Ash is true.
We need to start with basic things that can't be overlooked by HR and are mandatory. It also depends on the organization's view towards HR and readiness for expenses. One HR process may fit in one organization but may not in another. Also, HR systems and processes are conceptualized based on the organization's experience. But, as Ash suggested, there are some basic points to be looked into.
Some basics:
1) Requisition
2) Recruitment & Selection
3) Employee forms, information, offer letters, joinings, etc.
4) Employee database or HRMIS - generation of employee code and all basic information of the employee.
5) Statutory compliances (very important) - PF/Gratuity/ESIC, etc.
6) Benefits - medical insurance, accident insurance, etc.
7) HR policy documents, travel policy, etc.
8) Payroll processing (with finance).
9) Fixing probation & Appraisal duration, then system, etc.
Likewise, these are basic areas to be formalized, and each point will have some procedures. After addressing these aspects, one can start other activities like training, capacity building, etc. Also, as I mentioned, with experience, all the procedures become more polished.
Management's/employer's role and intention are very important. So, from the initial stages, make sure to convince them about the role of the HR department.
Please continue the discussion.
Regards,