Skip to 0 minutes and 11 secondsGood afternoon everyone thank you for inviting me here today. I am Zahra and I represent a HR consultancy firm based in Birmingham. In my presentation today I'm going to talk about a new HR strategy for the company. Let's start with a key consideration. As you are aware, your organisation is aiming to attain European foundation for quality management accreditation EFQM. Last year successfully we met the criteria for leadership and strategy but now the focus needs to be on people or human resource management. So, where do we go from here? OK, I'm going to explain why a new HR strategy is necessary, what are the options and how the changes can be implemented. Also what are the benefits.
Skip to 1 minute and 4 secondsIf you have any questions I will be happy to answer them at the end of the talk. So, why do we need a new HR strategy? Our research based on staff feedback from job satisfaction survey, management reports and retention data. Despite having motivational systems in place, its clear that there are some serious issues. Low job satisfaction amongst employees, also the staff retention is lower than the sector average and there is poor suitability for job roles. Therefore, if we want to keep pace with the changing conditions in business environment it is of vital importance to update companies HR policies, processes and practices to take the advantage of future opportunities.
Skip to 1 minute and 56 secondsTurning to the current recruitment process at the moment you examine and screen CVs, short list, interview and select the suitable candidate. So far so traditional but is this the best approach? You are senior managers and have the responsibility of choosing the right person for the right job but have you ever been faced with a situation of having say six candidates with similar job skills, work experiences and qualifications. Which person do you select and how do you come to the right decision. Today I am going to present an alternative new HR strategy and the changes I suggest will lead to very positive outcomes for the company which I will highlight later in my presentation.
Skip to 2 minutes and 54 secondsSo, let's take a look at a different approach to recruitment and a new HR strategy. Who are you? It’s a simple question but difficult to answer. What is missing today from the present recruitment process is observing and evaluating even how a person’s personality fit with the particular job roles. Why is it important to consider a person’s job fit based on the personality? Employment history, education, qualifications, skills and knowledge are observable, documented and acquired, however, the personality of the person is hidden, latent and inherent. It is what a person is within and is not liable to change easily. So the main reason for employee dissatisfaction is when people’s personality do not fit their job roles.
Skip to 4 minutes and 1 secondFor example, someone who is assertive might be suitable as a sales person but not necessarily suitable as a counsellor. How can we assess personalities? The psychological aspects and personalities are not easy to observe and assess for human resource managers and employers. Therefore, in the recruitment process we need more scientific methods and personality assessment tools linked to a specific job requirement. Let's have a look what tools are available. This slide shows some of the most well known personality assessment tests that can be applied in human resource selection process. The HR department is responsible for implementing the personality tests at the recruitment stage. The results need to be analysed by occupational psychologists.
Skip to 4 minutes and 58 secondsThis tool then can be readily adapted for this particular organisational context. Why are these personality assessment tools affective? First of all the test provide a holistic evaluation of an individual which allows assessors to draw conclusions from the future behaviour of a person. The test raises certain awareness that can help individuals to address mental and emotional problems. Secondly, research shows these tests are reliable and have been developed, controlled and monitored by a specialist in psychology. Thirdly, they are quick and easy to score and can be adapted to a specific context. The tests are also cost effective.
Skip to 5 minutes and 50 secondsHiring the wrong candidates can be very expensive for the company, and finally one of the main reasons companies use the test is to reduce buyers and favouritism and help employers to pick the right person. So, what I've covered in this section are the main reasons why personality assessment tools are effective. Now I would like to draw your attention to the likely outcomes and benefits. By applying personality tests in the selection process the company will be able to choose a person more suited to a particular job role. Motivation to deliver high-quality work will increase and the company will see higher staff retention and greater efficiency.
Skip to 6 minutes and 44 secondsThere will also be a positive impact on profitability and progress and I refer back to the EFQM main aim which is to achieve excellence for this organisation. So, let's sum up what we’ve covered today. From the evidence shown earlier in my talk I will comment that the company moves forward with its approach to recruitment by using personality assessment tools that are adapted to this particular context. By implementing a new HR strategy in this way I have no doubt you will all see the benefit I have outlined today. Thank you for listening, any questions?
What makes a successful presentation?
Let’s begin by looking at a video example of an effective presentation.
In this video, Zahra is posing as a consultant for Ethos Industries, a fictional agricultural business.
The company would like to attain European Foundation for Quality Management (EFQM) certification but has discovered that staff job dissatisfaction could prevent them from qualifying. To help address this issue, senior management has asked Zahra to pitch a new Human Resource (HR) strategy.
Watch the presentation and make notes on some of the following features:
- Use of language
- Delivery: pace, volume and clarity
- Engaging the audience
- Body language and eye contact
- Visual aids or slides
When you have finished, share your thoughts on two positive features that helped Zahra in delivering the presentation.
If you could choose one area for improvement, what would you suggest?
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