A common myth that has been in the air is that, HR is always judged by what it does instead of being judged on the basis of what true value it delivers to an organisation. HR is the core which enriches customers, employees, and overall organisational values.
The question that needs a definite answer is how HR should be thought about and structured for your start-up. HR comprehensively, is all about planning and having the right procedures and policies in place which meet the short term and long term goals in addition to taking into account the risks associated and the measures to mitigate risks as they pose a considerable threat to the functioning of the neophyte business.
Start-ups seldom have a dedicated HR Department and it is typically seen that it is just one person who may or may not have an expertise in HR is the one hiring, firing, managing payroll, promotions, handling grievances, etc.
Start-ups ordinarily do not prioritise HR as a concept and they fail to realise that human resources and the level of interest they showcase in a start-up is an asset in itself. The HR checklist for a start-up engulfs its umbrella over the most important categories which have been highlighted underneath.
Structuring the organisation:
The structure of the organisation is key for the overall success of the organisation. It determines the reporting structure and how plans, policies, and procedures are to be trickled down so that the effect is seen in all departments and also with regard to each one working within it. An HR for a start-up will eventually decide what kind of an organisational structure suits the work culture and the one that is profitable. Investing time in designing and creating an organisational structure keeping in mind the pros and cons and how the cons can be alleviated and will also provide a strong and clear organisational foundation upon which the start-up will nutritiously grow. A team is absolutely essential but knowing, and having the team work in accordance to their roles and their contribution towards the organisation is a matter of high priority.
Know the functions and benefits of having good organizational structure here
Recruitment and bringing the employees on board:
A start-up may not be willing to hire a lot of employees right at the beginning due to inadequate resources or need factors but it is pivotal that those candidates are hired to suit the business idea perfectly. The start-up needs to take into account how it plans on posting the future requirements and how it is going to make the hiring decisions. All critical elements so as to what you expect from the very first employees you hire need to be thought about and should be given due consideration.
Compensation and benefits to employees:
Once the start-ups have recruited the right men for the right jobs and have filled in potholes with pots, the next herculean task that awaits is to allure the employees to stay with the organisation as it is essential for the startups to scale new heights in the long run. The employees need to be offered the right compensation benefits, good health care and retirement benefits and all this can be done by having a comprehensive salary structure and process in place with regard to payroll.
Know the Importance of Compensation Benchmarking for Employer and Employee
Employee relations at work:
The joy and excitement of starting your own business is beyond comparison and what makes it a happier place is working together with the other employees and collaborating to achieve or reach targets. A day when an employee turns up to you suddenly for a grievance at the workplace is something that needs to be avoided but irrespective of the precautions that are taken, such a day will unfortunately come. Start-ups does need to ensure from the day one that they have a clear cut policy which gives the overview of the business conduct, the code of ethics, a procedure for addressing grievances and resolving them at the earliest and also a system in place to collect feedbacks ec-cetera. This will ensure corroboration and a healthy start-up atmosphere that will indeed help the organisation go a long way.
Train them, develop them, then manage their performance:
When a startup has just begun its operations, they are fairly less concerned about annualising about the loopholes of the employees and training and developing to fill in these gaps. Start-up management essentially will not aim at managing the performance of the employees unless and until there are shortfalls or there is some performance issue that crops up and needs an eye to look into. But if the above components of an HR strategy are royally ignored, then the regrets accompanying will just be the same.
By the end of the commencement year, a structured, well defined performance management should essentially be in place so that the employee performances can be reviewed and insights can be provided into. Depending upon the performance of the employees in the first year of startup, pay and benefits can be enhanced. Employee training and development is also crucial for ensuring employee growth and improving the business in the very beginning itself.
Compliances, health and safety:
High employee productivity is extremely important and in order to ensure this- fair and just employment practices, safe, healthy and motivating work practices and culture are inevitable. Local, labour laws and regulations and compliances need to be adhered to. Start-ups do not have any special treatment and they too need to adhere to reforms, taxes, laws etc.
Sexual harassment at the workplace needs to be given utmost importance. There should be sufficient emergency plans and exits, medical care in case of emergencies etc. Though the number of employees in a start-up are significantly less as compared to larger organisations, compliances and laws that are applicable do remain the same and help in developing a sense of understanding among the employees that they are being prioritised and being looked after.
Use an HRIS:
Technology plays a vital role in giving an impetus or what is known as a kick start to the existing operations and functioning of the organisation. To wisely manage the HR related aspects of the start-up, it is economical and beneficial to have an HRIS (Human Resource Information System) in place which will help in recruiting employees, maintaining their timesheets, paying them, and managing their benefits. An HRIS tool will help automate all the administrative tasks and track compliances. One of a kind HRIS application is APHusys-Application for Human Synergies which is a cloud based HR tech platform which also offers mobile access and has tools for talent management and employee self service which altogether helps all the members of the organisation as it integrated technology with the daily activities and tasks.
In the end, it is essential that though a start-up usually has a limited budget, it does not mean they should avoid hiring an HR department or have an HR approach for the road that lies ahead. It is of utmost importance that they set up the HR area in their business to ensure its success and that they are accustomed to the best practices. This will confirm the growth and success of the organisation and the seeds of HR planning, policies and infrastructure that were sown in the beginning will reap benefits in the long run.
