Hi,
Can somebody help me with how to set up a new HR department in a startup? I have recently joined a startup. I have understood the current company details but need more inputs from professionals. I am looking for real-time data and details, not just bookish data. I have found most of it, but I need an understanding of where to start from.
Awaiting response.
Thanks and regards,
Swapna
From India, Pune
2Can somebody help me with how to set up a new HR department in a startup? I have recently joined a startup. I have understood the current company details but need more inputs from professionals. I am looking for real-time data and details, not just bookish data. I have found most of it, but I need an understanding of where to start from.
Awaiting response.
Thanks and regards,
Swapna
From India, Pune
Dear Generationnext20,
The Human Resources Department requires the necessary information to start from the Executive Committee Members in your organization. For that reason, you may ask them to list out what exactly should be the ideal requisition to set up the HRD. This can be made easier as per the treaties had with your team and the Exec Comm people. List the commonly executed parameters including hiring, payroll, IOC - interoffice communication, compliance, employee handbooks, labor law, and benefits management, etc. Install data-locked safeguards (for files to be kept secluded), ensure the IT Department is strong to keep the computers password-protected, implement biometric systems for attendance and leave tracking, and budget for other administrative and personnel requisitions.
An HR Generalist for steering the Human Resources Department can be hired, where an encouraging HR department would be responsible for hiring corporate ambassadors tasked with finding top talent at colleges and job fairs. Send department members to workshops devoted to helping HR professionals handle workplace violence, conflict resolution, mediation, and other incidents that pervade the work environment.
From India, Visakhapatnam
The Human Resources Department requires the necessary information to start from the Executive Committee Members in your organization. For that reason, you may ask them to list out what exactly should be the ideal requisition to set up the HRD. This can be made easier as per the treaties had with your team and the Exec Comm people. List the commonly executed parameters including hiring, payroll, IOC - interoffice communication, compliance, employee handbooks, labor law, and benefits management, etc. Install data-locked safeguards (for files to be kept secluded), ensure the IT Department is strong to keep the computers password-protected, implement biometric systems for attendance and leave tracking, and budget for other administrative and personnel requisitions.
An HR Generalist for steering the Human Resources Department can be hired, where an encouraging HR department would be responsible for hiring corporate ambassadors tasked with finding top talent at colleges and job fairs. Send department members to workshops devoted to helping HR professionals handle workplace violence, conflict resolution, mediation, and other incidents that pervade the work environment.
From India, Visakhapatnam
Dear Generationnext20,
Good day! Regarding your startup with the HR Dept, make sure to start with the Manpower plan for your company. Start gathering information about what, how much, and when you are going to start hiring people. Identify the budget for the salary to be paid and the recruitment needs for the organization. If you answer these questions, you can start putting your plans and steps for starting.
BR,
Yousef Naser
HR Specialist
+966533456918
From Saudi Arabia, Jeddah
Good day! Regarding your startup with the HR Dept, make sure to start with the Manpower plan for your company. Start gathering information about what, how much, and when you are going to start hiring people. Identify the budget for the salary to be paid and the recruitment needs for the organization. If you answer these questions, you can start putting your plans and steps for starting.
BR,
Yousef Naser
HR Specialist
+966533456918
From Saudi Arabia, Jeddah
Dear Gen,
Merry Christmas!
Bhakti Narang has provided a list of key areas where the HR Department needs to work. However, to set up a new HR Department, the following areas may be of priority to start with:
1. Attendance system: The attendance can be marked either through a Biometric Access Machine or manually in registers with arrival and departure times.
2. Late coming: How many instances of late arrival are permitted for employees? Generally, 10 to 15 minutes of late arrival is allowed, subject to three or four occurrences in a month. Beyond that, half a day's leave should be deducted for each late arrival.
3. Leave policy: Casual Leave, Earned Leave, and Compensatory Leave are common types of leave. Generally, one Casual Leave after one month of service is allowed, subject to a maximum limit of 8 or 12 days as decided by the Management. Similarly, the quantum of earned leave is to be determined.
4. Policy for overtime payment: Applicable if your company employs factory workers.
5. Personal Files: These should be maintained with complete documents of educational and experience certificates, and other letters issued to an employee from time to time.
6. Performance Appraisal Forms: Annual appraisal of employees' performance in a form suitable to the policy and needs of your company.
7. Disciplinary Rules: Rules should be established to take action against employee misconduct. Penalties should be outlined in these rules.
8. Pay Structure: Basic structure to be established for all employees according to the financial health of the company.
9. Recruitment Rules: These rules should define the required minimum qualifications, experience, and pay package.
10. Training for employees: Conduct a need assessment to determine the required training.
11. Promotion policy: Necessary to maintain employee motivation.
12. Profit-sharing: Through payment of bonuses, etc.
13. Implementation of EPF, ESI, and other labor welfare measures from the date of joining employees.
14. Staff Welfare Programs: Providing tea/coffee at employees' workstations, etc.
The above are illustrative examples to set up an HR Department in a new company. Suitable modifications/adaptations can be made as per your company's requirements. If you seek specific advice, you may email your query to srivastavacmlal@gmail.com for a suitable response.
With good wishes,
C.M. Lal Srivastava
From India, New Delhi
Merry Christmas!
Bhakti Narang has provided a list of key areas where the HR Department needs to work. However, to set up a new HR Department, the following areas may be of priority to start with:
1. Attendance system: The attendance can be marked either through a Biometric Access Machine or manually in registers with arrival and departure times.
2. Late coming: How many instances of late arrival are permitted for employees? Generally, 10 to 15 minutes of late arrival is allowed, subject to three or four occurrences in a month. Beyond that, half a day's leave should be deducted for each late arrival.
3. Leave policy: Casual Leave, Earned Leave, and Compensatory Leave are common types of leave. Generally, one Casual Leave after one month of service is allowed, subject to a maximum limit of 8 or 12 days as decided by the Management. Similarly, the quantum of earned leave is to be determined.
4. Policy for overtime payment: Applicable if your company employs factory workers.
5. Personal Files: These should be maintained with complete documents of educational and experience certificates, and other letters issued to an employee from time to time.
6. Performance Appraisal Forms: Annual appraisal of employees' performance in a form suitable to the policy and needs of your company.
7. Disciplinary Rules: Rules should be established to take action against employee misconduct. Penalties should be outlined in these rules.
8. Pay Structure: Basic structure to be established for all employees according to the financial health of the company.
9. Recruitment Rules: These rules should define the required minimum qualifications, experience, and pay package.
10. Training for employees: Conduct a need assessment to determine the required training.
11. Promotion policy: Necessary to maintain employee motivation.
12. Profit-sharing: Through payment of bonuses, etc.
13. Implementation of EPF, ESI, and other labor welfare measures from the date of joining employees.
14. Staff Welfare Programs: Providing tea/coffee at employees' workstations, etc.
The above are illustrative examples to set up an HR Department in a new company. Suitable modifications/adaptations can be made as per your company's requirements. If you seek specific advice, you may email your query to srivastavacmlal@gmail.com for a suitable response.
With good wishes,
C.M. Lal Srivastava
From India, New Delhi
Enough stuff is written above. I wish to add my view. Connectivity between all members of the organization is a priority. A superior must know the domestic background of his workers. Keep a difference between a working donkey and a horse; make sure they are not treated the same. Never use the workplace as a place for revenge. Never overload. The working atmosphere must be pleasant. Maintenance of working tools must be up to date. Have humanitarian connectivity.
From India, Bangalore
From India, Bangalore
The members have given enough inputs on the tasks cut out for the HR Department. I just want to add that it is equally important to pay attention to staffing the department. You should know how much is the requirement of the staff. It should be neither too little to leave the department burdened nor too much to allow the staff to while away time in the department, which may prove to be a pain later as HR will have so much information that interests others. The selection of candidates, therefore, needs to be looked into carefully. HR needs to be transparent while maintaining confidentiality with regard to certain matters as it may come to handle sensitive issues. Therefore, the people working in the HR department should have a certain degree of maturity, tact, and must be trustworthy.
B. Saikumar
HR & Labour Law Advisor
Mumbai
From India, Mumbai
B. Saikumar
HR & Labour Law Advisor
Mumbai
From India, Mumbai
Hi all,
Thanks for all the information; this would be completely useful to go ahead with. Among the processes, the major process lacking here is the appraisal system. Could you please provide me with templates for appraisals for the Technical department employees? I have set their KRAs. How do I go about the appraisal, and what is the best approach and mechanism in the IT industry?
I am awaiting a positive response and support.
Regards,
Swapna
From India, Pune
Thanks for all the information; this would be completely useful to go ahead with. Among the processes, the major process lacking here is the appraisal system. Could you please provide me with templates for appraisals for the Technical department employees? I have set their KRAs. How do I go about the appraisal, and what is the best approach and mechanism in the IT industry?
I am awaiting a positive response and support.
Regards,
Swapna
From India, Pune
Dear Swapna,
Greetings!
Many thanks to you for appreciating the contributory efforts of all members who expressed views as above. With respect to the PA form, I have to say that there are a number of formats on the website, but you have to assess what actually suits your department. You want a template for technical employees. However, the word "Technical" is very vast. If you can specify the job description of your technical department, then I would be able to give an appropriate template suitable for your company.
Regards,
C.M. LAL SRIVASTAVA
From India, New Delhi
Greetings!
Many thanks to you for appreciating the contributory efforts of all members who expressed views as above. With respect to the PA form, I have to say that there are a number of formats on the website, but you have to assess what actually suits your department. You want a template for technical employees. However, the word "Technical" is very vast. If you can specify the job description of your technical department, then I would be able to give an appropriate template suitable for your company.
Regards,
C.M. LAL SRIVASTAVA
From India, New Delhi
Dear C.M. LAL SRIVASTAVA,
To start with, I am looking at the daily reporting format of employees working as developers (Java, PHP, etc.) and testers (manual, automation, etc.) in various technologies. I was designing an Excel sheet in which the employee would be required to fill in the number of projects they are working on, hours spent on each project, the particular duration during which each part of the project has been completed. Are there any additional pointers that I can include to assess and improve the reporting process in a way that directly helps me understand and measure work performance?
I am awaiting your support, as it has always been much appreciated.
Thanks and regards,
Swapna
From India, Pune
To start with, I am looking at the daily reporting format of employees working as developers (Java, PHP, etc.) and testers (manual, automation, etc.) in various technologies. I was designing an Excel sheet in which the employee would be required to fill in the number of projects they are working on, hours spent on each project, the particular duration during which each part of the project has been completed. Are there any additional pointers that I can include to assess and improve the reporting process in a way that directly helps me understand and measure work performance?
I am awaiting your support, as it has always been much appreciated.
Thanks and regards,
Swapna
From India, Pune
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