Building an HR Department from Scratch in a New IT Company: Where Do I Begin?

Dear All,

I will need your help and suggestions!

I have recently joined an IT company where there is no proper HR department and policies. I have to create an HR department from scratch here. I am so confused about where to start as there are so many interdependent things, and there is no one who can help me out. I have not been provided with any of the company details. Here, we don't have a Managing Director; we have a CEO who sits in the USA. It's very difficult to start here as I don't know whom to approach for the necessary details.

Please help me out... How should I proceed further in such a difficult environment?

J

Hi, I'm going through the same situation. What I've done is that I've developed a mission statement for the HR department and then created my objectives. You could say I've essentially crafted my own job description. For policies, I downloaded an Employee Handbook and tailored it to fit my company. If you would like, I can email it to you.

Secondly, I interviewed nearly everyone in my company and had them share the major issues they are facing with management or within the company. Based on their feedback, I made necessary policy revisions. Currently, I am concentrating on developing strategies, such as recruitment strategies, where I am encountering some challenges. However, I must say, researching on Google or any other search engine you prefer will be very beneficial.

Best Regards,

exquisite

Hi, Exquisite,

Thanks for the valuable suggestion. I have also conducted one-on-one interactions with all the employees and carried out an Employee Satisfaction Survey. Could you please email me the HR manual at hrprop@gmail.com?

Thanks,

J

Hi J

Human Resources over the years has changed dramatically. We are no longer behind the scenes but are strategic business partners with operating groups.There isn't any area of the business that that is not impacted by HR.

These components are built over time and step by step...never, never sacrifice solid careful planning for speed in implementation. Use a project implementation plan with strong change management practices. If you take nothing else from my posting....remember this...patience.

I divide the HR functions into groupings. By chunking accountabilities it is easier to build your project implementation plan

Organizational Analysis

•Organizational design

•Job definition and documentation

•Succession planning

•Staffing strategies and utilization

•Communication and decision-making processes

•Management/supervisory practices – leadership, coaching, mentoring

•Vision,Values

Human Resource Management

•Human resources policies

•Employee surveys

•Training and development programs

•Human resources audits

•Hiring and retention strategies

•Human resources information technologies, systems, and operating practices

Performance Management

•Identifying competencies – technical and behavioral

•Goal setting processes

•Defining performance measures that reflect business strategy

•Approaches to assessing or rating performance

•Performance review forms and administration

•Employee and supervisory training and coaching programs

•Links to pay increases, promotions, recognition, and professional development opportunities

Employee recognition programs

•Total reward strategy and compensation philosophy

•Benchmarking and competitive analysis

•Short-term incentive plans

•Long-term incentive plans

Incentive Compensation

•Annual performance bonus plans

•Individual incentives

•Team and group incentives

•Sales compensation

•Gain-sharing plans

Employee Pay

•Compensation philosophy and strategy

•Job evaluation programs

•Customized salary surveys

•Competitive market analysis

•Pay grades and salary structures

•Pay administration guidelines

•Skill-based pay

Begin with the end in mind, what do you want to create for your organization and what does your organization want you to create for them....

I hope some of my ranting will be of some help to you and I wish you good luck

regards

M.T

123 views and only 3 replies...?

Guys, what's up?

Please pour in your suggestions. With this post, you will not only help me but also our other friends who are in the same situation. Your input will be beneficial to them too!

Hope you won't disappoint us.

Cheers, J

Hi Shwetaswarn,

I have recently conducted an employee satisfaction survey in my company. This is really very useful... Please try this out. The survey template is attached herewith.

Cheers, J

Hi,

First, get details of your organization from scratch, i.e., when it started, is there a stated Mission and Vision statement? Who are the stakeholders, what are their interests? What are their specializations or the verticals they want to be? What is the business plan? (You have to draw an HR plan to meet the business goals.) I know you will not get proper details from here. It's better if you can write to your highest authority through the proper channel to get these details. Meanwhile, you can work on employee relations activities and recruitment. If you need more details, feel free to write to me.

Regards,
Vijayakumar.R

Hi HRProp,

Thanks for sharing. I am also interested in the same topic. Congratulations on getting a good opportunity for development. It will be tough but excellent for your career.

You must have an objective, i.e., why you want to develop this? How and when do you want to develop? Which area do you want to focus on first? As it is a team job, you have to take help from your seniors.

After defining a clear objective, you must have a Vision and Mission statement. After that, with a deadline, you have to design a development plan along with problems and expected results. That means you have to create a blueprint.

Communicating with seniors with effective interpersonal skills will be a great support.

Swati

You also need to buy software according to your org. strength, which streamlines your basic hassles related to payroll, etc. You also need to buy the punch-in, punch-out software for attendance. Nowadays, biometric systems are cheaper and better. Also, sit with accounts to create salary slabs and start creating personal files. You may also opt to hire a consultant for payroll. Once done, create job descriptions, buy a job portal package, do some salary surveys in the field and with friends, and set the salary structure. Get in touch with the nearest bank for salary account opening. Then have some meetings starting with the top management (use video conferencing if necessary), then with middle management, and even with the cleaners and gardeners. Throw some parties to get to know the guys. I am sure this will take a few months. If helpful, let me know.

Hi,

I am facing the same problem. Please help me. I have joined a new company and don't know how to start.

Regards,
Minal Saliya

Hi, dear.

You are not the only person who faces the same problem. In most industries, such types of problems arise. You should think and take this thing very positively and try to develop your level best. Never take any tension. Always remember the thought of Geet: "Karmanye vadhikaraste Ma Phaleshu Kadachana." You will get results, and it is the stage where you can develop the HR policies.

Regards,
Darshak

Hi, I too faced the same problem despite the fact that my company has been in existence for nearly 20 years now.

Considering the limited number of supervisory employees, I organized an informal meeting and discussed the problems they face in getting work done or achieving targets. It was more of a brainstorming session where the discussion led to very important cues on employee satisfaction and dissatisfaction points/factors. I also brought up a list of their expectations from the management.

Based on these points that came up from the meeting and the employee handbooks of various companies which I accumulated, I drafted a detailed HR Manual that guides in the execution of routine formalities and systems.

Maybe you too can try it... and do let me know.

Regards,
NN

Dear friend,

First of all, maintain personnel files of the employees in your organization and then create a personnel/ HR policy manual.

Thanks,
Wasimul Haq

Hi,

Can you please share the employee satisfaction survey with me? Secondly, as working with an IT company, what policies have you implemented?

Regards

You need to concentrate on core areas of HR like Manpower Planning, Staffing, Labor compliance. Identify manpower needs and decide on sources of recruitment.

Hi Sinhashil,

Please find attached the Employee Satisfaction Survey!!!

Cheers,
J

Dear Nirmal,

Thank you for your suggestion. We look forward to receiving a classic format for the Employee survey from your end. Please upload it; it may be useful to people.

Cheers