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HR Function Awareness

Awareness of HR Function and Detail usage of Talent Acquisition

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22 views

HR Function Awareness

Awareness of HR Function and Detail usage of Talent Acquisition

Uploaded by

thura.mba99
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
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Major Function of HR

Talent Acquisition

• Manpower Planning
• the future needs of the organization. What kind of people does the
organization need, and how many?
• data-driven process to make sure that the organization has the
right people in the right place at the right time to achieve its
strategic goals.
Talent Acquisition
Manpower Planning Process
Talent Acquisition

Role and Profile Development


• A job profile is an essential document that highlights the skills, job
details and qualifications the firm looks for in a recruit.
• Identify the requirement and Understand the aim of hiring and
Create the job profile.
• Job Title
• Company information
• Job description
• Job requirements
• Job benefits
• Employment type
• Salary range
Talent Acquisition

Job Circulation
• Job circulation/ rotation is a human resources (HR) strategy that
involves moving employees between different jobs within an
organization on a regular basis.
• allow employees to learn new skills and experience
• can help companies adapt and learn continuously, making it easier
for them to pivot when needed.
• Circular HR can improve employee engagement, job satisfaction,
and retention rates by showing employees that the company is
invested in their long-term growth and well-being.
Talent Acquisition

Talent Sourcing
• the process of identifying, researching, generating, and networking
with potential job candidates in order to convert individuals into job
applicants
• non-applications into applicants.
• variety of sources, including LinkedIn and job boards
Talent Acquisition

Selection
• the process of choosing the right candidates to fill an organization's
jobs
• reduce attrition, increase productivity and even improve the
company’s bottom line.
• in-depth analysis of each candidate
• consuming and expensive
• Involves the creation of a contractual agreement between the
company and the successful candidate
• reduce absenteeism and even increase retention
Talent Acquisition

Compensation
• Compensation negotiation is the process of negotiating the amount
of pay, income, or other compensation with another party
• industry salary trends, your market value, and publicly available
salary information
• Prepare your case, organize your thoughts, and come up with a
range
• Be familiar with the job description and factor in your credentials
• why the company should invest more in you and explain the value
you would bring to the organization
• can negotiate about 5-10% above a salary offer. (40% max)
Talent Acquisition

Onboarding
• the process of introducing new employees to their company, its
people, and culture
• Create an onboarding timeline
• Induct your new employee
• Use onboarding checklists (
https://www.aihr.com/wp-content/uploads/Onboarding-Checklist-Tem
plate-For-Managers-Excel.png
)
Talent Acquisition

Maintaining Talent Pipeline


• proactive approach to recruiting that keeps a pool of qualified candidates
engaged with a company.
• A strong talent pipeline can help attract top talent and speed up the
hiring process.
• Focus on strengthening the pipeline during hiring freezes
• essential to clearly define the skills, qualifications, and characteristics you
seek in your ideal candidates
• positively influence the recruiting process
• opportunity to stand out from your competitors and attract potential
candidates.
• Passive candidates not be actively seeking new job opportunities but could
be valuable assets
Talent Acquisition

Market Benchmarking
• Market benchmarking, also known as competitive benchmarking, is a way
to measure a company's performance against other companies in the same
industry.
• HR benchmarking is the process of comparing an organization's HR
practices, policies, and programs against industry standards and best
practices.
• Salary benchmarking allows organizations to make a comparison of their
salaries offered and benefits provided within specific industries
• Increasing business impact
• Identifying trends
• Improve existing practices
• Assessing and enhancing employee experience and employee engagement

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