CHALLENGES FACED BY

HR MANAGERS
TEAM MEMBERS
 90.Mayuri Sahu
 112.Mohd Saqlain
 17.Soham Chaurasia
 106.Rudra Tailor
 99.Shruti Shelar
 82.Sakshi Prajapati
 81.Vidyarani Pawar
 88.Hardika Rathod
 98.Tanvi Shah
 92.Akanksha Salve
 INTRODUCTION
The recruitment and selection process is a dynamic, complex and an important part of human resource
management in organizations. All the more critically, those in charge of selecting the successful applicant ought
to have sufficient data whereupon to base their choices. Due to these characteristic features listed above, it has
caught the attention of both practitioners and researchers over the last century with e fforts for continuous
improvements and research for best practices in interview and selection processes being explored. There are
different dimensions and perspectives to study, analyze and understand the selection process. Some of which
are: Research to study the connection between the selected applicant and their performance rate on the job ,the
efficiency of making the selection decision with assistance from technology, improving the selection process by
training the interviewers, building recruitment strategies to increase the predictability of the right applicant,
applicants trying to fake their personalities and resumes to get selected in the interview process. While these
studies have contributed to the body of knowledge in understanding the selection process to greater depths, not
much research or practical headway has been made with regards to establishing a common measurable and
objective interview structure focusing on standardized constructs and consistent labelling. Nonetheless,
researchers have identified this knowledge gap.
 PLANNING

 Succession Planning
1. Helps to fill up vacancies
2. Recognition
3. Motivation & job Satisfaction
4. Availability of Right talents
 Promotion & Transfer
 Manpower planning
 SELECTION PROCESS

 Meaning
 Steps
 Barriers
 Effects of Bad Hire
 TRAINING

 Meaning Of Training & Development

 Training VS development
 Importance
 Methods of training
 Conclusion
 DIVERSITY AT WORKPLACE
 Diversity in the workplace means that a company has employees that vary by many different
characteristics.
 Most often when people refer to workplace diversity, they’re referring to a workplace that’s balanced
by race and gender. But diversity in the workplace can exist across many different variables, including
age, religion, cultural background, language, physical ability, sexuality, location, and more.
 A truly diverse workplace features a distribution of people that reflects greater society. This indicates
that the company doesn’t present any barriers to entry for individuals of any particular background.
 For example, a diverse company should have a relatively equal gender balance at both the staff and
leadership levels.
 Any worthwhile definition of workplace diversity also includes the notion of inclusion. Whereas
diversity is more of an objective measure of how different employees are from one another, inclusion
is about whether employees truly feel like they are accepted, their voices matter, and that they belong.
 BALANCE WITH WORK LIFE
 Balancing work and life assumes relevance when both Husband and wife are
employed.
 In India, working women now account for 15% of the total urban female population
of 150 million.
 Programmes aiming at work-life balance include:
1. Child care at or near the workplace
2. Job sharing
3. Sick leave policies
4. Flexible work timing
5. Care for sick children and employees.
 PERFORMANCE APPRAISAL

 Meaning & Definition

 Purpose
 Performance
 Factors that Impact
performance appraisal
 EMPLOYEE RETENTION

 Salary dissatisfaction
 Job opportunities are high
 Hiring the wrong candidates
 No job rotation
 Unrealistic expectations of
employees
 Case Study
 EXIT INTERVIEWS
 An exit interview is a conversation that happens between a company and the employee who has
decided to leave the business
 When an employee decides to leave your business its important for an manager to try to find out why
 The objective is to better understand why that employee has decided to resign in the hope that company
can improve how it works and prevent other employees from following the same suit
 If you want your best employees & attract even more then its crucial for an manager to ask and proving
them what might make them stay
 Questions that might be asked by an manager :-
a) what do need to improve as a company ?
b) did you feel properly supported by your manager ?
c) did you feel you received good learning and developing opportunities ?
d) what would it have taken to continue to stay
 LAYING OFF EMPLOYEES

 What Is a Layoff?
 Why is it necessary
 Informing Workforce of layoff
 Recent case study
THANK YOU