Category: HR Management

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

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.

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.

Automation in the Recruitment Process

Companies are continuously seeking methods to increase their overall efficiency and production in today’s fast-paced and competitive business world. And automation is the way to go  when it comes to employment and recruitment.

Businesses may streamline their hiring strategy, save time and money, and ultimately attract and keep top talent by automating some components of the recruitment process. From resume screening to candidate communication, automated recruitment processes can help you find the right person for the job in a fraction of the time it would take to do it manually.

This post will look at how automating your recruiting procedures may transform your hiring strategy and why it’s a game changer for companies of all sizes.

Continue reading “Automation in the Recruitment Process”

The Role of Performance Management Software in Enhancing Employee Engagement

Employee engagement is a vital component of any successful organization. It’s the art of ensuring that employees are engaged and motivated to give their best in every task they undertake.

Performance Management Software is one of the most efficient methods to accomplish this. This software is designed to improve employee performance, productivity, and engagement by streamlining the performance review process and setting clear goals and expectations.

In this blog post, we’ll explore the role of performance management software in enhancing employee engagement.

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Sample of HR Programs and Action Plan: Creating an Effective HR Action Plan for Career Growth Programs

The success of any company heavily depends on its employees. The growth and development of employees benefit not only the individuals but also the organization as a whole.

Employee development programs help in increasing employee engagement, productivity, and loyalty while also boosting the organization’s performance. However, creating an effective HR action plan for career growth programs can be a daunting task for many companies.

Read our article about HR templates here.

This post will discuss the power of employee development and how it can benefit your organization. It will also provide you with actionable steps to create an effective HR action plan for career growth programs that align with your organization’s goals and objectives.

Continue reading “Sample of HR Programs and Action Plan: Creating an Effective HR Action Plan for Career Growth Programs”

How to Use AI in HR Management

In recent years, businesses have been transformed by the innovative technology of Artificial Intelligence (AI). The potential to revolutionize HR management practices makes its integration into the Human Resources (HR) field a game-changer.

AI provides a variety of solutions that allow HR managers to automate and streamline complex HR functions such as recruitment, employee engagement, training and development, performance evaluation, and compliance. Exploring how AI can optimize workflows, reduce costs, improve employee experiences, and enhance overall organizational effectiveness in HR management.

Continue reading “How to Use AI in HR Management”