Hi Ann,
I am in the process of setting up an HR department for a company that's almost 100 people. Do you have any suggestions on the ideal setup? How many individuals should be in the HR department, considering the heavy emphasis on recruitment? Given our small size, we need experienced professionals who can assist in establishing policies. Any insights you can provide would be greatly appreciated.
Thanks,
Ann
From India, Pune
Acknowledge(0)
Amend(0)
1I am in the process of setting up an HR department for a company that's almost 100 people. Do you have any suggestions on the ideal setup? How many individuals should be in the HR department, considering the heavy emphasis on recruitment? Given our small size, we need experienced professionals who can assist in establishing policies. Any insights you can provide would be greatly appreciated.
Thanks,
Ann
From India, Pune
Acknowledge(0)Amend(0)
Hey,
First, think about the budget approval you have received. The most important aspect is the upcoming recruitment in the next few months. Various responsibilities that your team needs to handle. And finally, consider how many you think you can manage.
Contact me if you need any more specific information; we can discuss in detail.
Thanks,
Krishna
Acknowledge(0)Amend(0)
First, think about the budget approval you have received. The most important aspect is the upcoming recruitment in the next few months. Various responsibilities that your team needs to handle. And finally, consider how many you think you can manage.
Contact me if you need any more specific information; we can discuss in detail.
Thanks,
Krishna
Acknowledge(0)Amend(0)
Hi Ann,
As you will be needing experienced people, you have to make a 'buy' decision - that is, skilled people who can take over the job instantly, but there is a high cost involved in that. After hiring key people, you have to design your policies, strategies, and mission statement by brainstorming. After that, you proceed.
Regards,
Archana
From India, Pune
Acknowledge(0)Amend(0)
As you will be needing experienced people, you have to make a 'buy' decision - that is, skilled people who can take over the job instantly, but there is a high cost involved in that. After hiring key people, you have to design your policies, strategies, and mission statement by brainstorming. After that, you proceed.
Regards,
Archana
From India, Pune
Acknowledge(0)Amend(0)
The company is into Software Development and has been around for over 2 years. I have 1 person working for me who handles general HR as well as recruitment. I have just hired another recruiter.
I need an experienced HR professional who is well-versed in laws, regulations, etc. Additionally, I have observed a high turnover rate and unrest within the company. I understand that HR should play a significant role in addressing these issues, but currently, we are unable to do so effectively.
Any ideas?
From India, Pune
Acknowledge(0)Amend(0)
I need an experienced HR professional who is well-versed in laws, regulations, etc. Additionally, I have observed a high turnover rate and unrest within the company. I understand that HR should play a significant role in addressing these issues, but currently, we are unable to do so effectively.
Any ideas?
From India, Pune
Acknowledge(0)Amend(0)
Dear Sir,
Initially, you have to face this situation, don't get upset with this. In order to retain employees, have a big vision with you. Accordingly, design your policies and strategies.
Big companies have a great culture that only satisfies the ego need of the employees that they are working with a 'big' organization. Initially, don't go for a 'quantity' of people but 'quality' of people who will give a solid base to your organization.
Regards,
Archana
From India, Pune
Acknowledge(0)Amend(0)
Initially, you have to face this situation, don't get upset with this. In order to retain employees, have a big vision with you. Accordingly, design your policies and strategies.
Big companies have a great culture that only satisfies the ego need of the employees that they are working with a 'big' organization. Initially, don't go for a 'quantity' of people but 'quality' of people who will give a solid base to your organization.
Regards,
Archana
From India, Pune
Acknowledge(0)Amend(0)
Hi,
I have personally done similar work for some of the startups with the same capacity, which involved strategizing bulk recruitments, designing, and implementing HR systems and procedures - setting up the HR department for the organization. There are some clarifications that I would like to understand before I can suggest:
1. What is the number of hiring needs in a month in the organization and at what levels?
2. What are the sources used for hiring?
3. What is the budget allocated for recruitment?
4. What are the main activities in other areas of HR that the organization thinks would be the main focus areas?
Maybe I can help you...
Thanks,
Hena
From Singapore, Toa Payoh
Acknowledge(0)Amend(0)
I have personally done similar work for some of the startups with the same capacity, which involved strategizing bulk recruitments, designing, and implementing HR systems and procedures - setting up the HR department for the organization. There are some clarifications that I would like to understand before I can suggest:
1. What is the number of hiring needs in a month in the organization and at what levels?
2. What are the sources used for hiring?
3. What is the budget allocated for recruitment?
4. What are the main activities in other areas of HR that the organization thinks would be the main focus areas?
Maybe I can help you...
Thanks,
Hena
From Singapore, Toa Payoh
Acknowledge(0)Amend(0)CiteHR is an AI-augmented HR knowledge and collaboration platform, enabling HR professionals to solve real-world challenges, validate decisions, and stay ahead through collective intelligence and machine-enhanced guidance. Join Our Platform.
Setting up HR department.pdf
HR department.zip