Human Resource

Management
MUHAMMAD ANIS RAZA
SYED ZAAIB HUSSAIN
SARA GHAZAL
FARIHA FATIMA
ARISHA MERAJ

Artistic Apparels

Company's Introduction
Harvesting
Ginning

(Yarn manufacturing)

Manufacturing

Garments
Brands
Stores
End

(Cotton)

(Cleaning)

Spinning
Fabric

(Anis)

User

Manufacturing

Recruitment and Selection

Its a

(Zaaib)

process of attracting and choosing candidates for employment.

Employing

the right person for your business might be the most

important part of your venture.

Theres no

point of employing a person which does not has the

right skills that you want for the company at the moment. Hence,
the process is a tool to ensure and check whether the person youre
about to hire possess those skills that youre seeking for, or not.

Training and development

(Anis)

(Sara)

HR Analytics

Improves employee performance and therefore getting a better

return on investment.

Understanding into every procedure by assembling information and after

that utilizing it to settle on applicable decisions about how to enhance the
procedures

What HR analytics does is associate business information and individuals

information, which can set up vital associations later on.

The key part of HR analytics is to convincingly demonstrate the effect the

HR department has on the association overall.

HR Analytics

Workforce Analytics
Technically, workforce

analytics is a combination of
software and methodology
that applies statistical
models to worker-related
data, allowing enterprise
leaders to optimize Human
Resource Management

(Sara)

Workforce analytics can help management

personnel to:

Predict the probability of an individual employee's success.

Identify the need for new departments and positions.

Determine which departments or positions can be reassigned or eliminated.

Identify and quantify physical risks to employees in specific positions.

Identify and quantify factors that influence employee job satisfaction.

Analyze and predict current and future technological needs.

Assign and delegate responsibility for tasks and goals.

Optimize the enterprise's organizational structure.

Help the enterprise to identify, encourage, and cultivate its future leaders.

Talent Analytics

(Zaaib)

HR Scorecard

(Sara)

1.

Classify the crucial deliverables for Human Resources.

2.

Classify HRs consumers (for the deliverables).

3.

delineate HR activities that accommodate the crucial deliverables (such as high-talent

staffing or a retention initiative).

4.

Execute a cost-benefit analysis of activities that accommodate deliverables.

5.

How many exceptional candidates do we recruit and retain for each strategic job
opening?

6.

How many hours of results-oriented training do new employees receive annually?

7.

What is the differential in merit pay between high-performers and low-performers?

HR Scorecard

Future?

(Anis)

Conclusion

(Zaaib)

Thank You