New to Solo HR Role: What Should I Focus on to Succeed and Grow?

Dear All,

I have recently joined a company, and I am the only one in HR, so I have to do all the work. Actually, this is my first experience of working alone and independently. I am currently pursuing PGDHRM from SCDL. Can anyone guide me on which fields I should focus on learning more? I mean, what all a HR professional must know to work effectively. To those more experienced, could you guide me on which laws I should be perfectly aware of, what policies I should know, and what skills I should acquire to be a good and professional HR practitioner.

I am a regular visitor of CiteHR, where I spend my time clarifying my doubts and reading the articles posted by everyone. There is so much to learn, but at the beginning, what should I be well-versed in? I hope you all will understand my position and share your valuable thoughts with me.

Regards,
Shweta Swarnkar

Hi Shweta,

Don't worry. Be relaxed. Don't get nervous. What type of company is yours? Is it an IT company? Or a Manufacturing Company? Or a Financial Sector? Just explain that.

To start with, check for the existing policies and see whether they are being implemented properly. If possible, try to introduce new policies. Prepare a manual. I have attached one sample which I downloaded a long time back from this site.

Check for the existing recruitment process and see whether you can add value to it. Look for any pending tasks and try to get them done.

Above all this, start interacting with employees and gain their confidence.

This is for now. Start doing, and you will start getting more queries. Post them and WAIT. You will definitely get responses.

All the best.

Regards,
Raghav V

Hi Shweta,

First of all, congratulations on having an opportunity to handle a function on your own. It's challenging, and you need to be really focused. Firstly, check with the Head of your organization or your department what they want the HR person to focus on, whether it is hiring people or training them. Or is it that since it's new, so he wants policies in place? You need to be very sure of what is expected of you. Once that is clear, you can build your knowledge in that direction.

Regards,
Priya

Ours is a medical devices manufacturing company.

Thanks for your manual. We have our HR policy, not implemented strictly as it is only a 1.5-year-old company.

We don't have a recruitment policy, but I follow what my director guides me.

The process is as follows:

1. Recruitment --- local consultant/job portals/free resume search

2. Shortlisting

3. Preliminary Telephonic call -- If local -- fix up interview

If outsider -- then I gather some information about him and try to fix up a telephonic interview with my MD.

After the interview, we take 2 references from the candidate and collect all relevant docs.

4. Reference check: If the candidate is good and is local, we try to close it within a few days. If he is an outsider, we call to meet in person, then I take the preliminary round then my MD.

Salary negotiation has to be done on the phone and then in person (I haven't done it right now).

Do you think anything can be added?

I have started interacting with employees also.

Thanks

Regards,

Shweta

Hi Priya,

As it is a startup company, the training part is not available right now. He asked me to get fully trained in recruitment and selection, as well as day-to-day HR activities. Can you give me some suggestions?

Regards,
Shweta

Hi Shweta,

So, one thing that is clear is that it's a startup and your company needs people.

Now, for effective recruitment, you need to know which positions you need to fill up, how many people you need for each position, and what kind of people you require - qualifications, experience level, and industry background.

Identify which profiles are required immediately and which are of lesser priority. Organize this information in an Excel sheet and track your progress.

Next, consider where you will find these candidates - through consultants, job portals, or advertisements.

If you need candidates urgently, reach out to consultants and post job vacancies on Naukri. By doing so, you will receive CVs from interested individuals, saving time on contacting each candidate individually.

Ensure that you screen CVs where the salary expectations align with what your organization can offer. Present the CVs to the relevant Head for approval or technical screening.

After completing these steps, proceed to schedule interviews.

The above information pertains to recruitment. If you require further clarification or have any queries regarding recruitment, feel free to let me know, and I will try to assist you.

Hi Priya,

Can you suggest how I can conduct an effective interview? What questions do you usually ask? I can shortlist the candidates according to all these criteria. I can identify the good points, but I have difficulty in pinpointing the drawbacks of a candidate. Some behavioral judgment is lacking, possibly due to limited experience.

How can we determine whether the candidate is committed to work and other important aspects? I hope I am not troubling you.

Regards, Shweta Swarnkar

Nope, you are not bothering me. In fact, it's good to know that a startup company gives value to HR interviews as well, since most of the established companies do not. Anyways.

Before you start an interview with the candidate, study his CV in detail. If he has changed jobs too frequently, it is possible that he will not stay in your organization for long.

You need to know from the candidate why he wants to join an organization that is new. Because any person usually prefers to join established companies, and big names attract everyone. However, some people prefer to be a prominent contributor in a small company rather than a face lost in a big one. Check why he wants to come on board.

Is he just looking for money or career growth? People who are interested in building a career tend to stay longer.

Shweta, you need to understand that these considerations are for evaluating individuals with junior to mid-level experience. For senior managers and above, you cannot evaluate them on such criteria because they have already built a career and made good money; they are more likely looking for a position of authority. Let your seniors judge their behavior aspects.

For outstation candidates, you need to know their family background and if they are sure about relocation. If your company does not provide accommodation, candidates might back out at the last moment.

As much as possible, search for candidates in Maharashtra, especially from Mumbai if your position is based there.

Candidates will have many questions about your company and its future growth. Be prepared for this during the interview and give them a chance to ask questions.

Ensure that your answers to candidates align with what your seniors have conveyed to them.

The most important thing is never to make commitments to a candidate, especially since you are new.

If you want to discuss further, let me know.

May I ask for which organization you are working?

Regards,

Priya

That's so nice of you. If you think there are any other points you want to add, please feel free to do so.

My Managing Director wants me to handle all the recruitment individually, gradually, so he wants me to learn more about this process and become more effective in recruitment and selection.

It has been two weeks since I started working at Basic Health Care Products Private Limited, a company that manufactures medical devices and is based in Chandigarh.

Regards,
Shweta Swarnkar

Excellent input from Raghav.

Raghav, this manual is very comprehensive. I don't say this is the right manual; I mean to say you can devise or make policies with the help of this manual. I also used this manual a long time ago when I was in the same state as Shweta is now.

Shweta, I think you can best start by monitoring the policies, checking their effectiveness, applicability, etc., as Raghav suggested. At the start, an HR person should work closely on:

1. HR policies
2. Recruitment & Selection
3. Compensation and benefits
4. Organizational design and development

I think you are currently at step number one because you have a generalist role, and you have to do each task. It doesn't mean that you only pay heed to HR policies; you have to engage in all HR activities.

Regards,
Hassan

Dear Haizadi,

I am currently reviewing the HR policy and Recruitment and Selection procedures, after which I will proceed to address compensation and other related matters. Thank you for your valuable input.

Regards,
Shweta Swarnkar

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Excellent input from Raghav.

Raghav, this manual is very comprehensive. I do not claim it to be the definitive manual, but rather a resource from which policies can be devised or developed.

I have also utilized this manual in the past, during a similar stage as Shweta is now.

Shweta, I believe the best approach is to begin by monitoring the policies, assessing their effectiveness, and ensuring their applicability, as Raghav has suggested.

Initially, an HR person should focus on:

1. HR policies
2. Recruitment & Selection
3. Compensation and benefits
4. Organizational design and development

It seems to me that you are currently at the first stage of this process because, in a generalist role, you are required to manage all HR activities, not just HR policies.

Regards,
HASSAN

Hi Swetha,

I am a newly joined employee like you. Would you help in preparing an HR Manual?

Regards,
Shrujana

Hi Shrujana,

In Cite HR, you will find a lot of formats for HR manuals. Search for HR manual, and you will get many results. If you need any help, please let me know.

Regards,
Shweta

Dear Shwetha,

You can develop your skills in statutory compliance related to labor laws such as CLRA, PF, ESI, MW, Maternity, Bonus, S&E, Industrial Disputes, etc., which will give you enough opportunities to come across different types of issues related to labor/industries. You can become familiar with and overcome these only if you have the opportunity and practical knowledge in that.

Please note that you cannot take any risks at the cost of the employer.

With regards,
L. Kumar

Hello, Hazaidi,

Kindly tell me, is compensation and salary a part of the HR or Accounts role?

Regards,
Shweta

Hi Shweta,

It's two different parts, and in many companies, compensation is a responsibility of HR. The structure of the salary should be determined by the HR department of the companies. Some companies have now started to outsource the payroll process.

First, discuss with your seniors the salary structure, i.e., exactly what components they want to include. Also, decide on the tax-saving component.

If you need help with the salary structure, please let me know.

Thanks,
Samrodha