The document outlines several HR initiatives to establish a strong foundation for the company's workforce and talent management. This includes creating job profiles and a company structure document, hiring key positions initially while planning for future growth, developing an information tracking system, establishing a salary structure, implementing a performance management system, setting up training and development processes, empowering employees, and ensuring continuous quality improvement. The goals are to analyze roles, plan resources effectively, retain talent, improve decision making, stay competitive on compensation, develop skills, encourage participation, and meet organizational objectives.

4.  Creating a job profile for each role and the
persons who fill it
- To study detailed job description for each job with desired
candidate profile
- To study what makes the current employee successful in that role.
 Key Result Areas (KRA)
 Key Performance Indicator (KPI)
This will be helpful in multiple projects to Analyze / Design a
new job before hiring.

5.  Creating a company structure document
 To Plan the workforce needed to achieve our targets
 To decide what to outsource & when
We can use this structure to determine reporting and salary
grading.

6.  Hiring just a few key positions, but having a
crucial plan we can refer to when business
increases.
 To discuss with Sales, Product development, Marketing and
Finance to get an idea of business forecast.
 Accordingly, planning out what we need to be hiring for.
We can use this plan to calculate roughly what a current/lost
employee will cost our business directly and indirectly.

7.  Developing an information tracking system
 To maintain the record of each and every relevant HR information
e.g. Manpower summery, Joining & vacancies, Training &
Development, Confirmations, Transfer, Separation etc.
Management Information System will help in routine work to
improve efficiency and effectiveness of decision making after
analyzing the overall business process and operational activities in
HR department.

8.  Creating a salary structure document
 To stay competitive in compensation offered to employees with
various functional areas as compared with fair market value for
similar positions.
 To work out other forms of compensation and benefits plan, profit
sharing or a work-flex environment.
This will help us to understand the direct and indirect cost to
company on mutually profitable terms & conditions.

9.  To study the PMS with different methods and
techniques to evaluate core competencies
 To tell the employees how they are doing on a continuous basis, not
just at appraisal time, and during and after completion of probation
period.
 To provide a basis of promotions, salary increments and counseling.
 To evaluate and point out strength & weakness of employee as well
as how performance can be improved through development of
technical and behavioral skills of employee.
This will help in policy making to increase the employee retention
and decrease the attrition.

10.  To set up a training and development process
 To identify the training needs of employees as per performance
evaluation
 To know what sort of learning opportunities employee need and
how to develop the training facilities through Internal / External
trainers.
For being more responsible employee, which in turn requires a
greater level of skills – technical as well as behavioral. This must
be achieved through training.

11.  To invest people with authority
 Where individual is held responsible for accomplishing the whole
task. The employee becomes process owner- thus the individual is
not only responsible but also accountable.
 To design a suggestion system to provide the individual with the
opportunity to be involved by contributing to the organization.
We should encourage employee participation to start the creative
process of business management.

12.  To study all functional areas for continuous
quality improvement
 To understand Business Policies, Procedures, Practices and
Documents
 To motivate employees for Involvement in quality improvement.
To ensure that we are following our quality policy to attain
organizational goals.