Starting from Scratch: What Essential HR Tasks Should You Tackle in a Startup Without an HR Department?

What are the initial HR activities that have to be taken care of by any HR person in a startup organization or an organization having no specific HR department?

In a startup organization or a company without a dedicated HR department, certain fundamental HR activities must be addressed to ensure smooth operations and compliance. These activities may include:

1. Recruitment and Selection: Identifying hiring needs, creating job descriptions, sourcing candidates, conducting interviews, and making job offers.

2. Onboarding: Introducing new employees to the organization, its culture, policies, and procedures.

3. HR Policies and Procedures: Developing basic HR policies such as code of conduct, leave policies, and disciplinary procedures.

4. Employee Records Management: Maintaining accurate records of employee information, including personal details, contracts, and performance evaluations.

5. Compliance: Ensuring compliance with labor laws, regulations, and industry standards to mitigate legal risks.

6. Employee Relations: Handling employee grievances, conflicts, and providing support for a positive work environment.

By addressing these initial HR activities effectively, even in the absence of a formal HR department, organizations can establish a strong foundation for managing their human resources efficiently.

Start from the beginning. The establishment needs to have a proper nominal roll of employees, designation, and salary wise with the date of joining, pay scale, etc. Is your establishment a factory or office? Laws relating to the field of activity need to be complied with. Leave records, OT records, payroll, etc., have to be streamlined. These are some initial steps. Let the forum know what all has been done so far in the HR field; then additional suggestions will come from learned members.

Here are some links that can help you get started:

- [Fast Company - Startups Need to Think About HR Before They Need Them](https://www.fastcompany.com/40435954/startups-need-to-think-about-hr-before-they-need-them)
- [Captain401 - Startup HR Checklist](https://captain401.com/blog/startup-hr-checklist/)
- [Smart Recruiters - 5 Most Important Tasks to Startup Human Resources](https://www.smartrecruiters.com/blog/5-most-important-tasks-to-startup-human-resources/)
- [SHRM - Starting an HR Department Toolkit](https://www.shrm.org/resourcesandtools/tools-and-samples/toolkits/pages/startinganhrdepartment.aspx)

Sir,

It depends on the type of business and employee strength, business vision, and mission. It is required to maintain all statutory records and registers such as shop and establishment licenses, EPF, and ESIC. Prepare job descriptions (JD) and job requisitions (JR), conduct recruitment as per JD, manage payroll, HR policies, and employee code of conduct.

You can list down the activities and start working on them.

Consider having basic policy formation with the minimum required manpower to run the operation. Having a basic organizational chart with designations, responsibilities, and assigned authority may help. Ensure skill sets and job descriptions are defined, with basic review practices on performance, and scope of changes included to arrive at the best HR practices right from the beginning. It is best to seek guidance from an HR consultant at the beginning.

Resolving conflicts in a positive manner

Resolving conflicts in a positive manner can lead to efficient professional and personal relationships. Nowadays, almost every organization operates with an HR department. However, there are several startups and small entities that cannot initially afford an HR for the business.

10 successful ways to deal with conflicts when there is no HR

I have crafted an article relevant to this topic, focusing on dealing with conflicts and issues at the workplace where there is no HR. Check out 10 successful ways to deal with conflicts when there is no HR: [Guest post: 10 successful ways to deal with conflicts when there is no HR | Omega HR Solutions](http://omegahrsolutions.com/2017/11/guest-post-10-successful-ways-to-deal-with-conflicts-when-there-is-no-hr.html)

HR Structure for a Small Team

Let's presume that it's a group of 10 members:

1. What they are - Designations, Grade, Salary scale, Reporting structure. (Pay Policy)

2. What they do - Job Descriptions of all the members and, if possible, Key Performance Indicators too.

3. When they do - Working Days, Fixed working hours, Flexi Hours, Work from Home.

4. What Benefits they get - Incentive Policy, Leave Policy (EL/CL/SL), Maternity Policy.

As the company grows, you may go with IT policy, Employee engagement, Perks (Joining Bonus, retainer ship bonus), ESOPs for Senior Profiles, etc.

Hello friends,

I am working in the BPO industry, and it is the initial stage of the organization. I have to set all HR policies. Can you tell me about HR activities for this organization? Also, could you explain the difference between Core HR and Practical HR?

Warm Regards,
Sunil