Coaching Managers To Improve Their Skills
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Thread Started by #cp.gangadhar

Dear Members,
Please suggest.....
I am representing an IT start up company, head count of this company is around 5o.
How can i utilize my human resource skill to contribute for my organization success. Apart from recruitment, what are the HR practices and policies can be implemented in the initial stage.
Best Regards,
Gangadhar M
"Nothing is written until you write it"
29th August 2012 From India, Hyderabad
Since your's is small company of 50 employees and is in the I.T sector,
1)first identify the challenges that confront cmpanies of your size in I.T. To my knowledge, employee turn-over is the nagging problem for you and thus retention of employees is the challenge for you.
2)Develop a plan to address this problem
3)Initiate employee engagement activities to promote sense of belongingness and motivation among employees.
4)Ensure that employees recieve their statutory benefits like P.F,ESI and gratuity.
5) Design a proper incentive and reward scheme to recognise perfrmance of the employees.
6) Listen to the employees to make them feel part of the business.
HR & labour Law Advsior
29th August 2012 From India, Mumbai
I don't know if you know how to create a fully engaged workforce, but that would be a great thing to teach execs and managers as well as to coach them to develop expertise.
Best regards, Ben
Leadership is a science and so is engagement
30th August 2012 From United States, Tampa

I request you to consider the flowing areas as you build the HR in your firm.

The processes would be few , with short work flow. Ensure that you keep them agile. Suppose the recruitment might be initially sourced by you and then delivered by the top management. Try and train a next level of interviewers and a parallel decision maker, so that nothing stops , when one leaves.
Stay focused on the attitude of the talent you hire. A small organization would require fewer number of people managing tasks in every area, often more specialised area. A Candidate who joins your firm for a fixed task list , might not be able to fit into the mould.
Look for talent with entrepreneurial view point. This would be easy to develop them further. Check how many training program the candidate might have attended, investing on their own budget.
Check for potential . Identify the trainability of the candidate than past records.
While managing your existing employeebase, please stay completely focused on maintaining transparency. You will require very high level engagement within your employees. This can only be arrived, if you make sure they trust you.
Training and development will work entirely on the basis of requirement. Constantly look out for cross training . Skill-gaps are lethal when you are managing fewer employees.
Employee exists will perpetually remain sensitive. Please make the process as respectful as possible, no matter whatever happens. Your employees will never become your ambassadors, if you dont make one out of them.
Compensation is a requirement. Motivation are often from the job content and the option to work upto one's best potential. An employee is destined to leave, make sure you have helped the employee grow during the tenure. This will help you more than, it will help the employee.
Please share if these suggestions are a misfit to your requirement. I look forward to your feedback.
30th August 2012 From India, Mumbai
Dear Members, Greetings..!! Its my pleasure to have wonderful suggestions from you people. Hope the same support in future. Best Regards, Gangadhar "Good artists copy, great artists steal"
3rd September 2012 From India, Hyderabad
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