a project help to define humman resource in oracal company

1. Naeem 0040
Ihtisham 0088
Haris Sarwer 0098
Ehtesham Sheikh 0135

2. Table of contents
• Introduction of Oracle
• Vision & Mission
• Objective
• Core Value
• Hierarchy
• Functions of HR
Recruitment
Training & Development
Compensation
Employee Relation Management
Strategy Performance management
• HOW A CUSTOMER GET OUR CONSULTANCY SERVICES(Online)

3. INTRODUCTION
The HR oracle Consulting
company

4. VISION
Our vision is to be a globally recognized
HR services provider and to become the
preferred leading source of high caliber
sourcing and human resource solutions to
our industry”.

5. MISSION
The delivery of highest quality of human
resources solutions in industry

6. CORE VALUES
 QUALITY AND
SUPERIOR
SERVICES
 POSITIVE AND
CONSTRUCTIVE
RELATIONSHIP
 CREATIVITY AND
INNOVATION

7.  FUNCTIONS OF ORACLE
COMPANY
 Leadership
 Recruitment & selection
 Training and development
 Compensation and benefits
 Employee relation management
 Strategic performance management

8. FUNCTIONS OF LEADERSHIP DEPARTMENT
 Defining the task, (by setting clear objectives through SMART goals)
 Planning, (by looking at alternative ways to achieve the task and having contingency plans in
case of problems)
 Briefing the team, (by creating the right team climate, fostering synergy, and making the most of
each individual through knowing them well)
 Controlling what happens, (by being efficient in terms of getting maximum results from
minimum resources)
 Evaluating results, (by assessing consequences and identifying how to improve performance)
 Motivating individuals, (by using both external motivators such as rewards and incentives as
well as eliciting internal motivators on the part of each team player)
 Organizing people, (by organizing self and others through good time management, personal
development, and delegation)

9. Recruitment
• The process of generating a pool of qualified
candidates for a particular job.
• OR
• The process of discovering potential candidates.
 It is a two way street

10. Strategic Recruitment Decisions
 HR planning decisions
 How many employees needed
 When needed
 Special qualification
 Strategic Recruitment Decisions
 Where to recruit : Internal/External
 Who to recruit
 Nature of job Requirement
 Decisions on Recruiting Decisions
 Advertising Choices
 Recruiting Activities

11. Recruitment types:
• Planned
• Anticipated
• Unexpected

12. Sources of recruitment
Internal
Sources
Finding
internal
candidates
Rehiring
Succession
planning
Job postings

13. Sources of recruitment
External
Sources
Advertising
Telecommuters
Colleges and
universities
Media sources
Recruitment via
internet
Employment
agencies

14. Employment
planning and
forecasting
Build a pool
of
candidates
Applicants
complete
application
form
Use
selection
tools like
tests to
screen out
Interview
final
candidates
to make a
final choice
Steps in
Recruitment
Process

15. Departments
HRM
department
Management
department
Marketing
department
IT
department
Finance
department

16. TRAINING &
DEVELOPMENT
Training is a process of learning a sequence of
programmed behavior. Development not only improves
job performance but also brings about the growth of the
personality.
Training = Teaching New Skills
Development = Perfecting Existing Skills

17. Difference
 Training:
 It's a short term process.
 Normally physical oriented
 detailed process .
 Specific job related purpose
 Refers to instruction in
technical and mechanical
problems.
 Development:
 It is a long term educational
process.
 Mental growing (general
knowledge)
 Not Detailed process .
 General knowledge purpose
 Future oriented

18. Benefits of Training
 Improving performance
 Developing the group and team skills
 Giving employees the needed skills and knowledge to complete assigned
jobs, duties and tasks
 Motivating employees to achieve higher standards
 Increasing overall efficiency
 Improving customer service
 Preparing employees for promotional opportunities
 Decreasing employee turnover, which reduces down time
 Enhancing employee morale, motivation, and creativity
 To reach unit goals and objectives

19.  PURPOSE OF TRAINING
 To improve Productivity
 To improve Quality
 To improve Organizational Climate
 To increase Health and Safety
 Personal Growth
 PURPOSE OF DEVELOPMENT
 Knowledge
 Changing attitudes
 Increasing skills

20. On the job training
 Coaching
 Mentoring
 Job Rotation
 Job Instruction Technology
 Apprenticeship
Off the job training
 Lectures and Conferences
 Vestibule Training
 Simulation Exercises
 Transactional Training

21. HEAD OFFICE
Head office of HRM consulting company have located in
Lahore
SUB OFFICES
 Faisalabad
 Multan
 Karachi

22. Why do millions of people go to work each day?

23. Compensation
• Compensation is the remuneration received by an employee
in return for his/her contribution to the organization.
• It is an organized practice that involves balancing the work-
employee relation by providing monetary and non-monetary
benefits to employees.

24. Needs For Compensation
• Organization achieve its objectives and obtain,
maintain, and retain a productive workforce.
• Good compensation will also serve the need
for attracting and retaining the best
employees.
• The outcomes of pay dissatisfaction harm
productivity and affect the quality of work life.

25. Why does Compensation become important?
Effective
Compensat
ion
Efficient
Administra
tion
Reward
Valued
Behavior
Motivate
and
Retain
Staff
Attract
Talent
Contribution
based
Remuneration

26. Classification of Rewards

27. Examples

28. Google offers employees best pay, compensation
and benefits
Google compensation and benefits include free food,
massage, holidays, incentives, offsite trips to places, and a
flexible work schedule, although according to one senior
software engineer the company environment is so
outstanding that "you don't really want to leave campus.
"Google ranked first in a new survey from Glassdoor,
coming in ahead of Facebook, Microsoft, Adobe and others.
Engineers in Mountain View enjoy an average base salary
of $128,000. Facebook’s engineers make slightly less at
$120,000. Microsoft and Amazon round out the list of top
tech firms, paying base salaries of $111,000 and $105,000.

29. HOW A CUSTOMER GET OUR CONSULTANCY
SERVICES(Online)
Visit Website
See all detail
about Services
Selection &
documentation
Form Filling
Form Send to HR
Oracle Company
Awaiting
response
Send all detail of
contract
Agreement
Confirmation of
Contract

30. Employee Relation
Management

31. Employee Relation Management

33. How to make healthy employee
relationship management
 Transparency in communication
 Encourage group activities at the workplace
 Assign challenging work to your team members
 Cubicles must be promoted rather than closed cabins
 Positive frame of mind

34. Role of HR in Employee Relationship
 Binding the employees together
 When a new employee joins an organization, make sure he receives a
warm welcome by all
 Display the names of the top performers
 Celebrating birthdays falling in the particular month
 Organize various activities like potlucks

35. Strategy Performance
management

36. Tools for Strategic
Performance Management
• Management by Objectives
• Balanced Scorecard
• Marr Balanced Scorecard
• Value Based Management
• Results Based Leadership

37. Translating Strategy From
Organization to Employee

38. The Management Challenge
9 of 10 companies fail to execute strategy
• Vision Barrier: Only 5% of workforce
understands strategy
• People Barrier: Only 25% of managers have incentives
linked to strategy
• Management Barrier: 85% of executive teams spend
less than 1 hour per month discussing strategy
• Resource Barrier: 60% of organizations don’t link
budgets to strategy

39. Why Should Organization Implement Performance
Management?
• Communicate vision, mission, values, objectives
• Enhance working relationships
• Improve management
• Communicate strengths and key areas for improvement
• Provide Support to workers
• Monitor organizational activities
• Provide feedback

40. Increase retention
Decrease absenteeism

41. Conclusion