Navigating HR Challenges in a Startup: How Can I Implement ISO Certification and Improve Communication?

Respected Members,

I need your valuable advice to handle the HR role in a start-up. Currently, I am working in a start-up as an HR Manager after having worked in different renowned companies. I joined this company because I thought I could learn a lot and it would give me exposure to various HR fields. Most of the employees working here are relatives or known to the management team. Only two employees, another person and I, joined this company through the hiring process.

Challenges in Implementing ISO Certification

After joining the company, I realized that the company has documented the process for ISO Audit but is not willing to follow it. My challenge is to make them an ISO-certified company, which was informed to me during the interview as they have been trying for the last two years. It is a challenge to follow processes like getting training forms, HR requisition forms, interview feedback in the interview assessment template, employee files, etc. Things have been pending for months. They are responding after one or two months of continuous follow-ups. Soon, I found that the management is taking my follow-ups in the wrong way. They think that I am dominating them and trying to be bossy.

Communication Issues and Their Impact

A few days back, I had an HR discussion with a selected candidate and confirmed to him the same designation for which interviews were happening. The panels told me he was selected, and I needed to get details to release the offer by the CEO. Because the management doesn't reply to emails and doesn't fill out any assessment sheets or requisition forms, his designation was changed without my knowledge. I came to know about it after his offer letter was released. Later, they told me they forgot to inform me. The candidate was asking why this happened, and I had to handle it somehow. Everything (whatever they remembered to tell me) is verbally communicated to me. It is getting very difficult for me to handle the situations because I don't have any reference in email.

Seeking Guidance for Process Implementation

Lack of communication within the organization and rude employees are other issues. I request the honorable members to please guide me on how to handle this kind of situation. How can I implement a documented process in the company to become an ISO Certified company and make things easier for everyone?

Most of the lacunae will be revealed and tackled while ISO auditors scrutinize your records for the renewal of ISO certification. The absence of proper records is viewed seriously by ISO agencies. Therefore, your fight within the organization, where most of them are interrelated, would go in vain only. Notwithstanding, you should continue to do your job, which I'm sure will take you to places.

I think the company you are working for is entirely different than what you thought it to be. The leadership is not interested in the things they informed you during the interview. Actions speak louder than words.

Speak to the CEO sincerely and emphatically about the status in detail and ask for his unfettered support in implementing his dreams. If he commits and supports in actuality, then continue; otherwise, you understand what to do.

Thank you so much, Mr. Kumar S. You said it right! I will try to do my best. I can't control the external factors.

Thank you so much, Mr. Bharat Gera. You rightly suggested talking to the CEO; at least I can avoid my disappointment that I didn't convey the consequences. However, whenever I try to approach him over the call, he always says he's busy. He doesn't come to the office and operates from home only. Do you think an email will help? I really don't want them to think I am trying to be bossy or someone who "knows everything." One management girl who was taking care of the HR part is already very rude to me and tells me that she knows how HR works. "Please make employees happy and make them feel at home. That's your job." Not involving me in any decision. Unfortunately, most of the time they bypass me. Generally, if I make any decision, they change it.

Thank you so much, Mr. YR Shirke, regarding the relative staff. It is really hard to maintain the company's decorum because of them. They are testing my patience. Their arrogant and rude behavior towards me is just getting worse. 

Employee agreements are very important things HR departments should take care of. Usually, startups get lax about such agreements. They often fail to accomplish a clearly written working agreement. Startups have to clearly identify, by means of working agreements, who are their employees. Are some of them independent contractors? How often do startups need to pay them and how much? What are their exact job responsibilities?