Hi Jitu,
In my opinion, start by understanding the organization's structure. First, understand the organizational structure, and then identify the various processes and their integration. For example, begin with the organization's structure; the next step is the identification of manpower in each department (how it is done, logic behind it, cost-saving methods, etc.), recruitment and selection methods (process, interview process, process of offering offer letters, recruitment strategies applied, telephonic round of interview strategies, normal questions asked, how they do slot management, conveyance offer, etc.), then joining formalities (employee profiling which includes organizational and operational profiling {reporting structures, hierarchy placement, KRA's, accountability, how performance will be judged, access rights in soft, hard, files, software rights, risk assessment, etc., process of preparation, how it floats like who prepares it and who executes it), induction and orientation program (business overview, culture training, policies overview, etc.), introduction, KRA's implementation, performance judgment, etc. I think you are familiar with all the HR functions. The important thing is that all aspects should be well-defined and integrated, and there should be proper checks and balances for each activity. For example, the facility officer needs to check on security guards, and productivity is a check on the facility officer.
I hope that will help you out. In case of further clarification requirements, please revert.