Feeling Overwhelmed as a New HR Manager? Seeking Advice on OD, KPIs, and Training Strategies

I have joined a startup registered charitable trust as an HR Manager (MBA HR) with a presence of 3.5 years. My boss wants me to start working on real HR concepts such as OD, company growth, business growth, framing of KRA & KPI for all employees, handling PMS, performance appraisals, and handling improvements for weaker performers. I have been an HR Generalist for over 5 years but have never worked on these fronts before, so I quickly find this a challenge.

We are currently running with a sales force of 15 employees who are responsible for events, sales, and marketing activities for fundraising. I need to arrange and conduct soft skills training internally for these sales staff. Additionally, we also have a call center with 8 telecallers. Training would be an added advantage for both of these separate departments.

Could you share certain PowerPoint presentations for providing soft skills training by HR and assist me in focusing on OD and change management?

I have joined a startup registered charitable trust as an HR Manager (MBA HR) with a presence of 3.5 years and so. My boss wants me to start working on real HR concepts such as OD, company and business growth, framing of KRA and KPI of all employees, handling PMS, performance appraisals, and handling improvements to weaker performers.

Comments on OD and KPI Activities

OD activities, designing KPIs and KRAs, etc., are the activities of senior HR. Nothing is wrong if you handle it as a junior, but then you need guidance. Otherwise, it may do more damage than good. Therefore, it is better to hire a consultant. You need somebody who can provide genuine feedback on your work. In fact, more than feedback, you need to work under a senior HR to get accustomed to these high-end HR activities.

Please be aware that you are in a startup; therefore, these are the formative years of your company. What you do now will last forever. An organization's culture, once congealed, becomes very difficult to change. Therefore, methodicalness and meticulousness are of paramount importance.

In my earlier post, I have given an exhaustive reply to a similar query. You may refer to the following link: KPI And KRA

Sales and Call Center Training

Similarly, we are running with a sales force of 15 employees looking after events and sales and marketing activities (for fundraising). I need to arrange and impart soft skills training internally for these sales staff. Additionally, we also have a call center where telecallers are working (8 nos.). So, training would be an added advantage for both these separate departments.

Comments on Training Approach

More than soft skills, what you need to prepare is a customized sales process for the salespersons of your company. People may come and go, but the process remains with you. Soft skills or selling skills should be an integral part of the sales process. If you impart soft skills training in isolation, only the individual will benefit and not the company. Earlier, I have given an exhaustive reply on this subject. Refer to the following link:

Could you share certain PPTs for providing soft skills training by HR and assist me in focusing on OD and change management?

Comments on Training Material

A lot of material is available on Google on any given subject. You can download any number of PPTs from the internet, but you cannot download the training skills in you. Therefore, it's better to leave employee training to a training expert.

My comments are very straightforward. However, my objective is not to put you off. Rather, these are to expose you to the world of realism. The story of Eklavya looks good in Mahabharat and certainly not in the 21st century!

Regards