human resource management presentation

13 Useful Presentation Topics for Human Resources

By: Author Shrot Katewa

As an HR head, you might be invited to many forums, conferences, and board rooms to discuss burning topics that are being debated within your community.

We think there is surely room for more and more presentations to be made and points to be discussed within this space. So, today we share with you some ideas that you can read, discuss and develop for your next PowerPoint presentation.

So, let’s dive right into the topics directly –

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1. Employee well-being

The role that employee health and well-being play in the success of an organization is something that cannot be doubted. Yet, we do not see enough debate around how a healthy body and mind is good for business as well.

Using this topic we would encourage HR heads, students, and professors to discuss how such policies with respect to employee well-being should be framed, how business functions should be rewarded for promoting employee well-being.

It would be a great topic for starting an organizational behavior discussion as well. 

2. Digitalization in HR practices

We all acknowledge that the digitalization of processes and systems is something no function can escape from – including HR. Do you agree that technology has a role to play in HR? Or do you believe that the role of the ‘human’ here is more important to focus on than automation of HR practices?

Either way, this is a great topic to take off from and talk about how HR as a function has been impacted by technology over the years, and what possibly will it look like 5 to 10 years hence.

3. Role of Employee Mental Health

A goal-focused approach, having a mindset for success, an enhanced focus for better productivity — these are aspects that many a time we talk to employees about. However, how do you develop a healthy mind that is not stressed and anxious? A mindset that actually wants to succeed but isn’t feeling pressured.

We think HR departments have a great opportunity in expounding on the critical need for investing in mental health and providing good counseling opportunities across levels. A great presentation topic at any forum for sure!

4. Importance of Learning and Development

Now, this has always been a top favorite amongst HR practitioners.

There is no doubt that the need to learn and upskill employees is a crucial aspect in today’s ever-increasing VUCA world. Globalization has ensured that one can learn both online and offline from experts.

It would be interesting to showcase your thoughts and present how training resources are being assigned. The presentation can also include how HR teams are adapting to the ever more nuanced learning needs of their people.

5. Dispute Resolution among Employees

We are human and so it is obvious that there shall be disagreements. In fact, disagreements are often encouraged to ensure that good ideas on the table become even better! We see HR heads presenting this topic with examples and anecdotes from their work lives.

Also, as a presentation topic, it can extend to offline case studies that can be discussed event after a workshop. There is a possibility that at times you have seen that a dispute is highly subjective – for example when it comes to interpretation say of a gesture, culturally it can be a genuine mistake.

So go ahead make this presentation topic as engaging and interactive as you like it!

6. Secrets of a Happy Workplace

We all want to work at an organization where we feel motivated, engaged, and safe. However, what goes behind in building and maintaining such a happy workplace?

Is it when you have an employee-first approach or is it when it is about a customer-first approach? Do HR and management value the same thing?

These are all pointers that we think your PowerPoint presentation can touch upon. There is enough research out there that supports both points of view. So go happy presenting!

7. How to Attract Millennials to your Workplace?

Now, this is another great presentation topic – and one that many people would like an answer to!

Millennials have a reputation that they are either too distracted or disloyal to stick to an organization. However, recent surveys suggest that all they need is a purpose-driven organization. If they can identify with your cause, they actually are quite a loyal bunch!

As an HR practitioner your role in attracting and retaining such talent, and the role of the CEO in providing this enabling environment can well be a good presentation topic for your next HR board meeting.

8. Creating an Engaged Workforce

Engaged workforce as a presentation topic works very well at all levels.

You have an opportunity over here to talk about a variety of aspects that go into engaging your workforce such as progressive and inclusive policies, diversity management, the role of sports, off-sites, etc.

You might want to stress certain productivity numbers that the industry has experienced when working with an engaged workforce. We believe that this topic can go as niche or wide as you would prefer.

9. Open Offices – boon or bane?

HR teams across the world have often been sold the concept of open offices over closed cabin environments.

It seems logical that the more open the office, the less the hierarchy. Yet does that also mean more distraction, less productivity?

This is a presentation topic that can help you open up a lot of room for an active discussion with your audience. Is there a formula for success to open offices? Why do some industries or sectors have more success w.r.t to these open formats?

Again as an HR head or student, you would have unique experiences that will make for a great presentation.

10. Encouraging a work-life balance at a startup

Start-up culture is something that still is a hot topic at most HR seminars. It is usually this unique time in an organization where the organization is still figuring out what suits its employees best.

HR professionals can use this PowerPoint presentation topic to both share and invite ideas on how work-balance can be maintained, and what is needed in their organizations as they move along the growth curve.

11. Employee Volunteering – Role of HR or CSR?

Another great topic is the role volunteering plays in an organization and which team really needs to front this. Since Corporate Social Responsibility teams are often merged with the Communication teams there can be a difference in the approach.

HR heads have an opportunity here to dissect their role as employee engagement custodians and how & if they see volunteering as part of this mandate.

12. Importance of an Ethics Committee

Do you need an ethics committee for your organization? Usually, well yes! However, is the firm at too nascent a stage for such a ‘committee’? Can it work via an ombudsperson? Do you need a formal whistle-blower policy?

All these topics can come together within this presentation topic and make it worthy of a discussion across board rooms. We believe that HR heads have another great topic here for making their voice heard!

13. Job Rotation and its contribution to Employee Growth

The industrial revolution showcased how employee productivity grew if people repeated a task often. It was stated that this reduced the chances of errors and in fact, is what led to the whole 6 sigma quality and productivity concept. Yet, is this concept relevant now?

As an HR head you can ponder on why this has worked but even how in this digital age, and reducing attention spans, employees are seeking to learn new skills.

Your presentation can cover how job rotation can lead to, for example. better talent development and retention. Worth your time! 

So there you have it. There is a lot to talk about when we need to share something useful on human resources. I would like you to consider these topics only as a conversation starter and build up from the brief pointers that we have mentioned. I also hope that you find the above topics really something that you can use and is effective in your business setting. Do let us know your thoughts in the comments below.

Our goal on this blog is to create content that helps YOU create fantastic presentations; especially if you have never been a designer. We’ve started our blog with non-designers in mind, and we have got some amazing content on our site to help YOU design better.

If you have any topics in mind that you would want us to write about, be sure to drop us a comment below. In case you need us to work with you and improve the design of your presentation, write to us on [email protected] . Our team will be happy to help you with your requirements.

Lastly, your contribution can make this world a better place for presentations . All you have to do is simply share this blog in your network and help other fellow non-designers with their designs!

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Unit-1 Introduction to HRM

Published by Ashley Pope Modified over 6 years ago

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Press Esc to end the show INTRODUCTION TO MANAGING THE HUMAN RESOURCE.

(TUTORIAL 2).  The development & implementation of systems in an organisation designed to; ◦ Attract ◦ Develop ◦ Retain ….a high performing workforce.

HUMAN RESOURCE MANAGEMENT

HUMAN RESOURSE MANAGEMENT

MEANING AND CONCEPT.  HRM is concerned with the human beings  Human resource is the total knowledge, abilities, skills, talents and aptitudes of an.

UNIT 22- Managing Human Resources

HUMAN RESOURCE MANAGEMENT Introduction Human Resource Strategy Human Resource Planning Recruitment and Selection Training and Development Performance Management.

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Human Resource Management

PAD214 PUBLIC PERSONNEL ADMINISTRATION

Introduction to Human Resource Management.

HR Planning & HRIS. HR Planning The process of systematically reviewing HR requirements to ensure that the required number of employees, with the required.

McGraw-Hill/Irwin © 2005 The McGraw-Hill Companies, Inc. All rights reserved Chapter Introduction to Employee Training and Development.

> > > > Human Resource Management. 1)Providing qualified, well-trained employees for the organization. 2)Maximizing employee effectiveness in the organization.

Human Resource Management – MGT - 501

1 Management Consultancy People Scope. 2 Management Consultancy Our ROLE involves working with organizations in all sectors to improve their performance.

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Functions of HRM Conducting job analyses (determining the nature of each employee's job) Planning labor needs and recruiting job candidates Selecting job.

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Human resource management PowerPoint Presentation Templates and Google Slides

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This is a project human resource management inputs ppt powerpoint presentation pictures file formats. This is a three stage process. The stages in this process are planning, business, management, strategy, analysis.

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HR Presentation Slide Templates

Number of slides: 10

The Human Resources template enables your HR managers to outline the most important things regarding human resource processes and organization. The true potential of a business lies in its human resources which adds to the complexity of leading the company. With this template you can demonstrate the core functions of the human resource management. Also, you can show relationships between the senior managers and the work force.

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Venn diagram human resource slide.

A Venn diagram is used to show logical relationships between different and numerous data sets. For example, it can be applied to the hiring process of your company. Your company will have certain criteria that the right candidate should possess, such as experience, professional skills, and leadership qualities. All of the applicants who exhibit those characteristics have the potential to be the new employee.

Clustered Column Chart Human Resource Slide

The Clustered Column Charts is a graph that is used for comparison of certain data. The values are grouped into categories by using vertical bars. The data will use the same axis labels and can become really complex, depending on the amount of data. This template will enable you to better organize the data in your HR department and to highlight important values.

Meet the Team Human Resource Slide

It is important to always praise your employees and this slide is the right place to give them credits. Your team is the most valuable asset in the organization. You have plenty of space to name each team member, regardless of their responsibilities and field of expertise. Also, the slide is quite visual and you will be able to leave a lasting impression on your audience.

With the HR template you will highlight the key values of the HR process and organization

You can demonstrate the core functions of the HR department and create a path for better organization of the human resources.

The Venn diagram is suitable for demonstrating the hiring process

By using the Venn diagram, you will be able to successfully select the right candidate.

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The visual slides will contribute for a better understanding of the data.

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Human Resource Management Training Slides

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Human Resource Management Training Presentation

Free google slides theme, powerpoint template, and canva presentation template.

Looking to jazz up your HR training sessions? Check out our latest PowerPoint and Google Slides template, perfect for HR pros ready to level up their game. With its eye-catching green and pink illustrative design, it’s a game-changer for delivering engaging and informative training. Whether you’re onboarding newbies or polishing up the pros, this slideshow template is your go-to for making HR concepts stick. Grab it now and transform your next HR training into an unforgettable experience!

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What Is Human Resource Management? Definition + Career Guide

Learn about human resource management roles, responsibilities, salary, and how to get started in this field.

Human resource management , or HRM, involves coordinating, managing, and allocating human capital , or employees, in ways that move an organization’s goals forward. HRM focuses on investing in employees, ensuring their safety, and managing all aspects of staffing from hiring to compensation and development. 

HRM careers may specialize in compensation , training , or managing employees . Most HRM professionals hold a bachelor’s degree and some go on to pursue a master's degree. HRM professionals at all levels can also earn professional certifications to help build knowledge and increase earning potential. HRM’s goal is to build a company culture and carry out its mission and overall goals through the management of employees. 

Keep reading to learn more about a career in human resource management, or start learning now with these popular HR courses on Coursera:

University of Minnesota's Human Resource Management: HR for People Managers Specialization

HRCI's Human Resource Associate Professional Certificate

Macquarie University's Leading: Human Resource Management and Leadership Specialization

Definition of Human Resource Management (HRM) 

Human resource management is organizing, coordinating, and managing an organization's current employees to carry out an organization’s mission, vision, and goals. This includes recruiting, hiring, training, compensating, retaining, and motivating employees. 

HRM staff also develops and enforces policies and procedures that help ensure employee safety. The HRM team manages adherence to federal and state laws that may work to protect employees’ private information and ensure their physical safety and mental and emotional well-being. Organizations of varying sizes and industries rely on HRM to keep business running smoothly and efficiently. 

Learn more: What Is Human Resources? (Jobs, Areas, Skills, and More)

Purpose of human resource management (HRM)

The methodology behind HRM recognizes the value employees bring to an organization, also known as human capital. Investing in employees and strategically supporting their needs can improve employee satisfaction and employee motivation. Employees who are well trained, competent, valued, and supported by their employers will likely have the skills and incentive necessary to carry out the organization’s goals.

Let's look at the purpose behind HRM in more depth:

Develop employees' skills.

HRM aims to create a highly skilled workforce and boost confidence and competence so that employees are motivated to contribute. A human resource manager or department might provide:

Tuition reimbursement programs

On-the-job training

Mentorships within an organization

Career development programs to help employees explore their potential

Foster a productive workplace culture.

HRM has a strong focus on company culture and job satisfaction. Much of what motivates employees comes from the culture in which they work. Employee engagement programs can foster an inclusive and collaborative workplace culture. Although culture can be challenging to measure and quantify, it’s an important function of HRM to retain and recruit employees. 

Protect employees.

HRM also protects employees. Human resource (HR) professionals manage legal documents, policies, and regulations, identify what applies to their organization, and find effective ways to educate employees and enforce company policy. HRM aims to be an ally or partner to employees. HRM emphasizes employee development while protecting employees from discrimination, workplace hazards, and unfair compensation. 

Basic elements of Human Resource Management (HRM)

The human resource management field includes recruiting new hires, evaluating employee performance, ensuring fair compensation and benefits, training employees and supporting education and development, and protecting the health and safety of all employees. These are critical cornerstones of the work of HRM professionals. From crafting a job posting to providing continuing education options, HRM functions at all stages of an employee's journey with an organization. To be an effective HRM professional, you will need a mix of personal and technical skills like recruitment strategies, creating compensation plans, and communication and team building. 

Recruitment 

An effective recruitment process is at the foundation of HRM. If you can recruit good talent, you can build on their skills and invest in employees for years to come as they add value to the organization. Equally important is company culture. You want employees that add to the culture of the organization. Some common recruiting tools HRM may use include job aggregators like Indeed or SimplyHired, video interviewing, or even social media sites like LinkedIn. 

Related course: Recruiting, Hiring, and Onboarding Employees from University of Minnesota

Evaluation and performance management  

HRM uses data to track employee performance to ensure a highly trained and capable workforce. The data compiled can also be used to change staff training methods, implement a merit-based system for raises, and more. HRM professionals use formal measures like performance reviews and informal methods like interviews or surveys. 

Related course: Managing Employee Performance from University of Minnesota

Compensation 

Compensation can mean salary, commission, benefits, time off, and other non-monetary benefits. HRM looks to the industry standard to set salary rates, commission rates, and benefits. This ensures fairness and allows for a consistent company standard. Some organizations may use performance reviews to adjust an employee’s salary, among other measures. 

Related course: Compensation and Benefits from HRCI

Employee development and learning 

Engaged employees are effective employees. HRM understands the importance of a workforce that is challenged but also supported. Most employees want opportunities for advancement and to feel competent and valued in what they bring to an organization. Part of HRM is providing these learning opportunities to employees. This might include tuition reimbursement programs, on-the-job training options, conferences, conventions, or certification programs. Aside from individual learning, HRM can also use employee development and learning to help employees adapt to organizational changes, such as system upgrades, technology shifts, and new policies. 

Related course: Learning and Development from HRCI

Employee health and safety

The safety and well-being of an organization’s employees are critically important aspects of HRM. Employee health and safety covers a lot, such as safety against harassment, discrimination, or bullying in the workplace. It can mean physical safety that would involve building fire code compliance. It can also mean adherence to labor laws that protect an employee's rights in the workplace. Safety in the workplace means cybersecurity or safeguarding an employee’s personal information. A lot goes into protecting all aspects of employees’ health and safety, and it is the job of HRM professionals to ensure that protection. A few ways HRM professionals may go about this is by installing security cameras, enforcing internet usage rules, implementing a zero-tolerance policy, or creating restricted access areas.

Related course: Compliance and Risk Management from HRCI

Careers in human resource management (HRM)

You can find many different careers in HRM , with varying points of entry into this field. Most positions in HRM require at least a bachelor’s degree in human resources or a related field. You can also earn certifications to help you find the best position within the vast field of HRM. HRM professionals have important jobs that can be both rewarding and fulfilling. According to the US Bureau of Labor Statistics (BLS), the human resources management field is expected to grow 7 percent from 2021-2031, or about 12,600 new jobs, on par with the national average [ 1 ]. The BLS cites an average annual US salary of $126,230 as of 2021. Read on to explore specific roles, salaries, and job descriptions.   

*All US salary averages are sourced from Glassdoor, July 2023, and include base pay and additional compensation.

Payroll specialist

Salary: $50,730 

Payroll specialists gather employee information, ensure its accuracy, and administer compensation based on hours worked. This role usually works with a team of other payroll specialists and other departments to approve expenses, manage budgets, and process payroll. A degree in accounting or experience in payroll or accounting is common. 

Training and development manager 

Salary: $88,431 

A training and development manager, who may also be called a training coordinator, oversees employment training and implements training initiatives to build employee competence. Other responsibilities of this role may include communicating an organization's mission statement or company values and creating training programs. Training coordinators typically hold a bachelor’s degree and relevant certifications, and have experience in HR.

Human resources manager 

Salary: $79,987 

An HR manager oversees an entire HR department or portion of an HR department, depending on the company’s size. This role manages the hiring of staff, implementing policies, overseeing payroll and benefits, and advising managers or other supervisors from other departments. Qualifications typically include a bachelor’s degree in human resources or a related field, experience in HR, and possibly certifications. 

Benefits manager 

Salary: $114,196

Benefits managers oversee the payroll department, ensuring all functions related to compensation and benefits are carried out and accurate. This job ensures employees are paid based on an organization’s pay structure, and benefits are granted per employee contracts. As a benefits and compensation manager, you also meet with other departments to discuss financial matters. Qualifications typically include a bachelor’s degree in accounting or related field, experience in payroll or management, and possibly certifications depending on your employer. 

Learn more: HR Entry-Level Job Guide: Jobs, Salaries, and Strategies to Get Hired

Who's hiring?

Glassdoor reports that the top-rated companies, with more than 10,000 employers, that are hiring HR managers include Intuit, NVIDIA, ServiceNow, TaskUs, the Church of Jesus Christ of Latter Day Saints, and NASA [ 3 ].

How to get started in human resources management

There are different options for launching a career in human resources management. They often include a combination of education, experience, certification, and networking. Read on to discover ways you can begin preparing for a career in HRM. 

Consider degree opportunities.  

Sixty-seven percent of HRM professionals hold a bachelor’s degree in human resources, business, psychology, or a related field, and 14 percent have a master’s [ 2 ]. Common HR degree coursework includes workplace diversity, business ethics, labor relations, strategic HR, and workforce planning. Some programs may also require internship experience. 

As you gain an HR education, be sure to build important skills like performance management, customer service , payroll processing, communication , leadership, and organization. In addition, familiarize yourself with popular HR software programs like ADP Workforce Now , Bamboo HR , and Workday .

Read more: What Can I Expect from a Human Resources Degree?

Gain HR experience.

You can stand out as an HRM job candidate with some experience in the HR field. There are opportunities to gain experience at all levels, whether you’re a new graduate or a seasoned professional.  One way to get experience is through internships and entry-level positions such as human resources assistant or associate. In these entry-level roles, you’ll assist in the major duties of HR and build experience to move forward. Joining professional organizations and attending networking opportunities like conferences and conventions is another way to gain experience, knowledge, and connections in HRM. 

Read more: How to Use LinkedIn: A Guide to Online Networking

Earn professional certifications. 

Consider professional certification to improve your chances of getting hired into an upper-level or senior-level position in HRM. Your human resource management salary may also be positively affected if you gain certifications. There are many professional certification options offered by national HR and business organizations. Choose the one that fits your long-term career goals and eligibility. Select from certifications specifically designed for individuals new to HR up to senior-level employees. 

HR Certification Institute offers eight different certifications. The Associate Professional in Human Resources does not require any educational prerequisites, and you do not need any prior experience in HR to be eligible. This certification is ideal for entry-level candidates who want to advance in HRM. Its professional and senior certifications have both educational and experience requirements and would be suitable for someone who has already worked in HR. International and global options are available for anyone who works with companies outside of the US. 

Society for Human Resource Management (SHRM) offers two different certifications for HRM professionals. These are the SHRM Certified Professional (SHRM-CP) and the SHRM Senior Certified Professional (SHRM-SCP). You don’t need previous experience in HR, and there are no educational requirements for the SHRM-CP. The SHRM-SCP does have requirements for both experience and education. 

WorldatWork provides certifications specifically designed for individuals who work in payroll or benefits. Any HR professional could benefit from these certifications, as most HRM professionals handle finances, payroll, and budgets. You can earn a Certified Compensation Professional (CCP) certification, Certified Executive Compensation Professional (CECP) certification, Certified Benefits Professional (CBP) certification, and more.

Apply for HRM positions. 

Once you’ve honed the skills you’ll need to work in HRM and acquired any certifications or training, it’s time to polish your resume and apply for positions in HRM. Work on your resume as you go, gathering personal and professional references. Join professional organizations, take online courses, and attend conferences—all of which would be included on your resume and illustrate your dedication and drive.

Read more: 10 Ways to Enhance Your Resume 

When you prepare your resume, include credentials, all related previous professional experience, internships, your education, professional organizations of which you’re a member,  achievements, qualifications, and skills relevant to HRM. One important tip, especially for HR resumes: Optimize your resume with targeted keywords that could be picked up by applicant tracking systems (ATS) , which you will also likely use in your career as an HRM professional. 

Explore human resource management with Coursera

Taking online courses can be a great way to enhance your performance in your current role and prepare for career advancement. Consider taking one of Coursera's top-rated courses in HR:

To learn a data-driven approach to managing people, take the University of Pennsylvania's People Analytics course. This course takes about eight hours to complete and covers staffing, talent management, and more. It's part of the Business Analytics specialization.

To delve deeper into HRM, sign up for the University of Minnesota's Human Resource Management: HR for People Managers Specialization . This five-course program takes about two months to complete and covers such processes as recruiting, managing performance, and managing compensation.

To delve deeper into leading teams, creating culture, and strategizing business growth, consider the Strategic Leadership and Management Specialization . This seven-course program takes about two months to complete and can count towards a degree or graduate certificate from the University of Illinois.

Article sources

US Bureau of Labor Statistics. “ Occupational Outlook Handbook: Human Resources Managers , https://www.bls.gov/ooh/management/human-resources-managers.htm.” Accessed July 13, 2023. 

Zippia. “ Human Resources Manager Education Requirements , https://www.zippia.com/human-resources-manager-jobs/education/.” Accessed July 13, 2023.

Glassdoor. " Company ratings by category , https://www.glassdoor.com/Explore/browse-companies.htm?overall_rating_low=4.5&page=1&occ=Hr%20Manager&filterType=RATING_OVERALL." Accessed July 27, 2023.

Keep reading

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Editorial Team

Coursera’s editorial team is comprised of highly experienced professional editors, writers, and fact...

This content has been made available for informational purposes only. Learners are advised to conduct additional research to ensure that courses and other credentials pursued meet their personal, professional, and financial goals.

Free Human Resources PowerPoint Templates

Free Dashboard PowerPoint Template

Free Dashboard PowerPoint Template is a versatile and dynamic presentation template specifically designed for professionals seeking to create compelling presentations on Data Analysis and Market Analysis. This sleek and modern template will enable you to present complex data in an easily digestible and visually appealing manner, ensuring that your audience remains engaged and informed. This …

Free Human Resource PPT slides help focus on providing extrinsic, as well as intrinsic motivators to help groom the employees. Job Interview and Blue Manager are among the template designs included under this tag.

Download Human Resources PowerPoint slides in .pptx format, and use them to help the company grow by participating in recruitment, training and other pivotal processes.

Free Job Interview PowerPoint Template

Free Workman PowerPoint Template

Announcement PowerPoint Template

Recruitment PowerPoint Template

Free Team Collaboration PowerPoint Template

Free Worker PowerPoint Template

Free Typing in Computer PowerPoint Template

Human Resource PowerPoint Template

Business Team PowerPoint Template

Free Human Resources PowerPoint templates are designed to support various HR functions within an organization. These slide templates on HR, which can be downloaded in .pptx format, are practical tools for presenting HR-related information in a professional and engaging manner.

The primary use of these Human Resources PowerPoint templates is to aid HR professionals in their daily tasks and presentations. This may involve employee management, recruitment, training, performance assessment, and talent development. The PPT templates contain a variety of slides that can help illustrate these processes, from organizational charts to talent management strategies, training calendars, and performance metrics.

HR teams can also use these Human Resources templates during recruitment drives and job interview presentations . Slides may showcase the company culture, job requirements, interview processes, or onboarding and offboarding procedures, thereby providing prospective employees with a clear understanding of what they can expect from the company.

Furthermore, these PowerPoint templates can serve as a valuable resource for job seekers and candidates preparing for job interviews. Combined with 30 60 90 day plan templates , they can use these slide templates to create presentations that highlight their skills, experiences, and career objectives. Slides can include personal introductions (how to introduce yourself) or even for team introductions , career summaries, skills matrices, and other relevant data that can improve their chances of success during job interviews.

With a wide variety of designs, these Human Resources PowerPoint templates can cater to different presentation needs. Job Interview and Blue Manager PowerPoint template are just a few examples of the slide templates you might find under this category. These designs focus on providing both extrinsic and intrinsic motivators that can aid in employee development and growth.

The presentation templates are not just visually appealing; they are also customizable to meet specific requirements. HR professionals can easily modify text, images, infographics, colors, and other elements to suit their organization’s brand identity and presentation needs. The flexibility of these PPT templates for PowerPoint & Google Slides allows them to be used across various HR scenarios, making them an essential tool in any HR department’s arsenal.

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HR Presentation Templates For PowerPoint & Google Slides

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Animated 30 60 90 Day Plan New Manager Detailed PowerPoint Template

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30 60 90 Day Plan HR PowerPoint Template

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What are human resource templates.

Human resources ppt templates are a collection of pre-designed  100% editable PowerPoint slides  created explicitly for HR professionals to help them effectively communicate their HR strategy, ideas, and initiatives. These templates usually include various HR-related themes such as recruitment, training and development, employee engagement, performance management, etc. They come with professionally designed graphics,  presentation icons , and images that easily match an organization’s branding or personal preferences. Free HR templates are perfect for creating impressive and visually appealing presentations that can help HR professionals convey essential information to their audience engagingly and clearly.

What Are The Various HR Topics For Presentation?

Several HR Topics For Presentation are usable for  creating attractive business presentations . Some of the most common ones include:

• Recruitment and Selection:  This topic covers organizations’ methods and strategies to attract, identify, and select the most qualified candidates for a job.
• Onboarding and Orientation:  This topic covers integrating new employees into the organization and familiarizing them with its culture, policies, and procedures.
• Employee Engagement:  This topic covers the strategies and techniques used to motivate and engage employees, improve their job satisfaction, and foster a positive work environment.
• Performance Management:  This topic covers setting goals, monitoring performance, providing feedback, and improving performance to achieve organizational objectives.
• Employee Training and Development:  This topic covers the methods and strategies used to enhance employee skills and knowledge to meet the organization’s changing needs.
• Compensation and Benefits:  This topic covers how organizations attract, retain, and reward employees through various forms of compensation and benefits.
• Diversity and Inclusion:  This topic includes  strategic initiative templates  used to promote diversity and inclusion in the workplace, including the recruitment of diverse talent, creating an inclusive culture, and managing diversity-related issues.

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Presentation Topics for Human Resource Management

Published by admin on december 20, 2019.

Below is the list of Presentation Topics for Human Resource Management (HRM) for MBA, MMS, PGDBM, BBA & other management students and professionals. This list of HRM presentation topics covers the latest, general and other innovative topics. These HR presentation topics are divided into two headings for convenience – Latest HR topics & all other HRM-related general topics.

Latest Human Resource Management Presentation Topics

360-degree appraisal

Table of Contents

720 degree of performance appraisal

Aliening HR Strategies with business growth

Competency Mapping

Counter Demand (Part of collective bargaining)

Creating a stress-free environment

Cross-cultural management/training

CSR and sustainable development

CSR enabled different community development model

CSR matters, CSR legislation and CSR reporting differences for publicly held companies

CSR trends, threat and opportunities

Culture of emotional ownership for organizational transformation

Customer-centric HR practices

Developing employees as a promotional tool

Developing Talent Pool

Dual career groups

E HRM: Boon or Bane

E Performance Management

E-recruitment

Employee Assistance Programs

Employee relations: a paradigm shift

Environmental Safeguards and CSR

Glass ceiling

Government regulations for CSR

Harassment in the Workplace: Combat Strategies

Harassment of women at the workplace

HCM (Human Capital Management)

Headhunting

Hiring considerations in BPO firms

HR as a strategic partner

HRM in boardroom

HRM Presentation Topics

Human Resource management in changing environment

Impact of Globalization/Internationalization on HRM

Innovative employee engagement practices

International Human Resource Management

Issues and challenges faced by CSR in community development

Issues and challenges of managing a global workforce

Knowledge management in IT organizations

Labour welfare and social society security measures

Mentoring and coaching for business excellence

NGOs and CSR

Outbound training

Paperless office

Performance counselling

Performance Management System

Perspectives of Human Resource Management

The risk associated with Human Resource Investment

Role of academicians in CSR

Role of HR as a change agent

Role of social media in Recruitment

Separation management – the role of HR

Significance of Human Resource Planning in changing environment

Socio-cultural dimensions and CSR

Softwares used in HRM

Sticking point (Part of collective bargaining)

Talent Management

Training in a new era of business

Trends in top-level executive compensation

Whistle Blowing Policy

Work-life balancing

Alphabetical List of all HRM topics

Absenteeism

Balance Scorecard

Career Planning

Change Management

Collective Bargaining

Compensation Management

Emerging horizons in HR

Emotional Intelligence

Emotional Quotient

Employee as a competitive advantage

Employee Turnover

ESI (Employee State Insurance)

Evaluation of training

Exit Interview

Exit Policy

Expectations management

Flexi Timings

Health and safety

HR – a thankless job in today’s business

HR Marketing and brand building

HR Six Sigma

HRM Vs. HRD

Human Capital Management

Human Resource Information System

Human Resource Investment

Human resource planning horizons

Industrial Safety

Job rotation

Job Satisfaction

Knowledge Management

Labour Welfare

Learning Organizations

Maintaining organizational culture

Maintaining the Workforce

Managing organizational climate

MPP (Manpower Planning)

Organization health management

Organizational Development

Outsourcing

Performance Appraisal

Performance-based training

Recruitment and selection

Rightsizing

Role of HR in Recruitment

Self-management group

Sensitivity Training

Six Sigma for Managers

Strategic HRM

Strategic HRM (SHRM)

Stress management

Succession Planning

Sustaining High-Performing Employees

Team building

Time Keeping

Training and Development

Training as a tool for retention

Transcultural organizations

Virtual organization

Wage Administration

Woman as a workforce

Work-family culture

Workman Compensation

This is all about latest & general Human Resource Management presentation topics useful for students studying in MBA, MMM, PGDM, MMS & other management courses.

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USDA Invests Nearly $4.1 Million in Risk Management Education for Farmers, Including Underserved and Organic Producers

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WASHINGTON, August 8, 2024 – The U.S. Department of Agriculture (USDA) today announced it is awarding nearly   $4.1 million to organizations and outreach efforts to educate underserved, small-scale, and organic producers on farm risk management and climate-smart farm practices. The funding from USDA’s Risk Management Agency (RMA) provides assistance through its Risk Management Education Partnerships for organizations, such as nonprofits and land grant universities, to develop training and resources for producers about risk management options.  

“This funding and these partnerships are key to the success of our outreach and education efforts in communities that historically have not had access to training about risk management options. Our Risk Management Education Partnerships are part of USDA’s broader efforts to ensure equity and access to programs,” said RMA Administrator Marcia Bunger during a virtual event announcing the 2024 recipients. “We need to work with growers, and livestock producers to provide them with the training and resources about risk management options and how to apply them to their farming businesses, and these partnerships will help us do just that.” 

This nearly $4.1 million investment builds on the $13 million that RMA has already provided in partnerships since 2021. RMA advertised available funding in January 2024 and reviewed 41 applications. 

This year’s partnership projects will reach every state in the nation, including eight state-specific, four regional, and three national programs. Out of the 15 organizations receiving funding, six are new partners and nine are current or former partners, including non-profits and university extensions, among others. 

One of the 2024 awardees, Right Risk, LLC, a non-profit group dedicated to providing top notch risk management education will continue their outreach work. “The funding we’ve received through our Risk Management Education partnership will allow us to continue outreach to Alaskan producers,” said Jeff Tranel, Owner and Chief Financial Officer for Right Risk, LLC. “We use on-site trainings, recorded presentations, newsletters, one-on-one coaching, printed materials, and the Right Risk Alaska-specific website to educate producers in Alaska about risk management options.” 

The 2024 awardee organizations and their projects include:  

• Cross Over Community Development – Provides comprehensive educational sessions on production, marketing, financial, legal and human risks geared to small-scale immigrant farmers. 
• Georgia Organics – Offers outreach and educational programing to organic and underserved farmers in Georgia about risk management options, business strategies and record keeping.  
• Napa Valley Grapegrowers – Provides risk management education to 500 Napa wine grape producers on: climate smart agriculture, organic and specialty crop farming, Crop Insurance 101 and water conservation.  
• Oregon Tilth – Increases awareness, understanding, and use of crop insurance and risk management tools by organic producers and those transitioning to organic production.  
• Northeast Organic Farming Association – Supports Vermont farmers by increasing their knowledge of climate-smart agriculture, risk management tools and crop insurance. 
• Right Risk, LLC – Develops multi-faceted approach to assist Alaskan producers understand and implement crop insurance and risk management strategies to improve their opportunities for success.  
• Rural South Institute – Builds resilient farm operations through increased participation in crop insurance and adoption of value-added and climate-smart agricultural practices.  
• University of Arkansas – Delivers workshops that support young Native American beginning farmers and ranchers by equipping them with culturally appropriate risk mitigation strategies focused on climate resilience and strengthening local Tribal food economies.  
• University of Arkansas, Division of Agriculture – Provides online and in-person Train-the-Trainer workshops, including all 1890 Land Grant Institutions on the fundamentals of federal crop insurance.   
• University of Connecticut –  Delivers program designed to mitigate financial and production risks through on-farm tours, online classes and a crop insurance decision application tool for producers.  
• University of Maine – Educates farmers about mitigating risks due to climate events, pest outbreaks, market changes and poor business skills through increased awareness and understanding of federal crop insurance programs. 
• University of Nevada, Reno – Assists producers understanding of existing and emerging federal crop/livestock insurance programs in Nevada and throughout the West while focusing on local and regional food systems.  
• RMA Southeast Ambassador – designed to strengthen the agency’s outreach, engagement, and impact within the agricultural community by creating channels for two-way communication and feedback, ensuring programs meet the needs of underserved agricultural communities in 13 states in the Southeast region.  
• Tribal Ambassador – designed to strengthen the agency’s outreach, engagement, and impact to better meet the unique agricultural needs of farmers and ranchers within Tribal communities.
• Navigator Learning Platform – partnership with Custom Ag Solutions to strengthen technical assistance to underserved producers by training specialists tasked with providing outreach and technical assistance on key topics related to crop insurance.  

More Information

Crop insurance is sold and delivered solely through private crop insurance agents. A list of crop insurance agents is available at all USDA Service Centers and online at the  RMA Agent Locator . Learn more about crop insurance and the modern farm safety net at  rma.usda.gov or by contacting your  RMA Regional Office . 

USDA touches the lives of all Americans each day in so many positive ways. Under the Biden-Harris administration, USDA is transforming America’s food system with a greater focus on more resilient local and regional food production, fairer markets for all producers, ensuring access to safe, healthy and nutritious food in all communities, building new markets and streams of income for farmers and producers using climate smart food and forestry practices, making historic investments in infrastructure and clean energy capabilities in rural America, and committing to equity across the Department by removing systemic barriers and building a workforce more representative of America. To learn more, visit  usda.gov .  

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                                       USDA is an equal opportunity provider, employer and lender.

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Human Resource management

Jul 10, 2014

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Human Resource management. - I. Arul Edison Anthony Raj, MBA, M.Phil., PGDIB , ADHRM(UK). Assistant Professor E.G.S. Pillay Engineering College, Nagapattinam. PERSPECTIVES IN HUMAN RESOURCE MANAGEMENT. INTRODUCTION.

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Human Resource management - I. Arul Edison Anthony Raj, MBA, M.Phil., PGDIB, ADHRM(UK). Assistant Professor E.G.S. Pillay Engineering College, Nagapattinam. PERSPECTIVES IN HUMAN RESOURCE MANAGEMENT

INTRODUCTION • Human Resource Management (HRM) is the utilization of a firm’s human resources to achieve organizational objectives. • HRM is the most happening function as of now. This is so because people offer competitive advantage to a firm & managing people is the domain of HRM. • HRM is a broad concept. Personnel Management (PM) & Human Resource Development (HRD) are a part of HRM.

Meaning of HRM • Human Resource Management means employing people, developing their resource utilizing, maintaining and compensating their services in tune with the job and organizational requirements with a view to contribute to the goals of the organization, individual and the society.

Definition of HRM • According to Pulapa Subba Rao define,human resource management (HRM) is a managing (planning, organizing, directing & controlling) the functions of employing, developing, compensating the utilizing human resources, resulting in the creation and development of human and industrial relations which would shape the future policies and practices of human resource management, with a view to contribute proportionately to the organizational, individual and social goals.

Evolution and Growth of HRM • The history of development of HR management in India is comparatively of recent origin. • But “Kautilya” had dealt with some of the important aspects of HRM in his “Arthasastra”, written in 400 B.C. • Government in those days adapted the techniques of HRM as suggested by “Kautilya”. • In its modern sense, it has development only since independence.

Cont., • Though the importance of labour officers was recognized as early as 1929, the appointment of officers to solve labour & welfare problems gained momentum only after the enactment of Factories Act of 1948. • Under Section 49 of the Act required the appointment of Welfare Officers in companies employing more than 500 workers.

Cont., • At the beginning, Government was concerned only with limited aspects of labour welfare. The earliest labour legislation in India dealt with certain aspects of Indian Labourers (Regulation of Recruitment, Forwarding and Employment) sent to various British colonies in 1830s.

Functions of HRM Functions of HRM Managerial Functions Operative Functions Planning Staffing / Employment Organizing Human Resources Directing Development Controlling Compensation & Benefits Safety and Health Employee & Labour Relations Recent Trends in HRM

Cont., • Managerial Functions • Planning: (It is a predetermined course of action), in involves planning of human resources, requirements, recruitment, selection, training etc. • Organizing: (It is essential to carry out the determined course of action). • Directing: The next logical function after completing planning and organizing is the execution of the plan. • Controlling: After planning, organizing & directing various activities of Personnel Management.

Cont., • Operative Functions • Staffing/Employment: The process through which an organization ensures that it always has the proper number of employees with the appropriate skills in the right jobs at the right time to achieve the organization’s objective. • Job Analysis • Human Resource Planning • Recruitment • Selection • Placement • Induction and Orientation

Cont., • Human Resources Development: A major HRM functions that consists not only of T&D but also individual career planning and development activities and performance appraisal. • Performance Appraisal • Training & Development • Management Development • Career Planning & Development • Internal Mobility (It consists of transfer, promotion & demotion) • Retention & Retrenchment Management • Change and Organization Development.

Cont., • Compensation and Benefits: It is the process of providing adequate, equitable and fair remuneration to the employees. • Job Evaluation • Wages and Salary • Incentives • Bonus • Fringe Benefits • Social Security Measures (Non – financial rewards)

Cont., • Safety and Health: Safety involves protecting from injuries caused by work – related accidents. Health refers to the employees’ freedom from physical or emotional illness.

Cont., • Employee and Labour Relations: Practicing various human resources policies and programmes like employment, development and compensation and interaction among employees create a sense of relationship between the individual worker and management, among workers and trade unions and the management.

Cont., • Recent Trends in HRM: Human Resources Management has been advancing at a fast rate. The recent trends in HRM includes: • Quality of work life • Total quality in human resources • HR accounting, audit and research and • Recent techniques of HRM

Objectives of HRM

Cont., • The societal objectives of HRM seek to ensure that the organization becomes socially responsive. • The organizational objectives make sure that HRM is not a standalone department, but rather a means to assist the organization reach its primary objectives. • Functional objectives remind the HRM that it has only functional value and should not become too expensive at the cost of the organization it serves. • Personal objectives assist employees in achieving their personal goals.

Human Resource Manager • An individual who normally acts in an advisory or staff capacity, working with other managers regarding human resource matters. • The human resource manager was primarily responsible for coordinating the management of human resources to help the organization achieve its goals.

Line Manager • Individuals directly involved in accomplishing the primary purpose of the organization. • There was a shared responsibility between line manager & HR professionals. • Often the line manager goes to HR for guidance in topics such as promotion, hiring, discipline, or discharge. • Line managers often perform many of the staffing functions previously accomplished by HR, such as interviewing. • Line manager must know how to deal effectively with the union.

Role of HR Manager • Human Resource Manager plays a vital role in the modern organization. He plays various strategic roles at different levels in the organization. • The role of the HR manager includes; • The Conscience Role • The Counselor • The Mediator • The Spokesman • The Problem-solver • The Change Agent

Cont., • The HR managers must exercise control very tactfully in order to win the confidence and co-operation of all line managers • They have to persuade line managers to work with staff specialists and not against them. • The authority of the HR manager should derive from concrete HR policies & programmes and from the advantages and results of accepted specialized knowledge.

Cont., • As a Source of Help: In certain situations (when line managers lack skill or knowledge in dealing with employee problems), experienced HR managers assume line responsibility for HR matters.

Cont., • As a Change Agent: HR Manager should work as an enabler and change agent regarding HR areas and he should be familiar with different disciplines like management, technology, sociology, psychology and organizational behavior as organizational adaptability, viability & development are dependent on human resource development.

Qualifications and Qualities of HR Manager • The functions of HR management vary from org., to org., both in nature & degree. So the qualifications required of a HR manager differ from org., to org., depending on its nature, size, location etc.

Cont., • Intelligence: this includes skills to communicate, articulate, moderate, understand, tact in dealing with people intelligently, etc. • Educational Skills: HR manager should possess learning & teaching skill as he has to learn and teach employees about org., growth. • Discriminating Skills: He should have the ability to discriminate between right and wrong.

Cont., • Executing Skills: He / She is expected to execute the management’s decisions regarding personnel issues with speed, accuracy and objectivity. • Experience and Training: Previous experience is undoubtedly and advantage provided the experience was in an appropriate environment and in the same area.

Cont., • Professional Attitudes: Finally, professional attitude is more necessary particularly in the Indian context. • Qualification: Qualifications prescribed for the post of HR manager vary from industry to industry and from State to State. However, the qualification prescribed by various org., include MBA with HRM Specialization, M.H.R.M, M.A.(IR&PM), M.P.M & P.G.D.P.M.

Computer applications in HRM • Computer technology enables organizations to combine human resource information into a single database. This database is often referred to as a human resource information system (HRIS)

Human Resource Information System (HRIS) • A human resource information system (HRIS) is an integrated system designed to provide information used in HR decision making.

Definition for HRIS • An HRIS may be defined as the system used to acquire, store, manipulate, analyze, retrieve, and distribute pertinent information regarding and organization’s human resource.

Why does an Org., need HRIS? • An org., grow in size, the maintenance & use of emp., information becomes more & more difficult. • A second reason for the increase in HRISs is the rapid reduction in the cost of computing. • A third reason for the growth in HRISs is the need to produce reports & monitor information on employees in order to comply with legal requirements. • Finally, as competition has increased, org., have realized that managing their human resource is an important as managing their financial & raw material resources.

Objective of HRIS • To acquire, store, manipulate, analyze, retrieve, and distribute the information of human resource. • To facilitate HR decision-making in the following areas: • Man-power planning • Recruitment & selection • Employment, including promotion, transfer, etc. • Education & training • To provide relevant information on employees to government agencies as part of the legal requirements.

Uses of HRIS

Problems in developing an HRIS • HRIS may be expensive • Threatening & inconvenient to those who are not comfortable with computers. • Employee privacy

Computer application in HRM • Computer applications in strategic HRM an HR Planning. • Computer application in Job Analysis • Computer application in Recruitment • Computer application in Selection. • Computer application in HRD & Career Planning

Cont., • Computer application in Performance Appraisal • Computer application in Compensation & Benefits • Computer application in Health & Safety • Computer application in Labour Relations • Future applications of Computer in HRM

Human Resource Accounting • Human resource accounting is the process of identifying and measuring data about human resources and communicating this information of interested parties. • It deals with investments in people and with economic results of those investments.

Definition for HR Accounting • According to Stephen Knauf defined HRA as “the measurement and quantification of human organizational inputs, such as recruiting, training, experience and commitment.” • Eric Flamholtz explained human resource accounting as accounting for people as organization resources. It is the measurement of the cost and value of people for the organization.

Human Resource Audit • An audit is a review and verification of completed transactions to see whether they represent a true state of affairs of the business or not. • Human Resource (HR) Audit refers to an examination & evaluation of policies, procedures & practices to determine the effectiveness and efficiency of HRM.

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