Hello Folks,
I am working in an IT Consulting and services organization in India. We are into IT Staffing, both International and Domestic (Technical Recruitments).
New Vertical:
We have started an offshore development team in India, which supports the international offshore projects.
Now we are nearly at a staff strength of 30 employees, including the International (Night Team) and domestic (Day team), which is about to reach 40-50 soon.
I am heading the domestic recruitment, both in house and external, for our external clients who seek our recruitment support on contract & permanent positions. I take care of the account management, business development/sales, and our internal resource needs as well.
I want to start up with an internal HR Department as I want things to be more organized in my company. The deciding management is primarily based out of the states (USA), and they can't see the need for an HR department in the India office, possibly due to the following reasons:
Guys, please help as to how to start the HR department, which may lead to proper organizational development and a smooth process.
I am ready to work extra to make it possible and successful, as it would also enhance my learning and ability.
I would also like to receive advice and suggestions from some of my friends who have started an HR operation in an IT-based startup company.
Please help me :icon1: !!
Regards,
Ronnie
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1I am working in an IT Consulting and services organization in India. We are into IT Staffing, both International and Domestic (Technical Recruitments).
New Vertical:
We have started an offshore development team in India, which supports the international offshore projects.
Now we are nearly at a staff strength of 30 employees, including the International (Night Team) and domestic (Day team), which is about to reach 40-50 soon.
I am heading the domestic recruitment, both in house and external, for our external clients who seek our recruitment support on contract & permanent positions. I take care of the account management, business development/sales, and our internal resource needs as well.
I want to start up with an internal HR Department as I want things to be more organized in my company. The deciding management is primarily based out of the states (USA), and they can't see the need for an HR department in the India office, possibly due to the following reasons:
- The HR department is not required as the accountant looks after the payroll, leave management, and the Admin work. The appraisal system is not defined, and the individual who wants a salary hike requests the president directly, which is generally once a year.
- The presence/leave/In & Out time is recorded on an attendance register, which is not monitored regularly. The accountant remains dependent on the data entered individually by the staff.
- Cost incurred on the HR department will have no monetary returns.
- Business means sales in the form of staffing/placements.
Guys, please help as to how to start the HR department, which may lead to proper organizational development and a smooth process.
I am ready to work extra to make it possible and successful, as it would also enhance my learning and ability.
I would also like to receive advice and suggestions from some of my friends who have started an HR operation in an IT-based startup company.
Please help me :icon1: !!
Regards,
Ronnie
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Dear Ronnie,
I appreciate the initiative. Asking a few fundamental questions:
- Why the HR department? (You mentioned an organized way, what needs to be organized?)
You have to prepare a case for the US management team to understand the importance of the HR function. This should contain:
- Why the HR department - its functional requirements described.
- Developing a formal structure, systems, and processes for the organization concerning recruitment, training, compensation, performance management, etc.
- Resource requirements for the HR function.
- How the cost is justified in terms of ROI for the HR department.
If you can establish this case, you would likely get the nod from the US management.
Then, setting up the function/department activities needs to be planned. This is to design and develop HR systems and processes for streamlining and standardizing operations to avoid ad-hoc practices (such as appraisals and increments, employees directly speaking to the president, etc.).
I hope this gives you an idea to start with.
Best regards
From India, Madras
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I appreciate the initiative. Asking a few fundamental questions:
- Why the HR department? (You mentioned an organized way, what needs to be organized?)
You have to prepare a case for the US management team to understand the importance of the HR function. This should contain:
- Why the HR department - its functional requirements described.
- Developing a formal structure, systems, and processes for the organization concerning recruitment, training, compensation, performance management, etc.
- Resource requirements for the HR function.
- How the cost is justified in terms of ROI for the HR department.
If you can establish this case, you would likely get the nod from the US management.
Then, setting up the function/department activities needs to be planned. This is to design and develop HR systems and processes for streamlining and standardizing operations to avoid ad-hoc practices (such as appraisals and increments, employees directly speaking to the president, etc.).
I hope this gives you an idea to start with.
Best regards
From India, Madras
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