Seeking Creative HR Activities for a Small Immigration Consulting Team Without Hiring New Staff

Dear Seniors, I am working as an HR professional in a relatively small company specializing in immigration consulting, with a team of 6 employees. I have already prepared the offer letter, appointment letter, and franchise agreement, and they have been approved. I am seeking your guidance on additional functions or activities that can be undertaken with the current workforce, aside from employee engagement initiatives and training. It is important to note that we are not currently hiring new employees.

I would greatly appreciate your valuable suggestions.

Thank you.

Hi, the requirement of HR seems to be lost if the employee strength is too low. You have to engage yourself in various activities to function effectively as an HR, enhance your skills, and justify your salary. 

Establishing HR Policies and Responsibilities

Now, as you mentioned that the firm is relatively small, you can establish certain policies such as leave policies, design forms like an interview assessment form, performance review and appraisal forms, new employee joining kit, HRMIS for both departing and new employees, and also handle some administrative responsibilities. This way, the company will perceive you as responsible, productive, and putting effort into other tasks.

Thank you very much for your suggestions. I will definitely prepare this. Can you also tell me if creating tie-ups with foreign universities to increase business and establish new relations is an HR's job? As far as I know, maintaining relations is an HR's responsibility. I am feeling very demotivated when universities do not respond to my numerous emails. My senior expects me to secure tie-ups, and I also need to justify my salary. This situation is becoming frustrating for me. Please advise.

Thank you.

Like Manpreet Rai mentioned, you may need to find work for yourself. However, Business Development isn't one of HR's roles. At best, it may be an additional responsibility. Mind you, there is no harm in taking it up, but at the same time, the company management needs to be clear or needs to make it clear that the functional requirements and mindset for such a role are totally different from the HR role.

Maybe if they decide to guide you, you can take it up, but if it becomes a part of your regular work, which will be appraised later along with your HR function, then maybe you need to give this job a serious thought. I suggest talking to them and arriving at a common platform where you can be involved in BD also with their guidance. So, in effect, though you will be responsible for the BD activities, it will not be a sole responsibility.

Regards,
TS