Explore our Building Hr Capacity PowerPoint Presentation Slides. Develop effective HR policies and strategies using human capital capacity building PPT visuals. The HR capacity development PowerPoint complete deck contains slides such as strategic human resource plan framework, HRM plan, assessing the current HR capacity, forecasting HR requirements, skill gap analysis plan, organizational skills program matrix, steps of talent management in an organization, company’s recruitment strategies, recruitment budget, etc. Showcase HR developments with this content ready human resource planning presentation design. With a variety of visual and images, you can create a more engaging presentation for your audience. This allows users to assess current HR capacities and forecast requirements. Besides that, the ready to use human resource capacity development presentation layout is completely customizable. You can add or delete the content from templates. Our team of experts has also included icons for your convenience. Download strategic human resource development PowerPoint templates to develop talent management strategies.

1. Building
HR Capacity
Your Company Name

2. Content
Organizational Skills Program Matrix
07
Steps for Talent Management in Organization08
Company’s Recruitment Strategies09
Evaluating Recruitment Strategies10
Recruitment Budget11
HR Checklist for Resource Management12
Strategic Human Resources Plan Framework01
Develop an HRM Plan02
Assessing the Current HR Capacity03
Forecasting HR Requirements04
Gap Analysis05
Skill Gap Analysis Plan06
2

3. Strategic Human Resources Plan Framework
Requirements
Selection
Hiring
Training and
Development
Renumeration and
Benefits
Employee Relations
Performance Management
Demand Forecasting
Supply Forecasting
Develop
Talent Strategies
Assess Current
HR Capacity
Forecast HR
Requirements
Review and
Evaluate Your
HR Plan
3

4. Develop an HRM Plan
Determine Human
Resource Needs
Determine Recruiting
Strategy
Select
Employees
Develop
Training
Determine
Compensation
Appraise
Performance
Were Enough People
Hired?
Study of a Firm’s Past
Employment
Time to Review Résumés. Company Culture. Determine Pay Scales. Employee Appraisal.
What are the Skills Current
Employees Possess?
Needs Over a Period of Years
to Predict Future Needs.
Time to Interview Candidates. Skills Needed for the Job. Skills Needed for THE Job. Performance Review.
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Describe in detail, the
human resource plan
through a step-by-step
process. You can add
or alter the steps as per
your requirement.
4

5. Assessing the Current HR Capacity
Executive Analyst Sr. Analyst Jr. Manager Manager Sr. Manager
Sales 10 10 5 9 7 7
Marketing 7 10 5 8 10 6
Human Resources 9 10 6 9 5 10
Engineering 6 5 10 7 10 5
Quality Assurance 7 7 10 8 5 5
DEPARTMENT
5

6. Forecasting HR Requirements 1/2
JOB ROLE
Current Demand
Future Demand
(+1 years)
Future Demand
(+2 years)
FullTimeEquivilent
SalaryLevel
Location
FullTimeEquivilent
SalaryLevel
Location
FullTimeEquivilent
SalaryLevel
Location
EG. EXECUTIVE ASSITANTS 3 5 HQ 3 5 HQ 3 5 HQ
Once you have listed
the current employee
capacity ,determine
the future HR need.
6

7. Forecasting HR Requirements 2/2
Applicants
(40)
Current Employees
(85)
Training or
New Hires?
Proficient 25 75 Training
Fluent 35 47 New Hires
2 years of Previous
Experience
20 85 Not Needed
Experience in Leadership 15 95 Not Needed
Forecast the human
resource requirement in
the table. You can alter
the criteria's as per your
requirements
7

8. Skill Gap Analysis Plan
Scope
Who is in Charge of the
Process
When to Conduct a Skills Gap
Analysis
How to Respond to Skills
Gaps
Individual Level Team Leader
➢ Changes in Employees
Duties
➢ Poor Performance Review
➢ Add Text Here
➢ Training
➢ Add Text Here
➢ Add Text Here
Team/Company Level
Team Leader HR External
Consultants
➢ Problems Meeting Business
Goals
➢ Add Text Here
➢ Add Text Here
➢ Hiring
➢ Add Text Here
➢ Add Text Here
Estimate the skills gap
both at Individual &
team level and also
specify the remedial
measures to be taken
to fill the gap.
8

9. Organization Skills Program Matrix
PROGRAMS Top Management
Middle
Management
Schedulers
Mfg. Prod
Engineer
Facility
Planners
Production
Supervisor
Set Up
Operative
Programs 1
Programs 2
Programs 3
Programs 4
Programs 5
In order to fill the gaps,
we have designed an
organizational skills
program matrix where
you can specify all the
relevant skill programs
you intend to undertake
for filling the gaps and
also specify the
relevant audience for
the program.
9

10. » Post Job to
Website
» Use Social
Media(ex. Linkdin)
» Encourage
Employee
Referrals
» Interviews
» Skill Evaluations
» Extend Offers
» Organize Training
for New
Employees
Positions » Offer Competitive
Salary
» Offer Competitive
Benefits
» Regular
Performance
Reviews
» Maintain a Strong
Company Culture
Steps for Talent Management in Organization
Recruitment
Selection
Hiring
Training and
Development
Employee
Renumeration and
Benefits
Performance
Management
Employee
Relations
The slide covers the
steps undertaken for
managing the talent
in an organization.
You can alter it as
per your
requirements
10

11. Company’s Recruitment Strategic
Strategy
Strategy is Designed
to Close This Gap
Description Possible Tactics Team Action Items
Individuals
Responsible
Deadlines
Online Recruiting
Not reaching majority of
applicants, especially
young collage grads
Add Text Here
Research most
appropriate on-line sites;
www. Indeed.com
www. Linkedin.com
www.Craigsist .com
www.Monstor.com
www.Career Builder.com
www.Jobs.net:
www.Hotjobs.Yahoo.com
Add Text Here Add Text Here Add Text Here
Add Text Here
Campus Recruiting
and job fairs
Need to improve overall
applicant pool
Add Text Here
Send team of an HR
representative with an
experienced manager or
frontline supervisor to
fairs- provides an
opportunity for job
services to ask both job
specific and hiring
process benefits
Questions.
Add Text Here
Add Text Here Add Text Here Add Text Here
Prepare an action
plan for conducting
recruitment in
organization
11

12. Evaluation Recruitment Strategies
Recruitment Strategy Cost
Number of
Interviewed
Number Hired
Average Response
Time
Cost Per Hire (Cost
Hired)
Online Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here
Campus Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here
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12

13. Recruitment Budget
TOTAL NUMBER OF EMPLOYEES TO BE HIRED : 5
Years of Experience Fresher 0-4 years 5-7 years
Salary Budget (USD MM) 3 5.5 8
No of Employees to be Hired 1 2 2
Total Recruitment Expenses 3 11 16
Specify the
company’s
recruitment budget
13

14. Building HR Capacity Icons Slide
14

15. 15
Additional
Slides

16. Our Team
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Designation
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17. Vision
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Mission
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Goal
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Our Mission
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18. Financial
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360$ 365$
370$
370$
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19. Post it
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01 02 03 04
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21. About Us
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Professional
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Creative Talented
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22. Our Goal
01 02 03
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23. Timeline
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2016
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2018
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2019
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24. Magnifying Glass
01
02
03
04
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25. Idea or Bulb
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26. Address:
# street number, city, state
Contact Numbers:
0123456789
Email Address:
emailaddress123@gmail.com
Thank You
26