What should be the HR strategies for a startup IT company?

The HR Strategy will be the direct outflow of the Business Strategy.  The Goals and Aims of the company must be determined. Vision, Mission and Values must be clearly defined.  THe HR Strategy will then need to focus on:

• Identifying Roles & Responsiblities to fullfill the company aims and ambitions
• Knowledge, Skills and abilities required for now and in future (Talent)
• Talent Acquisition strategies
• Talent Management strategies
• HR Infrastructure (Policies, procedures, technology, compliance)

Setting the Vision, Mission, Leadership Strategy, and Organization Strategy .

Just sharing my experience of setting up and heading HR Department for a Startup Company in Technopark.

1. Hope the company should have identified a person who is going to be responsible for the HR

2. Develop policies and procedures right from manpower planning till exits so that uniformity of HR would be formalized right from the inception which gives clear frame how hr would look like.

3. Recruitment would be main focus as the team has to increase in its size for the operations with clear guide lines on how the recruitment is going to be in the SOPs

4. Identify the channels of recruitment, modes of tests, interview- i would even recommend if there are pre-selection test go ahead and standardize the same so that you will have a clear idea what would be the benchmark.

5.Clearly define the joining processes which you would follow including JD which has to be signed both by the employee and his supervisor/manager on joining

6.Develop a skeletal induction/orientation 

7.In discussion with the operations team (revenue line of business) have basic KRAs to be benchmarked so that the new joinees should know what to be achieved (could be a part of the JD- focusing on laying foundation for PMG)

8. As HR always find ways to interact with the employees since its a startup its easy and that practice could pave routes in having one on on meetings, Meet the HR programmes etc  in the future and the basis for all employee relation activities

9. Dont forget to capture the numbers which give patterns and trends for the hr operations.

. Make it a culture to do the weekly reports on what have been achieved, what would be the next weeks target.

Since you're asking about a startup company then I assume it will have very few employees besides the founder / owner. And since it's an IT company, then I would say the number of people in this company would be 3-7 maximum. Most probably the founder is the GM, one or two IT technical people, 1 or 2 salespeople, 1 accountant, 1 admin person. In that case the company doesn't have an HR department yet because of its size and the fact that it's a startup. Hence the admin person would probably be doing the HR related work. In that case the main HR strategy for such a company should be around the following:

1. Find new core associates / vendors / suppliers with high quality and low cost

2. Motivate the current team and communicate the company vision and mission on a daily basis

3. Asses the performance gaps and make sure the employees are coached properly to maintain high quality deliverable

4. Minimize unnecessary cost while maximizing the benefits of the team. 

hiring and new hire orientation;

• keeping the focus of the team;
• high-performance organization and team spirit;
• results driven with the unique reward and recognition elements.

1. Right talents for right places

2. Relevant compensation

3. Think out of Box

4. New Training courses

Thank You

Dear,

In my view, it all starts with Top management, having a clear business strategy is first step. it would really rely next on selecting the HR Champion to have an aligned HR strategy with the org. strategy, thus hiring the right candidate is the most crucial part. i would consider the following requirements in any HR professional who who take such a lead (having an HR Business Partnering experience, previous experience in same or similar industry, KPI oriented as HR is one of the most hardest disciplines to be measured mainly when it comes to ROI and performance management).

Off course many other factors would impact further decision makings, yet i would be happy to assist if needed.

best wishes

i fully agree with the answers been added by experts..........thanks.

find out the best persons who can be useful for any position in the organization or take responsibility also like some thinks in a way that his/her growth will be linked to the growth of the organization and having such thing in mind and practically like to pursue such principle by taking responsibility for the growth of the company. My 2 cents. Thanks.

Take a look at the 5 best HR strategies specifically tailored to the needs and requirements of startups and small businesses.

1) Improve Employee Satisfaction

Business owners must understand that employees are their company’s greatest assets, and it is absolutely critical to make sure that they are fully satisfied with their position and role in the company. Some potential benefits of taking care of your work staff’s needs and wants are improved morale, high productivity, sense of commitment, loyalty, and lower employee turnover rates.

Employee satisfaction can be increased through a number of tried and tested monetary and non-monetary benefits aligned with the current financial situation of the company and its mission, vision, and goals.

2) Construct Fair and Equitable Compensation Strategies

One of the perks of working for a successful company are its fair and equitable compensation strategies because it is the one thing that dictates the fixed cost that the company incurs yearly as well as the satisfaction level of the work staff. When determining compensation levels for your company, make sure you look around and do some research on the latest compensation plans.

It is also just as important to keep in mind that consistent compensation requirements must be established according to the pay grade to ensure all employees are compensated fairly and equally.

3) Design Effective Training and Development Programs

As an entrepreneur, your primary goals should be to increase employee retention and promote growth within the company by designing useful and effective training and development programs. The new employee orientation program is one of the standardized and common initiatives that must be implemented. This will not only inculcate a sense of commitment in the minds of the new employees early on, but will also increase satisfaction.

A mentorship program is also a great idea in which low-level employees are paired with senior mid-level employees for a one on one training and development session. By doing so, you will make your employees more informed about the goals and vision of the company and offer them an opportunity to learn new skills.

4) Implementation of Legal Employment Practices

It is critical for small business owners to ensure that their hiring practices are in line with the legal employment rules and regulations. All entrepreneurs must understand common employment laws in order to reduce the chances of violating them and bearing the consequences later.

The best way to implement legal employment practices is to hire a legal specialist or a seasoned HR professional to draft an employee handbook.

5) Picking what is Right for Your Business – Reactive or Proactive Human Resource Management

The main difference between proactive and reactive human resource management is planning and forethought. While proactive HRM will help you identify and solve the problems with employee training and staffing right from the start, reactive HRM will be a much more cost-effective option for small businesses and startups.

Here is how both these strategies work and how they are different from one another in a variety of aspects.

• A proactive recruitment strategy is more focused on catering to the staffing needs of your business while a reactive strategy will only work if there is a job opening for a position in the company.
• When it comes to HR risk management, a proactive strategy will enable you to anticipate issues in staffing levels and employee training effectively while reactive HRM will propose a solution when a crisis occurs.
• A proactive HRM strategy will offer top talent a whole bunch of benefits to attract them and make them stay. On the other hand, a reactive strategy will only secure the best workers who happen to apply for a job at the company rather than seeking the best of the best from the entire industry.
• With tight overhead costs, proactive HRM strategies are expensive while reactive HRM is cheap and better suited for companies in their initial stages.

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