Human resources manager, human resources, social media, Gen Y, Gen Z, HR planning, digital tools, recruiter, what to do, what not to do, implementation, operational goals, benefits, risks, HR functions, digitalization
This document contains three presentations treating three human resources subjects. The first presentation answers the following questions: How can companies attract, retain, motivate, and manage Gen Y and Z? The second presentation answers the following questions: What is HR planning? Why is it so important for organizations? How can companies deal with HR planning in order to ensure that they have the right skills now and in the future? The third presentation answers the following questions: How do social media and digital tools affect HR practices? Why and how should HR departments adapt their practices to use these tools to their advantage? What are the benefits and risks of an HR social media strategy?
[...] They will be requested rather than hiring. Adaptation of each one would be fostered: they could speak about their need of additional training Benefits 16 Benefits for companies Allow a favorable social climate and employee involvement Update employees knowledge toward training plans in order to avoid technology obsolescence and contribute to the immateral capital's evolution Stabilize age pyramid in the company Insure a reasonable turnover Benefits for employees They develop their internal and external employability They can identify their professional and individuals skills which are necessary for their employability ce ro 1. [...]
[...] What to do Give them sense at work Give them a work-life balance Give them feedback Give them recognition Give them a very good atmosphere Give them training and development opportunities 8 What not to do Stress-driven management 9-5 schedule working practices Keep in mind It's nearly impossible to keep a Gen Y worker for life. Only 36% of them would opt for stability. How to manage the previous generation and Y & Z generation ? 3 different generations will work in the same time in the next few years. [...]
[...] Here are some advices: ● Encourage intergenerational sharing ● Customize the HR offer ● Forget the clichés about lazyness etc . 9 THANKS Any questions? 10 What is HR planning? AGENDA Introduction 1. Definition of HR planning and its goals 2. Implementation of the HR plan Conclusion 12 HR planning definition HR planning: a tool which is dedicated to define company's needs and allow it to anticipate, analyze and evaluate them in term of human resources needs. It's a short, medium and long term strategy. [...]
[...] With digitalizations, HR managers have to change the way they work AGENDA Introduction 1. HR functions in a digital world 2. Benefits and risks Conclusion 23 Basic roles of the department Recruitment process Annual assessment 24 Training Motivation and Team building Contracts and sanction Wages management Psychosocial risks HR planning External and Internal communications Induction period Focus on recruitment 25 Recruiters and companies have to be on social medias Focus on recruitment Jobs offers have to be available on smartphones and tablets. [...]
[...] Implementation of the HR plan 18 Evaluate employee, without any idea of sanction Detect training needs Consider a possible career advancement Ensure that information is not kept by very experienced people that could leave the company Implement a knowledge management policy and system. Conclusion ASAP. 19 (as soon as possible) We can see that nowadays, recruitment is still not anticipated. It remain a big issue for companies, and direction board will have to face it. THANKS Any questions? 20 How do social media and digital tools affect HR practices? Introduction 22 HR functions are very important in companies strategies. [...]
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