Expanding HR Practices in a Startup: What Should I Implement Next for a Growing Team?

I have recently joined a startup as an HR. By God's grace, I am blessed with sensible management and an efficient team of 12 employees. We are expanding the team size to 25 by January 2019.

Employees are content and motivated. So now, how do I implement HR? What all needs to be introduced? As of now, we follow:

i) Attendance
ii) Consolidated leave: 22 days annually
iii) Recognition: Employee of the month
iv) Continual monitoring of employees on targets (set vs achieved)
v) Issuing offer/appointment letters
vi) Maintaining employee records (relevant documents)

These are the basic things set. What's next? How can I enhance it further? Please do suggest.

Dear friend,

The most important thing about HR is to maintain records of their performance. Have you defined measures of performance scientifically? Have you identified the various ratios and costs associated with your business? The most important costs are Cost of Quality and Cost of Poor Quality (COPQ). If you measure those accurately, you will come to know where your HR Management practices stand.

Thanks,
Dinesh Divekar

I am also in the same position. Our company is 30 years old. All basic HR work is done by the finance department. This year I have taken the responsibility to set up an HR department for 50 employees. I have already initiated the following:

1. All basic tasks mentioned above.
2. KRA and Appraisal System.

Now I want to initiate a work enforcement plan. Please suggest to me how to do so.

1) Basic Amenities & Welfare

2) Performance Appraisal - For the confirmation of services and also annual evaluation to release increments.

3) Late coming policy

4) Maintain harmonious relations

5) Training & Development

Dear Mr. Krishnakumar,

Could you please suggest a handbook for HR management? Additionally, I would like to know about the late coming policy. Could you please provide more details on this?

Thank you.