Hi Neha, all the suggestions mentioned above are indeed useful and practical. Please do let us know if they have worked for you.
From India, Delhi
Awesome post this!

I'll add the following tasks to be done on a daily basis:

1) Create a talent pool dump - incase your organization needs to hire, you'll know the people you need to chase down

2) Reach out to the current employees - encourage them to share revenue generating ideas (And you think the Management will say no?)

3) Practice scale - This is such a critical component of our function and we often end up failing. Lets say you have 25 employees working currently, forecasted to grow into 100 by the end of 2015. What policies would you need? How will you deploy them on projects. What kind of attrition would impact your business. What will be your retention strategy. Will you need more compliance mechanisms ? Will you (or your firm) prefer paying extra for hiring new employees or retaining the existing ones. Will you want to outsource payroll processing then or need to retain it in-house. Where will you store or warehouse the employee data. What programs will they need to keep them occupied. How will you structure organizational teams?

Prepare for the future ! You'll have enough to prepare, enough to learn, enough to update.

Hope this helps

From India, Mumbai

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