Most companies today need themselves to be well organised in order to keep up the culture of growth and success and an HRM (Human Resource Manager) is possibly the best person to organise things for a company. In a start-up too, the role of HR’s is no less. But most of the start-ups today go along without having an HR in their team. Some founders have a vision that hiring HRs would be utmost unneeded and expensive for their firm. Here, let us try and devise an insight as to how the HRM in a budding start-up can be helpful.
Avocation
Yes now as you have constituted an idea, a really good one which has finally reached a juncture where it has developed a potential to grow and is worth investing in, you start looking out for funding and you also need employees, people who you are disconnected with the bondage of friendship or other relation, who have got the real talent to work for your agenda.
Again, you being the owner, the founder of your own company hold the right of adjudging the members of your start-up family. You can interview people and start hiring them on the basis of their talent but at the cost of spending enormous valuable hours which otherwise would have drifted your locus and drill to greater productivity of your company as a whole.
The other alternative to this process is to hire a small team of HR who will effectively save this labor for you. As a start-up, you need to pander to different needs of a diversified group of consumers which in turn demands creating the optimal mix of employees in your venture. As such, it becomes imperative to define a set of parameters to select the correct talent and this calls forth the co-founders to sit back with their HR committee to identify and recognize their needs.
This group of human resource managers aids gigantically in streamlining hiring procedure which are at par with the company’s strategies, bringing home the right talents which will ensure growth. It’s again a competent recruitment team, that besides hiring employees also maintain a consistent and proactive network for future needs.
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Company and Culture
The job of a Human Resource Manager, as many might spectacle, is not just limited to the recruitment but is way beyond it. After the recruitment the prime objective and challenge that stands at a little distance to this is to define qualities, a set of organisational values, and their importance and showcase them in a larger frame. A company’s work culture includes defining the working environment, working hours, their pay and also their leaves.
An HR besides recruiting the correct talent has also got to ensure that they stay and work for the company for a longer duration. With more and more companies coming up with flexible set of rules for their employees, perks and motivational programmes to retain them, it becomes increasingly difficult and challenging for the companies, especially the start-ups to keep back their employees from resigning, paying special consideration to the fact that some start-ups are not even stipend. Therefore the sole ones of keeping the employees intact and rigidly fixed to the venture lie in the hands of HR’s.
There has been an instance when a group of employees, working in an Indian company received a meager package of 8k INR on a monthly basis but still stuck to the company for more than the duration of 5 years. So a dexterous group of HR professionals can contribute greatly to a start-up. Employees working in a start-up can be provided with a greater job satisfaction, despite the fact that they have no brand recognition. They can help a start-up to channelize the efforts of a small team and create a positive working environment which helps the company to grow.
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Transparent Communication channels
Unlike a regular train running over the same track routed for the same destination, a start-up is more akin to changes and is tremendously fast paced. With the change in the direction of wind, the decisions and priorities of a start-up also take turns with ever increasing difficulties cropping up due to stiff competitions. Under such a scenario, you being a leader need to share all the relevant information to keep an interaction with your employees, providing them with metamorphosed information at the correct time to prevent a long term hustle and bustle in your organisation.
An HR can duly help in bridging this gap between the employees and the supervisors or the co-founders with regard to the timely communication of the most required ammo from the higher authorities to the employees and receive their feedback by creating proper channels.
Listening and managing the grievances of the employees also comes under the umbrella of the HR’s. Employees are the internal customers for any start-up. Conveying their grievances to the authorities and finding out suitable measures to eradicate them will help a start-up to grow robust and better.
