy

18. Business Model Generation

19. Hooked : How to Build Habit-Forming Products

20. Lean Start Up

All slides are designed in powerpoint files (ppt) so that you can edit or modify and immediately use for your own learning process. You can save your valuable time by using our ready-made presentation materials.

Our Marketing Slides Series have been enjoyed by many people around the world. Here is just a small selection of their comments :

Wonderful presentation. Hussam Nazzal, Marketing Consultant

Thanks, thanks, thanks. Your presentations are very useful. Sameer Mujally, Marketing Manager

Thanks a lot. Your slides are great and easy to understand. Jawid Ahmad, Marketing Specialist

Solid presentation and one which I would like to share to all my team members. Anabella Noguera, Marketing Manager

Awesome presentation!! Kacey Thorps, Marketing Manager

When you download all of those Marketing Powerpoint Presentation Slides, you also will get 5 Exclusive Reports on Marketing Strategy Best Practices. The following are the titles of this best practices report:

1. Marketing and Branding Strategy of NIKE

2. Marketing and Branding Strategy of APPLE

3. Marketing Strategy of Starbucks

4. Marketing Strategy of McDonald’s

5. Marketing Strategy of Samsung

These special reports provide a comprehensive review on how top companies develop and implement their best marketing and branding strategies.

You will also get this powerful Marketing KPIs. This package contains a collection of 100 Key Performance Indicators (KPI) that are measurable and effective for various marketing purposes, namely:

• Marketing

• Brand Management

• Sales Management

• Customer Relationship Management

• Public Relation

• Advertising

• Digital Marketing.

This package also contains ready-to-use KPI tables for various positions in the Marketing and Sales divisions, ranging from staff to management levels. The KPI table is in Excel format.

Each KPI table contains a measurable KPI target, the weight of each KPI, as well as instructions on how to get KPI data realization and techniques for calculating KPI achievement scores. You may use this useful KPI table right away to manage the performance of your marketing team.

You also will get amazing Manuals and Standard Operating Procedures (SOP) for all functions within the Marketing and Sales division.

There are 34 manuals covering Sales, Marketing, and Customer Service areas. Each manual offers detailed instructions on standard operating procedures, based on world-class best practices.

Each manual also includes an easy-to-read and applicable flowchart. There are also various forms and templates for marketing and sales that are applicable and ready to use in this powerful marketing tool.

These Sales and Marketing guidelines and manuals will help you improve the quality of your team’s working practices.

You will also receive 11 excellent PowerPoint presentation slides about Personal Development as part of the bonus. Its contents are the essence of several best-selling self-development books.

You may use this material for knowledge sharing sessions in your office because it is presented in a powerpoint slide format that is rich in visuals and has a stunning design.

The following are the titles of 11 personal development topics offered in the form of powerpoint slides:

1. 4 Discipline of Execution
2. 7 Habits of Highly Effective People
3. Atomic Habits

4. Getting Things Done
5. GRIT – The Power of Passion and Perseverance

6. Measure What Matters
7. Growth Mindset
8. Now Discover Your Strengths

9. Start with WHY
10. TED Talk
11. Thinking Fast and Slow

When you order these excellent marketing presentation series, you also will get 7 brilliant slides on Management Skills Series. The following is the material’s title:

1. Leadership Skills for Marketing Manager
2. High Impact Communication Skills for Marketing Team
3. Coaching Skills for Marketing Manager
4. Measuring ROI of Marketing Training
5. Change Management for Sales and Marketing People
6. Career Planning for Sales and Marketing People
7. Balanced Scorecard to Drive Business Performance

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To summarize, the following materials included in this Premium Marketing Slides Series are:

20 Excellent Marketing Slide Series

5 Exclusive Report on Marketing Strategy Best Practices

100 Marketing KPIs and Ready-to-Use KPI Tables for Various Positions in the Sales Marketing Division

34 User Manuals for Sales and Marketing Team

11 Personal Development Powerpoint Slides Series

7 Management Skills for Marketing Powerpoint Slides Series

Okay, I’m quite interested in this extremely effective Marketing Slide Series package. What is the cost of the investment? And how do I place my order?

Each of the tools listed above has HIGH VALUE. If you and your coworkers develop it from the beginning, it may take months (just multiply it by the salaries of the employees who make it for a month).

Meanwhile, if you hire the services of a marketing consultant or trainer to create it, the cost of developing the various materials listed above might approach USD 5,000, a price that marketing consultants and trainers charge their clients.

The good news is, you can get the powerful Marketing Premium Slide Series for only:

USD 2500

USD 1500


USD 95





Yes, you read it correctly: the Marketing Premium Slide Series package is available for USD 95.


This number is far less than the hundreds of dollars in marketing training costs that are usually offered by marketing consultants.


However, if you invest that much money on this PREMIUM MARKETING SLIDES SERIES, you will receive an incredible profit (value). Just have a look at the descriptions of these resources above. Everything is fantastic and has a significant impact on the development of business in your company.

Believe me when I say that purchasing these Premium MARKETING Slides Series will be one of the MOST ECONOMIC INVESTMENTS in improving the performance of the Sales and Marketing team in your company.





You can instantly download all presentation files after payment has been completed.

You can immediately edit, modify and utilize these amazing Marketing Slides Series to enhance your marketing knowledge and performance.

You can also use these excellent materials to drive your sales revenue and business performance.

Order NOW. All of these powerful slides and tools are available for ONLY USD 95.

20 Excellent Marketing Slide Series

5 Exclusive Report on Marketing Strategy Best Practices

100 Marketing KPIs and Ready-to-Use KPI Tables for Various Positions in the Sales Marketing Division

34 User Manuals for Sales and Marketing Team

11 Personal Development Powerpoint Slides Series

7 Management Skills for Marketing Powerpoint Slides Series





You can instantly download all presentation files after payment has been completed.

Sincerely yours,

YODHIA ANTARIKSA/Graduated from Mays Business School, Texas A&M University, USA. Manager – MARKETING PRESENTATION SERIES. Please click HERE to contact me.

How Ethics and Compliance Play Very Important Part in Any Company

Ethics and compliance are important terms in the world of business. It is true that both terms lead to the vision of any company to gain similar aims. Basically, both terms are somewhat different. For business owners who want to gain the best work environment, they have to comprehend the connection between both terms.

ethics and compliance

The Basic Distinction Between Ethics And Compliance

Regardless of the similarity of the meaning, there are differences between each work. Keep reading to find out the definition of each term.

The definition of ethics is the actions and decisions that imitate and perform values. Other experts claim that ethics is the conduct standards that lead decisions and actions which are based on consequent duties from main values. Ethics requires a practical approach because it leads a person to moral behavior that is based on one’s motivation. The motivation may be about principles and values.

The definition of compliance is adapting the actions of a person to the wishes of others to necessity. When a person meets the standards of compliance, his motivation to do so relates to the implementation of the law instead of merely the right thing to do morally. Compliance requires a stronger reactive approach. It urges a person to generate aware decisions in following a rule of others.

How Corporate Requires Ethics

Corporate requires ethics due to several benefits, such as:

Morale Improvement

Ethics can boost morale as workers will be comfortable when working in a good corporate environment. The same thing applies to owners who want to work with talented yet honest employees. Any employee will want to have good respect from owners as they will feel secure and safe. Maintaining a culture of ethical compliance can improve all of those elements into a positive environment in the workplace.

Enhancing Compliance

Ethics doesn’t really relate to legal behavior. Emphasizing on business ethics can is the key to legal compliance. Building and maintaining ethical compliance culture should be done at the same time. When company owners communicate both values and principles by providing training as the implementation, there will be a higher chance of compliance.

Avoiding Misconduct

As company owners set up a code of conduct that delineates ethical manners and fair treatment expectations, then they already deliver the standards for employees that they should apply professionally. It isn’t usually listed in the written law though it can deliver strong basics in establishing respect culture.

Increasing Productivity

It is obvious that emphasizing the practices of ethics in the workplace can increase better performance which leads to better productivity. This is particularly when the code of conduct goes hand in hand with the personal values of workers.

Implementing The Culture of Both Ethics and Compliance

There are several ways to implement ethics along with compliance. They include:

  • Written Code of Conduct

This is a necessity for all business owners. Every business requires details of ethics policy. This is to ensure that employees know what to do to meet the expectation of the company that they work for. Yet, the written code of conduct should be applied consistently. Or else, the efforts of ethics and compliance are in vain.

  • Accountability of Employees

Business owners should build accountability for employees to meet business expectations. This is to ensure that all employees keep doing the standards. Company owners can successfully create a culture of ethical compliance when they can define the goals and mission of the company clearly. It relates to the aforementioned point in which policy development should be applied consistently.

  • Building Responsibility

There will be a good working atmosphere when company owners can underscore the accountability importance in the workplace. All employees will automatically feel responsible to work, in which it applies at all levels. Employees’ strong responsibility can improve business performance.

  • Good Communication

Good communication between business owners and employees should be clear and consistent. The communication should be about the efforts of ethics and compliance for employees to implement. Owners can make several approaches, like having group meetings, personal conversations, corporate email to all employees, and many more.

Whatever approaches that company owners choose, they have to make sure that their vision is merely about putting ethics policies into words in a clear and consistent manner. What’s more, owners should make sure that ethics policies are easy to understand among employees.

  • Ethics Training

Some business owners don’t think that this kind of training is necessary. The fact is that ethics training is very important, especially when company owners already establish a written code of conduct.

Good communication isn’t enough to make employees understand, let alone implement it. It is the main reason why ethics training is very crucial. The training method should be approachable so employees really can understand ethics and compliance.

How Both Compliance and Ethics Go Hand in Hand

Unfortunately, not all company owners know that both compliance and ethics should go hand in hand. When a company only applies only one, or none at all, then there will be some disorders in the company. When company owners make the ethical standards too high for employees, they might not meet the requirements of compliance. It leads to a culture where the right behaviors seem ethical technically, yet don’t comply with regulations, whether they are local or international.

The same thing applies when employees implement very low compliance standards, as employees don’t get an incentive to act in an ethical way. This condition will cause selfishness or a self-preservation culture because all actions of ethical are legal technically yet customers don’t find them beneficial particularly.

Company leaders should make sure that both compliance and ethics go along together. This is why leaders can hire professionals in conducting a program of ethics and compliance. The main aim of this program is for emphasizing a code of ethics as the crucial compliance program of a business. This is to ensure that there are rules set to follow so that employees don’t have the chance of engaging in unethical action while they don’t know that they break the rule of ethics.

The Importance of Data-Driven HR Analytics

data-driven HR analytics

Data-driven HR Analytics has been very beneficial for human relations departments. Professional HR should apply this practice in order to recruit the right people in the right departments. Hiring employees is not easy because they should contribute their best talent to the company. This is why there is such a great need of using HR data analytics

HR analytics data analytics refers to analytics of people, workforce, or talent. The data enables an organization to estimate a range of HR metrics’ impact on the whole business performance. simply, HR analytics is Human Resources Management’s data-driven approach.

Heuvel & Bondarouk define the most applicable scientific HR analytics definitionDecades ago, human resource management might have applied a conventional approach to the process of recruitment, training, and maintaining employees. This HR analytics data-driven approach has been such a great development for human resources management worldwide.

What are The Main Function of Data-driven HR Analytics?

Data-driven HR is the procedure of getting data for informing decisions that relate to every human relation aspect. Those decisions relate to the recruitment process to hiring human resources to provide the salary, benefits, and compensations. The department of HR will analyze data about employees as it gets insights into the main motivation of human resources in joining the company. 

The best thing about Data-driven HR is that the HR department can make workers or employees love their jobs and feel engaged. The analytics is also important to find out the reason why an employee decides to resign. It means data-driven HR is very beneficial in informing HR staff about the effort in improving the satisfaction and retention of employees.

How Beneficial HR Data Analytics Usage Is

Regardless of how easy it is to use data in HR analytics effectively, human resources staff should know several important things. The first and foremost thing is to get as complete data as possible about the current employees. The data may cover reviews of employees’ performance, demographic information, and so forth.

Once the data is complete, the human resource staff should organize it for the sake of easier analysis. It is as simple as creating databases or files like a spreadsheet containing the whole relevant information. After the completion of the analysis, HR staff can get detailed decisions about the strategy of human resources. 

HR data analytics delivers great benefits for an organization. Analytics allows any kind of organization for measuring the people policies’ business impact. Predicting the workforce’s future is one of HR data analytics benefits as management can measure the practices of Human resource financial impact.

HR Analytics Facts

The HR department is required to mix HR data from various systems to start the HR analytics. One of the most common examples is the measurement of employee engagement’s impact on financial performance. The HR department should combine the annual engagement survey with performance data for measuring this relationship. The main areas of human relationships can change, depending on the information from HR analytics. 

Data-driven HR analytics can calculate the budget for the development of learning with the business impact, or estimate new employees who will perform the best in the coming years. It is even amazing that predict employees who will resign within a year. It means that HR analytics can change the procedures of recruiting and selecting.

Data-driven HR helps human resource management in making better decisions in certain aspects, such as: 

Supporting The Levels Of Engagement 

Any organization needs to maintain strong employee engagement. Yet, it is easier said than done. By using HR data analytics, the HR department can figure out the company’s engagement levels from the gathered data from surveys, reviews of performance, and so forth. Improving engagement is beneficial to increase productivity among employees who were low in morale.

Improving the Quality of Recruitment 

The human resource department’s main role is recruiting. It is not an easy role as it requires time, effort, and money. The use of data-driven HR Analytics can target the recruitment process by saving time and money. What’s more, the department has better chances of getting talented human resources.

Ability to Maintain Employees

After recruiting the most talented employees, then HR departments should maintain them by using the HR analytics data. It doesn’t only track the rates of employee development, but also identifies the most common problem areas. Putting together a strategy for retention which addresses common issues is much easier with HR analytics data. 

Increasing Initiatives For Learning And Developing

Any company will have programs for employees to learn and develop. The data can help the HM department to understand the most effective training program. The department will customize the training that meets the employees’ needs by using People Analytics.

Starting HR analytics

The first and foremost thing to do is by finding out certain employees who might be very potential in making progress significantly. It is as easy as using standard statistics. This method can calculate organizational outcomes and people’s potential relationships. Besides, this kind of analytics will help a company to follow certain aspects like performance, absenteeism, burnout, and so forth.

The work of the human resource department will be much easier by using data-driven HR analytics. The available insights will lead to premeditated decisions while optimizing the step-by-step process of business. The work environment has a better atmosphere when the human relation department knows how to motivate the employees.

Keep in mind that data-driven HR analytics is very important for the human resource department. By optimizing its power, HR management can take the best decisions that relate to each aspect of employees’ strategy. The HR department of a company can use the data to make decisions properly as there are significant changes that took place in employment, as there is massive hybrid work popularity.

It requires comprehensive training for all HRD staff to apply the analytics, especially from a company with more than fifty employees. There are various professional courses available in HR data analytics. There are certificates for People Analytics Programs that will enhance the value of the HR department.  

How Agile HR and Continuous Performance Management Brings Benefits

There has been an increasing need for agile HR and continuous performance management, thanks to the awareness of a collaborative environment in the workplace. It is the era of the join forces between management and employees to meet gain the objectives of a company. Gaining an understanding of the Agile Performance Management process is what a company should learn. This kind of change takes place due to massive technological development. Any business is urged to make an adaption to continuous change in demand with the organizational agility

How the Agile HR and Continuous Performance Management Works

The new era of massive communication with efficient processes applies agile performance management. This approach focuses on frequent discussions of employee performance for the whole year, as compared to traditional annual evaluations. Agile HR is very special, thanks to the incorporation of performance discussions concept in a certain time length of a year. It can be a mid-year or quarter-year period.

This approach can help address common problems that employees are facing. The management, then, can guide them to prevail over the challenges so they can stay aligned with the objectives of the company. The Agile Performance Management aspect is also very beneficial because it focuses on achieving an objective \process instead of merely focusing on ratings of annual performance and outcomes.

When employees and management can have frequent discussions, both parties can remove the barriers. This is a good approach for improving a good relationship between them. The system of Agile Performance Management is much more advanced than the conventional method, due to its ability in improving the current process of employees who want to conquer challenges in the workplace.

Agile Performance Management Can Bring Significant Changes to Company’s Better Working Environment

Decades ago, performance management becomes a conventional approach in which the performance of each employee evaluation was a yearly routine. It is a bureaucratic process for evaluating performance that should meet the goals of the company. This evaluation relates to the increasing salary for employees who made certain achievements that relates to the goals of the company.

These days, agile HR and continuous performance management apply the importance of employees’ future development. Of course, there will be a significant improvement in the company. It changes the performance management process focus into unleashing each employee’s potential through career planning.

It goes without saying that agile performance management becomes a more mutual approach based on a model of constant feedback. Focusing on employees’ performance is not the only aim of agile performance assessments. But, this assessment is also important for the company’s future development.

agile HR and continuous performance management

Key Points of Agile Performance Management

Implementation of agile HR and continuous performance management includes problem-solving frequent discussion.  Agile performance management takes place bi-yearly or quarterly when necessary. This is different from the traditional approach which focused on an annual appraisal or sometimes a review in the midyear review. The result is that the management can help identify issues of employees within a short span. It leads to faster solutions so employees can focus more on their work.

Employees can show off their concerns and give opinions during the review process. It is unlike the conventional performance management system that addressed employees’ concerns only at the annual performance review. It is considered very ineffective because employees may perform less productivity.

The implementation of agile performance management can enhance the effectiveness of communication periodically in a shorter time span. Meaningless discussions in a rush in a yearly review don’t bring a good solution for both employees and management. Agile performance management is known to be very meaningful with a systematic approach.

Upper management may be hard to understand the problems that employees had been facing for the whole year. This is because managers have lots of tasks to increase the productivity of employees by identifying their capability in accomplishing the objectives of the company. When the effectiveness of employees is aligned with the goals of the company, then the company will get benefits in return.

It is easy to evaluate competencies during the short span evaluation, instead of yearly review. Managers can learn about the personal development of their employees in which relates to their aspirations of careers. The conventional process of performance management is only based on fixed outcomes.

There is no in-depth analysis because it takes place annually. This is the main reason why the management couldn’t get the right understanding that relates to the performance of employees. It becomes an obstacle for employees to meet the company’s objectives. On the contrary, the Agile Performance Management system is focusing more on short-term goals in ensuring the elimination of potential hindrances during the discussion between manager-employee.

How Beneficial The Agile Performance Management Is

It is interesting to figure out that employees enjoy great benefits from this system. This is because it emphasizes the development of employees with fast implementation feedback. The conventional performance management approach requires an opposite process as there is a significant time gap between the reviews of performance.

The fast change pace affects the modern workplace. It requires agility in everything that employees and management do.  Agile HR and continuous performance management are basically more accurate with more frequent evaluations. Its success-oriented is much higher than the conventional approach. The enhancement in assessment frequency is better with the support of modern tools of agile performance management for faster, quicker, and more efficient results.

The implementation of agile performance management improves the business value as the productivity of employees is increasing. Employees’ productivity relates to their strong engagement with the company as they feel comfortable during the working years. Agile performance management emphasizes in solving problems that employees face in a more constructive and friendly way.

The increasing productivity of employees contributes to the company’s faster profit. Managers should provide a series of coaching so that employee career paths are clearly defined. Frequent and intense communication allows employees to deal with their weaknesses properly and learn them as their chances to develop their careers.

Agile HR and continuous performance management are using sophisticated productivity monitoring software. It lets managers provide higher flexibility for employees without any sacrifice on their productivity.

The Difference Between Employee Engagement and Experience in HR Roles

Oftentimes, the terms employee engagement and experience are essential in the world of work culture. As a business owner, HR professional, or even an employee, it’s important to know about these two terms. However, only a few HR staff know how important these two terms are in building a culture within the HR roles.

Therefore, what are the best definitions to differentiate these two terms? How important are these terms in the world of work culture?

employee engagement and experience

Employee Engagement and Experience— A Brief Explanation

Employee engagement and experience are considered as interrelated concepts. Briefly, employee experience describes a method for getting employees engaged in the organization in a more natural and human way. Here, HR roles develop positive work culture strategies, improve communication skills, and create meaningful experiences for their employees.

Let’s take a closer look at what each of these terms means:

Employee engagement

Employee engagement is creating a condition that encourages employees to bring out their best potential and abilities. It’s all about employees knowing what to do or what fresh ideas they put forward every day. In other words, whatever it is that makes them happy coming to work, is what matters.

Employee experience

Employee experience is the overall experience of an employee in their journey with a company. This concerns everything that drives the success and development of an employee. This experience is not only about getting paid. But, it’s about an opportunity to develop, lifestyle changes, and to what extent a job makes someone feel valuable.

From what has been explained previously, it’s good to know the importance of these two terms to be implemented. Especially, for HR professionals, starting from the recruitment process, until the end of the employee’s working period.

5 Benefits of Employee Engagement and Experience to Increase Productivity

Today’s technological era is changing rapidly and is full of challenges. Companies are required to ensure the safety, comfort, and health of their own employees. This is done so that they can work optimally and be more productive.

Therefore, HR personnels must be able to act quickly and make the right decisions in facing the challenges. They must be swift in handling existing issues of employee engagement and experience. Thus, the company’s HR team must carry out good strategies of transformation or change.

In addition, studies have found that engaged employees are much more productive at work. They will also increase their contribution to the company. Hence, engaged employees can find experience and satisfaction with maximum quality work and become a success for the company.

Here are 5 benefits of employee engagement and experience, and why they are important:

  • Increase productivity— Employees who are highly engaged and find great experience are more productive and motivated. This is because they feel valued and recognized for their performance. Thus, having a work environment that is supportive and allows them to develop.
  • Increase retention and loyalty— Companies that maximize the engagement and experience of their employees are able to retain their employees longer. Hence, they will be loyal when they feel happy and comfortable working for the company.
  • Increase innovation— Employees who feel valued and recognized are likely to be more creative and innovative. This can help companies to create better products and services.
  • Better team performance— With these two terms, employees will not only have a positive impact on themselves, but also on the whole team. They help build a better team relationship and performance. Thus, help improve communication and involvement in decision making.
  • Better customer services— Employees who are able to commit to work can certainly see and determine what is best for their customers. For this reason, they can come up with fresh ideas faster than anyone else. And, are up-to-date with new market conditions.

3 Ways to Foster Employee Engagement and Experience

Employee engagement and experience are very important for the company’s growth. HR personnels need to focus more on these areas and develop innovative strategies. In terms of fostering these two terms, it’s a long-term effort and requires a high commitment from the company. By understanding these challenges, companies can take the necessary steps to create positive and supportive work experiences for their employees.

These are 3 main ways to foster employee engagement and experience:

Develop positive work culture

A positive work culture is a reflection of a productive company. Thus, a company that builds a positive work culture tends to be more successful. Because they have a high level of engagement with their employees, increases employee experience and satisfaction, and increases productivity and loyalty among customers. Overall leads to better employee engagement and experience.

Effective communication

Communication breakdowns leave employees with no guidance on how to get back on track. However, when you focus on creating a work environment that values ??communication, your team feels more engaged and they have a more enjoyable work experience. With effective communication, help employees better understand their responsibilities, avoid mistakes, and gain a sense of the company’s mission.

Create meaningful work experience

Creating positive and meaningful work experiences for employees plays an important role in their performance, engagement, and job satisfaction. HR personnels must pay attention to the individual needs, motivations, and preferences of their employees. Also, emphasizes the importance of positive experiences, psychological well-being, and personal growth. Because with a good work experience, employee satisfaction will increase. Thus, creating employee loyalty who will not leave easily or do a turnover.

Final Thoughts

To summarize, employee engagement is more about enhancing their experience in the organization in the short term. Meanwhile, employee experience is the totality of employee perceptions of the company as a whole. Therefore, employee engagement is one part that forms the overall employee experience. The better the employee engagement, the better the overall experience will be. For this reason, the important role of HR is to maximize employee engagement and experience.

In addition, start caring about these two essential terms. Create an employee-first environment and provide employees with the best opportunities and rewards. By acknowledging the importance of employee values, it will increase positive energies, relationships, and communication. Thus, fostering meaningful experiences for employees in the long term.

Overcoming the Skills Gap and Upskilling Candidates’ Capabilities

Advances in technology and information have an impact on the business world. Oftentimes, HR personnels are unable to find candidates who can fulfill the company’s changing requirements. This is where the skills gap develops.

For this reason, HR personnels must understand how to overcome the skills gap and upskilling candidates’ capabilities. If HR personnels are able to overcome this issue, then the company can produce a successful recruitment process.

skills gap and upskilling

Why Overcome Skills Gap and Upskilling Candidates’ Capabilities?

As one of the HR’s challenges in the recruitment process, skills gap needs to be taken into consideration. At this point, the United States is in a significant level of skills gap in so many industries. Started several years ago, about 68% of employers had open positions that they couldn’t fill with skilled employees.

The existence of a skills gap in the competency of a candidate can have a negative impact on the company. For instance, an ineffective work space, employees unable to perform their tasks optimally, a decline in the company’s performance, etc. This is the reason why HR personnels need to overcome the skills gap and upskilling candidates’ capabilities sooner or later.

Furthermore, the impact of the skills gap is felt between candidates and the company’s expectations. These are various impacts from the skills gap:

? Additional costs for employee training— Most HR professionals are forced to hire freelancers who have the required skills. Thus, resulting in additional costs for training candidates.

? Time wasted by selecting the wrong candidate— This resulted in the development of the company being hampered. The impact is most influential on the company’s densed working hours.

? A decline in the company’s productivity— This can result in loss of revenue as well as client dissatisfaction.

? Inability to compete— The company’s decline caused by the skills gap will provide opportunities for competitors to take over.

skills gap and upskilling

Ways to Fix Skills Gap and Upskilling Candidates’ Capabilities

Despite being a serious threat to a company’s productivity, the skills gap is not an insoluble problem. There are several things that HR personnels can do to minimize this gap:

? Upskilling— Upskilling is always related to soft skills or an individual’s basic attitudes. Such as a sense of responsibility, discipline, professionalism, etc. Therefore, the main focus here is related to candidates’ capabilities to adapt in a new work environment. As stated in the World Economic Forum (2022), 54% of all employees will need great upskilling and reskilling capabilities.

? Reskilling— Reskilling is the process of learning new skills of employees to move into new roles within their current company. Here, the candidates really have to learn a new skill from the training program. Reskilling is usually related to candidates’ hard skills or technical abilities. For example, skills in accounting, maintenance, field technicians, etc.

? Seeking candidates with required skills— It’s essential for HR personnels to seek suitable candidates with skills that match the vision and mission of the company. So, how can HR personnels find the right candidate? They must go through a recruitment and selection training process from professional networks.

? Evaluating candidates for compatibility— Skills gap will occur in any company and industry, no matter what. With the right improvisation and analysis, the skills gap can be fixed. HR personnels can evaluate candidates to adapt to particular skills and requirements. This can be done by conducting a structured interview.

? Provide employee training and development— The skills gap can be overcome by providing more opportunities for training and development. This is done so that employees can acquire the skills they need to be successful. For instance, this can be done through on-the-job training, mentoring programs, and educational opportunities. Hence, by providing candidates with new opportunities, they will handle job challenges well and contribute to the company’s success.

Examples of Upskilling Programs That Can Be Used as Inspiration

Upskilling programs really need the company’s full attention every step of the way. Specifically for HR personnels, these are programs to be used as a reference most suitable for your company.

e-Learning

Employees, managers, or anyone else in training, can access the e-learning materials at their own pace. However, HR personnels should keep monitoring the progress of their employee’s upskilling process on a regular basis. This aims to ensure that all upskilling results can be obtained optimally.

Coaching

Coaching can be done by anyone involved in the company— HR personnels, managers, team leaders, etc. Or else, a company may choose to hire a private coach. Hence, this program provides an increase in employee engagement and good teamwork.

Job rotation

Job rotation helps HR personnels find compatible candidates and transfer new responsibilities at higher positions. Hence, it is used to place the right person in the right position. The goal is to enhance employee work experience, increase retention, and improve job satisfaction.

Innovative training providers

If there’s a large number of people involved, it would be better to use innovative training providers. Thus, using direct training from experienced instructors. Training providers are growing rapidly. In line with the increasing needs of companies for training programs that are flexible, affordable, accessible, and interactive.

Job enlargement and job enrichment

Job enlargement is a practice in which employees do more work than they are used to. Meanwhile, job enrichment is a practice in which there is an added dimension to the current job, including new authority. Both are additional tasks and responsibilities that will encourage candidates to learn and try more things.

Blended learning

As we enter an advanced technological working place, blended learning is a great way to upskilling candidates’ capabilities. It’s all about mixing physical and virtual elements in the process. Or, using the internet and implementing learning as conventional classes in general. The advantages of blended learning make this program increasingly used by many companies. Mainly, to improve the performance and productivity of their employees.

Final Thoughts

Overcoming the skills gap and upskilling new capabilities requires effort both from the employer’s and candidates’ side. Employers should be aware that candidates may not have a complete package of requirements. Employers must view their candidates as individuals who are willing to learn and grow with the company.

Therefore, employers and candidates should consider expanding their capabilities through upskilling programs that focus on essential skills. Thus, creating a win-win solution!