How to Handle Human Resources at a New Company

Established businesses can often reap the benefits of investing in their Human Resources (HR). By building a specialised HR team that encompasses experts in diverse HR-related disciplines, they can work together to guarantee the success and expansion of the company.

In today’s interconnected and aggressively competitive business world, startups need to heavily prioritize their Human Resources (HR) in order to stay afloat. Unlike established enterprises, startups have to continually expand and improve to retain their competitive advantage.

This article will explore the significance of Human Resources (HR) for startups and guide you on how to efficiently structure your own HR department.

How Do Human Resources Departments Contribute to Newly Established Businesses?

The success of a company heavily relies on the quality of its workforce. Human Resources (HR) departments play a crucial role in this aspect since they regularly interact with employees.

Human Resources (HR) are accountable for a multitude of responsibilities, such as:

Hiring New Employees and Continuously Enhancing Their Working Environment

It is widely known that HR is responsible for this.

At the beginning of the recruitment process, it is crucial to prepare comprehensive job descriptions that suit the specific requirements of the company. To tackle this challenging task, it is necessary to assign a competent individual or team who possess in-depth knowledge of the job market. This enables them to create enticing working conditions and benefits that will help the company secure and retain talented employees. To hire top-tier professionals, it is insufficient to have someone handle this responsibility as a secondary task.

Employee contentment plays a vital role in the triumph of any enterprise. Retaining employees is as significant as hiring them. A well-planned onboarding process is imperative to create a strong foundation for a productive working relationship, but it is only the beginning. Human Resources (HR) should aim to create an inclusive environment that motivates employees to tackle new challenges and advance in their careers, starting from day one.

Keep Employee Records Safe

Human Resources (HR) departments bear the responsibility of safeguarding the precision and security of employee data, which includes resumes, contracts, and other private documents pertaining to absences, injuries, and other sensitive details.

Establishing Policies and Protocols for Work

Personnel should have access to a comprehensive repository comprising details about the company’s protocols and practices. The responsibility of establishing, documenting, and updating relevant guidelines and regulations such as the code of ethics, employee perquisites, performance appraisal, online security, and training opportunities falls upon the Human Resources (HR) department.

Ensure Compliance with Legal Obligations

Adhering to the law is crucial for enterprises to operate within the legal framework of each jurisdiction where they conduct their business. While larger organizations may appoint legal teams to oversee such matters, smaller startups generally rely on their Human Resources (HR) departments to fulfill this role.

Devise Plans for Business Growth

Human Resources (HR) departments are accountable for more than just filling existing job openings; they must also prepare for the future to meet the demands of business expansion. This can entail devising a recruitment strategy and implementing other procedures to streamline the growth (or automation, where applicable).

What Are the Seven Vital Elements of Human Resources?

The rules governing human resources in small businesses are identical to those for larger corporations.

Let’s review these seven basics of human resources for new businesses:

1. Selecting New Members

The most apparent and closely related component of HR is the hiring and selection of candidates.

This stage of the process involves publishing the job opening on suitable job sites and conducting the initial evaluation of candidates. This may include interviews or, more frequently in the IT sector, coding tests.

While recruitment is a continuous process, small businesses often place a strong emphasis on it at the beginning.

2. Techniques for Assessing Performance

Employees are responsible for a range of tasks that correspond to their positions. Performance management entails Human Resources and Line Managers collaborating to assess and appraise employees’ development across a specified period (usually a year). This practice can be beneficial to both management and staff; management can determine if their employees are meeting their goals, while employees can gain from constructive feedback and guidance on how to enhance their performance.

3. Developing New Skills

Human Resources departments are tasked with providing staff members with access to suitable training and development opportunities, which not only prepares them for the introduction of new technology or knowledge in their field but also gives them abilities that can assist them in advancing within the organization.

4. Succession Planning

Human Resources departments should actively create a succession strategy to be prepared for unexpected departures of key employees. Taking their role seriously, HR departments should have several potential candidates ready to interview and potentially hire, in case of any unforeseen vacancies.

5. Compensation and Benefits

To ensure the satisfaction and productivity of your staff, it is crucial to provide fair compensation. Human Resources should consider both market data and individual performance when determining appropriate salaries for all employees. While it is essential to acknowledge and reward those who have made the greatest contributions to the company, it is also vital to ensure that all employees are treated equitably.

It’s crucial to offer employees incentives that they find valuable. Those who do not work in a traditional office setting may not have access to the same benefits as their peers, so it’s essential to consider what perks would be most advantageous to them.

6. Human Resource Management Systems

HR departments frequently use HRMS (Human Resource Management Systems) to keep track of and document the fundamentals mentioned above. These digital tools may include Applicant Tracking Systems (ATSs), Performance Management Systems (PMSs), and Learning Management Systems (LMSs). These are all utilized throughout the human resources lifecycle.

7. Analyzing HR Data

Contemporary Human Resource Management Systems (HRMS) can gather and evaluate data that can be utilized to improve HR decisions. Additionally, they have the ability to generate tailored reports that track the Key Performance Indicators (KPIs) of various existing systems in an organization.

Human Resources departments can use previous reports as a benchmark for comparing the current situation, enabling them to recognize areas for growth and improvement for the company and its staff.

The Essential HR Checklist for New Companies

Having an understanding of the objectives and tasks of HR raises the question: How should a new business tackle HR?

To aid small businesses and startups in establishing their HR departments, here is a detailed checklist:

1. Determine HR’s Overall Objectives

Initially, it might be challenging for startups to determine how to manage their human resources.

Before implementing a new Human Resources department, it is crucial to examine the existing infrastructure and identify areas for enhancement. It’s important to involve senior management in assessing the current situation and determining any required modifications to processes and personnel policies.

Subsequently, the company should determine which of the required changes should be given priority based on the company’s overarching goals.

Do the team’s outcomes suffer due to the existing staffing levels? Is the company falling behind due to inefficient staff management procedures?

Identify what is hindering the company’s progress the most in order to develop strategies to tackle the problem.

2. Establish Your Policies and Regulations.

In a startup, Human Resources is entrusted with creating and sustaining the company’s policies. It’s crucial to ensure that these regulations are well-documented and updated regularly as required. Different types of documentation should be ready from the start; some of these may comprise:

  • Standard Employment Contract
  • Flexible Contract for Freelancers
  • Official Non-Disclosure Agreement Format
  • Guidelines for Remote Work
  • Timetables and Rules on Overtime
  • Health and Safety Regulations
  • Instructions for Paid Time Off (Maternity/Paternity, Medical, etc.)
  • Compensated Time Off, Holiday, and Vacation

Fortunately, multiple websites offer templates for creating such documents, preventing the need to start from the beginning.

Make sure that records are kept in a readily accessible place so that all personnel can easily access the most recent iterations. It’s necessary that the relevant policies are known to the employees to ensure their proper implementation. Besides, any employee documents containing confidential data should be stored securely.

3. Describe Procedures for Recruiting and Inducting new staff

It’s crucial to establish recruitment and orientation procedures from the start. Making a powerful impression and providing prospective employees with a compelling incentive to join the organization is critical to the process of finding the right candidates for filling the vacancies.

When hiring, ensure that the following is specified:

  • What details should be emphasised while drafting job descriptions?
  • Websites for Job Advertisements
  • Would you prefer potential employees to contact you, or is there a preferred mode of communication from your end?
  • What types of materials (CVs, prior work samples, etc.) are expected to be submitted by potential candidates?
  • Is there a common set of documents that every organization should provide to each applicant?
  • What is the number of stages involved in the recruitment process?
  • Techniques for assessing potential hires (such as interviews, coding assessments, etc.)
  • Individuals who have the ultimate decision-making authority regarding the recruitment of applicants at the organization

Moreover, during the onboarding process:

  • What are the necessary resources that need to be provided to newly hired staff members (such as official email, system access, etc.)?
  • What do new employees receive when they begin (such as information-filled documents, etc.)?
  • Who is in charge of greeting new members of staff, and what are their obligations?

Obtaining a precise understanding of all of these elements will assist you in identifying the perfect candidates to hire and devising a dependable process.

4. Establish your benefits and compensation plan

It is essential for the Human Resources department to keep up with the most recent industry standards for employee compensation, which should cover salaries, benefits, vacation time, and any other pertinent rewards. After outlining these prime payment systems, contemplation may be turned towards extra incentives.

Select a fitting Payroll Management System for your enterprise that streamlines the payment process. Assess whether any of your team members are affected by any rules that might impact their wages, particularly if you have a remote or worldwide workforce as regulations can vary from region to region.

5. Implement a Human Resources Framework

For efficient personnel management, it is advised that organizations automate not only payroll (if applicable) but also other operations. To achieve this, an HRIS can be integrated by leveraging various modules to construct an HR technology stack. It is crucial to verify that the software you select is interoperable whenever feasible.

6. Prioritise Your Employees Above All Else

The majority of start-ups have two key goals: product development and customer acquisition. It is imperative to remember that creating any product requires the necessary resources, which may not be attainable in the absence of any resources whatsoever.

Human Resources should concentrate on the contentment of existing team members while also proactively recruiting new candidates who can have a beneficial impact on the organizational culture. If the initial policies do not achieve the intended outcome within a given period, Human Resources is available to aid in assessing the scenario and implementing any necessary changes to satisfy the company and its workforce.

Preserving transparent communication with all staff members is vital. Providing them with a chance to give candid, anonymous feedback will help establish a constructive and efficient work environment. It is crucial to attend to any raised concerns promptly.

It is crucial to enable your personnel to enhance their capabilities and engage in greater accountability. Establishing this practice is crucial as it is the optimal method to entice top talent to collaborate with you.

Do You Require Assistance with Developing a Human Resources Strategy for Your New Enterprise? Works is Here to Help!

For any enterprise striving to rapidly expand while attracting and retaining top talent, having well-established HR processes is critical. To this end, the start-up HR operational framework can be employed to ensure that suitable HR policies are established from the outset.

Works provides a complete assortment of Human Resources (HR) services to aid enterprises in commencing operations and recruiting the necessary personnel. Whether you are facing HRM issues in your workplace or seeking a collaborative partner, this is an ideal solution.

For more than ten years, our company has been delivering remote recruiting solutions for the technology sector. Leveraging a vast network of exceptionally skilled engineers, we can expediently fill any openings with a team member who shares your organization’s principles.

Are you interested? Don’t hesitate to get in touch with us.

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