Respected Seniors,
I am working for a small startup with increasing responsibilities. I am working on a document where every aspect of HR is involved. Here are two areas where I am stuck. I request all you Senior HR folks to help me accomplish my task as it would be a great support and contribution towards my career growth.
1. What values can HR add for the current situation of our company (startup with a small team of 25 employees) and how can it be accomplished?
2. What role can HR play in providing a cost advantage to the management?
Kindly help me with your contributions and ideas.
Regards,
Vinitha
From India, Bangalore
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9I am working for a small startup with increasing responsibilities. I am working on a document where every aspect of HR is involved. Here are two areas where I am stuck. I request all you Senior HR folks to help me accomplish my task as it would be a great support and contribution towards my career growth.
1. What values can HR add for the current situation of our company (startup with a small team of 25 employees) and how can it be accomplished?
2. What role can HR play in providing a cost advantage to the management?
Kindly help me with your contributions and ideas.
Regards,
Vinitha
From India, Bangalore
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This is a start-up company, and you have to focus on the acquisition of the best talent in the market if the company has to do well and expand its market in the coming years. Human Resources will be the foundation of success for your organization. What matters in your case is to measure constant performance and quality of output by employees that will ensure retention of the best and separation of the worst or training & development needs, etc., to upgrade the skills of those worst performers. Ultimately, what matters is the performance of employees results in overall business results. Gradually, this will automatically add value because it will enhance your role in the organization. Simultaneously, you have to improve HR services to the employees with timely action on employees' grievances as well as some issues of an administrative nature relating to employees' benefits, etc.
Rashid
From Saudi Arabia
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Rashid
From Saudi Arabia
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Dear Seniors, 19 views.... but no reply.... kindly help me with this. we juniors log-in to this section thinking seniors would help us when need their guidance.... so plz help
From India, Bangalore
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From India, Bangalore
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Respected Seniors,
I am working for a small startup with increasing responsibilities. I am working on a document where every aspect of HR is involved. Here are two areas where I am stuck. I request all you Senior HR folks to help me accomplish my task, and it would be a great support and contribution towards my career growth.
1. What values can HR add for the current situation of our company (startup with a small team of 25 employees) and how can it be accomplished?
2. What role can HR play in providing a cost advantage to the management?
Kindly help me with your contributions and ideas.
Regards,
Vinitha
Can you share instances from your life where, as a human, you have behaved compassionately and helped someone? First, answer my question, and then we can discuss whether there would be any point in discussing what values HR can add.
HR is not just about paperwork; however, so far, I have not met a single person who has truly made a difference.
From India, Pune
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I am working for a small startup with increasing responsibilities. I am working on a document where every aspect of HR is involved. Here are two areas where I am stuck. I request all you Senior HR folks to help me accomplish my task, and it would be a great support and contribution towards my career growth.
1. What values can HR add for the current situation of our company (startup with a small team of 25 employees) and how can it be accomplished?
2. What role can HR play in providing a cost advantage to the management?
Kindly help me with your contributions and ideas.
Regards,
Vinitha
Can you share instances from your life where, as a human, you have behaved compassionately and helped someone? First, answer my question, and then we can discuss whether there would be any point in discussing what values HR can add.
HR is not just about paperwork; however, so far, I have not met a single person who has truly made a difference.
From India, Pune
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Hi Vinitha,
Since it's a startup organization, try to recruit the best talents in the company at the best possible cost. This is also a cost-saving measure. Try to recruit some multipurpose employees who can handle multiple profiles as well.
From India, Delhi
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Since it's a startup organization, try to recruit the best talents in the company at the best possible cost. This is also a cost-saving measure. Try to recruit some multipurpose employees who can handle multiple profiles as well.
From India, Delhi
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Hi Vinitha,
HR can add tremendous value for a startup firm. Here are my thoughts on the questions asked by you:
For an HR team to be successful, it is very important that it gets support from the top management. Having the right vision, HR, being the backbone of any organization, lays down the foundation for a better future. All required policies (employee-friendly) and processes need to be in place. Having said that, since the team is small, avoid making policies (e.g., travel) that will allow employees to take advantage.
The HR team can help in inculcating the right culture within the team members, fostering better bonding, which in turn will help increase productivity. Hiring the right talent, training them, and ensuring that there is a good career path for them will be critical. Regular open sessions, transparency, an open culture, and having the right people on board will help HR instill the right values. Being responsive and sensitive to people's issues will be key.
How can the HR team be cost-effective?
Hiring the right people is one of the best ways HR can be cost-effective for an organization. In order to make this happen, HR should have a sound recruiting process in place. Avoid hiring through consultants. Conduct better salary negotiations while making new offers to ensure low payroll costs, and ensure that regular performance feedback is provided to employees to identify non-performers. Have proper manpower planning to avoid any wrong hiring or adding fat to the system.
I hope this helps!!
Thanks,
Rahul
From India, Vadodara
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HR can add tremendous value for a startup firm. Here are my thoughts on the questions asked by you:
For an HR team to be successful, it is very important that it gets support from the top management. Having the right vision, HR, being the backbone of any organization, lays down the foundation for a better future. All required policies (employee-friendly) and processes need to be in place. Having said that, since the team is small, avoid making policies (e.g., travel) that will allow employees to take advantage.
The HR team can help in inculcating the right culture within the team members, fostering better bonding, which in turn will help increase productivity. Hiring the right talent, training them, and ensuring that there is a good career path for them will be critical. Regular open sessions, transparency, an open culture, and having the right people on board will help HR instill the right values. Being responsive and sensitive to people's issues will be key.
How can the HR team be cost-effective?
Hiring the right people is one of the best ways HR can be cost-effective for an organization. In order to make this happen, HR should have a sound recruiting process in place. Avoid hiring through consultants. Conduct better salary negotiations while making new offers to ensure low payroll costs, and ensure that regular performance feedback is provided to employees to identify non-performers. Have proper manpower planning to avoid any wrong hiring or adding fat to the system.
I hope this helps!!
Thanks,
Rahul
From India, Vadodara
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Dear all,
Please remember to always take any action from the management's side and in favor of the organization. Minimize costs by hiring employees with lower salaries but excellent qualifications from the market. Develop a master plan for this and work on implementing it. Set a target date and aim to complete the plan within that time frame. More details on this will be provided later.
Thank you,
Majibul - Gurgaon
From India, Gurgaon
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Please remember to always take any action from the management's side and in favor of the organization. Minimize costs by hiring employees with lower salaries but excellent qualifications from the market. Develop a master plan for this and work on implementing it. Set a target date and aim to complete the plan within that time frame. More details on this will be provided later.
Thank you,
Majibul - Gurgaon
From India, Gurgaon
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Dear Ms. Vinitha,
As an HR professional, we have to have an outsized mind and heart to love people with intention, not for the sake of our benefit.
Everyone should feel that someone is there to take care of them, i.e., you or me. The rest will happen voluntarily.
At the same time, we have to instill that in our organization as well. Then, you will learn to do what is right for the organization.
According to you, since it is the initial stage of the firm, you can slowly study and implement things that suit your organization.
Regards,
ARD
From India, Mumbai
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As an HR professional, we have to have an outsized mind and heart to love people with intention, not for the sake of our benefit.
Everyone should feel that someone is there to take care of them, i.e., you or me. The rest will happen voluntarily.
At the same time, we have to instill that in our organization as well. Then, you will learn to do what is right for the organization.
According to you, since it is the initial stage of the firm, you can slowly study and implement things that suit your organization.
Regards,
ARD
From India, Mumbai
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answer:
This article provides jobseekers with an understanding of how human resources (HR) is the hub of an organization and how it is structured. It will also help you to appreciate the job screening process as well as each area of HR if you are considering human resources as your chosen field of occupation.
Human Resources is just what it says: resources for humans – within the workplace! Its main objective is to meet the organizational needs of the company it represents and the needs of the people hired by that company. In short, it is the hub of the organization serving as a liaison between all concerned. Depending on the size of the company, the HR Department might be called Personnel with a manageable workforce that can be handled by a personnel manager and a small staff. For larger, more complex organizations with hundreds of departments and divisions, the task is much more demanding, taking on a life of its own.
Some companies have more than one HR Department - Corporate and Union. For example, a food service industry might have a Corporate HR Department that oversees “white collared” employees and an HR Department that oversees the “blue collar” workforce with an emphasis on labor relations. With such diverse needs, the organization will institute these two HR Departments to manage the unique needs of both union and non-union employees. Some of the many core functions of the Human Resources function involves the following: Organizational Development: To ensure its success, a company must establish a hierarchal reporting system. Picture an organizational chart with boxes representing each position starting at the top with the first and single-most important being the highest-ranking role. Following the lines, more boxes are branched off to define each department head and their direct reports. As the company expands, so will this chart. The funnel of responsibility is critical to the efficiency of a smoothly operating business entity in which there is a clearly defined understanding of who is responsible for what. This is what HR does for a company. They provide consultation to a company’s management team to identify what the company’s core business and culture is about, and proceeds to plan and map the company’s organizational infrastructure to support those needs.
Employee Recruitment and Selection Process:
There are many steps to recruiting and selecting qualified employees. First, a department head must inform the HR manager of an opening in their department. Then the HR manager must obtain the job description to formulate a Job Description Sheet for publication either internally, publicly, or both. Then HR must field the (many) responses to that job announcement to weed out the qualified from the unqualified applicants. Once that is completed, the interview process must be coordinated. This is a full time job! If one job ad generates 80 responses, there’s a good chance that only 10 applicants are highly qualified for the position. If the department’s hiring manager were to interview the other 70 less-than-qualified applicants, their department would come to a complete standstill because there would be no time for anything else! That’s where HR, a.k.a. Fort Knox, comes in. They prepare the job description, contact the newspaper, run the ad, field the calls, faxes, and emails, compile a list of potential candidates from dozens of in-coming resumes, submit their list of potential candidates to the department’s hiring manager for approval and selection, contact the chosen candidates to set up preliminary interviews, and interview the candidates! Yes, that’s right. Preliminary interviews! Although most interviews are with the hiring manager or their associates, not all applicants get to meet with the department’s hiring manager right away. It is not uncommon for a company to filter out those who fail to impress the HR manager first. For those select few who make it through, the HR manager schedules interviews between the department’s hiring manager and potential candidates, and follows up with the hiring process to establish the new hire with the company. Not unlike the screening process for American Idol, a job seeker needs to perform their best to impress the “judges.” Employee Training & Development: As a company and the requirements of a position evolve, a company needs to take certain measures to ensure a highly skilled workforce is in place. The Human Resources Department oversees the skills development of company’s workforce, acting as an in-house training center to coordinate training programs either on-site, off-site, or in the field. This might include on-going company training, outside training seminars, or even college, in which case an employee will receive tuition reimbursement upon earning a passing grade. :icon1::icon1::icon1::icon1::icon1::icon1::icon1:;-);-);-);-);-);-);-)
From India, Lucknow
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This article provides jobseekers with an understanding of how human resources (HR) is the hub of an organization and how it is structured. It will also help you to appreciate the job screening process as well as each area of HR if you are considering human resources as your chosen field of occupation.
Human Resources is just what it says: resources for humans – within the workplace! Its main objective is to meet the organizational needs of the company it represents and the needs of the people hired by that company. In short, it is the hub of the organization serving as a liaison between all concerned. Depending on the size of the company, the HR Department might be called Personnel with a manageable workforce that can be handled by a personnel manager and a small staff. For larger, more complex organizations with hundreds of departments and divisions, the task is much more demanding, taking on a life of its own.
Some companies have more than one HR Department - Corporate and Union. For example, a food service industry might have a Corporate HR Department that oversees “white collared” employees and an HR Department that oversees the “blue collar” workforce with an emphasis on labor relations. With such diverse needs, the organization will institute these two HR Departments to manage the unique needs of both union and non-union employees. Some of the many core functions of the Human Resources function involves the following: Organizational Development: To ensure its success, a company must establish a hierarchal reporting system. Picture an organizational chart with boxes representing each position starting at the top with the first and single-most important being the highest-ranking role. Following the lines, more boxes are branched off to define each department head and their direct reports. As the company expands, so will this chart. The funnel of responsibility is critical to the efficiency of a smoothly operating business entity in which there is a clearly defined understanding of who is responsible for what. This is what HR does for a company. They provide consultation to a company’s management team to identify what the company’s core business and culture is about, and proceeds to plan and map the company’s organizational infrastructure to support those needs.
Employee Recruitment and Selection Process:
There are many steps to recruiting and selecting qualified employees. First, a department head must inform the HR manager of an opening in their department. Then the HR manager must obtain the job description to formulate a Job Description Sheet for publication either internally, publicly, or both. Then HR must field the (many) responses to that job announcement to weed out the qualified from the unqualified applicants. Once that is completed, the interview process must be coordinated. This is a full time job! If one job ad generates 80 responses, there’s a good chance that only 10 applicants are highly qualified for the position. If the department’s hiring manager were to interview the other 70 less-than-qualified applicants, their department would come to a complete standstill because there would be no time for anything else! That’s where HR, a.k.a. Fort Knox, comes in. They prepare the job description, contact the newspaper, run the ad, field the calls, faxes, and emails, compile a list of potential candidates from dozens of in-coming resumes, submit their list of potential candidates to the department’s hiring manager for approval and selection, contact the chosen candidates to set up preliminary interviews, and interview the candidates! Yes, that’s right. Preliminary interviews! Although most interviews are with the hiring manager or their associates, not all applicants get to meet with the department’s hiring manager right away. It is not uncommon for a company to filter out those who fail to impress the HR manager first. For those select few who make it through, the HR manager schedules interviews between the department’s hiring manager and potential candidates, and follows up with the hiring process to establish the new hire with the company. Not unlike the screening process for American Idol, a job seeker needs to perform their best to impress the “judges.” Employee Training & Development: As a company and the requirements of a position evolve, a company needs to take certain measures to ensure a highly skilled workforce is in place. The Human Resources Department oversees the skills development of company’s workforce, acting as an in-house training center to coordinate training programs either on-site, off-site, or in the field. This might include on-going company training, outside training seminars, or even college, in which case an employee will receive tuition reimbursement upon earning a passing grade. :icon1::icon1::icon1::icon1::icon1::icon1::icon1:;-);-);-);-);-);-);-)
From India, Lucknow
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Hello Everybody,
I am a part-time student studying for a BSc in Human Resource Management. I am in the final year and have to write a dissertation. Could you kindly help me by suggesting at least three topics and providing any writing samples you may have?
Vivek Mauritius
From Mauritius
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I am a part-time student studying for a BSc in Human Resource Management. I am in the final year and have to write a dissertation. Could you kindly help me by suggesting at least three topics and providing any writing samples you may have?
Vivek Mauritius
From Mauritius
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