What is the best practice of starting a new HR department in a company that is already running 10 years ago

First Step is to

1- make structure  got HR Dep

2- put policy & strategy for it

3- make job description for HR employees

4- hire & choose persons for these jobs 

Organization chart

job analysis

job description

salary chart

 

Recruiting and staffing Organization departmental Organization development Employment and compliance with regulatory concerns regarding employees

The HR best practice is selective hiring. This enables an organization to bring in employees who add value. You can't just hire anyone; you want people who are fit for the job. Companies do their utmost best to hire exceptional people because they add the most value to the business. Companies must plan not only for staffing needs at the top of the company, but ... Identify the talent, skills, and experience the company will need over the next 5 to 10 years

Complete your assinment before the target..

HR's scope is important to first delineate. HR is much more than hiring, HR is responsible to manage existing agreements (non-disclosures, innovations, consulting, options, stock grants, employment).  As with any new organization, laying out objectives, survey of existing information, and schedule to implement goes without saying. A HR department needs to first have an understanding of company goals, boundaries of budget, job descriptions, legal agreements to employ and time frame requirements. As it relates to recruiting, its important to have an organized and thoughful approach as it is external facing and at times may present disorganization, ill-will with individuals looked over or passed over, or disenfranchise existing employees/contractors.

The first step is to engage an HR consultant to identify and hire an HR manager who will form the nucleus of the HR department.

Secondly, the team will collectively create the HR strategy, policies and procedures.  

Thirdly a skills and manpower audit will be carried out.

Fourthly, missing skills will be hired while reduntant skills will be layed off.

I can only recommend observing the organization in place for a period of 3 to 6 months and understanding how and why the company has organized itself over the past 10 years. During this observation period, it is necessary to analyze good practices and areas for improvement and gradually propose evolution through dialogue with the concerned staff.

Understand what the management requires of the HR function in the organization.

Identify the key roles that will form the strcuture of the department.

Formalize the structure and create suitable Job Descriptions.

Benchmark industry compensation for the roles.

Hire individuals who have the experience and are capable of performing the relevant roles in the department.

Put in place policies and processes

Create a structure Plan. Start from the qualities and abilities you require for a HEAD of HR to execute. 

Staff management HR solutions HR strategy