hr presentation for board meeting

13 Useful Presentation Topics for Human Resources

By: Author Shrot Katewa

As an HR head, you might be invited to many forums, conferences, and board rooms to discuss burning topics that are being debated within your community.

We think there is surely room for more and more presentations to be made and points to be discussed within this space. So, today we share with you some ideas that you can read, discuss and develop for your next PowerPoint presentation.

So, let’s dive right into the topics directly –

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1. Employee well-being

The role that employee health and well-being play in the success of an organization is something that cannot be doubted. Yet, we do not see enough debate around how a healthy body and mind is good for business as well.

Using this topic we would encourage HR heads, students, and professors to discuss how such policies with respect to employee well-being should be framed, how business functions should be rewarded for promoting employee well-being.

It would be a great topic for starting an organizational behavior discussion as well. 

2. Digitalization in HR practices

We all acknowledge that the digitalization of processes and systems is something no function can escape from – including HR. Do you agree that technology has a role to play in HR? Or do you believe that the role of the ‘human’ here is more important to focus on than automation of HR practices?

Either way, this is a great topic to take off from and talk about how HR as a function has been impacted by technology over the years, and what possibly will it look like 5 to 10 years hence.

3. Role of Employee Mental Health

A goal-focused approach, having a mindset for success, an enhanced focus for better productivity — these are aspects that many a time we talk to employees about. However, how do you develop a healthy mind that is not stressed and anxious? A mindset that actually wants to succeed but isn’t feeling pressured.

We think HR departments have a great opportunity in expounding on the critical need for investing in mental health and providing good counseling opportunities across levels. A great presentation topic at any forum for sure!

4. Importance of Learning and Development

Now, this has always been a top favorite amongst HR practitioners.

There is no doubt that the need to learn and upskill employees is a crucial aspect in today’s ever-increasing VUCA world. Globalization has ensured that one can learn both online and offline from experts.

It would be interesting to showcase your thoughts and present how training resources are being assigned. The presentation can also include how HR teams are adapting to the ever more nuanced learning needs of their people.

5. Dispute Resolution among Employees

We are human and so it is obvious that there shall be disagreements. In fact, disagreements are often encouraged to ensure that good ideas on the table become even better! We see HR heads presenting this topic with examples and anecdotes from their work lives.

Also, as a presentation topic, it can extend to offline case studies that can be discussed event after a workshop. There is a possibility that at times you have seen that a dispute is highly subjective – for example when it comes to interpretation say of a gesture, culturally it can be a genuine mistake.

So go ahead make this presentation topic as engaging and interactive as you like it!

6. Secrets of a Happy Workplace

We all want to work at an organization where we feel motivated, engaged, and safe. However, what goes behind in building and maintaining such a happy workplace?

Is it when you have an employee-first approach or is it when it is about a customer-first approach? Do HR and management value the same thing?

These are all pointers that we think your PowerPoint presentation can touch upon. There is enough research out there that supports both points of view. So go happy presenting!

7. How to Attract Millennials to your Workplace?

Now, this is another great presentation topic – and one that many people would like an answer to!

Millennials have a reputation that they are either too distracted or disloyal to stick to an organization. However, recent surveys suggest that all they need is a purpose-driven organization. If they can identify with your cause, they actually are quite a loyal bunch!

As an HR practitioner your role in attracting and retaining such talent, and the role of the CEO in providing this enabling environment can well be a good presentation topic for your next HR board meeting.

8. Creating an Engaged Workforce

Engaged workforce as a presentation topic works very well at all levels.

You have an opportunity over here to talk about a variety of aspects that go into engaging your workforce such as progressive and inclusive policies, diversity management, the role of sports, off-sites, etc.

You might want to stress certain productivity numbers that the industry has experienced when working with an engaged workforce. We believe that this topic can go as niche or wide as you would prefer.

9. Open Offices – boon or bane?

HR teams across the world have often been sold the concept of open offices over closed cabin environments.

It seems logical that the more open the office, the less the hierarchy. Yet does that also mean more distraction, less productivity?

This is a presentation topic that can help you open up a lot of room for an active discussion with your audience. Is there a formula for success to open offices? Why do some industries or sectors have more success w.r.t to these open formats?

Again as an HR head or student, you would have unique experiences that will make for a great presentation.

10. Encouraging a work-life balance at a startup

Start-up culture is something that still is a hot topic at most HR seminars. It is usually this unique time in an organization where the organization is still figuring out what suits its employees best.

HR professionals can use this PowerPoint presentation topic to both share and invite ideas on how work-balance can be maintained, and what is needed in their organizations as they move along the growth curve.

11. Employee Volunteering – Role of HR or CSR?

Another great topic is the role volunteering plays in an organization and which team really needs to front this. Since Corporate Social Responsibility teams are often merged with the Communication teams there can be a difference in the approach.

HR heads have an opportunity here to dissect their role as employee engagement custodians and how & if they see volunteering as part of this mandate.

12. Importance of an Ethics Committee

Do you need an ethics committee for your organization? Usually, well yes! However, is the firm at too nascent a stage for such a ‘committee’? Can it work via an ombudsperson? Do you need a formal whistle-blower policy?

All these topics can come together within this presentation topic and make it worthy of a discussion across board rooms. We believe that HR heads have another great topic here for making their voice heard!

13. Job Rotation and its contribution to Employee Growth

The industrial revolution showcased how employee productivity grew if people repeated a task often. It was stated that this reduced the chances of errors and in fact, is what led to the whole 6 sigma quality and productivity concept. Yet, is this concept relevant now?

As an HR head you can ponder on why this has worked but even how in this digital age, and reducing attention spans, employees are seeking to learn new skills.

Your presentation can cover how job rotation can lead to, for example. better talent development and retention. Worth your time! 

So there you have it. There is a lot to talk about when we need to share something useful on human resources. I would like you to consider these topics only as a conversation starter and build up from the brief pointers that we have mentioned. I also hope that you find the above topics really something that you can use and is effective in your business setting. Do let us know your thoughts in the comments below.

Our goal on this blog is to create content that helps YOU create fantastic presentations; especially if you have never been a designer. We’ve started our blog with non-designers in mind, and we have got some amazing content on our site to help YOU design better.

If you have any topics in mind that you would want us to write about, be sure to drop us a comment below. In case you need us to work with you and improve the design of your presentation, write to us on [email protected] . Our team will be happy to help you with your requirements.

Lastly, your contribution can make this world a better place for presentations . All you have to do is simply share this blog in your network and help other fellow non-designers with their designs!

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Top 7 Recommended PowerPoint Templates for HR Presentations

• July 15, 2022
• Human Resources , Industry-specific presentations , PowerPoint templates for download

Working in the human resources department of middle or bigger companies involves effectively communicating various HR processes, and analyzing & presenting organizational structures. Explaining these rather complex HR concepts can be a lot easier when you use clear visuals.

For you, we’ve handpicked some recommendations of PowerPoint slide deck examples that can be a source of graphical inspiration for you.

You can get any example presented here as editable PPT files. Click on the slide pictures to see and download the source illustration. Check the full collection of Human Resources PowerPoint templates here .

Let’s explore our selection of presentations covering the major HR management presentation topics:

• HR Metrics Dashboards with PowerPoint Data Charts
• Recruitment, Selection, and Hiring Processes
• HR Talent Management Concepts
• Employer Branding Essentials

Payroll, Compensation, and HR Administration

• Company Organizational Structure Charts
• Company Roles and Department Structure

Dashboard Template with HR Metrics PowerPoint Charts

Do you need to report HR-related KPI metrics in a clear presentation? Show it in the form of a dashboard presentation.

An HR dashboard is a presentation type that visually displays major key performance indicators on one or more slides. Check this HR Metrics Dashboard Data Charts PowerPoint template with places for displaying the KPI measures. For example: employee profiles, remuneration structure, skills, or satisfaction. There you can find slides for reporting employee performance and retention, as well as HR project status and progress.

Where you can use those HR dashboards:

• Presenting your employee skills matrix evaluating key competencies
• Illustrate your recruitment & onboarding metrics
• Visualize your remuneration changes year-over-year
• Create your employee retention dashboard

Recruitment, Selection, and Hiring Processes PowerPoint HR Diagrams

If you want to present recruitment steps or the onboarding processes in a visually attractive format,  then have a look at this set of Recruitment, Selection, and Hiring HR diagrams .

Using creative visuals to illustrate the steps to fill the job post helps you to communicate those processes to your peers.

You can use these HR presentation ppt graphics to:

• Illustrate the overall process of hiring employees 
• Show the candidate selection roadmap
• Visually compare  hiring journeys with or without pre-onboarding

HR Diagrams for Presenting Talent Management Concepts

This is another HR area that can benefit from using a visual method of communication. If you need to present talent management processes, check this pre-designed HR Talent Management slide deck . 

It includes layouts for presenting talent management definition,  performance process cycle, and goal management from an organization and individual perspective, and more.

You can use it as a library of eye-catching diagram templates to explain HR concepts within your organization. Also, check our icon ideas to illustrate talent management , even 1 symbol can make a difference to your slide.

Employer Branding Essentials Presentation

If you are working with employer branding frameworks and roadmaps, explore this Employer Branding HR Process Diagrams PowerPoint template . It includes a dozen diagram slides to illustrate the process of employee life-cycle or employee value proposition.

A well-designed employer branding roadmap helps to implement relevant activities for improving the employer’s image.

Examples of using Employer branding graphics:

• Presenting employer branding framework areas
• Showing employer branding stages 
• Visualizing employer EVP offerings (employee value propositions)

Need to present a compensation and benefits scheme inside your organization?

Here’s a Payroll, Compensation, and HR Administration PowerPoint library of slide graphics covering these topics. 

There you can find editable diagrams illustrating benefits management, salary determination, and payroll processes.

These HR diagrams can be used in a broad spectrum of contexts:

• Presenting the scope of HR administration management 
• Showing and analyzing your company’s compensation and benefits scheme
• Describing your salary determination process 
• Visualizing stages of the payroll process

Template for Company Organizational Structure Charts

Do you need to quickly create a creative organization map in PowerPoint?

This Company Organizational Structure Charts slide deck includes company structure organograms as well as matrix management structures for several projects spanning multiple departments.

There are 16 pre-designed org charts editable in PowerPoint, for example:

• Hierarchical organization charts with pictures of the CEO and department managers
• Diagrams for flat organization structures, tree parallelograms, vertical and horizontal flow org charts
• Hand-drawn matrix organizational charts for creative scribbled org chart
• Vector icons for various roles, project teams, and company departments

Creating your own organizational chart in PowerPoint allows you to get a unique-looking organizational chart and make flexible changes to reflect organizational fluctuations. Replacing, adding, or removing a position or department is a matter of fast shape modification.

How you can use this template:

• Clearly present the organization management flows, company size, and personnel structure.
• Introduce people managing a company in a personal way, adding a person’s photograph or role icon only.

Company Roles and Departments PowerPoint Icons Collection

Need to illustrate various senior management roles or specific departments? Have a look at this presentation with Company Roles and Department Structure PPT icons . 

There you will find 32 outlined symbols of company positions such as CEO, CFO, COO, CMO, HR head, or Chief Sales Officer. There are also icons representing corporate product-related departments, sales-related issues, back-office, and various product development steps.

You can reuse the icons and organizational chart templates for presenting your company hierarchy, from the board through to the CEO and directors to specific department heads.

Feel free to explore these and reuse visualization ideas if they fit your work.

With the help of PowerPoint templates full of HR diagrams and role icons, you can enrich your existing slides or create a professional presentation from scratch. 

Thanks to the PowerPoint format you can edit all content – change descriptions, expand diagrams, replace icons as you need, etc. 

Having such HR presentation templates allows you to create your own do-it-yourself toolbox that can speed up your presentation preparation. You can also import those slides to Google Slides or Keynote presentation software if that is a presentation tool you use.

Resource: HR Presentation Examples and Template s for PowerPoint

Explore the complete set of presentation graphics about human resources and personnel development topics. If you find it useful you can download all the source illustrations for commercial use and free modifications. All these resources are available in the infoDiagram collection of presentation graphics:

Further inspiration for HR presentations

Explore more blog posts to find the right infographics and visuals for presenting your ideas:

• How to Present Employee Engagement Factors
• Use Attention-Grabbing Graphics for Your Next Remote Work Presentation and Visual Metaphors to Illustrate Work From Home Concepts
• 7 Design Ideas for Group Development Chart Slide
• Use Symbols to Show 6 HR Management Areas
• Illustrate Needs and Values with icons

To try out how these PPT diagrams work, get a free sample of PowerPoint diagrams and icons that you can use to play with this kind of presentation graphic.

Subscribe to the newsletter  and follow our  YouTube channel  to get more design tips and slide inspiration.

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HR’s guide to developing and presenting a board report

Hr professionals looking to take the next step into leadership need to hone the art of writing a board report. two experts share their best tips, including what you should include and common mistakes to avoid..

Never underestimate the influence that HR has in a business, says Joanna Bell FCPHR, General Manager, People, Culture and Governance, Pharmaceutical Society of Australia.

“A proactive board will be asking you questions; a great HR leader will be able to anticipate the questions with a well informed paper and strategy,” she says.

Whether you’re reporting directly to a board or a sub-committee, the skills you’ll need to develop are the same – the ability to succinctly summarise key information (an underrated skill), tell a compelling story with data, and communicate with clarity and conviction.

What to include when writing a board report

The contents of a board paper will be specifically tailored to your business’s goals and needs, but there are some common metrics that Bell suggests benchmarking and reporting back on, such as:

• A review key HR policies (such as flexible working policies)
• Employment data, FTE, turnover rates and time/cost to hire
• Remuneration and performance data
• Governance and market disclosures
• Talent management and succession planning
• Diversity, equity and inclusion strategies and progress
• Work health and safety updates
• Engagement surveys and action plans

Some of these will be consistent, standing items on the agenda, others will only pertain to specific times of the year, says Michael Rosmarin FCPHR, Chair and National President of  AHRI and Chief People  & Group Services Officer at Link Group.

“For example, performance and remuneration discussions are likely to occur in alignment with the organisation’s review period, but other topics such as progress against your people strategy or retention risks will be more regular agenda items,” he says.

Bell suggests prioritising information – cherry pick the data the board will most care about. For example, she says the board is always concerned with attracting and retaining key talent .

“They want to know if we have the right capabilities to deliver on our strategic plan. What are the risks and mitigation actions around this? Show how your people and culture team can add value as an enabling function to deliver against this strategic plan.

“There’s so much available data you can get from an HR system, so highlight key takeaways for the board,” she says

She also suggests benchmarking your statistics against your own internal year-on-year or month-on-month metrics and, if possible, against other external organisations.

“Then you can better forecast what you need and understand the story your data is telling.”

How to present your information to the board

First and foremost, your people strategy has to reinforce the overall business strategy, so make sure your data is directly speaking to that goal.

Perhaps your company is in hyper-growth mode, for example, so you could emphasise the talent and skills that you’re helping to cultivate. Or maybe the company is undergoing a merger or acquisition , in which case you might focus on your change management processes.

“Your people strategy has to be clearly aligned to achieving the business goals and strategy ,” says Rosmarin.

He also suggests developing a dashboard that you can easily use to measure and track performance and identify trends.

“This might look like a simple traffic light system with some commentary that gives a good indication of the company’s health and how it’s performing.”

He also emphasises the importance of keeping the end goal in mind – is the paper for approval, information or discussion? Structure your action items and agenda around this.

“I suggest starting with your ‘for approval’ items, so they don’t get missed. Then you’d go into your ‘for discussion’ items. Anything that’s ‘for information’ might be assumed to be read and only explored in the meeting if there is a specific question, because you want the meeting to focus on discussing the important issues.”

“Remember, what you highlight will be questioned, so make sure your data is accurate, anticipate and be prepared with answers. ” – Joanna Bell FCPHR, General Manager, People, Culture and Governance, Pharmaceutical Society of Australia

“I always tell people who are providing papers to a board that directors will read all the information you provide and to therefore be thoughtful and only include information that is relevant and important. Try to keep each paper to one or two pages, and make sure it is clear and easy to understand what you’re saying.”

It’s also important to be explicit on what you’re recommending versus what you’re asking for input on, he adds.

When it comes to presenting information, Bell follows the three C’s method: keep it concise, clear and captivating (i.e. ensure it’s visually appealing).

“It should grab the attention of the reader and compel them to dive deeper into the sections of your report. Tell them what they need to know at a high level. And remember, what you highlight will be questioned, so make sure your data is accurate, anticipate and be prepared with answers. “

To keep things concise, Rosmarin says it’s paramount to provide background materials ahead of the meeting, so the conversation can focus on solutions and strategic issues rather than regurgitating information.

It’s also worth considering the activities of other functions which may impact your work in HR, he adds.

“For example, the Sustainability team may be involved in charitable giving or partnerships which have a potential people engagement piece. Think about how to bring those areas together to achieve greater impact.”

Developing business partner skills

There are useful complementary skills you can build that will help you to become a stronger board presenter, says Bell.

“Get to know your board. Speak with them; your board are people who have their own interests and concerns. So learn what keeps them up at night. 

“And if you haven’t already, ask to sit on a governance, risk, finance or P&C board subcommittee. Then get the backing of the subcommittee to support you to present to the board.”

This helps you to be seen as a true business partner, she adds.

You also have to be commercial, adds Rosmarin.

“You have to understand the business strategy and the financial plan. All people initiatives need to be seen in the context of how they are helping shape the business. The nice thing about working in HR is that you are often able to think longer-term, and I think that’s a real gift. You’re focusing on how to create a truly sustainable organisation.”

Need help writing a board report? Learn how to write clearly, professionally and succinctly to capture the attention of your intended business audience with AHRI’s short course in professional writing skills.

Common mistakes to avoid

Be careful of overloading a paper with too much information, or using inaccurate data, says Bell.

“Avoid reporting on all the issues and not having any strategic initiatives aligned to address them or producing a report that has a lack of structure. A board report has the ability to effect great and lasting change, so make it impactful,” she says.

When writing a board report, don’t bury tricky or complex matters in a mound of other information, says Rosmarin. And try to avoid addressing these for the first time in the meeting.

“It’s often a good idea to seek out the Chair and speak to them before the meeting and say, “I’ve got something challenging that I’d like us to discuss in the meeting”. These meetings aren’t about just presenting your work for approval; they’re about getting input and feedback and often working through challenges together. Remember, the board is there to help – they want to add value. “

Effective board reporting is a fantastic way to demonstrate the value of the people function to the broader business and further boost HR’s influence, says Bell.

“It can help businesses to make better decisions. Sometimes HR professionals feel frustrated at not being heard or valued. But I think there’s an opportunity for every HR professional to influence and be seen as a trusted adviser by the board.”

A longer version of this article first appeared in the February/March 2024 edition of HRM Magazine.

Brilliant article, so practical with useful ideas. Jo Bell has certainly shared some insightful information which obviously stems from her varied experience. HR is an ever changing field reliant upon legislation, company policy, human factors and job variations. There are no absolutes in HR today, it takes an intelligent, pro-active and energetic HR leader to navigate through the differences that arise.

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HR Presentation Slide Templates

Number of slides: 10

The Human Resources template enables your HR managers to outline the most important things regarding human resource processes and organization. The true potential of a business lies in its human resources which adds to the complexity of leading the company. With this template you can demonstrate the core functions of the human resource management. Also, you can show relationships between the senior managers and the work force.

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Set of HR Powerpoint Slides

Venn diagram human resource slide.

A Venn diagram is used to show logical relationships between different and numerous data sets. For example, it can be applied to the hiring process of your company. Your company will have certain criteria that the right candidate should possess, such as experience, professional skills, and leadership qualities. All of the applicants who exhibit those characteristics have the potential to be the new employee.

Clustered Column Chart Human Resource Slide

The Clustered Column Charts is a graph that is used for comparison of certain data. The values are grouped into categories by using vertical bars. The data will use the same axis labels and can become really complex, depending on the amount of data. This template will enable you to better organize the data in your HR department and to highlight important values.

Meet the Team Human Resource Slide

It is important to always praise your employees and this slide is the right place to give them credits. Your team is the most valuable asset in the organization. You have plenty of space to name each team member, regardless of their responsibilities and field of expertise. Also, the slide is quite visual and you will be able to leave a lasting impression on your audience.

With the HR template you will highlight the key values of the HR process and organization

You can demonstrate the core functions of the HR department and create a path for better organization of the human resources.

The Venn diagram is suitable for demonstrating the hiring process

By using the Venn diagram, you will be able to successfully select the right candidate.

Professional template that will enable you to make a memorable presentation

The visual slides will contribute for a better understanding of the data.

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Writing an HR Board Report that they actually enjoy reading!

There comes a time in every Exec or Board meeting when they get to the HR report; often just before the AOB’s. Your team have spent hours pulling this report together, making up for your shabby systems with herculean, manual data collection. But disappointingly, the response from the Board members rarely justifies the effort. You might get some comments like ‘absenteeism looks a bit high in Operations’ or ‘you need to try harder with diversity’ but in my experience, the HR report seldom leads to a stimulating debate in the way that they get excited by, say, the one from Finance. Why is this?

Maybe it’s just my HR reports that were a bit boring (very possible). Maybe it’s because the Execs are not interested in people (also possible). Or maybe, just maybe it’s because we’re giving them a bunch of data that doesn’t give any real insight?

What are we trying to prove?

Apart from the basic stuff like how many people we’ve got and how much they cost, our reports tend to try and demonstrate that our people are:

• Well behaved
• High performing

Well Behaved

Most of our reports try and reassure our leaders that everything is under control. I would usually provide information on absenteeism levels, how many people have completed our anti-bribery courses or how many grievances we’d received that quarter. I’m not saying that this kind of reporting is completely irrelevant but it’s unlikely to generate much interest or energy.

No HR report would be complete without its diversity stats. I used to provide countless detailed lists of percentages of protected groups for each Division and grade. Other than the conclusion that ‘we should do better’ my Board colleagues found it difficult to get engaged with these stats. Whilst demonstrating how unrepresentative we were in terms of gender or ethnicity was interesting, I struggled to get underneath the figures and to offer any real insight into why.

Once a year we get to present the jewel in our data crown; the results of our annual engagement survey . We provide an overall engagement number (hoping desperately that it’s gone up from last year), response rates by Division, comparisons with anonymous upper quartile organisations and identify areas for improvement which are always ‘communications, career development and line management’. After the Divisional leads have argued why the data isn’t fair/accurate, we usually get some commitment that we really must ‘do something’ and that action plans must be presented by every leader within three months … and they can then forget about it until next year’s survey.

I find it fascinating that Boards still feel that they can tick the engagement box because they do one big survey every year. As one of our clients said to us recently, “we realised that it couldn’t be right that we check in with 1500+ customers every day, but only once every 12 months with our people.” If we are serious about demonstrating how are people feel about us, then we should obsess about it.

High Performing

Our other big set piece is our annual analysis of how well our people are performing. This is the product of hours of painstaking collation of rankings against performance and potential and countless calibration sessions. This will usually tell the board that we have a handful of stars, a few lost causes and shedloads of mediocre individuals. There will be much disappointment shown and HR will be urged to address this with some urgency through management training/poor performance management.

Our Boards’ continued belief in the value of these performance reports seems unshakeable. Despite a growing trend in the move away from annual appraisals to frequent check-ins and other forms of performance management, the desire to be able to present a definitive measure of performance keeps many of us stuck in ratings misery. I feel that anyone who is on a leadership team or Board should be made to watch the brilliant Marcus Buckingham talking about performance data. This 12 minutes and 11 seconds of video could save hours and hours of wasted time and effort, not to mention freeing HR teams up to transform their approach to performance management and improvement.

What can make our HR report shine?!

With the joy of hindsight, it’s unsurprising that my HR reports failed to generate much discussion. I was often presenting a disjointed report, filled with random stats, lacking insight and filled with flawed data. And yet, this report ought to have been one of the most critical and vibrant parts of their Board pack. Even if you have a bunch of NEDs who aren’t that people-oriented, our people costs usually make up a significant portion of our operating costs, so that alone ought to warrant some attention. So, what could our reports look like and how would we produce them?

Our starting point should be what the Board should want to know, not simply what we’ve been asked to submit. I believe that every Board member should want to know two things:

• Are we able to attract the talent we need?
• Are we creating the conditions where our people can perform to the best of their ability?

Looking at these in a bit more detail …

No HR report should be complete without a comprehensive view on the power of your employment brand. Pre-social media days we would have had to compile this via expensive commissioned research but now we have it done for us via sites like Glassdoor . Given that the majority of applicants will check out your reputation before applying, we need to let them know what’s being said about us as an employer. Having a decent Net Promoter Score internally is relatively meaningless if we’re scoring low on these sites. If you’re struggling to get much interest in this kind of data, show your CEO his or her personal Glassdoor rating – that can usually spice things up!

We can supplement with more traditional HR data such as time to hire and churn (if aggregating it doesn’t make it worthless) but it might also be useful to bring in data such as the number of people that return to work for you or the output from the increasingly popular ‘ Stay Interviews’ that can capture those initial impressions and provide great insights into why people chose to join you and whether your employment brand matches the reality.

• Are we creating the conditions where are people can perform to the best of their ability?

If there is one area where your Board should be focused, it’s this. Whilst our annual engagement survey tries to get to some of it, I feel that we can do so much more.  We need to be able to demonstrate that we are creating an environment where our people:

• Are trusted and treated as adults
• Are given the opportunity to use their strengths
• Are given the flexibility to work how, when and where they perform best
• Are led by people they respect and can learn from
• Are coached regularly
• Are shown appreciation
• Are encouraged to try new things and show curiosity
• Have the information, tools and freedom to do their jobs

Our Board members should have a relentless focus on ensuring these conditions are being created. And we should help them understand through regular monthly pulse surveys and supplementary measures such as the numbers of people working flexibly or data that shows how we are rewarding and recognising people on a regular basis, or even the number of ‘failures’ we’ve had – as a positive indication that we’re innovating.

Finally, we should ensure that our vital insights are brought together in a compelling narrative. We need to learn from our Marketing colleagues who usually do a great job of combining key bits of data to tell a story that can truly engage our Board members. The People Report should be the section of the meeting that they look forward to the most.

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My Secret Weapon for Giving Insanely Great HR Presentations (and 34 Things to Avoid)!

Public speaking and giving talks in your HR area of expertise is one of the fastest ways for you to promote yourself and advance your HR career.

I was reminded of this when I was recently asked to give a 30 minute talk to a group of 20 senior HR executives in Chicago.

Since I was only given a few days notice, I didn’t have a lot of time to prepare.

So I followed my “simple formula” for giving great 30 minute presentations…

Speak for 22 minutes straight from the heart. No slides. No handouts. No flip charts. Rehearse, rehearse, rehearse beforehand. And if you must open with a joke, let it be on you.

I’ve done a lot of talks over the years.  What I’ve discovered is that the best presentations are simple, authentic, genuine and leave the audience wanting more of you, not less.

And, one of the best things I ever did for my HR career is becoming a “good” public speaker.

Notice I said good, NOT great!

Let me be clear: no one will ever mistake me for being the next Tony Robbins, Reagan, JFK, MLK or Oprah (especially her Golden Globes speech, WOW!)

However, I’m convinced that any HR professional can give terrific presentations if they’re willing to speak, prepare in advance and have a passion for their topic.

The best HR leaders seek out opportunities to speak and enthusiastically share their message all the time.

The superstars in our profession give presentations at offsite meetings, team presentations, big annual meetings, or to HR associations.

Or they lead college recruiting presentations, orientation sessions, tele-classes or webinars.

They use these presentations to promote their topic, their organization…and yes, promote themselves and their HR career.

Guidelines For Giving Absolutely Horrible Presentations

The biggest presentation mistake I see HR professionals make is waiting until the last minute to prepare.

They rush to throw together a PowerPower presentation relying on it as their “crutch” to bail them out.  You can tell who these HR presenters are because they follow the guidelines below…(note: #16 & #28 are my personal favorites):

1. They dive right to their first slide – with no inspiring intro to grab your attention

2. They drown you in slides — say 1 slide/minute (or 60 slides per 1 hour speech)

3. They focus on facts and data – no interesting stories, anecdotes and examples

4. They use 12 lines of single-spaced, bullets per slide

5. They don’t use images or pictures on the slides, just lots of text

6. They read each slide word for word

7. They read the slide twice to make their points

8. They make an excuse about small text, “I know you can’t read this, but…”

9. They use lots of animations, especially twirls, fly-ins and spinning words

10. They make the text so small people in the back can’t see it

11. They turn their whole back to the audience when looking at a slide

12. They use that annoying laser pen

13. They make crazy little circles with that annoying laser pen

14. They make zig-zags with that annoying laser pen

15. They have no gestures, just stand there with arms dangling down

16. They wave their arms around like Michael Jackson singing Billie Jean

17. Or they don’t move at all

18. Or they pace like a lion in a cage

19. They stand in front of the screen (letting the words display on their face)

20. That tell jokes, that aren’t funny or are inappropriate

21. They walk with their hands in their pockets

22. They fold their arms

23. They don’t sound passionate about their own topic

24. They don’t engage the audience

25. They memorize their slides and sound like a robot

26. They put two or three charts on one slide

27. They use as many builds as humanly possible on each slide

28. They point to a slide with their middle finger

29. They point at the audience with any finger

30. They insert a video with poor sound quality

31. They use lots of word art and slanted text

32. They use child-like clip art and lots and lots of cartoons

33. They never repeat the agenda so people can follow their ideas

34. They always go over, never under their allotted time

I don’t know about you.  But nobody I know ever walked out of one of these presentations inspired, sold, or well-informed.

They just left bored out of their freaking mind saying silently to themselves: “I wonder how long that presenter is going to keep that great HR job she has.”

Obviously, I’m building up to a better way.

Tips For Giving Insanely Great Presentations

If you must give a presentation — and yes, if you must use PowerPoint — the video below will show you some better guidelines to follow…compliments of the late, great Steve Jobs:

And if you’re drop dead serious about taking your HR game to the next level, start taking steps today to polish up your presentation skills.

Besides, why should you settle for just giving average presentations…when you can give insanely great ones!

Hit me up with your comments on this article by CLICKING HERE.

About the author: Alan Collins is Founder of Success in HR and the author of a variety of best selling books for HR professionals  including UNWRITTEN HR RULES .   He was formerly Vice President – Human Resources at PepsiCo where he led HR initiatives for their Quaker Oats, Gatorade and Tropicana businesses.

Feed your network: If you like this article, feel free to share it with your FACEBOOK friends by clicking the “share” and “like” buttons below…or share this with your TWITTER followers by clicking the “tweet” button below.

38 Responses to “My Secret Weapon for Giving Insanely Great HR Presentations (and 34 Things to Avoid)!”

Alan: This is well put together.

I thoroughly enjoyed it.

Alan, the experience you have gained from your amazing career could help anyone ramp up quickly. I was on a panel discussion at a HRMAC event last year covering the topic of networking.

Being on a panel discussion showcased my skills as an expert in the industries and definitely generated a lot of interst. Coupling personality with the mechanics of an amazing presentation would definitely raise anyones game. Thank you for sharing your expert opinion in your book.

Alan: As a person who often speaks professionally, I’ve seen my share of speakers (and made my share of mistakes) over the years. You have put, in an easy to read essay, the critical components of a great presentation. The formula really isn’t all that complicated, is it? The suggestion to rehearse, rehearse and rehearse some more can’t be overstated. Thank you for taking the time to help us all become better speakers.

You are right on! There is nothing – absolutely nothing – more boring than watching a presenter read the powerpoint slide bullet points. In most cases, using a lot of slides is just an excuse for poor preparation. The presenter uses them as reminders of the details of the presentation.

As you indicated, if you must use slides, keep the slides and the bullet points to a minimum. The audience can read the words, the presenter must tell the audience why they should care about the slide’s message.

My most successful presentations were made to persuade a group to adopt a particular point of view or to accept a new idea. I’ve found that the maximum number of points that you can successfully make is three (3). Anything more than that, the audience will probably forget.

Lastly, to echo your “formula” — no slides, handouts, or flipcharts. Why would you want your audience to look at your props — they should be concentrating on YOU.

Great subject, great video, great points! Keep it coming.

Timely topic: I was just discussing this with a colleague who had returned from a deadly Power Point presentation. He said the entire audience was nodding off because they’d given up trying to follow the 10 point fonts on the screen. Your advice is solid and practical for all professionals, not just those in HR.

WHEN will people learn that a Power Point presentation alone will not make an effective presentation?

[…] on a recent HR project you got rave reviews on?  Do you blog?  Not a writer, ok – can you speak? Could you put together a short presentation that showcases your expertise?  Do you already have a […]

Superb advice. It is sad to see so many great HR professional sink like stones when doing direct talks or open forum presentations. Sage advice..

I’m one of those who hate public speaking, despite that I do it with near perfection point…the fear that I might get it wrong makes me do it and redo it imagining all moves and the reactions of my audience, and how I would respond to them. Alan, this is one of the best, easy put together, I hope everyone enjoyed it the way I did.

Dear Allan, Your topic is nice. I enjoyed with that.

I am sure that i does make a difference. I have been associated with Toastmasters intertnational and tremendously improved on my communication skills.

Great article.. I have been following many of your articles and all presented very well. Looking forward for many more articles as those have been of great help to me.

Mr Allan Your advice is worth millions. Thank you.

Thanks for a great article, Alan. Very timely as I am making a presentation at our area Non-Profit conference next week. Incorporating many of your helpful hints…However, I do enjoy a bit of child-like clip art now and then!

Very informative. As a soon to be graduating HR student it is reassuring that I have not made too many of your mistakes in the PowerPoints I have given. Also, I knew that joining Toastmasters would be helpful in my career goals. I enjoy public speaking but we can all use such great tips on how to do it well. Thank you.

Thanks for putting together such useful tips to make an effective presentation. What I fully endorse is your emphasizing Passion in one’s presentation, apart from other useful tips, because unless one is is convinced about what one is presenting, he/she cannot make an effective presentation. After all, all leaders need to be convincing speakers and passion goes with it. Thanks once again

I agree with some elements in this article. However, you can find more up-to-date information here: What make an excellent presenter? A new, original and polemic article by Ian Brownlee. Shortlink: http://wp.me/p2guX2-77

There are more articles dealing with communication at: ianbrownlee.wordpress.com

Alan–Again, good topic and good points. How often has the presenter just took a photo of a written page and presented it. Or, I use to go to a monthly financial update by the CFO, and ALWAYS he would photo his Balance Sheets and other Financials and throw it onto a slide, and ALWAYS apologize that the type is too small to read. The message really was–I do not give a dam about the audience. Too many times I have been at presentations that have 30 slides for a 20 minute presentation, and nothing is going to stop the “speaker” from going through his presentation and reading word-by-word to you. And what is amazing is most of these people continue doing the same wrong things time and time againl.

Dear Allan,

Another thought provoking tool from your tool kit to help HR professionals be the best in our field. Keep them coming!!

Dear Allen,

Really nice sharing, look forward to your next article. I’ve always learned a lot from your great advice.

Alan: Do you think that perhaps a lot of “Presentors” (not just HR folks) do all that you described because they are (1) unprepared as you state, (2) not passionate about the subject matter and (3)out of FEAR?? Aren’t most of the poor public speaking habits you describe arise out sheer panic or fear of public speaking in general? Thank you- Leslie DeMerville, BSc, MSc…Labor Rels

Here are some additional articles that cover this area:

– Making presentations sitting down= Less influence & more problems. Fastlink: http://wp.me/p2guX2-x

– Oh no! Not ANOTHER boring company presentation!: shortlink: http://wp.me/p2guX2-4q

– “An Elephant in the Room” # 2: The Hidden Dangers of Interrupting during Presentations. http://wp.me/p2guX2-2d

For many more additional articles visit: ianbrownlee.wordpress.com

Leslie, I would agree — and I think your points 1and 2 are the key to addressing the fear — especially your point 1.

Alan, I always love your articles and tips. This was great.

I do have one question that I struggle with and would love some tips from all you and your amazing followers. How do you keep some of the boring and redundant HR topics fresh and meaningful? For example, the annual anti-harassment trainings etc.

Thanks again Alan for another great topic and I look forward to everyones feedback.

Kelly, my suggestion would be to have include in your HR topic tons of: –stories (disguise the names) –anecdotes –case examples –cartoons –videos –guest speakers –industry experts –etc.

My experience is that people tire of hearing dry concepts, principles, guidelines and to-do’s quickly. Whatever you can do to turn “education” into “entertainment” (without losing your message) will be most appreciated by the audience.

That’s just one thought.

Anxious to hear others.

Alan, Wonderful article it reminded me of times I have made some of the same mistakes. But, that is how we learn and grow. I would have to say # 23. Don’t sound passionate or interested in their own material have to be the most dangerous mistakes of all. If you present yourself as being bored with your own information how could you expect the audience to gleam anything from what you are saying? If you show passion and sincere love for what you’re presenting, the audience can ignore some of the more minor infractions you may be displaying. The key word is “Presenting” not spewing, not mumbling, and not dictating. We are to present ourselves and our material with a passion. Passion can hold your audience even when you are fumbling. Actors practice their lines in order to perform. We need to do the same be prepared and show our passion.

Allan, Thanks a ton.Very useful & timely input on Power Point Presentation. Your article have always covered aspects which i never thought would even exist. Keep doing such great jobs.

Thanks Arti Vyas

I periodically teach ‘Presenting with Impact’. You’re list is fantastic! While I address about 33% of your list, the additional points will definitely add value.

Thank you again,

Lisa McSharry

Great post, Alan. Thank you. Sad to admit I’ve caught myself doing a few of these things. I do always try to rehearse and time myself in the process. And I always try to make it interactive; I figure if I’m boring myself, then I’ve certainly lost the audience!

I often gave presentations in grad school with no notes (I was well-rehearsed), and the class often commented how mine were always good. One particular instructor asked them why they thought mine were good, and then he pointed out that it was because I was prepared and knew my topic. (By the way, I picked that up from a former pastor, who always preached without notes. He NEVER lost his congregation’s attention!)

I am really impressed by the kind of articles you write Allan. This one is something I was really looking for and I agree with all the points. I am sure many people need to think again before giving a presentation; because usually they end up being boring and loose interest of their audience.

Thank you Alan! Great article, so much learning through such useful/valuable practical examples/videos. You are so enriching and empowering!

Alan, what i read is so true!!!! Do you know what is missing from most of HR colleagues in their presentations? PASSION. That’s what is missing. Speaking from the heart and engage your audience, needs passion for what you are talking about… My best presentation was with 1 slide and i video, holding a speech of about an hour and nobody wanted to leave the room! So, trigger us more with inspirational topics! We all needed them! Warmest Regards, Z.

Wow! Alan, you are always on point. I always look forward to your articles. You paint a very clear picture of the Presenter/ PowerPoint we all dread. I definitely don’t want to be that boring Presenter that puts grown adults to sleep ( after all it is not a lullaby ?)

I will print your list and hang it on my wall to remind me to always put in extra effort to make a great presentation.

This is an awesome I must say Alan. These things usually we do unconsciously some time! It will remind me not to do further. Thank u so much 🙂

thank you Alan. i just join HR division and i fully agree that many HR’s needs to prepare well before making a presentation. i realy felt that the message from the article is so empowering.

warmest regards

Great points. As HR leaders who have seen and experienced many unique situations we have plenty to share. Our ability to be passionate and relatable to a diverse audience enables us to connect and engage spectators which makes our message all the more interesting. I was the presenter with the slides and graphs, etc. and had a situation where the projector was broken. I had to improvise and I received more compliments from that presentation than any I had ever done. From that point forward I started speaking from my heart and left handouts summarizing my presentation. I believe there is a distinct correlation between the amount of fun you have as a presenter and the amount of information your audience takes away.

Dear Mr. Alen,

Lovely article once again.Inspiring, insightful and clearing all the myths over making great presentations.

You always bring something really innovative and impact-full. Sometime we really work more on what is not required then what is required and miss the buss.

Your article is really helpful to all HR professionals.

Keep sharing.

Best Regards, Rahul Mehandiratta

Thanks for another great article and it was a pleasure to meet you at your Detroit SHRM presentation!

Alan-I’m guessing you don’t like those little red laser pens (hehe). Thoroughly enjoyed this article. It brought to mind my presentations (which I like doing) and wondering how to improve. Thanks for the insight.

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There's an Art to Presenting to Your Board of Directors

The corporate board is often described as a black box, a powerful members-only club. For some executives, however, the time will come when the club door will swing open, and they'll be ushered inside. When that day arrives for you, you want to be ready. 

An invitation to present to the board is a badge of honor, says Rich Fields, head of the board effectiveness practice at Russell Reynolds. "You don't get asked to do that if you're not kind of a big deal at the organization." 

Although the board's agenda determines who's asked to speak, the CEO, who makes the invitation, might have their own motive, too, says Jeff Wong, EY's chief innovation officer. CEOs often want to expose the board to someone worthy of a major leadership role in the future. That way, directors are familiar with the employee when the CEO floats their name at the next board meeting. And if those directors like what they see, they'll also have more confidence in the CEO's leadership. 

Moreover, engaging with the board and getting exposure may be your stepping stone to landing a future board seat. 

The stakes are admittedly high for an executive asked to present to the board, but—and this is paramount—put that aside as you prepare for your big day. The best way to hit the mark during your boardroom debut is to stay focused on your mission, and meet your audience's needs, says Lisa Edwards, executive chair of the Diligent Institute. Here's what that means and how to do it. 

Focus on the topic at hand, not every topic under your sun  

This was the No. 1 piece of advice from every board member, executive, and governance expert interviewed for this guide. When you're presenting to the board, your mission is to stay narrowly focused on the subjects that most closely align with its goals. 

Be selective even if asked to give a general update: What matters most to the board? What are the two or three takeaways you need to drive home? This isn't a data dump, nor is it about showcasing all of your deep knowledge. It's about delivering specific information. 

Turning the presentation into a show-and-tell moment is the most common error executives make when first appearing in the boardroom, says Edwards. "It's human nature that you want to show your expertise," she says. But you can do that by demonstrating you understand the board's role in the firm. "They don't want to run your business," she says. "They want to get assurances that you're on top of it." 

Hold a premeeting and ask questions

Most board presentations are meant to either: a) keep the board informed about a key area of business or b) supply data and context to help the board go deeper on a topic when a strategic decision is needed. Your job in the premeeting with whoever invited you to meet the board—usually the CEO—is to find out exactly what the board expects from you and what they already know. 

The questions to ask, according to Fields: 

• What is the key message I need to get across? 
• What actions do I need to get from the board? 
• What questions should I anticipate? 
• What has the board heard about or decided on the subject already? 

This pregame tête-à-tête also helps executives understand how much time they should spend preparing the presentation. According to Fields, practiced presenters spend 10 to 15 times the allotted presentation time on prep work. But Deborah Rubin, senior partner and head of RHR International's Board & CEO Services division, warns that senior team members often spend an outsized amount of time—days or weeks—on boardroom prep, creating unnecessary anxiety and taking the focus off of day-to-day business, when the potential return on investment may not match the effort.  

At smaller companies, executives may have preexisting relationships with board members and should feel comfortable inviting them to a coffee, says Yasmene Mumby, a leadership coach who has worked with organizations like the ACLU,  International Rescue Committee and Chan Zuckerberg Initiative.

"Instead of at the board meeting that's very public, and everyone is waiting for something juicy to happen, meet people where they are before the meeting, understand what they care about," she suggests. 

Make your presentation memorable 

Only once you understand the scope of your mission can you start preparing your meeting materials: a pre-read deck, slides (if you plan to use them), and the general outline for your short talk. Here's a lightning round of advice to make your material and delivery stand out: 

Keep your pre-read laser-focused

You'll be asked to submit reading for the meeting's "board book," a collection of documents that board members are expected to read and digest before arriving at a meeting. The length of your pre-read deck will vary depending on the topic and ask. However, some say limiting the pre-read to five pages is a good rule of thumb. Fields typically advises executives to create a first draft and then trim it by half. Peggy Foran, chief governance officer at Prudential and a longtime National Association of Corporate Directors (NACD) faculty member, likewise argues that the pre-read has to relay tailored information in as few pages as possible. Use bullet points, she says. 

When you feel compelled to add details to flesh out your pre-read, remember that there's always an appendix. That's where full financial statements will land and you can slip in additional reading. "By the way, you'd be surprised, a lot of board members go deep into the appendix," says Jocelyn Mangan, a board member at Papa John's and CEO of Him For Her, which aims to improve gender diversity on boards. 

Don't ignore the raw data, especially when it's requested

Keeping your presentation materials short and well-structured is essential, but some board members—especially new ones or activist investors turned directors—will want to see raw data rather than a carefully curated report. If boards ask for raw data and only receive selected, packaged charts and narratives, says Rubin, they may worry that the company's leadership team lacks transparency. If you're unclear on how much detail to offer, ask the CEO or the company's corporate secretary for a sample presentation. 

Plan on sharing very few, if any, slides

While your pre-read must be carefully edited, your slide deck ought to be positively minimalist. Fields challenges executives to use one slide—to perhaps find one striking visual—to drive home a point. 

Mind your speaking-to-listening ratio  

The biggest mistake you can make in a 30-minute presentation is to prepare a 30-minute speech, warns Foran. If you want to get the most bang for your buck, speak for no more than 10 minutes and use the rest of the time to converse with the seasoned professionals in the room. Listen to the directors' insights, and take their questions.  

Avoid jargon  

If technical terms cannot be avoided, include a glossary. Your board presentation and pre-reading can include an educational component for meaty topics like data privacy or sustainability, but the "lesson" shouldn't take over. Stay out of the weeds as much as possible and offer to send follow-up material. 

Start with the conclusion.  

Time-pressed directors get impatient and frustrated with long introductions, says Fields. Instead, say, " Let me start at the end and then provide more detail." Or, "Here's the decision we need to make, and here's where we need your input." Opening with that one-line scene-setter is "profoundly obvious," Fields adds, "yet somehow not universally used." 

Do not read from a script.  

Nor should you read your slides. "What I want is the color behind it, the nuance," says Edwards. "Let's have a conversation about the possible risks or opportunities associated with what you're talking about."   

Provide context

Offering a backdrop helps board members come to their own conclusions about data, Edwards says. "So our risk score has improved. Is that good or bad? What do we look like versus the industry? What do we look like versus our named competitors in the proxy? How do we hold up overall?" 

Remember that boards aren't insiders  

"You see the business every day," says Michael Maggio, CEO of Reciprocity, a cybersecurity software company. But unlike you and the colleagues you normally present to, the board has spent maybe 30 minutes on this topic in the last 90 days. 

"If you're presenting to a board that you presented to before, give them an update," Rubin advises. "Link from where you were, what they asked for, what happened, and where you're moving forward." 

Connect to the company's mission  

"Executives should always remember that the board's fiduciary duty is long-term value creation for shareholders while taking other stakeholders into consideration," Sonita Lontoh, a director at the solar company Sunrun and the workforce management software firm TrueBlue, suggests in an email to Fortune . "As such, when executives present to the board, they should share insights as to how their topic is helping the company to better navigate material risks and opportunities for long-term value creation." 

Report the good, the bad, the unclear

Want to demonstrate your leadership skills? Be upfront about what is and isn't working in your area of business. It may take courage, but it's your job and an essential part of building trust, says EY's Wong, who regularly reports to the consulting firm's board. "The number one thing I want them to know is I'm going to tell them the truth." 

Ashley Kramer, CMSO at GitLab, says her company uses a green, yellow and red color coding system to give board members a visual guide to where initiatives stand. Most importantly, she says, tell the board how the company plans to keep the good things going and what it will do to monitor and mitigate risks and trouble spots. 

Make the experience tactile

When it makes sense, EY's Wong allows board members to play with new products or emerging technology as he delivers the presentation. "How do you make it so they can see, feel, and touch it inside their environment?" Wong says. "You don't just talk about what it is in theory. You show it to them in action." For product managers and developers, this is an opportunity to demonstrate the potential return on investing in an innovative idea or educate the board about a new development—like virtual learning or ChatGPT—that may impact the company. 

This article was written by Lila MacLellan from Fortune  and was legally licensed through the Industry Dive Content Marketplace . Please direct all licensing questions to legal@industrydive.com.

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Top 10 HR Presentation Templates

Organizations rely on human resources departments to relay important company information to the team. This could be anything from training and onboarding materials, to company compliance and performance management. HR teams act as a resource for employees for anything regarding their compensation, behavior, education, and more. 

Regardless of the information, HR managers can benefit from presentations to help them communicate more effectively. These are the top 10 HR presentation templates your team needs.

A 30-60-90 plan defines a new employee’s responsibilities and goals for the first 90 days after onboarding. It maps out achievable goals tied to their role so that they can be productive and efficient while learning the ins and outs of the job. Teams can set clear expectations more effectively with Beautiful.ai’s 30-60-90 presentation example.   

A successful 30-60-90 presentation can help leadership and teams lay down the foundation for personal, performance, and learning goals. Our 30-60-90 template can also help you make the transition for a new employee more seamless and empowering, set priorities for the new position so they know where to start, and achieve more success on the team, faster.

Year End Employee Review

A year end employee review is a conversation that happens between managers and employees that goes over performance expectations and how well they were executed. The employee review allows leadership to reflect on the previous year with their team in order to help them grow for the overall success of their career and the business. Teams can facilitate these meetings more effectively with Beautiful.ai’s year end employee review presentation example.  

Our Year End Employee Review template can also help you get a better understanding of your responsibilities and expectations for your role, communicate concerns or provide feedback to your manager, or position yourself in a favorable way to ask for a raise or promotion. 

Company Culture

Good company culture can be the difference between landing top talent and losing them to the competition. When an employee finds a company that matches their values, they tend to form better relationships with their colleagues in turn making them more motivated and productive. A successful company culture presentation helps you define things like your work environment, values and mission, and expectations of employees, and can help HR managers and teams align on values for a more balanced workplace. 

Our company culture template can help HR managers define company culture standards and guidelines, onboard new hires more efficiently, and host annual or quarterly training as a refresher to existing employees.

Training Presentation

Are you training a team of new recruits to your company? Or delivering a webinar on a topic in your industry to your employees? To pull off a training session, webinar, or coaching session effectively, you’ll need an organized presentation as a visual aid.

A good training presentation can provide structure to your speech and boost your confidence as a presenter. It can also deliver your message efficiently, and stick with your audience long after your presentation is over. Use our training presentation template to present information simply and logically, help on-board new recruits, motivate, inspire, or inform your audience.

Performance Review Presentation

A performance review can help managers and employees align on expectations and set goals so the team as a whole can be more successful. Keep your notes and employee evaluations organized with Beautiful.ai’s performance review template . 

Our customizable template has all the performance review basics like communication hits and misses, job performance, and overall feedback. Our performance review template can also help you customize your performance review presentation for different employees, act as a take-away resource that employees can reference throughout the quarter, organize your notes and expectations for future hires.

Employee Handbook

HR managers have a lot to share with new employees during their first week on the job. That’s why you need an employee handbook template for your upcoming presentation. You’ll also need a template that covers it all: the company’s history and values, essential policies, perks and benefits, expected employee behavior, who they can contact for help, and much more. 

A comprehensive employee handbook presentation can help HR teams inform new hires and get them excited to work for the company. Plus, it can be used as a resource that they can come back to again and again.

New Hire Onboarding

New employee onboarding is the process of integrating a new hire with a company and its culture, as well as getting a new hire the tools and information needed to become a productive member of the specific team they’ll be working with. There’s a lot of information for HR managers to share with new hires on their first day and beyond: what the company is all about, what they can expect to do and who to work with, and so much more. Having all of that information conveyed in a template helps to standardize the onboarding process across the organization. Our new hire onboarding template keeps everything organized for you and new employees who are starting their journeys. 

HR teams can use the new hire onboarding template to introduce new hires to the company, help onboarding run more consistently across teams and functions, standardize the knowledge base all new employees will have upon finishing orientation, and check in with new employees periodically. 

HR Benefits Presentation

Our human resources benefits template makes it easy to break down important benefits and perks for your employees. Understanding medical, dental, and vision insurance coverage can be confusing. Figuring out incentives like 401(K) retirement plans can be, too. Lay everything out in one easy-to-read HR benefits presentation.

Use the HR benefits template to explain the open enrollment process, onboard new employees, or to keep on hand as a company resource.

Recruitment Presentation

In a competitive market, recruiters and HR representatives need to attract and lock down top talent for their organization. Your company might provide competitive benefits, high salaries, an engaging company culture, and enticing opportunities for growth, but if you don’t know how to sell those perks, you won’t bring in those candidates. 

A compelling and informative job recruitment presentation can set you apart from your competitors and bring in top quality job candidates who are perfect for your team. Use our recruitment presentation template to highlight your company’s advantages, connect and network with candidates in your industry, and attract high-quality candidates.

Company Overview

Every company has a unique story to tell. However, it can be difficult to put together a beautiful presentation that tells your story effectively and looks great at the same time. Our company overview template is the answer. With this presentation template, you can share your company’s philosophy, specific goals, team members, products or services, plans for the future, and more.

Our company overview template is perfect for organizing annual meetings, potential customer or investor pitches, or new hire orientations. It’s a versatile HR deck that every team should have on hand.

Beautiful.ai Team

Beautiful.ai is an AI-powered presentation tool that makes it fast and easy for anyone to build clean, modern and professionally designed slides that they can be proud of.

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7 Things to Include in Every Board Deck

Why do many executive teams loathe board meetings?

At Insight, we work closely with executive teams to drive growth, scale operations, and achieve better and faster results through Onsite, our team of 130+ dedicated operators in sales/customer success, marketing, talent, and product/tech. As a result, we have attended and prepared for many board meetings.

Board meetings are invaluable. They are the ultimate time and place to evaluate strategic progress, refine or revise goals and timelines, and receive insight from experienced people who are invested in the company’s success. These meetings can be a time to reflect on progress and celebrate wins and milestones.

But often, executive teams dread the quarterly board meeting. They are a lot of work, they necessitate business scrutiny, and they might even reveal issues.

Compounding this dread is that founders and company leaders are rarely told what to include in the board agenda and materials, and what makes a presentation valuable for both management and the board. Crisp, open, thoughtful, and productive board meetings build positive relationships between the board and executive teams. However, board meetings that waste valuable time can undercut the board’s confidence in management. We summarize our best practices for productive board meetings here.

Board meetings are a CEO’s strategic weapon

Effective board meetings clarify priorities; they allow leaders to spotlight results, highlight challenges, and discuss key strategic issues. The best management teams and board members hold each other accountable and truly want to review company progress and improve where possible.

CEOs and management teams get the most out of board meetings when they arm directors with the information required to ask smart, pertinent questions. And the exceptional teams focus on the places where those questions — and the answers — will have the highest impact.

Seven must-haves for your board presentation

While every company is different, the software companies that run the best board meetings have common approaches and provide similar information in their presentations. At a minimum, include these seven things in your board presentation decks.

1. Establish and stick to stated objectives

Too many of the worst board meetings begin with an agenda, but not with objectives. That is a big point of difference. An agenda is merely the data that gets presented. Objectives are what you want to get out of the time together.

Before every board meeting, the CEO should complete this sentence, “This meeting will be a success if we…”  “…get through the agenda on time,” is not an ideal response.  “Agree on a budget,” or “Set baseline goals and metrics” are much better.

2. Include a “State of the Union” from the CEO

Board meetings are most effective when organized around top priorities and issues. An update from the CEO on key accomplishments, challenges, and how the company plans to address those challenges helps orient the board. With a 360-degree view of the business, the board can provide sound advice and guidance.

Avoid the temptation to speak in phrases. “Good” is not a number. Include data. Real measurable outcomes aligned with key performance indicators will help the board – and the management team – make good decisions. It’s also important, as part of the CEO report, to include and review action items, including any from the previous board or leadership meetings.

This is also the time for the CEO to ask for guidance on key decisions. Asking for the board’s point of view on challenging decisions ensures that the board agrees with the decision and is invested in the outcome.

3. Don’t shy away from non-financial numbers

Board members can add the most value when they have access to the rich data that informs management decisions, not just the requisite financial statements. So, while you may summarize, also provide the metrics you use to monitor progress. That way, board members can help you be sure you’re measuring the correct things, in the best way.

Board members can share how your measures stack up against other businesses and help provide greater context to the data. When in doubt, hand it out. If you don’t have data on something, it may be worth discussing that as well.

Data such as financial statements, HR metrics, sales and marketing data (e.g., bookings growth and customer success metrics), and product management and development metrics (such as product roadmap milestones) are all useful for board members.

Board meetings are more effective when the materials – especially data information – are sent 48 hours in advance. To assist with productive board meetings, Insight Onsite has developed a template board package that includes the metrics that are important for effective board discussions. Your investor should be able to provide this sort of guidance.

4. Functional summaries matter

A one-page summary by function with key highlights from the quarter, near-term priorities, and current challenges lets the board quickly see what’s happening by department.

The executive team leaders in a software company (product, engineering, marketing, sales, customer success, HR, and finance) should present a dashboard of key metrics, current priorities, and progress against previously discussed priorities. Good CEOs have leadership team meetings where functional heads know the constraints and priorities of their colleagues. Where this doesn’t occur, the board meeting is a good forum to disseminate information so everyone may understand the situation. When the team has a complete view, priorities can change, cooperation can grow, and teams can be more effective. By getting visibility into these functional priorities, your board may be able to help the process along.

5. Review strategy

A board’s role is governance, results, and strategy. Too often strategy gets lost amidst the approval of board minutes and the dissection of business metrics.

CEOs should discuss market dynamics, competitive moves, environmental factors, new relevant regulation, talent retention, M&A, and company direction. The board meeting is an opportunity to get a broader perspective and review industry dynamics that may impact the business. Discussing the probabilities of different scenarios is a core responsibility of the board.

6. Spotlight your team

People are the most important asset of any business. As any good manager knows, recruiting, hiring, training, and developing the best talent is what separates great teams from the rest.

Leadership and execution are hard work for company leaders. By giving functional leaders a chance to display their potential and be acknowledged by the board for their accomplishments, the CEO ensures that leaders are motivated and aligned.

Understanding and displaying their senior leaders’ potential and performance in a board deck calls out key team members and helps keep the organization focused on talent development.

7. Seek out direct feedback

Good board meetings include time alone with the CEO for the board to provide the CEO with confidential feedback, and for the group to collectively review executive team composition, highlight capability gaps, and discuss succession plans. The board is able to provide observations and proffer help.

The CEO job is lonely. The board meeting time represents an opportunity to discuss concerns behind closed doors and obtain input. The CEO should view this time as one of the key benefits of board meetings. The collective capability of the board is focused on improving the company. Take the chance to tap into this experience and knowledge.

Board meetings done right

When prepared and delivered well, board materials help leadership teams focus on what matters and allow board members to prove their value. As you prepare your presentation and run your board meetings, follow the rules. Be honest, support your plans and presentations with data, and most importantly, seek and solicit feedback from board members. Rather than dreading the work board meeting preparation can take and seeking perfunctory sign-off, view this time as an opportunity to get the advice and investment every company needs to deliver outstanding performance. Our list of seven must-haves will get you most of the way there; the quality of the dialog will do the rest. 

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How to make a Presentation to the Board of Directors

by Edouard Gruwez – September 2019

This article is a brief guideline for anyone who prepares a presentation to the Board of Directors or to a Board Committee.

A Board of Directors is a particularly demanding audience because time pressure, information quality and unanimity are more important to them than to any other management team. A presentation to the Board should be to the point: short and complete, simple and substantiated, persuasive and factual, confident and honest.

Don’t talk like TED, be TO THE POINT.

The answer to this challenge is NOT to make a TED-like presentation. Directors and Executives are not seeking entertainment. They want to make the best possible decision in the shortest possible time, while taking all information and risks into account.

Time Squeeze. Time is money, especially in Board Meetings. Directors want to get directly to the heart of the matter. If you don’t do so, they will interrupt you from the very start. But how to make a story short if the subject is complex and information abundant?

Information Gap. Information that reaches the Board might be biased in many ways. So, they want to check. With their experience, they often ‘feel’ if something is right or not. Both checking facts and getting the right feeling, requires them to investigate details. But how can you provide details within the extreme time constraint?

Team Dynamics. Aligning such a group of intelligent, authoritative individuals with many, often conflicting, priorities is a subtle process of information, discussion and persuasion. But how do you behave as a visitor, not being familiar with these dynamics?

The answer to this challenge is a meticulous preparation:

Step 1 – Understand and focus on the essence. Step 2 – Build a concise, solid narrative. Step 3 – Create convenient and detailed documentation. Step 4 – Prepare to be your honest self.

Following pages describe the four steps in further detail.

STEP 1 – Understand and focus on the essence.

In most cases a person from the audience is at the origin of your invitation. Use your sponsor as sounding board throughout your preparation and consider talking to some Board members.

a. Make the purpose yours and stick to it.

The Board has invited you for a purpose. Make sure that this purpose is crystal clear. If it isn’t, ask your sponsor or check with the Board Secretary. What is the exact scope? Is it an item for information or decision? And if so what decision? If not done by the chair, consider reminding the audience of the purpose at the beginning of your talk.

Don’t have a hidden agenda! Stick to the purpose of your presentation. Any attempt to achieve a hidden purpose will only weaken your presentation and credibility.

b. Know who sits in the Board of Directors and understand their needs.

Ask your sponsor about the Board members, their background, their knowledge, their opinions, their formal and informal roles.

Make sure to understand what they are looking for. Boards generally watch over the long-term value and risks of the company. Understand what ‘value’ means to them: contribution to society, sustainability, well-being, or legacy can be as important as monetary value. Find out if there are specific worries. The more you can build your presentation around what really matters to them, the more you will capture their attention.

Typical Board questions are :

• Have we looked at all alternatives?

• Is the data reliable and is the methodology solid?

• Can we secure the resources?

• What are the risks?

• How does this create value in the long run?

• Is it a well-grounded strategy that fits the mission and goals?

And understand their background. Non executive board members might be less familiar with some industry-specific technicalities and acronyms. Either avoid these items or give enough background information.

• Recall clinical information that is likely to support success in the ABIM initial certification or recertification examinations in internal medicine.
• Interpret and answer questions written in ABIM question format and self-assess personal knowledge through peer-answer comparisons.

View lectures in any order and as often as you like to solidify your knowledge. These on-demand multimedia sessions include 37+ hours of content and more than 250 board-style questions. ACP’s Board Review Course Recordings Package breaks the lectures into targeted, short single-question segments, so you can create a custom study schedule. 

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• Video Online : Get immediate streaming access to the very best in online learning. Your personal dashboard provides fast access to each topic and saves your progress. Watch interactive video clips linked to multiple-choice questions, answer the question, and then listen to the lecturer’s explanation. Easily submit for CME credit.

• NEW for 2024, the ACP audio app is compatible with CarPlay for listening while driving or commuting and includes links to lecture slides.
• Electronic Course Syllabus : An electronic syllabus is provided to supplement your internal medicine certification studies, including hundreds of slides and images used by the presenters.

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The American College of Physicians is accredited by the Accreditation Council for Continuing Medical Education (ACCME) to provide continuing medical education for physicians.

The American College of Physicians designates this enduring material, the ACP Board Review Course Recordings: Certification, for a maximum of 37.5  AMA PRA Category 1 Credit(s) TM . Physicians should claim only the credit commensurate with the extent of their participation in the activity.

Successful completion of this CME activity, which includes participation in the evaluation component, enables the participant to earn up to 37.5 MOC points in the American Board of Internal Medicine's (ABIM) Maintenance of Certification (MOC) program. Participants will earn MOC points equivalent to the amount of CME credits claimed for the activity. It is the CME activity provider's responsibility to submit participant completion information to ACCME for the purpose of granting ABIM MOC credit.

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• Kennebunk Post

RSU 21 hires human resources director

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RSU 21 hired Dawn Therrien as the district’s new human resources director in an emergency School Board meeting Friday afternoon. She will earn a salary of $137,917.

The previous HR director, Scott Harrison, resigned in July .

In his resignation email, Harrison cited “highly unprofessional” conduct in the district, noting that his time there had been “challenging.”

Superintendent Dr. Terri Cooper praised Therrien as the new HR director last week, telling community members that Therrien’s appointment is not just about “filling a seat.”

“This is about me putting forth a candidate that I believe will take the position to the next level,” Cooper said.

Therrien has about 20 years of experience as an HR professional, working with global companies and nonprofit organizations. She has served on the district’s HR Committee and as a member of the school board where she has led previous contract negotiations. Advertisement

Therrien served on the RSU 21 School Board until a year ago, meeting the requirement for any new staff member to have been off the board for at least a year in order to work in the district.

During public comment, several residents said they were surprised to see an emergency meeting pop up so quickly, with many saying the community was not given enough notice that the meeting was occurring.

“It definitely appears that this was thrown out last second to push people through,” Laura Holder said.

Community members also voiced concerns about the salary of the HR director, saying that it is “extremely high” for the state.

But the average HR director salary in Maine hovers in the $100,000 range. In Portland, the school district’s HR director makes approximately $128,000, according to Glassdoor.

Still, community members say they are upset about the high salary because teachers are still in contract negotiations, even as the school year begins. Advertisement

“We’ve been in negotiations with teachers and ed techs who are severely underpaid,” Amy Johnson said. “This does not play well.”

RSU 21 has been in contract mediation since Aug. 22; a final contract still has not been completed.

The district has seen the resignation of 30 teachers and 10 staff members in the past four months.

“We’ve lost a lot of good people,” teacher Rob Sullivan said recently.

In the last few months, teachers have spoken up, telling the school board they feel unsupported.

Therrien may be starting a new job amid district upheaval, but Cooper said she is up for the job.

“Our district is committed to fostering a culture of continuous growth and innovation,” said Cooper.

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