Hello everyone, we are a startup company, and I have been chosen to lead the entire HR department. Now, I am trying to put things into place one at a time; however, I feel that my 4 years of experience as an HR professional is not adequate. Can someone help me with a checklist of things that need to be done so that I can systematically ensure everything is set up for the organization? Please. :-)
From India, Bangalore
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8From India, Bangalore
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Hi Aswin,
When you work on a greenfield project where the entire department and process have to be implemented and executed, the first step is to conduct an internal process audit of the department. Review the existing policies, identify any gaps in the processes, and if there are no policies in place, establish them. Additionally, identify the statutory compliance requirements specific to your organization, as this is a crucial process to follow.
Once you have completed the groundwork mentioned above, you can focus on the HR development aspect. This includes structuring the recruitment process, implementing effective appraisal systems, establishing training and development processes, and defining the pay structure.
For more details, feel free to get in touch at cheers2life@gmail.com.
Regards,
DEV
From India, Mumbai
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When you work on a greenfield project where the entire department and process have to be implemented and executed, the first step is to conduct an internal process audit of the department. Review the existing policies, identify any gaps in the processes, and if there are no policies in place, establish them. Additionally, identify the statutory compliance requirements specific to your organization, as this is a crucial process to follow.
Once you have completed the groundwork mentioned above, you can focus on the HR development aspect. This includes structuring the recruitment process, implementing effective appraisal systems, establishing training and development processes, and defining the pay structure.
For more details, feel free to get in touch at cheers2life@gmail.com.
Regards,
DEV
From India, Mumbai
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Hi Aswin,
Please find attached step-by-step documents prepared for your purpose only.
Thanks & Regards,
Manjay Kumar Sharma | Senior Consultant | E-mail: manjay@malaygauri.com | Skype ID: manjay.sharma73 | Mobile: +91-98105 07200
Malay Gauri Consultants Pvt. Ltd
Outsourcing and Consultancy URL: <www.malaygauri.com> | Human Resource URL: <MGcrpo> | Job portal URL: <www.nayeeraah.com>
From India, Delhi
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Please find attached step-by-step documents prepared for your purpose only.
Thanks & Regards,
Manjay Kumar Sharma | Senior Consultant | E-mail: manjay@malaygauri.com | Skype ID: manjay.sharma73 | Mobile: +91-98105 07200
Malay Gauri Consultants Pvt. Ltd
Outsourcing and Consultancy URL: <www.malaygauri.com> | Human Resource URL: <MGcrpo> | Job portal URL: <www.nayeeraah.com>
From India, Delhi
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Dear Dev and Manjay,
Thank you, folks, for this update on Policies and Compliance. I have put it in place, but I was just wondering if there was something more I missed out on. Currently, we have our recruitment, documentation, and mandate benefits processes going in full force. I am still working on the ESIC and PF processes. Pre-process and process training are currently ongoing. I am also working on the time frame and schedule for other life skills training. In terms of Employee engagement and Performance management, I am still setting it up and trying to establish the best fit model. The payroll process has been successfully set up.
Could you guys suggest the best way for employee communications to be facilitated in a start-up setting?
Many thanks for your inputs. :-)
From India, Bangalore
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Thank you, folks, for this update on Policies and Compliance. I have put it in place, but I was just wondering if there was something more I missed out on. Currently, we have our recruitment, documentation, and mandate benefits processes going in full force. I am still working on the ESIC and PF processes. Pre-process and process training are currently ongoing. I am also working on the time frame and schedule for other life skills training. In terms of Employee engagement and Performance management, I am still setting it up and trying to establish the best fit model. The payroll process has been successfully set up.
Could you guys suggest the best way for employee communications to be facilitated in a start-up setting?
Many thanks for your inputs. :-)
From India, Bangalore
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Dear Ashwin,
Notice board and Intranet are the normal platforms for sharing information. However, please consider implementing social ERP such as Mango Springs or Yammer. These are designed to maintain a close-knit between the employees. The culture is best set through the information systems.
A newsletter or even a team huddle at a regular interval, such as fortnightly, can keep everyone informed. A common emailer would remain the easiest option. Offsites are a great idea when you want to drive home a point which needs to be brainstormed in a different environment.
From India, Mumbai
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Notice board and Intranet are the normal platforms for sharing information. However, please consider implementing social ERP such as Mango Springs or Yammer. These are designed to maintain a close-knit between the employees. The culture is best set through the information systems.
A newsletter or even a team huddle at a regular interval, such as fortnightly, can keep everyone informed. A common emailer would remain the easiest option. Offsites are a great idea when you want to drive home a point which needs to be brainstormed in a different environment.
From India, Mumbai
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How to start IT company.pdf
Steps involved to start a HR Dept.doc