What are the initial HR activities have to be taken care off by any HR person in a Startup Organization or an Organization having no specific HR Department
From India
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From India
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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.
From India, Pune
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3180From India, Pune
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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)
From India, Gurgaon
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- [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)
From India, Gurgaon
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Dear, Just search in the field writing HR Department startup. you will get tons of information and will help you to gather knowledge. Regards S.M.A. Robin
From Bangladesh, Dhaka
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From Bangladesh, Dhaka
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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.
From India, Gurgaon
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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.
From India, Gurgaon
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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.
From India, Vadodara
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From India, Vadodara
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Hire people like me, with over 47 years of industry experience, and more than half of it in the HR domain. I also do HR auditing. In October, I was hired by a leading logistics firm in Doha, Qatar, and I was there for 8 days to conduct a preliminary audit. I found quite a few areas that needed improvement. We laid out a roadmap for them to follow regarding the Performance Management System, which plays a transformative role in HR.
On 2nd January, I will be visiting Doha again for one month to review their transactional audit of day-to-day activities and provide suggestions for improvements in their policy framework. Our operation is not considered an organization, so there are no cost overheads or considerations of profitability; therefore, our charges will be quite nominal.
Best wishes
From India, Bengaluru
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On 2nd January, I will be visiting Doha again for one month to review their transactional audit of day-to-day activities and provide suggestions for improvements in their policy framework. Our operation is not considered an organization, so there are no cost overheads or considerations of profitability; therefore, our charges will be quite nominal.
Best wishes
From India, Bengaluru
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Resolving conflicts in a positive manner can lead to efficient professional and personal relationships. Nowadays, almost every organization runs with an HR. However, there are several startups and small entities that cannot initially afford an HR for the business.
I have crafted an article relevant to this topic when it comes to 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)
From United Arab Emirates, Dubai
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I have crafted an article relevant to this topic when it comes to 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)
From United Arab Emirates, Dubai
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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 - JD's of all the members and if possible KPI's 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), ESOP's for Sr. Profiles etc.
From India, Delhi
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1. What they are - Designations, Grade, Salary scale, Reporting structure. (Pay Policy)
2. What they do - JD's of all the members and if possible KPI's 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), ESOP's for Sr. Profiles etc.
From India, Delhi
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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
From India, Pune
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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
From India, Pune
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Innovative HR Practices-.doc