Sign Presentation for HR Free

An hr presentation is a crucial tool for showcasing your human resources initiatives and strategies. With airSlate SignNow, you can streamline your presentation process by easily sending, signing, and managing important documents, ensuring a smooth and professional delivery.

By using airSlate SignNow for your hr presentations, you can automate document workflows, reduce manual errors, and save time on administrative tasks. This allows you to focus more on delivering impactful presentations rather than getting bogged down by paperwork.

airSlate SignNow includes features like customizable templates, real-time collaboration, and secure eSigning, all of which can enhance your hr presentation. These tools help you craft engaging and informative presentations while ensuring compliance and security.

Yes, airSlate SignNow is designed to be a cost-effective solution for businesses, regardless of size. With transparent pricing plans, you can choose the best package that meets your needs for creating and managing hr presentations without overspending.

Absolutely! airSlate SignNow integrates seamlessly with various business tools like CRM software and project management apps. This integration allows you to enhance your hr presentation by incorporating existing data and workflows into your presentations.

Security is a top priority for airSlate SignNow. The platform utilizes encryption, secure storage, and compliance with industry standards to protect all documents involved in your hr presentation, giving you peace of mind while showcasing sensitive information.

Yes, airSlate SignNow provides features that allow you to track document interactions, such as when a document was opened or signed. This level of insight can be invaluable for refining your hr presentations and understanding your audience's engagement.

The question is pretty broad, but here's what I've got so far in terms of random tidbits, avoiding the general stuff around perks like free food. I'll add more as I think of them. Every Friday, Mark Zuckerberg holds a weekly Q&A where he sums up his thoughts for the week, then takes questions on any topic facebookers want to talk about. Every employee gets a monthly credit to their Ads account so they can dogfood our ad products. Every engineer is expected to have code live within one week of starting.There are almost no internal barriers in terms of access to company information. From the latest user numbers, to what's happening on secret project x, every employee has access from day one. EDIT: Just to clarify, when I say "company information", I'm referring to metrics and product roadmaps. Sensitive information like User Data and HR info (salaries etc) are kept on a need to know basis and access is carefully monitored.The most commonly used internal communication tool is Facebook itself, notably the groups product. Every year the company throws itself a birthday party and every employee is given a present. This year (2013), it was pajama bottoms. Others have included watches & socks.For smaller pieces of IT equipment like keyboards, chargers etc, there's no paperwork or even human interaction required to get them replaced. The campus is dotted with vending machines where you can just swipe your badge and get whatever you need, instantly. The Like sign at the entrance to HQ is actually the old Sun Microsystems sign picked up, turned around and painted on. The campus is full of small reminders that we're not the first big technology company to occupy it, and we should remember that.Almost every single meeting room in the entire company gets its name as the result of an employee vote. There's a Quora answer somewhere with a comprehensive list, but suffice to say, there's a certain amount of in jokes / general humour in the names.There's a stadium jumbotron in the main courtyard. Cause, you know, why not?

We usually rely on a combination of suggestions from friends and acquaintances in the software industry who have implemented their own HR software management systems, looking up great reviews and taking in insights from industry experts and practitioners like this one about top HR management software, scouring user forums, and patiently referring to stories of user cases. Rounding up what we’ve gleaned from these multiple sources, our shortlist gave us three of the leading solutions in the market: BambooHR, Freshteam and Gusto HR.BambooHR. Our search for a human resources management software was spurred by our company’s need to administer benefits to a growing number of workers. Turns out BambooHR is especially empowered to address this need: a centralized database defines and holds the benefits for each of our employees. As you can imagine, the system allows our HR manager to summon and use any pertinent data in no time.BambooHR fields 12 benefit types applicable to all groups of employees, and employees can change the necessary entries upon every update in their status (health insurance, marriage, and much more). We are quite impressed that BambooHR offers a modifiable rate health plan, which means that you can easily track even age-based plans and automatically calculate the variable amounts employees have to pay. For the same operation, companies typically have to implement third-party programs that are integrated with the system.We also came to prize the reporting capabilities of BambooHR: along with the standard Equal Employment Opportunity reports, you can have it pull out benefits reports. The reports are based on files stored and categorized in the virtual database, and will automatically summarize and consider all applicable taxes. And as with most essential operations in BambooHR, reporting can be done using a mobile device.Freshteam. Freshteam makes it easy to access and engage candidates, then collect structured feedback and conduct scheduled interviews. You can send out notifications to each candidate and team member, and offer a dedicated conversation field with intelligent response templates. You can sync your personal inbox and correspond with candidates right from Freshteam, and send bulk email to save additional time.To manage your job postings, Freshteam initially prompts you to design define your job postings. Once you have taken care of that, you can proceed to share the output on internal portals and popular career sites. If you happen to be short on ideas, Freshteam provides you with attractive and modifiable templates. You can of course create a brand-new listing with detailed descriptions. You can associate each vacancy with a specific hiring team for maximal transparency, and the team can configure any of the hiring workflow stages to make the candidate’s experience more personalized.All hiring operations are contained within a single dashboard, making it easy for managers preserve full control over the hiring process. Familiarizing new talents about personalized rules and policies is a breeze, ensuring they have a good grasp of the crucial tools they could use to remain valuable professionals .Gusto HR. If your company is handicapped by lack of expert human resources personnel, implementing Gusto HR will give the impression that you suddenly acquired quite a few of the top HR pros in the field.Among other things, the Gusto HR guarantees ACA compliance: it files new-hire paperwork automatically, and assists you with federal W-4s and I-9s. It also expertly handles workers’ compensation, ensuring that you will only be paying what you really owe. Gusto HR dives into critical details of your HR operations to ensure you are not found amiss on HIPAA, ACA, and ERISA standards, automatically ascertaining needed data and all benefits are screened for compliance.Further on, Gusto HR allows employees to set and manage their 401(k) plans, enroll in specific benefits schemes, and save money for their retirement.To minimize errors from human operations, Gusto centralizes data and makes them readily available for any employee Gusto account. Gusto allows employees to access their data anytime from any device, and they can make the necessary changes without the manager’s intervention.

Absolutely, but it may mean losing the job. You can simply tell them the truth: you agreed to the offer in part due to the easier commute and now want either the original option, compensation of some sort, or the freedom to pursue other employment since the conditions of the employment contract are not being met.In other words you can’t force them to give you the original promise (maybe in theory you could, but in reality companies have diverse ways of creating legal reasons for you no longer being employed by them). If they violate their own contract however you are free to look elsewhere for work with a clear conscience. It sounds like they retained their right to move your employment however, so your position is weaker than theirs. I would talk to your employer about the difficulties this move presents for you.Just be polite, frank and honest. Likely HR or your boss will understand as you have a valid and reasonable point. Even if you decide to look for work elsewhere it may make sense for you to commute to place B for a set amount of time as both you and the company interview for other options.People appreciate honesty and you never know when you may see these people again in future employment prospects (or be interviewed by people who know and trust your current company’s personnel).

HRMS has become an indispensable part of almost every business. Small and medium organizations are slowly adopting the new cloud based systems that are economical, reliable, and specially designed for startups and small and medium organizations. An HR software does not just manage the HR operations but it is closely linked to several other essential functions within the company. It brings automation and administers a true and fair system of compensation of employees, among numerous other things.Comprehensive features of HR softwareExpenses management, mobile support, payroll management, reimbursement management, taxation management, employee database, lead management, attendance management, document management, HR & payroll, multi user login & roll based access, recruitment management, statutory compliance, salary management, multi companies, data imports/exports, application integration, accounting integration, idea management, portfolio management, resource management, document comparison, email integration, task management, activity management, file sharing, Gantt charts, percent-complete tracking, project planning, status tracking etc.Must-have features of HRMS software1. Database: A database is the spine on which several functions of the business depends on. A good HRMS software stores detailed and pertinent information on all the employees.2. Payroll software with attendance management: This is the most essential function of an HRMS software. An HRMS software without the feature of payroll & attendance management is useless.3. Employee self-service: The very motivation behind actualizing a HRMS Software is to enable employees to ‘self-service’ the vast majority of their solicitations.4. Powerful reporting: A good HRMS tool must consist of powerful reporting. It should provide information such as Attendance, execution, compensations, leaves and a ton of representative data must be effectively available as reports.These are some of the best HRMS tools available in the market.Greytip greytHR : GreytHR is the preferred HR & payroll software for Indian businesses. It streamlines and simplifies work delivering accurate and super-fast results. GreytHR automates key areas of HR, payroll management, leave and attendance tracking. It delivers high-quality results on a 24x7 basis.PeopleStrong Alt: PeopleStrong Alt is an HR SaaS technology which can solve over 40 compelling HR problems for you. It is a “Born on cloud” HR technology designed “For HR, by HR”. A comprehensive HR solution on the cloud for recruitment process outsourcing, talent acquisition, applicant tracking system, leave and attendance.HR One HRMS: HR-One HRMS is a complete employee lifecycle management software which can simplify compelling HR problems and employees-related concerns with ease and efficacy. HR-One is enabling SMEs and large scale organizations adopt a more strategic approach to HR. This means that instead of micromanaging ongoing activities, you can effortlessly move into insights and add value in areas of employee engagement, make better decisions, empower people, collaborate seamlessly and perform agile workforce planning.Zoho People: Zoho People is a complete online HR solution that takes care of all HR activities while businesses take care of their employees. This innovative solution helps in managing all HR administrative actions from a central location. This leading edge solution facilitates 360 degree HR operations from within a single platform including employee database management, attendance management, leave management, performance appraisal cycle, travel management and payslip generation among others. Overall HR processes have been automated with Zoho People so as to ease and smoothen the HR operations effortlessly.

Last Saturday, I ordered pizzas from Dominos. I heard the Customer Care guy saying, “Your pizzas will be delivered within 30 minutes.” I asked him, “Do you still have this 30 minutes offer?” I asked him because, for some reason, I was under the impression that they discontinued this offer long back. Cool! I thought.Within a minute, I got a call from the local branch. A girl was on the call.She: Sir, you just placed the order, and you order is xxxx..!Me: Yeah!She: I am sorry but your pizzas will be delivered in 45 to 50 minutes.Me: Why so?She: On Saturdays and Sundays we have more orders, so...

The right to freedom of speech is protected by the First Amendment. But it is not the only right the First Amendment protects, and this is an important distinction.Let’s start with this somewhat controversial (or, I would say, needlessly controversial) xkcd:Randall got attacked a lot for this (no links; you can use Google or Bing to find them, as many of them are authors that no overriding purpose will be served by boosting their PageRanks) by people who suggested he didn’t understand the consequences of what he was saying. But all of them, as far as I can tell, understood the problem purely in free speech terms.What they didn’t grasp, and what Randall clearly does, is that the package of rights the First Amendment protects includes freedom of association in addition to (one of many, actually) freedom of speech. And while freedom of association’s case law is usually focused on the right to create organized groups for any lawful aim, political or not, it also extends to informal association, like the casual contact we make with other people in public spaces every day.And, just as the right to speak includes the right to remain silent, the right not to speak, to be free from compelled speech, to not have to stand and say the Pledge of Allegiance in the morning, the right to associate just as clearly includes the right to dissociate.If I don’t like your speech, I don’t have to listen to it in a public forum. I don’t have to come into contact with you if I don’t want to. The U.S. Supreme Court ruled almost 50 years ago, in Rowan v. U.S. Post Office, that the First Amendment does not mean the government has to make someone listen to you or read what you write. That the putative listener has First Amendment rights to not listen.And if maybe I don’t like your speech and think it’s full of bad ideas, I have the First Amendment right to tell other people and suggest they not only stop listening to you, but dissociate themselves from you as well. I can tell them not to shop at any business that you run, or are employed at. I can suggest they unfriend you on Facebook or wherever.That is exactly as the Founders envisioned. They knew that speech would always be regulated, that certain ideas would be seen as beyond the pale at least at that particular time, just as the ideas that they had built the United States on had been a few centuries before. But they also knew that the government was a poor instrument to do that regulation with, that it was better left to society (as “the marketplace of ideas”) to regulate as it could more precisely and efficiently zero in on those who overstepped their bounds, as well as pivot nimbly when society’s underlying beliefs evolved (i.e., even 30 years ago anyone advocating for allowing same-sex marriage was an outlier not only generally but even in the LGBT community).And that is what happens when people who participate in things like the Charlottesville rally are identified and lose their jobs (The activists should go further and bring pressure on their former employers to contest any unemployment claims they may file, pour encourager les autres) for their public expression of ideas that are far outside the mainstream, that indeed once may have been acceptable but no now longer are. The ruins of their careers (such as they may have been), twisting slowly in the raw winds of the economy, are and will be a much more effective monument to the border of acceptable discourse than any government’s prison sentences ever have or will be. And such social punishments can be more easily revoked should they see the light.It is understandable that activists of the alt-right should chafe at this. Thanks to the lack of foresight by the founders of Twitter, who to be fair never envisioned their service being used as a primary means of communication (it was always supposed to be just a place where people/entities could make announcements and link to more serious text somewhere else), they found there an alternative vision of free speech, one where is much harder for listeners to dissociate themselves from speakers they don’t care for than it is in most other online spaces, to say nothing of real life. And naturally they liked it and decided it was what free speech should be, since they couldn’t be so easily ostracized and marginalized.Yes, as I write this I am certainly aware that this social regulation of speech has as much been pointed in the other political direction, that there have been times when it was progressives and leftwingers who kept certain opinions, certain associations, to themselves, and that some readers may say I am coming across as awfully smug about it. If it is the right that lately has mastered what some people call the “weaponization” of free speech, then it has long been the left that, as has been the case of late, has the upper hand in the weaponization of freedom of association (something I would say comes out of a long tradition of strikes and boycotts … rightwingers seem loathe to do those things not so much because of their association with the left but because they often seem to them to involve politicizing the market, the space that (at least in the U.S.) conservatives have long insisted be kept as apolitical as possible, which of course only serves to guarantee that it is the most truly political space in our society, that is the space that most regulates our lives).This is not a new observation—Henrik Ibsen famously wrote a whole play around this theme in the late 19th century. But it is important to keep in mind that this is a social phenomenon, one for which a political solution, as some have proposed, would just make things a lot worse by practically requiring the government to intrude into so many areas of our lives which it has as of the early 21st century long been the consensus opinion of the majority of human beings that it is best for the government not to intrude into.(Now, this notion of a social space where no one is allowed to criticize another speaker’s speech does have a place—in support groups and other places where that rule has been established and affirmatively agreed to by all involved before their participation. But it also usually comes with a confidentiality pledge. Society as a whole cannot operate like that).

Not currently as i have already left the company and have no plans to join the same in anywhere future.While i was working in Cognizant i was released from the project and had come on bench.My ratings were good and i had also received awards​ from Cognizant before but i wanted to explore more opportunities to learn and therefore i insisted on getting released.On my first day of bench period i went to meet required gwfm team and what they said just hurt me very badly.They told that you have 8 weeks time to get into project or else you will have to resign.They told that you need to search for projects or else you will have to resign.I told them that i need to go to home currently as my family member is hospitalised and again they told me that whatever leaves you will take it will be deducted from 8 weeks time and you will have very less time to get into project.I was taken aback as this was the first time in was on bench and i had no plans to sit around.I requested them but the same response was given.I have never seen any company treat their employees in such manner as there were many times when i stayed till midnight,came on weekends to complete the tasks.By the way i some how got a project and that project was support one. These people told that there are some enhancement and defects fixing are there in project but it was complete L1 and L2 work.As an engineer i never expected to do such kind of work but i accepted the project as i didn't want to resign.After i joined the project i got job in another MNC with better package and purely development work.I resigned.Now as i resigned they are asking me to stay and they are willing to offer me development projects​.Now let me tell you if didn't accept their offer as if a company which cannot support you during your bad times is not at all worth to work for.

Let's talk facts, and facts alone.Today Kunal Kamra released a new standup comedy video. In this answer I am just going to juxtapose some of what he said against what's the truth. And, then I'll get to the point.He said,"Whenever you go to UP, you will find at least one Mantri shouting, 'Mandir Yahi banega!' Hardly anyone is as excited about making Metros."Fact check:Previous Government built one incomplete Metro line in Lucknow and launched it partially just before elections.This one within two years has completed that, completed and launched Aqua line Metro in Noida connecting Noida and Greater Noida, brought in DMRC's Red Line Metro to Ghaziabad, launched another phase of Lucknow Metro, and laid the foundation stone of Agra Metro while also having gotten passed the Kanpur Metro. As if that wasn’t enough of Metro development for a single state in mere 2 years, they have also laid the foundation stone of Rapid Rail Transit System between Meerut and New Delhi which will cover the distance between the two cities in just 60 minutes at an average speed of about 100 KM/hr. And, that is just UP.Ironically, it's Kunal Kamra who is lesser excited about Metros than pitifully using them in his jokes, given he didn’t even care to read a bit about Metro Development in UP, not even on Wikipedia which lists all of what I shared here explicitly.He said,"40% population of UP has got no access to bathrooms."Fact check:Firstly, he quoted an old statistic, and that too wrongly. UP had only 40% of its population with access to toilets before Swachh Bharat Abhiyaan was launched back in 2015. Now, its 100%.Might seem unreal and too big a claim to the reader, so feel free to Google about it. This is something that was extensively covered by Media as well. And, all the progress under Swachh Bharat Abhiyaan has happened under you know who.So, given the astounding amount of weight Kunal Kamra has lost over the past one year, maybe it's him, who has been shitting a bit too much for his commode to hold, and maybe it's that what makes him feel that there is not enough bathroom space available.He said,"NRIs don't know shit about India, they just get excited to see someone Indian coming, and thus start shouting Modi! Modi! They are like cheerleaders in IPL, just always dancing and excited, but never matter, never important"Fact check:NRIs went working out to foreign countries because in India, since Independence to this very day, the politicians were not able to build a scenario where they could have gotten best of work opportunities, while outside they could easily earn way more for their talent and hard work.So, firstly, if anyone leaves the country to become an NRI, why blame them instead of blaming our politicians, all of them, for their absolute, gargantuan and utter failure?Secondly, when they earn hefty amount of money out there, most of them send a good proportion of that earning back to India as remittance money to their families and earn our country plethora of foreign exchange bonuses in Dollars, Euros, Dirhams, Australian Dollars et cetera. So much that just in 2018 alone, these NRIs sent into India $80 Billion! Eighty Effing Billion Dollars![1]That's a ginormous sum. So much that a good chunk of families in states like Kerala survive and thrive on remittance money only. So, rather than mocking the NRIs as outsiders, unimportant IPL cheerleaders, see them for real. They are just as much a part of the wheel, a part of us, a part of the Indian spectrum, and they deserve just as much say, their opinions hold just as much of weight.But Kunal says, he deserves a better say. I disagree. You can choose your stance.Now, having said it all, I shall get to the point.When he mendaciously says that in UP 40% people have no bathrooms, that paints a severely wrong picture of the state in the minds of all who watch his videos.And, when he says it by sandwiching the issues subtly between the talks of "Mandir Wahi Banega" he very swiftly attaches the matter as a failure of the present-day Government, which is an absolute act of falsified propaganda given its the present day Government which achieved 100% toilet coverage, unlike the predecessors from SP and BSP under whom the monumental failure was grandiosely achieved.Similarly, when he spews his lies and propaganda by saying that no metros are being built, well, I guess, after all the progress and strides made towards expanding Metro coverage in UP, he will only see all of that if CM Yogi also launches a Metro project inside his own flat. Oh wait! He doesn't even live in UP, so how would he know?Get my point?That's the reason I dislike him. And, that is the opinion I hold about him.When he mocks Modi, Amit Shah, Ambani, Yogi, I laugh just as much. But, when he stoops to lying, attacking, and selling fake news like the one about bathroom coverage in UP, I cringe, I detest, I pause the video, I press the dislike button, and I close the tab on Google Chrome. Period.EDIT: A number of people are doubting the claim about 100% toilet coverage in UP. Here is the official Government portal of dashboard to track the developments about Open Defecation: Swachh Bharat Mission Dashboard. Visit it, and a map of India will show up. Just hover over UP on the map of India, and the stats will show up displaying the coverage in 2014 as 35.18% and the coverage right now as 100%I hope the official data settles the issue.Note: My book ‘Redemption of a Son’ is available exclusively on Amazon.Signing off,Shilanjan_/\_Footnotes[1] India to retain top spot in remittances with $80 bn in 2018: World Bank

I’ll tell you how I did it—but how I did it is not something I’m particularly proud of, nor is it the way I think it ought to be done.I came to the field with a background in HR, as well as counseling. When I became a technical recruiter (recruiting IT consultants in the late 90’s), the manager of recruiting gave me a list of applicants’ names and phone numbers, sat me in (essentially) a closet, and told me to start calling.Every time someone answered, I was to make only the most cursory introduction, and was told to ask them what databases they were most familiar with, what programming languages, and what operating systems. Those three nuggets.Once I had that information, I would ask them about what kinds of work they were looking for, and if they wanted a position that we were actively searching for, I’d put them on hold, run to my manager, and listen to her screen them.Once they passed her phone screen, we’d bring candidates in for a face-to-face interview (always, unless they resided in a different city), and I’d ask them questions about their background, projects, technical skills, and other related things. I listened to their answers assiduously.Once the candidate and I had agreement about our vacancy, compensation, etc., I’d work with them on their resume to emphasize those skills that they had which would be most attractive to the client. This was a further lesson in how to understand technology, and communicate about it. (I’d ask a candidate, “Can we say that you have experience in ‘troubleshooting network connections,’ and they’d either say “Yes,” or clarify how we could represent their experience.(Meanwhile, in my first two months, I was sent away to Seattle for some basic “computer terms” training. It was alphabet soup, to me, but it started the process of making those words part of my vocabulary. I started to learn how to put those words into meaningful context. To communicate with that language.)After a few months, I started to catch on. Trial and error. Listening, saying things the wrong way, being open to correction, and trying again. My first placement was a $212/hour project manager for a Y2K project. My commission shot up immediately, and it inspired me to dedicate myself even more to my learning.I focused on project managers, business analysts, technical support and help desk analyst. These are the most approachable “technical” folks, in my opinion, and I learned so much from speaking with them. Then I branched into DBAs, true programmers, and then speciality software packages. Each year brings entirely new languages, methodologies, software, software versions—it’s never the same, and changes tremendously quickly.Technical recruiting is a constant learning game. What is hot today will not be hot tomorrow, and in consulting, we were always on the cutting edge, looking for the latest, most rare skills.I loved it.So, even though I wouldn’t recommend that you do things the way I did them, you will have to just jump in, and start doing it yourself. Hopefully you’ll have more training about technology than I did before making my first call. Hopefully you’ll know more about the projects and clients you’re recruiting for than I did.But even more than all the technical knowledge, the thing that separates the good recruiters from the bad ones (and there are a lot of bad ones) is the interest in the person you’re speaking with. Listening to them. Being their advocate, caring for their growth, trying to give them the most advancement you can. Treating them like your brother or mother—not like a piece of meat. You’re their ticket to something better—unless you let your own goals and ego get in their way. It’s not about you. It’s about them.After all, without them and their skills, our job doesn’t exist.