powerpoint presentation of human resource management

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Human Resource Management

Human resource management presentation, free google slides theme and powerpoint template.

Download the "Human Resource Management" presentation for PowerPoint or Google Slides. The world of business encompasses a lot of things! From reports to customer profiles, from brainstorming sessions to sales—there's always something to do or something to analyze. This customizable design, available for Google Slides and PowerPoint, is what you were looking for all this time. Use the slides to give your presentation a more professional approach and have everything under control.

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Faculty Resources

Powerpoints.

A full set of PowerPoint decks is provided for download below. All decks are tightly aligned to the modules in this course. Since they are openly licensed, you are welcome to retain, reuse, revise, remix, and redistribute as desired.

These PowerPoint files are accessible. If you do revise them, make sure to follow these  guidelines for creating accessible PowerPoints .

Use the following link to download  all PowerPoint decks in a single .zip file (40 MB) , or download each individual deck below:

• Module 1: The Role of Human Resources
• Module 2: Human Resource Strategy and Planning
• Module 3: People Analytics and Human Capital Trends
• Module 4: Diversity in the Workplace
• Module 5: Workforce Planning
• Module 6: Recruitment and Selection
• Module 7: Onboarding, Training, and Developing Employees
• Module 8: Compensation and Benefits
• Module 9: Performance Management and Appraisal
• Module 10: Building Positive Employee Relations
• Module 11: Employee Termination
• Module 12: Employee Rights and Responsibilities
• Module 13: Union–Management Relations
• Module 14: Safety, Health and Risk Management
• Module 15: Corporate Social Responsibility
• Module 16: Managing Global Human Resources
• Module 17: Managing Human Resources in Small and Entrepreneurial Businesses
• PowerPoints. Provided by : Lumen Learning. License : CC BY: Attribution
• Projector Screen. Authored by : Denis Shumaylov. Provided by : Noun Project. Located at : https://thenounproject.com/term/projector-screen/1211212/ . License : CC BY: Attribution

• About Deck Sherpa
• Why Deck Sherpa
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How To Design a Compelling Human Resource Management PPT

HR Presentation HRM PPT Presentation Agency

A Human Resource Management PPT is a key digital document that businesses use every day. It guides HR staff and managers on employee issues, helping everyone understand their roles better and handle employee matters the right way. In it, you'll find details on hiring, training, pay rules, and more. This comprehensive guide will show you what to include in an HR PPT and how to make it engaging, with great examples. Before you begin the design process, remember to consider using these important presentation design rules - the 5/5/5 Rule and the 10/20/30 Rule .

What is a Human Resource Management PPT?

A Human Resources Management PPT (PowerPoint Presentation), sometimes also called a HRM PPT or HR presentation, is like a digital slideshow used by companies. It helps explain the rules and policies about employees, such as hiring, training, pay, and benefits. Think of it as a guidebook that helps both managers and workers understand how things work in their company. The slides typically contain information in the form of pictures, infographics, charts, or bullet points to make the information easy to grasp.

Why is a Human Resource Management PPT important?

A Human Resource Management PPT is vital because it provides a clear overview of HR practices and policies. It serves as a guide for both new and existing employees, helping them understand their roles, rights, and benefits. Through visuals and concise information, these presentations make complex topics accessible and easy to grasp. Whether it's about onboarding, benefits, or company culture, a well-crafted PPT ensures everyone is on the same page.

A well-made Human Resource Management PPT can help everyone in a company understand their rights and responsibilities, making the workplace more organized and fair. It's a tool that brings clarity to complex topics. By offering a consistent message about the company's values and expectations, it also fosters a positive work environment and promotes trust between employees and management.

What Are The Functions of a Human Resource Management PPT?

A Human Resources Management PPT serves multiple functions in an organisation, aiding both HR professionals and other stakeholders. Here are some of its key functions:

Teaching Tool

You can use an HR presentation to teach employees, management, and sometimes even external stakeholders about HR policies, practices, and initiatives. It can cover a range of topics, from employee benefits to company culture.

Training and Development

HR PPTs are often used in training sessions to introduce new policies or to onboard new employees. They may also serve to update current staff on changes within the company.

Strategic Planning

A Human Resource Management PPT can be utilized to outline long-term HR objectives and strategies, helping to align HR practices with organisational goals.

Communication

A well-crafted HR presentation can be used for effective communication, summarizing key HR concepts in an easy-to-understand format for all members of an organisation.

Performance Metrics

A Human Resource Management PPT may display performance analytics, KPIs (Key Performance Indicators), and other data, helping to evaluate both individual and departmental performance.

Compliance and Regulations

HR presentations are often used to educate staff about legal requirements and company rules and regulations, including employee rights, obligations, and codes of conduct, thus ensuring organisational compliance.

Employee Engagement

A Human Resource Management PPT plays a big role in effective employee engagement. Here, you can incorporate plans for team-building activities, feedback platforms, and personal growth opportunities. All of these are beneficial to, and, for employees.

Conflict Resolution or Conflict Management

By outlining policies and strategies for conflict resolution or conflict management, your Human Resource Management PPT can serve as a handbook for managers and employees alike, giving them the right tools to resolve conflicts constructively.

Allocation of Resources

An HRM PPT can be used to effectively outline how resources, including human capital, will be allocated across various projects or departments.

Decision-making

Well-prepared HR PPTs can serve as an aid in decision-making processes, offering a visual representation of key data and insights that can be referred to during managerial discussions.

In essence, a Human Resource Management PPT is a multifunctional tool that facilitates education, communication, and strategic alignment within an organisation.

Common but Vital Human Resource Management PPT Topics

An engaging Human Resource Management PPT is about more than just recruitment and benefits; it dives into the heart of the company culture. This involves discussing important HR presentation topics like employee onboarding, employee benefits, legal compliance, diversity and inclusion, and workplace health and safety. Each of these topics forms a crucial part of your HR PPT, showcasing the values your company holds dear and how it fosters a positive, safe, and lawful workplace. Let's break down these important HR presentation topics further.

Employee Onboarding or Orientation

Employee onboarding or orientation is a welcome guide for when a new person joins. It covers the basics like company rules and who's who. It also has helpful information like good lunch spots nearby, the closest pharmacies and hospitals, etc. It's all about helping new employees settle in quickly and confidently.

Employee Benefits

The Employee Benefits presentation is like opening a treasure chest of perks that come with the job. Besides the basics like salary, you go into detail about other compensations. This could include health and dental insurance, retirement plans, and maybe even some extra goodies like free gym memberships or company discounts if the company offers these. It’s simply a picture of how the company rewards and looks after its employees.

Legal Compliance

Legal compliance might seem dry but is a must-have in HR presentation topics. Your Human Resource Management PPT should thoroughly outline the laws and regulations that the company must follow. It lists the laws the company follows, from labor rules to industry standards. It's about making sure everything's above board and that both the company and its people are protected.

Workplace Health and Safety

Workplace health and safety is another vital segment among HR presentation topics. In your Human Resource Management PPT, this section talks about how the company keeps its employees safe. It dives into guidelines, training, and safety practices. It assures people that their health and well-being are top priorities.

Diversity and Inclusion

In a Human Resource Management PPT, the topic of diversity and inclusion is crucial. Here, the spotlight is on valuing everyone, no matter their background or beliefs. It's about celebrating what makes each person unique and ensuring the workplace is welcoming for all. This might mention policies, training, and groups that champion diversity.

Conflict Resolution

Conflict resolution is a common HR presentation topic, and including it in a Human Resources Management PPT is mandatory. Everyone doesn't always agree, and that's okay. This section covers how the company handles disagreements and promotes healthy communication. It emphasizes solving problems in a positive way and keeping trust intact.

10 Key Design Principles To Follow For A Great Human Resource Management PPT

When creating a Human Resource Management PPT, there are several design principles you can follow to make it more compelling:

1. Simplicity

An effective presentation is easy to digest. Overloading slides with text or complex terms can distract and confuse. Instead, aim for simplicity. Use straightforward language and limit your content on each slide. This approach lets your audience zero in on essential points, making your presentation more effective and memorable.

2. Visual Appeal

A picture is worth a thousand words. Spice up your presentation with relevant visuals like images, charts, or graphs. These visuals break monotony, clarify complex ideas, and enhance engagement. And remember colour matters! Choose hues that align with and accentuate your content, ensuring visual harmony from start to finish.

3. Logical Organisation

Every great story has a beginning, middle, and end. Similarly, your presentation should have a defined structure. Start with an introduction that sets the stage, dive deep into your subject in the main body, and wrap up with a solid conclusion. Using clear headings and subpoints can also make your content more navigable, ensuring the audience remains oriented and engaged.

4. Consistency

Consistent design echoes professionalism. By using a uniform font, colour palette, and layout, you craft a seamless visual experience. This unified look eliminates distractions, allowing your audience to focus purely on the content.

5. Legibility

It's vital that everyone, from the front row to the last, can read your slides. Use fonts that are easily readable and size your text appropriately. If people struggle to see, they'll quickly lose interest.

A well-paced presentation captivates. Arrange your slides so there's a natural progression from one point to the next, creating a cohesive narrative. A smooth flow not only aids understanding but also keeps attention levels high throughout.

7. Highlight

Some points deserve extra attention. Whether using bold fonts, colour variations, or unique designs, spotlighting essential content ensures it sticks in your audience's mind, emphasizing what truly matters.

8. Engagement

A two-way conversation is always more compelling than a monologue. By weaving in interactive segments—be it quizzes, Q&A rounds, or discussion prompts—you invite audience participation. This active involvement makes your presentation lively, memorable, and impactful.

9. Accessibility

Inclusivity is key. Ensure every member, regardless of their abilities, can access your presentation. Incorporate alt texts for visuals and provide transcripts or captions for any audio or video. Such efforts ensure nobody feels left out and can fully engage with your content.

10. Relevance

Every piece of information in your presentation should serve a purpose. If a slide doesn't add value or enrich understanding, consider removing it. By focusing on relevancy, you respect your audience's time and make sure they leave with meaningful insights.

Remember, these are general design principles, and you can adapt them based on your specific audience and content. By following these guidelines, you can create a compelling HR PPT that effectively communicates your message.

Using Professional Presentation Design Services

When creating a Human Resource Management PPT, quality matters. The visual appeal, flow, and information quality will all contribute to how your audience perceives your presentation. While the above steps can guide you in creating an effective presentation, there are professionals who specialize in this field and can take your HR PPT to the next level.

Deck Sherpa: The Best Agency for Presentation Design Services

Deck Sherpa is a presentation design services agency with years of experience in designing human resources presentations for companies across various industries in India. We offer customization to fit your unique needs, ensuring consistency with your brand’s image and message. With extensive experience in the field, we understand what works in an HR PPT and can enhance your presentation’s effectiveness. Deck Sherpa takes the burden of creating a professional-looking Human Resources Management PPT, among other kinds of presentations, off your shoulders, allowing you to focus on other essential tasks. We ensure that every slide in your HR PPT is polished and professional, and conveys your message clearly.

If you’re ready to take your Human Resources Management PPT to the next level, contact Deck Sherpa today and let our expertise make your next HR presentation extraordinary.

Reach out via email - [email protected] or call us at 1800 121 5955 (India) to speak to one of our project managers. Whether you're in Goa or anywhere in India, we’re here to guide you to success.

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Human Resource Management PPT presentations

We’ve compiled a comprehensive collection of HR management templates outlining various aspects and subareas of HRM. Present an overview of your company’s HR strategy or visualize staff development plans. Create HR job profiles or an integrated concept of modern and transparent HR communication. 

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Diversity Management PowerPoint Template

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Skills Management PowerPoint Template

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Employee Recognition PowerPoint Template

Positive effects of appreciation, the DESC feedback model, pillars of motivation, numerous statistics and infographics relating to employee recognition

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Blog – Creative Presentations Ideas

infoDiagram visual slide examples, PowerPoint diagrams & icons , PPT tricks & guides

Top 7 Recommended PowerPoint Templates for HR Presentations

Last Updated on April 30, 2024 by Anastasia

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:

HR Management Diagrams & Icons Decks Collection

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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Human Resource management

Jul 10, 2014

1.45k likes | 4.09k Views

Human Resource management. - I. Arul Edison Anthony Raj, MBA, M.Phil., PGDIB , ADHRM(UK). Assistant Professor E.G.S. Pillay Engineering College, Nagapattinam. PERSPECTIVES IN HUMAN RESOURCE MANAGEMENT. INTRODUCTION.

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Human Resource management - I. Arul Edison Anthony Raj, MBA, M.Phil., PGDIB, ADHRM(UK). Assistant Professor E.G.S. Pillay Engineering College, Nagapattinam. PERSPECTIVES IN HUMAN RESOURCE MANAGEMENT

INTRODUCTION • Human Resource Management (HRM) is the utilization of a firm’s human resources to achieve organizational objectives. • HRM is the most happening function as of now. This is so because people offer competitive advantage to a firm & managing people is the domain of HRM. • HRM is a broad concept. Personnel Management (PM) & Human Resource Development (HRD) are a part of HRM.

Meaning of HRM • Human Resource Management means employing people, developing their resource utilizing, maintaining and compensating their services in tune with the job and organizational requirements with a view to contribute to the goals of the organization, individual and the society.

Definition of HRM • According to Pulapa Subba Rao define,human resource management (HRM) is a managing (planning, organizing, directing & controlling) the functions of employing, developing, compensating the utilizing human resources, resulting in the creation and development of human and industrial relations which would shape the future policies and practices of human resource management, with a view to contribute proportionately to the organizational, individual and social goals.

Evolution and Growth of HRM • The history of development of HR management in India is comparatively of recent origin. • But “Kautilya” had dealt with some of the important aspects of HRM in his “Arthasastra”, written in 400 B.C. • Government in those days adapted the techniques of HRM as suggested by “Kautilya”. • In its modern sense, it has development only since independence.

Cont., • Though the importance of labour officers was recognized as early as 1929, the appointment of officers to solve labour & welfare problems gained momentum only after the enactment of Factories Act of 1948. • Under Section 49 of the Act required the appointment of Welfare Officers in companies employing more than 500 workers.

Cont., • At the beginning, Government was concerned only with limited aspects of labour welfare. The earliest labour legislation in India dealt with certain aspects of Indian Labourers (Regulation of Recruitment, Forwarding and Employment) sent to various British colonies in 1830s.

Functions of HRM Functions of HRM Managerial Functions Operative Functions Planning Staffing / Employment Organizing Human Resources Directing Development Controlling Compensation & Benefits Safety and Health Employee & Labour Relations Recent Trends in HRM

Cont., • Managerial Functions • Planning: (It is a predetermined course of action), in involves planning of human resources, requirements, recruitment, selection, training etc. • Organizing: (It is essential to carry out the determined course of action). • Directing: The next logical function after completing planning and organizing is the execution of the plan. • Controlling: After planning, organizing & directing various activities of Personnel Management.

Cont., • Operative Functions • Staffing/Employment: The process through which an organization ensures that it always has the proper number of employees with the appropriate skills in the right jobs at the right time to achieve the organization’s objective. • Job Analysis • Human Resource Planning • Recruitment • Selection • Placement • Induction and Orientation

Cont., • Human Resources Development: A major HRM functions that consists not only of T&D but also individual career planning and development activities and performance appraisal. • Performance Appraisal • Training & Development • Management Development • Career Planning & Development • Internal Mobility (It consists of transfer, promotion & demotion) • Retention & Retrenchment Management • Change and Organization Development.

Cont., • Compensation and Benefits: It is the process of providing adequate, equitable and fair remuneration to the employees. • Job Evaluation • Wages and Salary • Incentives • Bonus • Fringe Benefits • Social Security Measures (Non – financial rewards)

Cont., • Safety and Health: Safety involves protecting from injuries caused by work – related accidents. Health refers to the employees’ freedom from physical or emotional illness.

Cont., • Employee and Labour Relations: Practicing various human resources policies and programmes like employment, development and compensation and interaction among employees create a sense of relationship between the individual worker and management, among workers and trade unions and the management.

Cont., • Recent Trends in HRM: Human Resources Management has been advancing at a fast rate. The recent trends in HRM includes: • Quality of work life • Total quality in human resources • HR accounting, audit and research and • Recent techniques of HRM

Objectives of HRM

Cont., • The societal objectives of HRM seek to ensure that the organization becomes socially responsive. • The organizational objectives make sure that HRM is not a standalone department, but rather a means to assist the organization reach its primary objectives. • Functional objectives remind the HRM that it has only functional value and should not become too expensive at the cost of the organization it serves. • Personal objectives assist employees in achieving their personal goals.

Human Resource Manager • An individual who normally acts in an advisory or staff capacity, working with other managers regarding human resource matters. • The human resource manager was primarily responsible for coordinating the management of human resources to help the organization achieve its goals.

Line Manager • Individuals directly involved in accomplishing the primary purpose of the organization. • There was a shared responsibility between line manager & HR professionals. • Often the line manager goes to HR for guidance in topics such as promotion, hiring, discipline, or discharge. • Line managers often perform many of the staffing functions previously accomplished by HR, such as interviewing. • Line manager must know how to deal effectively with the union.

Role of HR Manager • Human Resource Manager plays a vital role in the modern organization. He plays various strategic roles at different levels in the organization. • The role of the HR manager includes; • The Conscience Role • The Counselor • The Mediator • The Spokesman • The Problem-solver • The Change Agent

Cont., • The HR managers must exercise control very tactfully in order to win the confidence and co-operation of all line managers • They have to persuade line managers to work with staff specialists and not against them. • The authority of the HR manager should derive from concrete HR policies & programmes and from the advantages and results of accepted specialized knowledge.

Cont., • As a Source of Help: In certain situations (when line managers lack skill or knowledge in dealing with employee problems), experienced HR managers assume line responsibility for HR matters.

Cont., • As a Change Agent: HR Manager should work as an enabler and change agent regarding HR areas and he should be familiar with different disciplines like management, technology, sociology, psychology and organizational behavior as organizational adaptability, viability & development are dependent on human resource development.

Qualifications and Qualities of HR Manager • The functions of HR management vary from org., to org., both in nature & degree. So the qualifications required of a HR manager differ from org., to org., depending on its nature, size, location etc.

Cont., • Intelligence: this includes skills to communicate, articulate, moderate, understand, tact in dealing with people intelligently, etc. • Educational Skills: HR manager should possess learning & teaching skill as he has to learn and teach employees about org., growth. • Discriminating Skills: He should have the ability to discriminate between right and wrong.

Cont., • Executing Skills: He / She is expected to execute the management’s decisions regarding personnel issues with speed, accuracy and objectivity. • Experience and Training: Previous experience is undoubtedly and advantage provided the experience was in an appropriate environment and in the same area.

Cont., • Professional Attitudes: Finally, professional attitude is more necessary particularly in the Indian context. • Qualification: Qualifications prescribed for the post of HR manager vary from industry to industry and from State to State. However, the qualification prescribed by various org., include MBA with HRM Specialization, M.H.R.M, M.A.(IR&PM), M.P.M & P.G.D.P.M.

Computer applications in HRM • Computer technology enables organizations to combine human resource information into a single database. This database is often referred to as a human resource information system (HRIS)

Human Resource Information System (HRIS) • A human resource information system (HRIS) is an integrated system designed to provide information used in HR decision making.

Definition for HRIS • An HRIS may be defined as the system used to acquire, store, manipulate, analyze, retrieve, and distribute pertinent information regarding and organization’s human resource.

Why does an Org., need HRIS? • An org., grow in size, the maintenance & use of emp., information becomes more & more difficult. • A second reason for the increase in HRISs is the rapid reduction in the cost of computing. • A third reason for the growth in HRISs is the need to produce reports & monitor information on employees in order to comply with legal requirements. • Finally, as competition has increased, org., have realized that managing their human resource is an important as managing their financial & raw material resources.

Objective of HRIS • To acquire, store, manipulate, analyze, retrieve, and distribute the information of human resource. • To facilitate HR decision-making in the following areas: • Man-power planning • Recruitment & selection • Employment, including promotion, transfer, etc. • Education & training • To provide relevant information on employees to government agencies as part of the legal requirements.

Uses of HRIS

Problems in developing an HRIS • HRIS may be expensive • Threatening & inconvenient to those who are not comfortable with computers. • Employee privacy

Computer application in HRM • Computer applications in strategic HRM an HR Planning. • Computer application in Job Analysis • Computer application in Recruitment • Computer application in Selection. • Computer application in HRD & Career Planning

Cont., • Computer application in Performance Appraisal • Computer application in Compensation & Benefits • Computer application in Health & Safety • Computer application in Labour Relations • Future applications of Computer in HRM

Human Resource Accounting • Human resource accounting is the process of identifying and measuring data about human resources and communicating this information of interested parties. • It deals with investments in people and with economic results of those investments.

Definition for HR Accounting • According to Stephen Knauf defined HRA as “the measurement and quantification of human organizational inputs, such as recruiting, training, experience and commitment.” • Eric Flamholtz explained human resource accounting as accounting for people as organization resources. It is the measurement of the cost and value of people for the organization.

Human Resource Audit • An audit is a review and verification of completed transactions to see whether they represent a true state of affairs of the business or not. • Human Resource (HR) Audit refers to an examination & evaluation of policies, procedures & practices to determine the effectiveness and efficiency of HRM.

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When data meets HR: The exciting possibilities of analytics in Human Resource Management

In her inaugural lecture, Boon demonstrates that the use of data in HRM, for example, can lead to a better understanding of what is happening within an organisation. This leads to a more personalised approach resulting in more positive outcomes for employees.

The role of data in human resource management (HRM) is attracting more and more attention. Although there are risks associated with the use of data and analytics in HRM, according to Boon, there are also tremendous opportunities. Especially in large organisations where it can be difficult to acquire a better understanding of what employees consider important issues.

In her inaugural lecture, Boon discusses these possibilities and emphasises how the connection between people and organisations can in fact be strengthened by systematically using data in HRM. 3 themes play a significant role here:

• how data can help make better and more evidence-based HRM decisions?;
• how data can help gain new HRM insights?;
• how can knowledge about HRM can assist in ensuring successful implementation of analytics and artificial intelligence (AI) in organisations?

Prof. Corine Boon, Professor of HRM & People Analytics: When data meets HR: The exciting possibilities of analytics in Human Resource Management .

This inaugural lecture can be viewed live  here .

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Sport Management Degree

The Bachelor of Science in Sport Management program is designed for students seeking a sport degree with an interdisciplinary approach.

• 120 credit hour program
• Students choose from a selection of Sport Management electives in order to tailor their coursework to their career goals.
• Required 12 credit hour internship taken during the graduating semester

What can you do with a Sport Management degree?

Career Paths

The sport management degree prepares students for entry into a wide array of career paths:

• marketing of goods and services within professional and amateur sport
• management of public and commercial recreation programs and facilities
• electronic and print communication positions within sport organizations or sport media outlets
• sales and marketing in the fitness and health club industries

Top Employers

Our top employers in the sport industry:

• Atlanta United
• Atlanta Braves
• Atlanta Hawks
• Georgia Swarm

Sport Management Admission

Program Admission and Retention Criteria (Effective Fall 2023)

To declare the Sport Management major, students must meet the following requirements:

• Students must be admitted to Kennesaw State University.
• Applicants must have a 2.5 cumulative grade point average in the following 6 courses POLS 1101 (American Government), ENGL 1102 (Composition II), ACCT 2101 (Principles of Accounting 1), ECON 2106 (Principles of Microeconomics), SM 2100 (Introduction to Sport Management) and SM 2200 (History & Contemporary Aspects of Sport) and a minimum grade of "C" in each required course for admission. Transfer courses considered equivalent by the transfer review process will be permitted. No more than two attempts will be allowed for admission courses. Withdraws count as an attempt.
• Students admitted to the program must earn a grade of "C" or better in each required course within the Sport Management curriculum of which only two attempts per course will be allowed to earn the degree. Withdraws count as an attempt.
• Information regarding the application process can be obtained from the Wellstar College of Health and Human Services Advising Center.

Information regarding the application process can be obtained from the  Advising Center .

Sport Management Internships

Sport Internship Admission Criteria

• Students must complete all sport management core classes including SM 4900 (Grade of C or better) prior to beginning the capstone sport internship experience.
• Students must have an Institutional GPA of 2.5.
• Request submitted by the deadline

Internship for Academic Credit Request Procedures 

To request academic credit for your internship experience, you will need to do the following:  

• Submit a request for academic credit .
• You will need to include a specific job description and current contact information for your Internship Supervisor. Lack of sufficient job description may result in a denial of your request.  
• Have request approved by the Internship Coordinator and Career & Internship Advisor for the Wellstar College.    

You will receive an automated email when your request is approved/disapproved which will provide specific instructions for course registration.  

Required Hours 

To fulfill your internship requirement, you will need to work a minimum of 450 hours on site during the semester.  If your internship is remote, please make sure to detail how supervision and time logs will be reported.   

During fall and spring semesters, interns will average 28-30 hours per week over 15 – 16 weeks. 

During summer semester, interns will need to average 40+ hours per week (10 weeks). 

Students completing the internship during the Summer begin the first day of Summer classes (Maymester).  

Registration Process 

Once an application has been approved, course registration will be opened for the student.   Notification and instructions will be sent to the student’s KSU student email address. 

It is the responsibility of the student to officially ADD the specific internship course during early registration through Owl Express. Here are important points regarding course registration: 

• Owl Express will show the course (SM 4950) as CLOSED. An override will be provided to allow students to register for the “CLOSED” course. Students approved to register for internship will simply ADD the CRN for their specific course to their registration worksheet. 
• Students who intern at a location that is more than 50 miles from the KSU campus (1000 Chastain Road Kennesaw, GA) will be eligible for a waiver of certain institutional fees. This is a University System of Georgia Board of Regents Policy (7.3.4.2) and cannot be waived or amended by the Department of ESSM or KSU. You should notify the Director of Internships to receive more details if you believe you may qualify.

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Public Service Recognition Awards 2024

• Public Service Recognition Awards 2023
• Public Service Recognition Awards 2022

In the spirit of recognizing state employees that consistently excel above expectations, each year we call for nominations for the Extra Mile Award, and the Excellence in Washington State Government Leadership Award. Here are the recipients of those awards announced in time for Public Service Recognition Week, the first week of May, 2024.

Extra Mile Award

The Extra Mile Award is given to individuals or groups of state employees who surpass expectations for exemplary public service by demonstrating innovative techniques and methods, outstanding leadership, visionary thinking, commitment to diversity, equity and inclusion , and outstanding customer service.

2024 Extra Mile Award recipients

Amira joy norte caluya, department of health.

As Amira's supervisor, I have seen them excel in the many workstreams that they have taken part in. Beyond their everyday excellence, they have shown themselves to be deeply committed to equity in the implementation of the 988 Suicide & Crisis Lifeline in Washington. In the past year, I have had the privilege of learning from Amira as they've led trust-building work to engage Tribal partners in building 988 in Washington and transforming the mental-health crisis care continuum. This work is no small feat considering the state’s historical challenges with properly supporting and engaging Indigenous communities.

Amira has supported intentional decision-making that has often led up within our cross-agency team in ways that drive us to make more meaningful engagement efforts. They have shown up with patience and strength and flexed their historical social worker muscles when confronting crucial conversations.

Amira has also become a subject matter expert in their legislative work, creating tools for our team to track the impact of legislation and decisions around 988 in all policy-making settings. They’ve worked to build tools that promote collaboration from partners and the public in rule-making efforts and tools that proactively support the 988 team to fill knowledge gaps on engagement work.

Amira recently began to mentor other members of the team around navigating legislative session, bill analyses, and hearings. They demonstrate that leadership at all levels is not only possible, but essential for success. On a project that aims to respond in times of crisis, with legislative mandates that move the work at the speed of light, Amira is a beacon of calm. They lead through their values, thoughtful inquiry and well-timed laughs that support our team to think strategically and not just quickly, despite external pressures.

Nominated by Elaina I Perry

Angela Berg, Department of Licensing

Angela Berg exemplifies excellence through her leadership, commitment to inclusivity and educational expertise at the Department of Licensing. Her initiative—a unique driver knowledge testing system for neurodivergent individuals—not only revolutionized accessibility within the DOL, but also embodies the department's purpose statement, "Helping every Washington resident live, work, drive, and thrive."

Recognizing the limitations of traditional testing for neurodivergent individuals, Angela developed an alternative knowledge assessment system. This system incorporates diverse learning styles and sensory perceptions, ensuring fair and accurate evaluations without compromising testing standards. Her system recognizes the limitations of traditional methods and paves the way for inclusive testing practices across diverse populations.

Beyond individual accessibility, Angela's visionary leadership fostered empathy and innovation. Championing neurodivergent needs, she inspired her team through a collaborative approach, fueling the project from inception to implementation. Rooted in equity, Angela's tireless advocacy seeks to dismantle systemic biases, ensuring equal access to driving privileges through an innovative testing system. By dismantling barriers, individuals are empowered to participate fully in their communities, upholding the core values of diversity and inclusion. Her commitment also extends beyond accessibility, creating a welcoming and supportive environment with tailored solutions for a positive and dignified testing experience for every participant.

In conclusion, Angela Berg's impact extends beyond driver knowledge testing. She is a leader, an innovator and a champion for inclusivity. Her work embodies the highest ideals of public service, transforming lives and paving the way for a more equitable and accessible future. Her nomination for this award is a testament to her extraordinary contributions and her unwavering commitment to serving the entire Washington community.

Nominated by Daniel Cooke

Disability Inclusion Network Leadership 2023–24

The 2023–24 Leadership for the Disability Inclusion Network (DIN) Business Resource Group has a passion for evolving an inclusive and accessible workplace for people with disabilities throughout the state enterprise.

As volunteers to the work of DIN, the DIN leadership team of Linda, Stuart, Maggie and Sarah have been responsive and informative, leading conversations, action and concrete guidance in braiding inclusive practices around ASL, neuro-divergence, mental health, digital accessibility, recruitment and reasonable accommodations into the fabric of state agencies. They partner with peer BRG groups, agencies and individuals to support the DIN mission.

They reformatted the DIN general meetings to allow more time for members to engage in committee work and advocated strongly for ASL and CART usage in all BRG general meetings as a way to also welcome Deaf and Deaf Blind state employees into the broad work of the BRGs.

The DIN leadership understand the intersectionality inherent in disability—people with disabilities exist within all communities and identities—and the leadership group forges alliances and collaborations to ensure the belonging of people with disabilities of all backgrounds in the state enterprise. The DIN leadership is passionate, caring, creative, motivated and seemingly tireless in forwarding the mission of the Disability Inclusion Network.

Nominated by Michael MacKillop

Drug User Health Team, Department of Health

The overdose crisis in Washington state has reached unprecedented levels and has taken a terrible toll on our communities. Although it is easy to overlook or ignore a public health crisis that may occur behind closed doors or in marginalized and stigmatized populations, the Drug User Health Team in the Office of Infectious Disease has been working tirelessly in response. Their support of tribes, local health jurisdictions, community-based organizations and other partners has saved the lives of countless Washingtonians and strengthened public health systems across the state.

One of their main programs, the Overdose Education & Naloxone Distribution (OEND) Program, has provided nearly 400,000 naloxone kits since April 2019 to organizations serving people most likely to experience or witness opioid overdose. They also provide support to syringe service programs (SSPs) in Washington, which are frontline public health programs that provide critical services to people who use drugs.

The core of these efforts is to support the health of people who use drugs in a non-judgmental and client-centered atmosphere. In 2023, SSPs supported by the Drug User Health Team provided nearly 90,000 encounters, 25,000 referrals to services and 60,000 naloxone kits to people who use drugs.

In the past year, the Team has:

• Developed a data system to improve engagement with the OEND program.
• Developed a naloxone distribution program to support tribes and Urban Indian organizations.
• Partnered with a community organization to implement the state's mail-order naloxone program.
• Supported a new funding process to resource 20 SSPs, including incorporating harm reduction service navigation and clinical services.
• Designed multimedia materials and trainings to educate partners about topics such as how to respond to an overdose and how to use fentanyl test strips.
• Provided expertise in support of HCA's Health Engagement Hubs and Substance Use Recovery Services Advisory Committee

Nominated by Emalie Huriaux

ESD Mentorship Planning Team, Employment Security Department

The ESD Mentorship Program is quickly becoming the most well-known staff development project in ESD history, but has been managed and grown by a little-known group of staff behind the scenes. The ESD Mentorship Planning Team, made up of a rag-tag group of ESD staff from various divisions across the agency, has taken an idea in its infancy and turned it into a fully viable, substantial and successful employee development program with high praise from all who have participated.

The Team, led primarily by Nadine Nabass (Leave & Care, but recently promoted into a position in our EDI office), met bi-weekly, planning, marketing, and promoting the program; finding efficiencies in how the program was to be implemented; offering presentations to most divisions across ESD; and selling the positives with participation as mentors and mentees.

Their collective efforts have been very successful, growing the program this past year from about 90 in the first cohort, to 156 in the second cohort, to 198 in the third cohort, and finally, a grand total of 292 going into our fourth cohort. In short, this team has driven this important development program that benefits all ESD employees by an incredible three-fold, or 320%!

The “big win” this past year was the Team’s push to get more leaders involved as mentors. The combination of concentrated discussions directly with executives and division leaders was extremely effective—so much so that one division, Employment Connections, strongly encouraged every manager and above to participate by adding it to performance expectations. That’s impact. That’s teamwork. That’s going the extra mile! Congratulations to the ESD Mentorship Planning Team for making a significant difference for our ESD family!

Nominated by Gregory Chilson

ESD North Sound EDI Team, Employment Security Department

I am pleased to nominate the ESD NS EDI team for their outstanding work in developing the EDI SMART Goal Tool, a transformative initiative aimed at fostering cultural competence and advancing equity and inclusion within our organization. This innovative tool not only reflects the team's dedication to promoting diversity, equity and inclusion, but also aligns seamlessly with our organization's Pro-Equity and Anti-Racism Plan.

The EDI Smart Goal Tool represents a significant milestone in our journey towards creating a more inclusive and equitable workplace. By providing employees with culturally competent expectations, the tool empowers individuals to navigate diverse interactions with sensitivity and respect. Through its user-friendly interface and comprehensive resources, the tool equips supervisors to work with their employees, building knowledge and skills needed to cultivate an inclusive environment where all voices are heard and valued.

Moreover, the tool directly supports our organization's commitment to meeting the expectations outlined in the PEAR directive signed by the governor. By incorporating principles of equity and anti-racism into everyday practices and decision-making processes, the tool helps us advance towards the goal of dismantling systemic barriers and promoting fairness and justice for all.

Not only does the tool enhance our organizational culture, but it also positions us to better serve our diverse communities and stakeholders. By fostering cultural competence and understanding, we can more effectively engage with individuals from different backgrounds and perspectives, ultimately strengthening our relationships and impact as an organization.

In summary, the NS EDI team's creation of the EDI Smart Goal Tool exemplifies their commitment to driving meaningful change and promoting equity and inclusion within our organization. Their dedication to this initiative deserves recognition and appreciation, as it not only aligns with our organizational values but also contributes to the realization of our broader EDI and PEAR goals.

Nominated by Ric Farinas

Haydan Francis, Department of Transportation

Truly outstanding leaders place their team’s safety as their highest priority. WSDOT Highway Maintenance Worker Haydan Francis showed true leadership when his team was faced with danger and adversity on Tuesday, September 19, 2023.

That day, Haydan Francis was preparing his team to leave the Washtucna maintenance shed when an individual came onto the property and climbed into a WSDOT truck. Haydan approached and asked what he was doing, to which the individual responded, “I’m taking your truck.” Unknown to Haydan at the time, this individual was on a violent crime spree that started in Yakima and had left others injured.

Once Haydan noticed the individual was irrational, covered in blood and possessed a pistol, he had a decision to make. It was an easy decision for him: Protect his team. Haydan stepped away from the man while keeping a watchful eye as he initiated his plan to protect the team. Hayden directed a team member to call 911 while also directing his team to move into the maintenance building for shelter. Haydan continued to be in protection mode as the truck departed the WSDOT property.

Haydan instructed his team to leave the building and get into their trucks to travel to a safe location in case this individual returned. After a few minutes, the individual did return, potentially looking for a different vehicle to take, but due to Haydan’s directions, there were no WSDOT vehicles left. The individual began traveling towards Ritzville and led WSP on a high-speed chase, ultimately destroying the vehicle.

Haydan demonstrated himself to be an outstanding leader that day, making the safety of his team the focus of his decisions. He did not run or act irrationally, and instead made decisions based on the most important leadership principle, keeping his team safe.

Nominated by Kurt Kaufman

Market Planners of the Auctions & Market Section, Department of Ecology

The Market Planners in the Auctions & Market Section for the Cap-and-Invest Program have demonstrated a commitment to DEI by confronting workplace bigotry head-on, despite being junior staff who naturally feel vulnerable in their first positions in state government.

The Cap-and-Invest Program was stood up on an extremely accelerated timeline. As only the second state in the nation to implement such a program, they have been essential in accomplishing in months what California’s much larger staff took years to do. Faced with being the first point of contact for most participants in the program, they’ve developed innovative solutions to registering over a hundred entities in the Cap-and-Invest Program's first year.

Matt, Katie and Alex have demonstrated visionary thinking as self-starters that identify problems in user and entity registrations and have demonstrated leadership through their collaboration on “shovel-ready” solutions which they present to their colleagues and superiors. They consistently identify potential problems before they become realized problems—and then develop solutions and preventative measures.

The three of them are active participants in a multinational, multijurisdictional working group shaping the design and implementation of the platforms Washington and other states will use to tackle the climate crisis. Matt is the expert on the tracking system and a key product tester. Alex has risen to be the office expert on public records requests and requests related to litigation in a highly contentious program. Katie was the natural choice to step into a senior role while a colleague is out on extended leave, conducting auctions that have raised hundreds of millions of dollars.

The three of them have offered outstanding customer service by fielding thousands of time-sensitive emails and phone calls from parties navigating a new and complex program, often enduring hostility. Matt, Katie, and Alex demonstrate excellent leadership and followership.

Nominated by Scott Hancock

Max Roberts, Washington Traffic Safety Commission

I am pleased to nominate Dr. Max Roberts for the Extra Mile Award in recognition of his exceptional contributions to the Washington Traffic Safety Commission. In less than three short years since joining the commission, Dr. Roberts has employed innovative techniques and methods that have enhanced the accessibility of traffic safety data. Through the creation of dozens of new data dashboards, he has transformed the way partners, stakeholders and the public interact with crucial information. His visionary thinking has garnered national recognition, particularly for his efforts to improve the quality and accuracy of impaired driver data.

In addition to his data visualization and groundbreaking impairment work, Dr. Roberts has displayed outstanding leadership by fostering collaboration among diverse groups. He actively engages with partners and stakeholders, locally and nationally, sharing ideas and knowledge to reduce traffic fatalities and save lives. He serves as an active member of the commission’s Pro-Equity, Anti-Racism (PEAR) committee, discussing and applying diversity, equity, and inclusion best practices within the agency, across traffic safety programming, and in his efforts as a data analyst.

His commitment to outstanding customer service is evident in his efforts to provide regular dashboard demonstrations, as well as one-on-one trainings to ensure that novice and experienced individuals can comfortably interact with and understand traffic safety data.

Dr. Roberts' dedication to the ideals of the Extra Mile Award is evident in every aspect of his work. His passion for public service, commitment to diversity and inclusion, innovative methods, outstanding leadership, visionary thinking, and unparalleled customer service make him a deserving candidate for this award. His contributions have not only elevated the Washington Traffic Safety Commission but have also had a lasting impact on traffic safety initiatives, setting a high standard for public service excellence.

Nominated by Terry Ponton

Mobile Outreach Trucks, Department of Social and Health Services

I am nominating the Mobile CSO Trucks Team for the Extra Mile Award because of their outstanding efforts managing the implementation and deployment of our new Mobile Outreach Trucks. This team understood the need to reach populations in new and innovative ways and leveraged the success of CSD’s existing large Mobile CSO trucks concept to envision, plan and deploy six smaller, more flexible trucks to serve communities across the state.

They can reach DSHS clients at migrant work camps, senior centers and other community events such as health and job fairs and locations previously unserved by CSD staffers. Rural households who find the trip to their local CSO too far to travel now have access to services that roll into their hometown and park at accessible destinations. The services the Mobile CSOs offer range from new applications for service, reviews, and changes for active cases, as well as issuing EBT cards and receiving documents. They also determine eligibility for Medicare Savings Programs and Aged, Blind or Disabled Medicaid. The reach of the new Mobile Outreach trucks strengthens partnerships with businesses and service organizations in diverse communities.

This team of outstanding employees went the extra mile to ensure that the six new trucks would have all the equipment needed to improve participation in the Basic Food program by providing services at locations where DSHS representatives do not usually have a presence, strengthening community partnerships by expanding on existing relationships to create access points, and operating as a response vehicle for disaster recovery efforts. These efforts exemplify outstanding leadership and visionary thinking to ensure we can provide outstanding customer service in places other than brick-and-mortar establishments.

Nominated by Babs Roberts

Policy Unit, Attorney General's Office

The innovative techniques and methods of the Policy Unit of Washington State’s AGO are shown in their exploration of opportunities to increase participation in government. This includes investigating opportunities to increase community engagement through researching community compensation and accounting for lived circumstances (ADA compliance, use of common language, consideration of meeting time, etc.).

Their outstanding leadership has lifted up community leaders. Examples include convening community members and individuals who have experienced incarceration to share experiences, voices and expertise to create meaningful change in Washington’s jails and being entrusted with the stories of survivors and loved ones impacted by the Missing and Murdered Indigenous Women and People (MMWIP) crisis to pursue justice.

The unit is visionary in their thinking on important issues for Washingtonians. They lead the nation in MMWIP work, centering experiences, recommendations and suggestions from impacted Indigenous communities to solve the crisis. They are also committed to environmental justice through the implementation of the HEAL act, a coordinated approach for state agencies to reduce environmental and health disparities in Washington and improve the health of Washington state residents.

The unit is committed to DEI goals which:

• Encourage participation in the policymaking process by
• increasing community outreach to cultivate trust and accountability and
• improving accessibility and engagement with Black, Indigenous, and communities of color and historically excluded communities.
• Honor tribal sovereignty and elevate the voices of Indigenous people and people of color to reduce the power imbalance between historically excluded communities and policy makers.

The Policy Unit’s outstanding customer service is demonstrated by their ability to meet the people where they are. They are a trusted policy expert for the state legislature, a convener for communities invested in the work of taskforces, and communicate in a manner accessible for all ages, as demonstrated by their work on the youth tipline.

Nominated by Savanna Navarro Kresse

Rhonda Mendel, WaTech

Rhonda Mendel exudes dedication to team leadership, with visionary thinking and a constant focus on customer service, while creating DEI opportunities for all. She uses her talents and background in organizing events and training opportunities for all state, tribal, city, county and college staff.

Rhonda isn’t just limited to in-person events such as her team’s OCS Summit, threat hunting training, Ice Cream Socials, in-person escape rooms, WaTech Strategic Planning sessions, Vendor Forums, and all-hands events, where she contributes to the success of each, often accommodating the dietary needs for hundreds and creating an opportunity to LevelUp.

Rhonda also organizes virtual training events reaching out to thousands with HISP training programs, Cybersecurity Awareness month and the GOVFollowMyLead course. Rhonda coordinated 14 speakers and facilitated both live and recorded events for nearly 1,000 employees, who attended approximately 2.5 events during Awareness month. She even renewed WaTech’s contract for Sign Interpreters used during DEI/AI presentations.

#FollowMyLead is a ten-month leadership program which Rhonda cofounded four years ago for women in government, which this year will include all who want to learn techniques in leading in their current role and, with huddle group mentoring, often promote into higher leadership roles. Leading the way in written communications, she assists in creating and distributing the WaTech “OCS Update” and distributes OPDP’s “Privacy Points” via email and GOVDelivery.

Her newest technical challenge is collating all Security Data into one PowerBI Dashboard for State CIOs and CISOs review. Reflecting on the challenges of a geographically dispersed technical security team, she launched a new employee onboarding routine includes regular check-ins and meet-and-greets with a focus on breaking down workgroup silos. Ralph Johnson, State CISO, says he could not do his job without her help and when he presents an idea, she takes it to the next level!

Nominated by Rebekah Wilke

Scott Barbara, Attorney General’s Office

Scott leads all the Torts Attorneys in Seattle in our division with compassion, kindness and empathy. He works tirelessly, laboring countless hours, including most weekends and holidays, while defending state agencies—often in multimillion-dollar lawsuits—and taking high-profile cases to jury trials on behalf of the people of our state.

Scott has fostered a collegial and diverse environment in the workplace while mentoring a number of diverse attorneys in the office, including myself. He is the father of special-needs individuals and volunteers within the community.

In addition to handling his regular caseload, Scott offers advice to attorneys from other divisions in our agency who regularly seek out his guidance. He also takes on cases that no one else volunteers for and successfully litigates them on behalf of the State. At the same time, he espouses the highest professional standards as an attorney, as a manager, and as a person.

This past year, Scott also saved my life. I was in the middle of a high-profile jury trial and checked in with him after a tough day in court. Without getting into too many details, my medical issues made for a scary day. Scott convinced me to urgently seek medical care instead of heading into the office, then pressed me to follow through with that care instead of continuing to fight it out in court. 

According to my doctor, had I not gotten treatment, I likely would have had a heart attack in open court in the following days. While I was off work, Scott stepped in and ultimately led my case to a fair and equitable resolution in my absence. I will never forget this.

Nominated by Gauri Shrotriya Locker

Yakama Nation & WorkSource Yakima Veteran's Team, Employment Security Department

In late 2020, Shawn Marceau, Director of the Yakama Nation Veteran Affairs Center, embarked on a visionary collaboration with the Employment Security Department (ESD) and WorkSource Yakima to address significant employment barriers for veterans, particularly focusing on tribal warriors. This initiative showcased innovative methods to serve this historically underserved demographic.

Appointed by WorkSource Yakima, Otto Cruz led the charge as the Tribal Consolidated Veteran Services Representative (TCVSR). Under Shawn’s leadership, Otto not only assisted Yakama Nation’s warriors, but also fostered an inclusive and broader community engagement at the center’s location, resulting in enhanced services for all clientele. In turn, services for tribal members also improved at WorkSource Yakima as they became more aware of how to leverage training and employment resources.

Recognizing the transformative impact, ESD and WorkSource made Otto’s position permanent in 2021, highlighting their commitment to veteran support and diversity, equity and inclusion efforts. Otto’s exceptional efforts garnered acceptance from Yakama Nation’s tribal leaders, earning him an invitation to join the Tribal Warriors Association.

Shawn, a Marine veteran and Gold Star father, shares a profound bond with Otto, rooted in their military backgrounds. Shawn lost his son in combat and Otto served over a 24-year career in the Army, with multiple combat deployments. Unable to attend the 2023 Washington Workforce Association conference, Shawn exemplified outstanding leadership and dedication by traveling from Toppenish to Tacoma to support Otto during his breakout session, offering valuable insights before immediately traveling back. This demonstration of commitment underscored the depth of their collaboration and was acknowledged at the conference, where TCVSR Otto Cruz was recognized as a finalist for the Workforce Professional of the Year.

For their unwavering dedication, innovative approaches and commitment to diversity, equity and inclusion, I wholeheartedly nominate Shawn Marceau and Otto Cruz for the Extra Mile Award.

Nominated by Seth Maier

Excellence in Washington State Government Leadership Award

The Leadership Award is given to individuals at all levels of management who show exemplary leadership by demonstrating vision, dedication to public service, a significant contribution to the advancement of state government, personal integrity, and a commitment to diversity, equity and inclusion.

2024 Leadership Award recipients

Andrea martin, department of natural resources.

Andrea has shown visionary leadership in many ways over the past year. Following several retirements in her “small but mighty” statewide recreation program, she rebuilt and expanded the team, while ensuring that the employees who remained had the resources they needed to succeed. Her plan to hire an additional four talented professionals onto a team that dwindled to only four was done so thoughtfully and strategically. Seeing opportunities for promotions, much needed reclassifications, and team restructuring, Andrea’s vision resulted in a high-functioning team of enabled leaders.

The projects Andrea and her team have endeavored upon in the last year are nothing short of remarkable. She is the Project Manager for DNR’s first ever Outdoor Access and Responsible Recreation (OARR) Strategic Plan. This planning effort is visionary by definition. With over 20 million visitor days on DNR’s 5.6 million acres, Andrea is realizing the need for the agency’s statewide vision for recreation and access management. This plan’s unique outreach strategy has resulted in meaningful input from trust beneficiaries, sister agencies, statewide partners, community-based organizations, the public and tribes. The agency is committed to codeveloping this plan with tribes, and the process has been applauded by many involved.

Andrea has also been leading the agency’s involvement in the Tribes-State Recreation Impacts Committee, an incredibly complex project aimed at studying and addressing the impacts of recreation on state-managed lands. Being involved in both projects, She has integrated both processes so that the work could be done efficiently and in earnest. 

Andrea has also championed House Bill 2165 on behalf of DNR, a statutory change that the agency has been pursuing for decades. This bill has been remarkably successful in the legislature and is backed by a very diverse set of stakeholders—a testament to their trust in Andrea’s leadership and commitment to equitable access.

Nominated by Brodrick Coval

Casey Hanell, Department of Natural Resources

Casey Hanell is an exceptional leader who serves as Director of the Washington Geological Survey and Washington State Geologist. He leads WGS’s delivery of Geology in the Public Interest that contributes to the safety and well-being of Washington residents. Under Casey’s leadership, WGS educates the public, government and industry about the nature of the land around us, the consequences of geological events such as earthquakes and tsunamis, and the availability of important resources such as aquifers, sand and gravel. WGS is the primary source of geological products and services for government agencies, businesses and the public.

Casey is respected and appreciated for his communicative and considerate approach to leadership. He validates the members of his WGS team as unique individuals and works to help each person grow and bring forth the best they have to offer. One of Casey’s special qualities is his commitment to listening. As one team member put it, “He goes out of his way to ask … [H]e wants to ensure that he has heard other people’s perspectives.” In all aspects of leadership, Casey is determined, thoughtful, and mindful of what decisions and actions mean for all those involved or affected.

Casey’s commitment to Diversity, Equity, Inclusion and Belonging was recently illustrated by his months-long immersion in an Elevate Leadership program built for the Department of Natural Resources and led by Dr. Isaiah Pickens of iOpening Enterprises. Casey’s experience included group sessions, homework and one-on-one coaching from Dr. Pickens. Casey shone through this experience, exceeding the curriculum to share and apply his learnings with his WGS team. He is a founding member and continues to serve on the DNR Leadership Team’s DEIB workgroup.

Among DNR’s many accomplished leaders, Casey stands out for his caring, his wisdom, his humility and his dedication to public service.

Nominated by Lenny Young

Cezanne Levesque, Employment Security Department

Cezanne regularly goes above and beyond her job responsibilities to encourage, mentor and provide recognition to employees throughout our division, most notably those employees who are marginalized or underrepresented. She keeps both those employees and also external customers who face hardships in mind when proposing projects, solutions and designs for interfaces with which our internal staff and external customers interact.

Cezanne has a varied background and leverages that when brainstorming and engaging in meetings with individuals inside and outside the division and agency. Her work impacts nearly all Washingtonians with her work on the Paid Leave and WA Cares programs.

Most recently, Cezanne worked on SSB 5586, which expanded data sharing between Paid Leave and employers when it comes to their employees’ benefit data. Cezanne took a thoughtful approach around not only what minimal functionality would be needed to meet the legislative mandate, but also what additional work could be completed as part of the project to improve our customers’ experiences. As part of this project, she took initiative in revamping a toolkit available to employers and was mindful on how future phases of the work related to this law would necessitate minor changes to language. She worked with other product managers, analysts and individuals throughout the division in an effort to be as mindful as possible and learn more about the pain points employees and employers are experiencing when it comes to benefits data and information.

Cezanne approaches things with an equity and growth mindset. She is never hesitant to encourage others to speak and regularly gives credit to other individuals who assisted, provided feedback or came up with ideas. Cezanne brings people alongside her with her passion and dedication to not only our division but our agency, state work and Washingtonians. We love working with her.

Nominated by Nav Singh

Christine Morris, Department of Social and Health Services

Christine Morris has proved to be an exemplary leader. Upon arrival, she spent time listening to her team, learning about their needs and preferences, and shared the excitement of new possibilities. Years later, I still remember those conversations. It was amazing how quickly she learned. I have always appreciated how hard she works, as well. She is an adept delegator but applies herself to any work that benefits from her knowledge, experience and unique vision. She is seemingly indefatigable!

Our office has flourished under her direction, and there is a sense of real comradery across our several teams. It is a pleasure working in such an environment. Our on- and off-boarding have improved immensely, and we have successfully completed a large assortment of Standard Operating Procedures that serve to retain institutional knowledge, guide new hires and improve efficiency. She was an early Certified Diversity Professional and encourages her team not only to learn more about EDIA, but to put those principles into practice.

Christine has contributed significantly to our Workforce Development initiatives and has driven innovations such as the introduction of navigators, GeoLocation data services and a high school program for potential caregivers. Her Training Development team applies the most rigorous accessibility standards and has greatly increased language access to caregiver training. She has helped improve the quality, availability, affordability, consistency and portability of caregiver training with the introduction of the CareLearn Washington Learning Management System. She worked closely with the training oversight and policy team as they navigated the emergency rules put in place during Covid.

I am not just recommending her based solely on her accomplishments. I am also nominating her because she cares deeply and leads well. I would love to see her honored for it.

Nominated by Michael Sheehan

Erica Hernandez-Scott, Professional Educator Standards Board

The Professional Educator Standards Board (PESB) is a small agency, with 29 staff serving two boards, that carries out complex education policy and program work in an environment of active stakeholders with divergent perspectives. Erica served as interim executive director November 2021–May 2023 and has been the executive director since May 2023, when PESB offered her the job as the result of a nationwide search.

As our leader, Erica has:

Proven her commitment to diversity, equity and inclusion (DEI) by creating an organizational culture that is welcoming and inclusive for diverse staff. Consequently, people of color now make up 48% of PESB staff. Erica also promotes DEI in the agency’s external work. For example, she led PESB’s efforts in relationship building with the Squaxin Island Tribe and tribal liaison position creation.

Provided visionary leadership focused on collaboratively fulfilling PESB’s role in Washington’s educational policy ecosystem. Erica thinks in terms of what PESB can accomplish as part of a system rather than alone. For example, under her leadership PESB served as a Career Connect Washington sector intermediary last year and will work collaboratively this year with Educational Service District 105, Green River College and the Office of Superintendent of Public Instruction on a project for career-connected high school teacher academies. Both of these initiatives are firsts for PESB. Internally, she has shifted PESB’s organizational structure from hierarchy towards collaboration.

Modeled personal integrity by following fiscal rules carefully, actively involving staff in budgeting, and sharing financial information freely with staff. Her approach to agency finances is inclusive, and transparency has been her guiding star.

Led by example, showing her commitment to serving the public by putting the interests of the state’s educators and their students first in her decision-making. She models doing the right thing rather than the easy thing or business as usual.

Nominated by Mark Bergeson

Jasper Marino, Employment Security Department

At ESD, one name resonates with unwavering commitment and transformative impact: Jasper Marino. It is my honor to nominate Jasper for the prestigious Leadership Award. Their multifaceted leadership, innovative spirit and genuine care for our team have left an indelible mark.

A Communicator Extraordinaire: Jasper’s leadership begins with communication. They deftly navigate the intricate web of information flow. Interactions with Jasper reveal a compassionate ear, a willingness to listen and a knack for providing context. Jasper shares insights from diverse spaces they inhabit, ensuring transparency and alignment. No question goes unanswered; Jasper’s commitment to clarity is unwavering.

Innovator and Catalyst: Jasper’s ideas are the heartbeat of our office. The quarterly EDI newsletter? Jasper’s brainchild. The EDI office inbox? Their creation. But it doesn’t stop there. Jasper leads conversations on anti-racism, challenging norms, and driving change. Their proactive outreach to agency partners fosters collaboration and shared success. Jasper’s mantra: feedback fuels growth, and inclusivity is our compass.

Coaching and Mentorship: Jasper’s mentorship transcends mere guidance. They invest in our agency, sharing wisdom generously. As co-chair of the PRIDE ERG and RAIN BRG, Jasper champions LGBTQ+ voices. Their journey in EDI work becomes a beacon, illuminating intersectionality and centering anti-racism.

Virtual Leadership, Real Impact: In the virtual realm, Jasper thrives. Teams, platforms and tools—they utilize them all. Our remote team stays engaged, thanks to Jasper’s tireless efforts. They adapt, innovate, and prioritize accessibility. Group preferences matter; adjustments are made. Jasper’s commitment to virtual excellence ensures our agency’s resilience.

In summary, Jasper embodies leadership that transcends titles. Their legacy is etched in every conversation, every initiative and every heart touched. As we honor their contributions, let us celebrate Jasper—the architect of change, the empathetic mentor and the virtual trailblazer. A true leader, deserving of the PSRW Leadership Award.

Nominated by Ayanna Colman

Lea Anne Burke, Puget Sound Partnership

Lea Anne is the Tribal Affairs Manager and a member of the Equity and Environmental Justice Team under the Executive Director’s office of the Puget Sound Partnership (Partnership). Lea Anne’s leadership and guidance is strengthening the agency’s relationships with the tribes in Puget Sound and setting a precedent for how government-to-government consultation is conducted at a state level.

Other agencies look to Lea Anne for guidance and input on Tribal Affairs, environmental justice and other topics. Her collaborative work, active listening, thoughtful input and wonderful sense of humor make her approachable and a great thought partner. She makes herself available and gives her time freely to staff. She develops strategic approaches to collaborative processes that leave people feeling heard and empowered.

Lea Anne eloquently and humbly leads discussions in our agency and beyond to help us think beyond the systems of white supremacy and broaden the horizon for better ways to work with our partners across Puget Sound to achieve ecosystem and salmon recovery. She treats everyone with respect and kindness, meaningfully engaging them at the level of understanding they bring to the conversation. Her approach welcomes people in and builds a coalition of support for Tribal Treaty Rights, environmental justice and equity. She is open-minded and yet firm when it comes to the principles of diversity, equity and inclusion, which has been instrumental to advancing work both inside our agency and broader state government.

Lea Anne has guided the Partnership’s implementation of the HEAL Act, which included our agency’s first environmental justice assessment, Tribal Consultation and public outreach. She is a trailblazer with consistent leadership that grounds our work. Lea Anne’s work makes us all better and it is an honor to work with her.

Nominated by Melissa Spee

Maggie Leland, Department of Labor and Industries

Maggie Leland’s passion for public service includes focus on those whose voices often go unheard. Her policy development leadership to ensure migrant farmworkers have safe housing and overtime pay equity exemplify her commitment to diversity, equity and inclusion. She guided rulemaking that protects tens of thousands of Washington workers from wildfire smoke and outdoor heat exposure — which will be in effect together for the first time covering the full season this year.

Maggie excels at building trust and confidence in government because stakeholders appreciate her collaborative approach. Maggie is empathic to their problems and understands how to address them with solutions that are fair to everyone. She strives to find balanced rules and processes that protect workers without putting an undue burden on employers. Her premise is that unbalanced rules serve no one and only harm L&I’s reputation.

Maggie approaches her work with a keen focus on the best interest of the public we serve. This has come from a solid ethical foundation. She understands that there are disagreements on politics, tasks or issues, yet consistently approaches all issues with an ethical perspective that maintains credibility and fosters the philosophy that government can bring people together to find solutions that are fair and effective.

Maggie understands the agency’s mission and thinks differently about its work to achieve that vision. Her approach guided the development of crucial logger and firefighter safety initiatives that have reduced injuries and lowered workers’ compensation costs.

Maggie works to get to “yes” in her search for equitable and fair solutions, a philosophy anchored by her priority to the agency’s mission to keep Washington safe and working.

Nominated by Joel Sacks

Marianne Ozmun-Wells, Department of Licensing

Marianne is a servant leader with over 30 years of commitment to social justice and DEI. As DOL’s Equity and Inclusion Office (EIO) Administrator, Marianne demonstrates dedication to DEI through consulting, training and communication.

Marianne’s vision is to advance equity and access throughout state government. She inspires staff to identify inclusive, equitable ways to remove barriers for customers. She is a member of several business resource groups and recently accepted the Rainbow Alliance and Inclusion Network’s Outstanding Agency award with the Director.

Outside of DOL, Marianne is a Social Justice and Equity Commissioner on Olympia’s Law Enforcement Oversight subcommittee. She cultivates DEI by providing consultation and training and using a DEI lens on policy development and reform.

Marianne accomplished the following in 2023:

• Authored the comprehensive annual Equity Performance PEAR report.
• Led the work to bring CDP/CDE training and certification to DOL.
• Provided a PEAR session at the Office of Equity’s Annual Summit.
• Developed the EIO five-year plan of critical deliverables.
• Initiated cross-divisional teamwork to remove barriers and allowed persons with neurodiversity to successfully take a driver’s knowledge exam in a testing environment that was inclusive for them.

Marianne takes pride in integrity and building trust—internally and externally. Marianne has built a rapport with community partners, enabling them to trust DOL and feel comfortable reaching out with challenges and barriers they are facing. She genuinely cares about her staff and encourages them to show up as their authentic selves.

Marianne holds CDP and CDE certifications and has authored multiple articles modeling DEI. She will be presenting at the 2024 DEI Empowerment Conference. Her topics will include looking at “anti-DEIB” efforts, learning tools for building DEIB momentum, and sharing self- and community-care approaches. Marianne is a Certified Diversity Professional Trainer and is teaching two cohorts of over 40 employees.

Nominated by Lani Fowlkes

Mark Metzger, Office of Financial Management

Mark started with OFM State HR in October 2022. On his own initiative, Mark joined the OFM DEI council, first as a member, and was quickly elected as co-chair. During his year-long tenure, he helped bring a new vision to the DEI council including obtaining funding for employees to attend The People’s Gathering, designing facilitated spaces for people to debrief after watching The Who We Are video (a mandatory DEI training) and helped to create a safe space which has resulted in 74% of employees feeling a sense of belonging in OFM and 83% believing their coworkers help create that sense of belonging.

Within State HR, Mark has used his vision to help innovate the Governor’s Outstanding Leadership Awards process, removing gender and other identifying language in award nominations to help reduce assessment bias and weaving equity criteria into all parts of the nomination form. He has helped build tools and processes for a more inclusive hybrid workplace and has built an onboarding program to help ensure virtual employees still get a chance to meet and know colleagues across the division.

For the enterprise, Mark is leading work to innovate monthly HR managers’ meetings for more cross-agency collaboration and sharing of best practices. He’s currently working with members of the DEI council to have them share their stories and experiences to improve the overall experience of state employees as outlined in our strategic plan. Mark was also elected as a co-chair for the RAIN BRG.

Every day, Mark demonstrates what servant leadership looks like by actively listening, taking the initiative and being willing to use his leadership role to create impactful change so that all employees across state government have a workplace where they belong and can thrive.

Nominated by Michaela Doelman

Tavares Terry, WaTech

Ever wondered how Diversity, Equity and Inclusion (DEI) shake things up in a tech-heavy state agency like Washington Technology Solutions (WaTech)? Enter Tavares Terry, WaTech's DEI Director since 2022. He's not just in the role, he's helping to rewrite the playbook.

In a world where technology evolves at lightning speed, Tavares Terry is working to ensure these innovations serve all Washingtonians. Tavares doesn't just ponder the future impact on underserved communities, he's actively engaging with those often left in technology’s shadows, ensuring their voices become integral to shaping the IT landscape from the start. Tavares exemplifies leadership ideals.

Proven Commitment to Diversity, Equity and Inclusion: Driven by a desire to foster a more inclusive work environment, Tavares became involved in DEI efforts starting in 2015. He’s certified by the Institute of Diversity Certification and has been instrumental in certifying personnel who have emerged as DEI leaders at other agencies.

Visionary Leadership: Tavares integrated DEI principles into WaTech by recognizing the pervasive impact of technology in society and applying a DEI lens to IT decisions and policies. For example, he developed the “Learning about ourselves” DEI series and led statewide roundtables for agencies.

Commitment to Service: Tavares has fostered a more inclusive and understanding workplace by raising awareness. His efforts to collaborate with other agencies and underrepresented communities highlight a commitment to equity across the state.

Significant Contribution to the Advancement of State Government: By advocating for broadband accessibility and digital equity, Tavares has played a crucial role in ensuring state services are accessible and equitable. For example, he’s played a leadership role in applying DEI principles to recruiting, decision packages, legislation, IT projects and programs.

Personal Integrity: Tavares has exemplified personal integrity, approaching complex and emotional DEI topics with empathy and a genuine desire to foster connection and mutual respect.

Nominated by Vickie Sheehan

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