The start-up business has specific needs. The HR in the start-up business has to be quick, has to be proactive and has to set up basic HR Processes quickly. The processes do not have to be optimised; the processes just need to produce results. What are the key HR Processes for the start-up business?
Key HR Processes for the start-up business CREATIVE HRM Visit Creative HRM for more information.
Start-Up:HR Challenges• The start-up business is the unique opportunity, but the start-up faces many HR challenges: – Corporate culture of the start-up – Staffing Issues – Roles and Responsibilities – Compensation Structures – Communication Issues• Each start-up should take some lessons from large organizations – they can have simple solutions Visit Creative HRM for more information.
Key HR Agenda for Human Resources CREATIVE HRM Visit Creative HRM for more information.
Start-Up:HR Agenda• HR Agenda for the start-up business should consist of the following items bringing highest benefits: – Set up the Recruitment Process – Design the Compensation Structures – Design the initial Job Descriptions, including Roles and Responsibilities – Set up the regular internal communication• Other items can wait … they are important and useful, but the start- up needs to grow (quickly) Visit Creative HRM for more information.
Key HR Processes CREATIVE HRM Visit Creative HRM for more information.
Start-Up HR Processes:Recruitment Process• The recruitment process has to be able: – Attract talents – Track open vacancies and job applicants – Allow the proper communication with applicants and managers – Fill vacancies quickly• HR should not focus on the details of the process; the basic and dirty recruitment process works as well.• HR should outsource part of the process to the recruitment agency, as the start-up is not overloaded and vacancies are filled as soon as possible. Visit Creative HRM for more information.
Start-Up HR Processes:Compensation Structures• The start-up offers a different compensation package from the mature organization.• HR has to design the packages and standardized offers for employees, as the package does not demotivate new joiners.• HR has to introduce the basic leveling of job positions as the internal equity is reached, and employees have no reason to complain.• The package consists from: – Low Base Salary – Low Performance related Bonus – High share of Stock Options and Shares• HR has to balance all components as the first failure does not destroy the entire business of the start-up.• The compensation package has to balance both the possibility of the IPO and the necessity to pay the rent before the IPO. Visit Creative HRM for more information.
Start-Up HR Processes:Job Descriptions; Roles in Team• The start-up has to organize its internal chaos, as it can deliver products and services to market successfully• The team has to split roles and responsibilities• Each team member has to understand his/her role in the team, and has to utilize its right to make a decision• HR has to design the basic organizational chart and it has to introduce the basic split of key roles and responsibilities in the start- up business.• HR has to introduce simple and clear job descriptions for employees as they focus on the delivery of key tasks Visit Creative HRM for more information.
Start-Up HR Processes:Internal Communication• Start-Up business always changes priorities and tasks; the internal communication helps to keep focus on key priorities of the team.• HR should share the responsibility with the start-up founders to set up the regular communication plan.• HR has to provide information about key facts, as employees do focus on their tasks.• The formal internal communication helps to align goals of employees and clarify their questions. Visit Creative HRM for more information.
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