In Part 2 of the TM Modernization Project, you will create a presentation using PowerPoint for an internal HR group addressing the Hiring Maturity Curve, recognizing employee value, and the importance of employee motivation, engagement, and culture.
Instructions
Use your insight from an expanding organization you are familiar with or wish to learn more about, as your basis for evaluation. Consider this a major presentation that will call upon HR professionals to make practical and procedural changes. Your goal is to change the recruiting and hiring culture for lasting organizational impact.
Evaluate the following and include your findings in a 10-slide PowerPoint presentation.
Discuss where the organization is currently regarding the Hiring Maturity Curve.
List several indicators leading you to this conclusion.
Describe how the organization might improve their hiring processes to advance within the Higher Maturity Curve.
Recommend a minimum of four reasonable and logical actions.
Explain why innovative changes to the current Employee Value Proposition (EVP) and Employee Lifetime Value approaches may lead to higher employee loyalty.
Include insight into what positive and negative trends should TM and organizational management look for, over time, as employees move up within the organization.
Recommend at least five radical (drastic) or incremental (process-driven) changes to current onboarding procedures that you believe will lead to lower initial turnover, higher employee engagement, and lasting organizational impact.
Prescribe at least four real-life examples of what contemporary employee engagement opportunities might look like for both new employees and existing employees.
Suggest programs to improve overall employee engagement across all employees (for example, [mentorship] might assigning an experienced employee to become a mentor to a new employee offer engagement opportunity for both employees?).
Recommend five points of emphasis an internal group of HR professionals could implement that would effectively encourage better hiring practices, instill a better sense of employee value, and improve overall employee onboarding experience and engagement.
The five points of emphasis can reiterate points you have made previously in the presentation and/or can be philosophical in nature.
Present five points you would like your presentation audience to implement for overall recruiting and hiring that will cause a positive lasting organizational impact.
Develop the PowerPoint presentation with a minimum of 10 slides.
Include the speaker’s notes for each slide.
Speaker’s notes should adequately explain, expand, and express your main points for each slide.
Include correct in-text citations and any other supporting or SWS formatting protocols.
Include a cover page slide and a source page slide, they will not count toward the minimum 10 slides of content.
Provide a minimum of 3 quality academic resources.
Full Answer Section
- Supporting Indicators:
- [Specific indicators, e.g., high turnover rate, inconsistent hiring processes, lack of data-driven insights]
- [Specific examples of challenges or successes]
Slide 3: Advancing to Higher Maturity
Strategies for Improvement
To advance to a higher stage of maturity, we should consider the following strategies:
- Data-Driven Hiring:
- Implement a robust applicant tracking system (ATS) to collect and analyze data.
- Use data to identify top performers and predict future success.
- Enhanced Candidate Experience:
- Streamline the application process to reduce time-to-hire.
- Provide timely feedback to candidates.
- Create a positive and engaging candidate experience.
- Strategic Workforce Planning:
- Anticipate future talent needs and develop a strategic plan.
- Identify skill gaps and invest in training and development.
- Employer Branding:
- Build a strong employer brand to attract top talent.
- Highlight company culture, values, and employee experiences.
Slide 4: Elevating Employee Value Proposition (EVP)
Redefining the Employee Experience
To foster higher employee loyalty, we should focus on:
- Meaningful Work: Provide opportunities for employees to contribute to meaningful projects.
- Career Development: Invest in employee development and offer clear career paths.
- Work-Life Balance: Promote flexible work arrangements and supportive work-life policies.
- Recognition and Rewards: Recognize and reward employee contributions.
- Positive Company Culture: Create a positive and inclusive work environment.
Slide 5: Monitoring Employee Trends
Key Metrics to Track:
- Retention Rate: Monitor employee turnover rates.
- Employee Engagement: Measure employee satisfaction and motivation.
- Productivity: Track key performance indicators (KPIs) to assess productivity.
- Employee Net Promoter Score (eNPS): Gauge employee loyalty and advocacy.
Slide 6: Revolutionizing Onboarding
Innovative Approaches to Enhance Onboarding
- Personalized Onboarding Plans: Tailor onboarding experiences to individual needs and roles.
- Mentorship Programs: Assign experienced mentors to guide new hires.
- Social Onboarding: Facilitate social interactions to help new hires build relationships.
- Continuous Learning and Development: Provide ongoing training and development opportunities.
- Regular Check-ins: Conduct regular check-ins to address concerns and provide support.
Slide 7: Fostering Employee Engagement
Engaging Strategies for All Employees
- Employee Recognition Programs: Celebrate achievements and milestones.
- Social Events and Team-Building Activities: Foster camaraderie and teamwork.
- Wellness Programs: Promote employee well-being and work-life balance.
- Career Development Opportunities: Offer opportunities for growth and advancement.
- Employee Resource Groups (ERGs): Create inclusive spaces for employees to connect and support each other.
Slide 8: Five Key Points for HR Professionals
- Prioritize Employee Experience: Focus on creating a positive and engaging work environment.
- Invest in Data-Driven Insights: Use data to make informed decisions and improve hiring practices.
- Foster a Culture of Continuous Learning: Encourage ongoing learning and development.
- Embrace Diversity, Equity, and Inclusion: Create a diverse and inclusive workplace.
- Build Strong Relationships with Hiring Managers: Collaborate closely to ensure effective hiring.
Slide 9: Five Recommendations for Organizational Impact
- Implement a Robust Talent Acquisition Strategy: Attract and hire top talent.
- Invest in Employee Development: Provide opportunities for growth and advancement.
- Foster a Positive and Inclusive Culture: Create a welcoming and supportive work environment.
- Leverage Technology to Streamline Processes: Automate tasks and improve efficiency.
- Measure and Analyze Key Metrics: Track performance and make data-driven decisions.
Slide 10: References
[Include your references in APA format]
Speaker Notes:
- Slide 2: Explain the different stages of the Hiring Maturity Curve and provide real-world examples.
- Slide 3: Elaborate on each strategy, providing specific tactics and best practices.
- Slide 4: Discuss the importance of a strong EVP and how it can impact employee satisfaction and retention.
- Slide 5: Explain how tracking key metrics can help identify areas for improvement and measure the success of HR initiatives.
- Slide 6: Provide examples of successful onboarding programs and the benefits of a personalized approach.
- Slide 7: Discuss the importance of employee engagement and how to create a positive work culture.
- Slide 8: Emphasize the role of HR professionals in driving organizational success.
- Slide 9: Provide actionable recommendations for implementing these strategies.
Remember to adapt the presentation to your specific audience and organization. Use visuals, such as charts and graphs, to enhance your presentation.
Sample Answer
Presentation: Elevating Hiring and Onboarding for Lasting Impact
Slide 1: Title Slide
Title: Elevating Hiring and Onboarding: A Strategic Approach
Subtitle: Fostering a Culture of Excellence and Engagement
Your NameYour Title/PositionDate
Slide 2: Current State of Hiring Maturity
Assessing Our Current Position
- Identify Current Stage: Based on [Company's Name]'s current practices, we appear to be in the [Stage of Maturity, e.g., Reactive or Proactive] stage of the Hiring Maturity Curve.