10 Elements of Human Resources (PowerPoint PPTX Slide Deck)

This PPT slide presents a structured overview of the HR ecosystem, delineating 4 distinct levels: Global, General, Group, and Ground. Each level serves a unique purpose and reflects varying scopes of human resource management.

At the top, the Global Level emphasizes national competitiveness. This level is crucial for organizations operating on an international scale, where understanding global trends and policies can significantly impact strategic HR decisions. It suggests that companies must align their HR practices with broader national objectives.

The General Level follows, where diverse industries intersect. This level focuses on regional or national HRM policies and practices, highlighting the importance of adapting to local regulations and cultural nuances. Organizations must be aware of how these factors influence their HR strategies.

Next is the Group Level, which pertains to organizations within a specific industry or vertical. This level indicates that firms can benefit from shared practices and insights among peers, fostering collaboration and innovation. It suggests that companies should engage with others in their sector to enhance their HR effectiveness.

Finally, the Ground Level represents the foundational institutional or organizational environment. This level can be either public or private, emphasizing that HR practices must be tailored to the specific context of the organization. It serves as the base upon which the other levels build.

Overall, the slide effectively encapsulates the multi-layered nature of HR management, urging organizations to consider their strategies across these interconnected levels for optimal impact.

This PPT slide presents the HR Ecosystem Framework, focusing on the interaction of the "10 Gs" across different organizational levels. The framework is structured into 4 distinct levels: Global, General, Group, and Ground. Each level illustrates how various elements, represented by the 10 Gs, interconnect and influence HR management practices.

At the top, the Global Level likely encompasses overarching strategies and policies that guide HR practices across the organization. Moving down, the General Level may address broader departmental or functional strategies. The Group Level appears to focus on specific teams or units, while the Ground Level emphasizes individual roles and responsibilities.

The central part of the slide features key interactions between the 10 Gs, such as "Get," "Goal," "Give," "Glow," "Guard," "Glue," and "Grow." These terms suggest a comprehensive approach to HR, where each element plays a critical role in achieving organizational objectives. The arrows connecting these elements indicate a dynamic interplay, highlighting that HR management is not a linear process, but rather a complex web of relationships.

The slide also mentions "Gearing Factors," which likely refers to external influences such as PESTLE (Political, Economic, Social, Technological, Legal, and Environmental factors). This inclusion suggests that the framework accounts for external variables that impact HR strategies.

Overall, this framework provides a structured way to understand HR dynamics within an organization. It emphasizes the importance of recognizing how various elements interact at different levels, offering valuable insights for decision-makers looking to enhance their HR practices.

This PPT slide outlines 2 fundamental elements of Human Resources: "Goal" and "Get." The "Goal" section emphasizes the importance of aligning employee development with the organization’s strategic intent, vision, and mission. It highlights that employees must be aware of the organization’s top priorities and strategies to effectively contribute to achieving these goals. This alignment is crucial for fostering a cohesive workforce that understands its role in the broader organizational context.

The "Get" section addresses the challenges associated with recruiting the right talent. It identifies a prevalent issue known as the "Talent Gap," which refers to the discrepancy between the skills required by the organization and the raw talent available in the job market. The slide notes that in today’s fast-paced environment, particularly influenced by Digital Transformation, many candidates may possess raw talent, but lack the necessary technical or soft skills. This gap can hinder an organization’s ability to fill roles effectively.

Furthermore, the slide stresses the importance of a robust candidate selection process. It suggests that organizations should not only look for candidates who meet current technical requirements, but also those who show potential for future development within the organization. The Fiaccabrino Selection Process (FSP) is introduced as a method for evaluating candidates based on 16 humanistic attributes, aiming to identify individuals who are likely to perform well and remain with the organization over time. This approach can enhance talent acquisition strategies and ultimately support organizational success.

This PPT slide outlines the concept of "Grip" within the context of Human Resource Management (HRM) at a general level, emphasizing its significance in responding to external influencing factors known as Gearing Factors. These Gearing Factors are categorized under the PEST framework—Political, Economic, Socio-cultural, and Technological—along with additional considerations such as Legal, Ethical, Ecological, and Demographic influences.

The text indicates that Gearing Factors play a crucial role in shaping industries and the organizations operating within them. It suggests that HR must actively engage with these external factors to ensure that the organization remains responsive and adaptable. The slide highlights the importance of a proactive HR strategy that involves deliberation and decisive action when faced with these external pressures.

The notion of "Grip" is presented as the collective and committed response of HR to these Gearing Factors. It implies that maintaining a firm grip on the situation is essential for organizations to navigate the complexities of their operating environment effectively. The slide concludes with a reminder that this element of Grip is vital for remaining competitive, not just at an organizational level, but also at a national or regional level.

Overall, the content emphasizes the need for HR leaders to be attuned to external influences and to develop strategies that align with these factors to drive organizational success.

This PPT slide outlines the HR Ecosystem, structured into 4 distinct levels, each comprising interconnected elements referred to as the 10 Gs. At the base is the Ground Level, which signifies the institutional or organizational environment. This level can pertain to either private or public entities, establishing the foundational context for HR practices.

Above this, the Group Level encompasses a collection of organizations within a shared industry or vertical. This level is crucial for understanding how organizations collaborate and compete within specific sectors, influencing HR strategies and practices.

The General Level represents a broader scope where multiple industries interact. It serves as the national or regional framework where HR policies and practices gain significance across various sectors. This level highlights the importance of regional dynamics in shaping HR approaches and aligning them with wider economic conditions.

At the pinnacle is the Global Level, which emphasizes the significance of national competitiveness. This level is critical for organizations operating on an international scale, where global HR strategies must align with diverse market demands and regulatory environments.

The slide effectively illustrates how these 4 levels interconnect and contribute to a comprehensive understanding of the HR Ecosystem. Each level plays a vital role in shaping HR strategies, making it essential for leaders to grasp how these elements interact to drive organizational success. This framework provides a strategic lens for HR leaders to evaluate their practices and align them with broader organizational goals.