This framework is developed by a team of former McKinsey and Big 4 consultants. The presentation follows the headline-body-bumper slide format used by global consulting firms.
This product (Human Resources [HR] Ecosystem) is a 25-slide PPT PowerPoint presentation slide deck (PPTX), which you can download immediately upon purchase.
The business world loves to use the term Ecosystem. Within the business context, an Ecosystem is any system or network of interconnecting or interacting parts. An Ecosystem generates value for its constituents (i.e. elements) through the dynamic interrelationships among these constituents. It can be influenced by both internal and external factors.
This deck presents a framework for the Human Resources (HR) Ecosystem. The HR Ecosystem is comprised of 10 key, interconnected elements. These 10 elements are related across 4 levels, from micro (ground or organizational level) to macro (global level).
We dive deeper into each of the 4 levels and examine the HR Ecosystem for competitiveness across the levels. Additional topics discussed include Human Resource Management (HRM), Drivers of Talent, Conducive Climate, Organizational Excellence (OE), Societal Well-being, among other topics.
This deck also includes slide templates for you to use in your own business presentations.
This presentation provides a comprehensive breakdown of the HR Ecosystem, detailing the 10 interconnected elements that span across four distinct levels. The framework is designed to help organizations understand and optimize their HR functions from the ground level up to the global scale. Each level is meticulously dissected to illustrate how internal and external factors influence HR strategies and outcomes.
The PPT also includes practical slide templates to facilitate the integration of this framework into your own presentations. These templates are crafted to help you convey complex HR concepts with clarity and precision. By leveraging this resource, you can enhance your HR management practices, drive organizational excellence, and contribute to societal well-being.
This PPT slide presents a comprehensive overview of Human Resource Management (HRM) as defined by Professor Ajantha Dharmasiri. It emphasizes the need for a strategic and integrated approach to HRM, outlining 7 key elements that contribute to effective human resource practices.
The first element, Talent, highlights the importance of identifying and nurturing the right individuals within an organization. Following this, Acquisition focuses on the methods and strategies employed to attract and recruit talent. Development, the third element, underscores the necessity of ongoing training and skill enhancement for employees, ensuring they remain competitive and engaged.
Engagement is the fourth element, which stresses the significance of fostering a workplace culture where employees feel valued and motivated. The slide then introduces the concept of a Conducive Climate, which refers to creating an environment that supports employee well-being and productivity.
The sixth element, Organizational Excellence, points to the need for HRM practices to align with broader organizational goals, ensuring that human resources contribute to overall success. Finally, the seventh element, Societal Well-being, reflects the growing recognition of the role organizations play in contributing positively to society.
This structured approach to HRM not only clarifies its multifaceted nature, but also serves as a guide for organizations aiming to enhance their HR strategies. Understanding these elements can help potential customers appreciate the depth of HRM and its impact on overall organizational performance.
This PPT slide focuses on the concept of "Conducive Climate" within an organization, distinguishing it from corporate culture. It begins by defining climate as the observable aspects of the organizational environment that employees consciously perceive. A "conducive" climate is characterized as supportive and nurturing, which is essential for fostering an effective workplace.
The role of Human Resources (HR) is highlighted as critical in shaping this climate. HR is tasked with implementing relevant tools, policies, and practices that contribute to creating an environment where employees feel supported. This suggests that HR's influence extends beyond mere administrative functions; it plays a strategic role in enhancing the overall employee experience.
The slide emphasizes the sensory nature of climate. It notes that climate is something we can see, hear, and feel, making it a tangible aspect of the organizational experience. This contrasts with corporate culture, which is described as a deeper, more ingrained element of an organization’s identity. The distinction is crucial, as it underscores the immediate and perceptible nature of climate compared to the more abstract concept of culture.
The slide also hints at the importance of recognizing these differences for organizational success. Understanding how to cultivate a conducive climate can lead to improved employee engagement and satisfaction, ultimately contributing to broader goals of organizational excellence and societal well-being. The insights provided here are valuable for any leader looking to enhance their organizational environment and drive performance.
This PPT slide presents a framework for understanding the HR Ecosystem, structured around ten interconnected elements referred to as the "10 Gs." These elements are organized across 4 distinct levels, ranging from micro to macro. At the micro level, the Ground Level is the foundation, featuring elements like Goal, Get, Grow, Give, Glue, Glow, and Guard. Each of these components plays a critical role in shaping the overall HR strategy.
As we move up to the Group Level, the focus shifts to Grapple, which likely emphasizes collaboration and teamwork within the HR function. The General Level introduces Grip and Gratify, suggesting a focus on retention and employee satisfaction. The Global Level represents the highest tier, where overarching strategies and policies are implemented to align with organizational goals.
The framework highlights that while most of the 10 Gs originate at the Ground Level, they have a cascading effect on the higher levels. This interconnectedness suggests that foundational HR practices are essential for the success of broader HR initiatives. Understanding these relationships can help organizations better align their HR strategies with overall business objectives.
For potential customers, this slide serves as a concise overview of a comprehensive HR framework. It emphasizes the importance of each element and level, providing a clear pathway for organizations to enhance their HR strategies. The visual representation aids in grasping the complexity of HR management while underscoring the necessity of a cohesive approach.
This PPT slide discusses the Global Level within the HR Ecosystem, emphasizing its significance in national competitiveness. It asserts that this level is paramount for nations aiming to excel on a global scale, necessitating the production and nurturing of top talent. The text highlights the increasing relevance of this level due to globalization and the swift digitization of industries.
Key examples illustrate how Digital Talent Marketplaces have evolved, allowing businesses to transcend local hiring restrictions. This shift enables even smaller firms to access a global talent pool, which is crucial in today's interconnected world. The mention of emerging digital communication technologies, such as Zoom and Slack, underscores the importance of facilitating virtual and remote talent management.
The slide also notes that no single element operates in isolation at this level. Instead, it stresses that all ten elements of the ecosystem play a vital role in enhancing Human Resource Management (HRM) contributions to competitiveness. This interconnectedness suggests that a holistic approach is essential for organizations aiming to thrive in the global market.
For potential customers, this slide serves as a reminder of the critical nature of global talent management strategies. It encourages organizations to consider how they can leverage digital tools and frameworks to optimize their HR practices and remain competitive in an increasingly globalized environment. Understanding these dynamics is essential for making informed decisions about talent acquisition and management in a rapidly changing landscape.
This PPT slide presents a structured overview of the concept of Talent within the Human Resources framework, emphasizing its 3 primary drivers: Acquisition, Development, and Engagement. It begins by defining Talent through 3 interconnected forces: Competence, Commitment, and Contribution. Competence assesses whether individuals possess the necessary knowledge to perform their roles effectively. Commitment evaluates their willingness to take action and fulfill job responsibilities. Contribution focuses on the alignment of individual values with organizational goals, questioning whether employees genuinely desire to engage in their work.
The section on Acquisition clarifies that this encompasses all processes related to hiring, including recruitment, selection, and placement. This highlights the importance of a strategic approach to attracting the right individuals who can meet the organization's needs.
Development is discussed as a continuous process aimed at enhancing existing skills and fostering new ones. This aspect is crucial for aligning employee capabilities with the evolving objectives of the organization, ensuring that Talent is not only retained, but also nurtured.
Engagement is described as a broad range of activities that aim to inspire employees to feel passionate about their roles and committed to the organization. This is vital for maintaining a motivated workforce that contributes positively to overall performance.
The concluding statement emphasizes that having the right Talent minimizes risk and enhances the likelihood of success within the organizational ecosystem. This slide serves as a foundational framework for understanding how effective Talent management can drive organizational excellence and societal well-being.
This PPT slide presents 2 critical elements of Human Resource Management: Organizational Excellence (OE) and Societal Well-being. It emphasizes the need for a strategic and integrated approach to talent management, which encompasses acquisition, development, and engagement. The text highlights the importance of creating a conducive climate for achieving both OE and societal well-being, suggesting that these elements are interlinked and essential for overall organizational success.
Organizational Excellence is defined through the lens of continuous improvement, as articulated by Professor Dharmasiri. The slide outlines 4 key areas measured by the Balanced Scorecard (BSC): Financial Measures, Customer Relationships, Internal Business Processes, and Learning and Growth. This framework serves as a structured approach to assess and enhance organizational performance. The reference to the BSC indicates a systematic method for organizations to evaluate their effectiveness across multiple dimensions.
On the right side, the focus shifts to Societal Well-being. It asserts that HR functions cannot operate in a vacuum; they must consider existing social realities. This section underscores the growing recognition among organizations of the importance of Corporate Social Responsibility (CSR). It calls attention to pressing societal issues such as poverty, unemployment, and environmental sustainability, urging organizations to acknowledge and address these challenges, particularly when their operations impact these areas.
The slide effectively conveys that both OE and societal well-being are not merely add-ons, but integral components of a successful HR strategy. Organizations that neglect these aspects may find themselves at a disadvantage in today’s socially conscious environment.
This framework is developed by a team of former McKinsey and Big 4 consultants. The presentation follows the headline-body-bumper slide format used by global consulting firms.
For $10.00 more, you can download this document plus 2 more FlevyPro documents. That's just $13 each.
ABOUT FLEVYPRO
This document is part of the FlevyPro Library, a curated knowledge base of documents for our FlevyPro subscribers.
FlevyPro is a subscription service for on-demand business frameworks and analysis tools. FlevyPro subscribers receive access to an exclusive library of curated business documents—business framework primers, presentation templates, Lean Six Sigma tools, and more—among other exclusive benefits.
The average daily rate of a McKinsey consultant is $6,625 (not including expenses). The average price of a Flevy document is $65.
Trusted by over 10,000+ Client Organizations
Since 2012, we have provided best practices to over 10,000 businesses and organizations of all sizes, from startups and small businesses to the Fortune 100, in over 130 countries.
Read Customer Testimonials
"As a niche strategic consulting firm, Flevy and FlevyPro frameworks and documents are an on-going reference to help us structure our findings and recommendations to our clients as well as improve their clarity, strength, and visual power. For us, it is an invaluable resource to increase our impact and value."
– David Coloma, Consulting Area Manager at Cynertia Consulting
"FlevyPro has been a brilliant resource for me, as an independent growth consultant, to access a vast knowledge bank of presentations to support my work with clients. In terms of RoI, the value I received from the very first presentation I downloaded paid for my subscription many times over! The
quality of the decks available allows me to punch way above my weight – it's like having the resources of a Big 4 consultancy at your fingertips at a microscopic fraction of the overhead.
"
– Roderick Cameron, Founding Partner at SGFE Ltd
"[Flevy] produces some great work that has been/continues to be of immense help not only to myself, but as I seek to provide professional services to my clients, it gives me a large "tool box" of resources that are critical to provide them with the quality of service and outcomes they are expecting."
– Royston Knowles, Executive with 50+ Years of Board Level Experience
"As a consulting firm, we had been creating subject matter training materials for our people and found the excellent materials on Flevy, which saved us 100's of hours of re-creating what already exists on the Flevy materials we purchased."
– Michael Evans, Managing Director at Newport LLC
"The wide selection of frameworks is very useful to me as an independent consultant. In fact, it rivals what I had at my disposal at Big 4 Consulting firms in terms of efficacy and organization."
– Julia T., Consulting Firm Owner (Former Manager at Deloitte and Capgemini)
"As a consultant requiring up to date and professional material that will be of value and use to my clients, I find Flevy a very reliable resource.
The variety and quality of material available through Flevy offers a very useful and commanding source for information. Using Flevy saves me time, enhances my expertise and ends up being a good decision."
– Dennis Gershowitz, Principal at DG Associates
"If you are looking for great resources to save time with your business presentations, Flevy is truly a value-added resource. Flevy has done all the work for you and we will continue to utilize Flevy as a source to extract up-to-date information and data for our virtual and onsite presentations!"
– Debbi Saffo, President at The NiKhar Group
"Flevy.com has proven to be an invaluable resource library to our Independent Management Consultancy, supporting and enabling us to better serve our enterprise clients.
The value derived from our [FlevyPro] subscription in terms of the business it has helped to gain far exceeds the investment made, making a subscription a no-brainer for any growing consultancy – or in-house strategy team."
– Dean Carlton, Chief Transformation Officer, Global Village Transformations Pty Ltd.
Download our free compilation of 50+ slides and templates on Organizational Design, Change Management, and Corporate Culture. Methodologies include ADKAR, Burke-Litwin Change Model, McKinsey 7-S, Competing Values Framework, etc.
Click main image to view in full screen.
