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In the clamoring workplace of an early-arrange startup, HR is some of the time a touch of an impromptu operation. Yet, once staffing achieves a specific minimum amount, a committed HR expert isn't only a need any longer. It's a need.

It's alright to get a handle on a touch of your component—all things considered, your new part includes a ton of moving parts. The primary concern to do is take a supply of the present circumstance and make sense of how you can best help the business develop.

1. Learn precisely how the organization's HR functions today

You have to be able to get a hold of everyone working for your company as an HR start out. The workers include part-timers and contractors. It is you who is responsible for all of them. They may not be present in numbers on the premises but you need to have a headcount of individuals by going through their profiles.

Next thing to go for is how people are being compensated for in the company, meaning how much worth is a particular individual’s skillset. Is he being paid higher or lower than the market slab etc.? By delving into this you will be able to know how the company’s payroll functions; how to update it and subsequently check for inaccuracies (if any).

Once you have the command of the basics, it is not difficult from there onwards to navigate the high seas. Among the critical functions that you will find yourself involved in are hiring tasks such as to recruit and where to advertise a job posting. Moreover, things like providing new joiners with orientation sessions, arranging training in sync with organizational philosophies and clarifying the goals to departments what the company aims to achieve collectively.

2. See where your new needs are

Now that you are as a newbie have etched your foothold in the organization, where should you turn your focus towards you think? It should be on the areas where you can leave the biggest mark such as scheduling meetings with departmental heads and CEO of the company to see where things are headed.

Do your homework. You cannot assume just because a person is a CEO or a head of the department, he knows the rule book like the back of his hand. Since you are HR, you must be well aware of the policies at play within the organization. It could be policy information or it could be formal legislative things and so on.

Before bringing people on board, you should have a sound understanding of the labor laws, taxation principles, industrial laws, and insurance regulations and only then you should dive into hiring people. With this command, you can clearly contest the company’s case and win the candidate over with whatever work or pay scale you want him to be on.

Research should also be done on the companies operating in your industry. Research on how these companies have sustained their policies during their tenure of existence and in the end have come out as successful. Things like what more you can bring to the table so that your company could gain an edge and be known for housing stellar HR policies in the industry.

Too much? What don’t you want your first time as an HR professional to be a game changing one? You can put all that you have learned from managerial meetings, employee talks, and in HR discussions to put together a priority list of things that needs to be addressed, once you have settled in your role at your new company.

3. Get an innovation arrangement set up

Next logical thing to do when everything has been sorted, is devising a strategy on how to achieve it. Ideally, technology is your best friend on which you can count on as there is nothing today which cannot be streamlined/executed through the use of technology.

There is hardly any company these days, which is without employee database in their system. If you want to look up an employee’s performance track record, just search and you will be presented with results. Their profile will detail each bit about them, their strengths, weaknesses, marital status, any awards and you name it. Heck, their social media profiles say a lot about them.

With this information, it is easier to bring the employee and the company objective closer. You can tell which is most suited for a succession, should a leadership position becomes available in the organization or who can prove to be a dark horse for the company on whose shoulder(s) you can ride to glory. After all, HR is about effectively utilizing skills of its employees.

Moreover, integrate payroll with rest of automated processes of HR at your company (which if not already). Your intent should be to cut on the duplication of data and records. Keep the performance chart of employees and pay data together in one folder or some interactive pie diagram with the help which you can easily make comparative analysis in terms of which human to invest capital in.

4. Obviously, begin becoming more acquainted with the general population!

Finally, start your HR thingy going! Become acquainted with people in person. Nothing beats a face to face introduction and ice breaking activity. Ask them for how much time they have been working in the company and spark small talk. Get in touch with your remote or part-time employees as well. An email e-introducing yourself will greatly help you in starting things off with them on the right foot.

Inquire from them what they feel should be a best compensation and benefits policy. Since employees are driven by perks and pay scales, taking and welcoming their feedback is an excellent way of earning their trust.

In conclusion
With time you will be in control of things at the company. For now, tips above can at least help you begin with confidence in your new role and at a new company (if that is the case). Good luck and Godspeed!

Author Bio:

Arabella Alice is a seasoned HR professional. He runs a management consultancy and possesses a flair for writing. You can seek help on dissertation writing services by following him on Twitter, Facebook, and Google+