Hi, IF a new organisation has to build up an HR Process in their organisation right from the beginning. What should be the process, step-wise?
Presently, they do not have an HR department; the organisation is new, and how to go about building it from zero

From India, Chandigarh
Hi Akriti
I was in a similar situation I commenced work with a start up company and had to build the HR, basically first and foremost set up your policies and procedures, from their set up the administration functions for example filing etc, and then work on the HRIS.
Hope this is helpful, if you would like detailed information pm me.

From Australia, Sydney

Hi! Let me introduce myself first. I am Janavi & Recently joined the group. I have faced this problem when i joined the current organization 2yrs back. I have found many important & useful info from the group for which I am really thankful.

I am at presently working in a Pvt Ltd company which was just a group / agency two years ago. As your query goes, I will narrate the way I did it till now.

I started with gathering info from each functional group in the company. Documented the same. Then went on to make a company manual (with external help). After that formal inception of the company decided on structure of the company- department structuring -formal appointment letters , Brought in practice dress codes, working hours, Leave policy & management, C&B Training.

Side by side went on for Shops & establishment registration, PF/ESIC, Employee insurance & medical benefit.

It all depend on size and type of organization .

To start up :

Basic Documents: Offer Letters , Appointment letters, Holiday List as per the Industry Standards, Attendance System: attendance register (with time slot ),Leave Policy , Leave application format

Recruitments& selection: job description, KRAs, procedure for recruitment and selection, strategy of recruitment, sources to get the right candidates. (Placement agencies/ reference system)

Compensation & benefits: Decision for compensation for different positions and different experience levels based on the company and industry standards, like benefits after probation period, different types of incentives , Bonus Policy, profit sharing, etc

Induction: list of documents that are required at the time of appointing, personal details form , employee profile form, employee database,

Employee welfare: - like picnics, corporate lunch,

Performance Appraisal and MIS, Training and Development, Exit system & farewell

As per the company need.

When this change is taking place you might face a retention problem be prepared for the same. It takes some time for group of people to settle down & accept change. In case you require any more help with formats or any query. Feel free to mail me on .

Hope this gives you some help. Request to all is, incase you can guide me for some more activities or something I have missed in my course, please let me know so the myself & the company can be benefited.

All the best!


From India, Pune

I am not aware at what level u rea but ti begin with, you will have to identify teh priorities of your organisation. YOu can walk in witha list of all possible HR policies.
Couple of things that are essential: -
A robust filing system. Please ensure that you back end is always secure. Hire professional regarding 'legal obligation of the orgn towards diffrent classes of employees' Standardise basic letter formats (appt, offer, probation completion, etc) again after taking advice from ur legal expert.
Set basic process in place by documenting them.

Hi, It basically understanding the current culture of the organisation and understanding the expected system and practices to establish from the management.
From India, Delhi
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