Scribd
Upload
662 views8 pages

HR Roadmap For Startup

The document outlines an HR roadmap for startups with the following key points: It recommends setting up proper compliance policies and an employee handbook. It suggests developing a recruitment plan and employing strategies like referrals and social media to attract talent. It stresses the importance of onboarding, training, compensation aligned with industry standards, and fostering a positive organizational culture to retain top performers and reduce turnover. The roadmap provides guidance for startups on building effective HR processes with limited resources.

Uploaded by

varun
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PDF, TXT or read online on Scribd
662 views8 pages

HR Roadmap For Startup

The document outlines an HR roadmap for startups with the following key points: It recommends setting up proper compliance policies and an employee handbook. It suggests developing a recruitment plan and employing strategies like referrals and social media to attract talent. It stresses the importance of onboarding, training, compensation aligned with industry standards, and fostering a positive organizational culture to retain top performers and reduce turnover. The roadmap provides guidance for startups on building effective HR processes with limited resources.

Uploaded by

varun
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PDF, TXT or read online on Scribd
You are on page 1/ 8

HR ROADMAP

For start-up
By Ravikant Thakur
Need Of HR In Start-up
• As per the various reports, 65% of the start-ups have no dedicated human
resource support.
• While functioning with small teams, start-ups are all about multi-tasking and
usually the HR role is being played by employees with limited HR skill sets.
• Without prior resource planning, the recruitment occurs on a need to basis.
• The lack of company code, culture and people management leads to high
employee turnover.
• Could occur loss without properly addressing compliance issues.
The Roadmap
• Compliance setup
- Know the local laws around the employment and frame rules and policies
which are abide by state laws and regulations. This includes, contracts,
grievances, prevention of abuse at workplace, employee benefits, employees
records etc.

- A proper employee handbook in a place that talks about employees


responsibility & code of conducts and protects company interest. This
includes, NDA, leave policy derived by govt. guidelines, discipline and code
of conduct, prevention of abuse at workplace and framing a committee to
address these issues.
• Hiring Talent- Recruitment plan
- Prepare hiring plan as per workforce requirements with leaders at the
beginning of financial year and forecast the hiring cost with the provision of
quarterly/mid year review.

- Prioritise the roles and timeline to hire the talents.

- Setup referral policy to help cut down the hiring cost.

- Employer branding on social media to attract good talents in the industry.

- Collect regular feedback from managers and streamline the recruitment


process.
• Retain the top talents- retaining is the new recruiting.

- The cost of replacing a top talent could cost 30% to 100% of the original cost.
- Retention is the ongoing strategy that aims to connect with employees
feeling by recognising their efforts and giving a sense of understanding how
their efforts make difference in the company’s overall performance.
- Align company’s compensation structure with industry standards. Can take
help from various research firms.
- Invest in employees upskilling by organising training programs and
workshops, fostering a culture of continuous learning.
• Make on-boarding a memorable experience

- Day one impression set the tone of employee relation that travel far.
Frame the process that ensure crucial paper work is done and focus more on
memorable experience.

- Use the welcome kit, the personalised merchandise will help employees to
feel association with the company.

- Assign buddy

- Social media announcements on new joiners, helps create employer


branding.
• Organisational Culture
- Setting up positive org. culture is the most important aspects in retaining,
engaging and attracting top talents.

- Create an open work culture, equality as company core value that should
reflect in company’s policies.

- It’s important to have shared values, beliefs and purpose derived out of
company’s mission, vision and values.

- Setting up the positive culture will ensure employee engagement, decrease


turnover, elevate productivity, healthy team environment.

You might also like