Step 1: Determine the specific job roles and responsibilitiesIt might sound like this is stating the obvious but, the imperative part of starting your HR company from scratch is to create specific job roles & responsibilities. If employees know exactly what their responsibilities and roles are in the company, working, communication and productivity are more efficient and work becomes organised. You will all be singing from the same sheet.
Step 2: Decide what the organisational hierarchy isSupervision is key when it comes to managing employees and organising departments. Establishing a company hierarchy ensures employees know who they need to report to and who will be supervising which job roles. The company will also require the creation of different departments in order for employees to be managed effectively. For example, a large gym company could have a gym team department, a front of house department and a sales department, all with their own supervisors etc. For a new company having an organisational hierarchy is extremely important in the smooth operation of job roles.
Step 3: Establish what the hiring policy isThe company is ultimately represented by the people that work there; the employees. The employees are the face of the company and the forefront of the customer experience. It is crucial to ensure you know exactly who you are hiring, why you have hired them and how you go about hiring employees. While you are establishing your hiring policy you must follow the below protocol:
- Publish a clear and detailed job description for every job role – This will help you to narrow down applicants who match the skill-set the specific role is demanding.
- Employ those candidates for the desirable skills they have – You also need to make sure the employees are culturally fit for the company.
- Lastly, you need to craft a job appointment letter. This letter should detail all the terms of employment for the specific role. This tries to ensure that there will be no disagreements or confusion in the future with what is expected of the employee in the role.
Step 4: Pay, compensation and incrementWhen it comes to employee motivation pay, compensation and increment are often the biggest lures. In order to retain the most skilful and hardworking talent, you need to ensure that the company is providing fair compensation and pay to its employees. From an HR point of view, there are many things that need to be conside3red while effectively managing the payroll and increment. Some of these include:
- Do your market research and determine how much it is you can offer a certain job role in terms of salary etc. Don’t be afraid to spend a little more here if you feel as though you have a really valuable candidate for the role.
- Look into creating a compensation structure that can include things like medical fees, transport and house rent to name but a few.
- Create a salary circle as this will mean that all of the payroll processes can be completed on time.
- Establish an increment policy that is fairly based on performance and length of time.