Hi all,
I have recently joined a start-up IT company as an HR professional. Prior to this role, I worked with a real estate firm and successfully set up the HR department there as well. Now, I am seeking guidance on the steps to follow in order to establish an effective HR department to ensure the smooth operation of the company, considering the varying norms and rules across different sectors.
I would greatly appreciate any assistance in this process.
Thanks & Regards,
Priya
From India, Kolkata
Acknowledge(0)
Amend(0)
1I have recently joined a start-up IT company as an HR professional. Prior to this role, I worked with a real estate firm and successfully set up the HR department there as well. Now, I am seeking guidance on the steps to follow in order to establish an effective HR department to ensure the smooth operation of the company, considering the varying norms and rules across different sectors.
I would greatly appreciate any assistance in this process.
Thanks & Regards,
Priya
From India, Kolkata
Acknowledge(0)Amend(0)
Dear Priya,
Please don't get rattled when people point out that HR differs from sector to sector or some specialized skill is required for a particular sector.
While there is some truth in it, to some extent, especially when we think of HR interventions, employee engagement, HRIS, incentive and compensation management, etc.; at the basic level, all are the same.
HRM is basically the management of employees, and all employees in any sector are humans :) What distinguishes them are their educational and skills level, their aspirations and expectations at an economic level, what would make for a motivated and engaged employee, etc.
And yes, there are specific Acts and rules for certain sectors.
However, at the very basic level, when you intend to set up an HR dept., the assignment essentially remains the same, irrespective of which sector you are in. The sectoral differences and their specialties will kick in later in the organizational HR life cycle.
Since you already have the experience of setting up an HR dept., albeit in a different sector, you are well advised to leverage your acquired experience.
Also, study the work processes of the new company, employees' profiles and job descriptions, manpower planning, and its linkage with the vision, mission, and strategies of the company, and other relevant information.
On the RHS of this page, you will find links and pages of Related Information. Browse through them and enlighten yourself.
If you still find yourself in trouble, please revert back. Please do not expect anyone to do it for you or look for a ready-made packaged solution. All organizations are different and unique, just like human beings. Moreover, this is not a one-shot job but a continuous process. You will have to keep redrafting, revising, and refining it till it serves the purpose of your company, rather than just simply look good on paper.
You will need others in different departments to collaborate with you. There will be several bottlenecks and minor hiccups as you proceed through uncharted waters. Wishing you all the best on your journey.
Warm regards.
From India, Delhi
Acknowledge(0)Amend(0)
Please don't get rattled when people point out that HR differs from sector to sector or some specialized skill is required for a particular sector.
While there is some truth in it, to some extent, especially when we think of HR interventions, employee engagement, HRIS, incentive and compensation management, etc.; at the basic level, all are the same.
HRM is basically the management of employees, and all employees in any sector are humans :) What distinguishes them are their educational and skills level, their aspirations and expectations at an economic level, what would make for a motivated and engaged employee, etc.
And yes, there are specific Acts and rules for certain sectors.
However, at the very basic level, when you intend to set up an HR dept., the assignment essentially remains the same, irrespective of which sector you are in. The sectoral differences and their specialties will kick in later in the organizational HR life cycle.
Since you already have the experience of setting up an HR dept., albeit in a different sector, you are well advised to leverage your acquired experience.
Also, study the work processes of the new company, employees' profiles and job descriptions, manpower planning, and its linkage with the vision, mission, and strategies of the company, and other relevant information.
On the RHS of this page, you will find links and pages of Related Information. Browse through them and enlighten yourself.
If you still find yourself in trouble, please revert back. Please do not expect anyone to do it for you or look for a ready-made packaged solution. All organizations are different and unique, just like human beings. Moreover, this is not a one-shot job but a continuous process. You will have to keep redrafting, revising, and refining it till it serves the purpose of your company, rather than just simply look good on paper.
You will need others in different departments to collaborate with you. There will be several bottlenecks and minor hiccups as you proceed through uncharted waters. Wishing you all the best on your journey.
Warm regards.
From India, Delhi
Acknowledge(0)Amend(0)
Dear Priya,
I agree with what Raj had mentioned above.
Keep in mind that the basic principles of HRM remain the same irrespective of the industry you work in. However, every industry has certain specific requirements (skill set) as well.
I suggest starting by setting up basic hygiene and HRM systems and processes. To address specific requirements, you can also reach out to your peers and superiors from other departments to seek their views on HR and what they would like to see HR doing. This approach can benefit you in two ways:
a. It will give an impression of a collaborative approach.
b. You will exactly know what you need to do specific to the industry.
By following this process, you are more likely to establish a high level of rapport with all departments without compromising on the quality of your department.
Most importantly, remember that if you have delivered in your previous organizations, there is no reason why you can't deliver with your current employer. Have a firm belief in your capabilities, an open mind, and a zeal to learn and excel.
All the best,
VS
From United States, Richardson
Acknowledge(0)Amend(0)
I agree with what Raj had mentioned above.
Keep in mind that the basic principles of HRM remain the same irrespective of the industry you work in. However, every industry has certain specific requirements (skill set) as well.
I suggest starting by setting up basic hygiene and HRM systems and processes. To address specific requirements, you can also reach out to your peers and superiors from other departments to seek their views on HR and what they would like to see HR doing. This approach can benefit you in two ways:
a. It will give an impression of a collaborative approach.
b. You will exactly know what you need to do specific to the industry.
By following this process, you are more likely to establish a high level of rapport with all departments without compromising on the quality of your department.
Most importantly, remember that if you have delivered in your previous organizations, there is no reason why you can't deliver with your current employer. Have a firm belief in your capabilities, an open mind, and a zeal to learn and excel.
All the best,
VS
From United States, Richardson
Acknowledge(0)Amend(0)Engage with peers to discuss and resolve work and business challenges collaboratively. Our AI-powered platform, features real-time fact-checking, peer reviews, and an extensive historical knowledge base. - Register and Log In.
HOW TO SET UP HR DEPT.doc