[공유]스타트업을 위한 HR설계

기업가에게 스타트업을 세 단어로 정의하라고 하면 "혁신"이 목록의 맨 위에 있을 것입니다. 이는 스타트업의 바람직한 특성으로, 항상 신선하고 효율적인 솔루션으로 현상 유지에 도전할 수 있는 방법을 찾는 혁신적인 기업이기 때문입니다.

대기업에서 일하든 스타트업에서 일하든 결국 인간은 책임을 집니다. 고유한 인력 문제가 발생할 때 창업자는 인력 기능에 등을 돌리는 것을 중단하고 이 기사의 의도로 추측한 스타트업을 위한 HR 가이드를 향한 캠페인을 시작하는 것 외에는 선택의 여지가 없습니다!

스타트업에서 HR의 역할 이해: 작지만 영향력 있는 기업

스타트업을 위한 HR은 조직의 수명 주기 동안 전략적 비즈니스 파트너 역할을 합니다. 회사의 성과는 대부분 HR 부서가 전반적인 조직 문제를 처리하는 방식에 기반한다는 결론을 내리는 것이 합리적입니다.

스타트업 창업자와 초기 직원은 어떤 업무도 맡을 준비가 되어 있는 숙련된 멀티태스커여야 합니다. 이제 HR 활동을 재무 또는 운영과 같은 다른 부서에 위임할 수 있습니다. 그러나 스타트업이 성장함에 따라 창업자는 높은 성과를 내는 HR 직원을 확보하기를 원할 수 있습니다.

컴플라이언스 어드바이저, 직원 관계 카운슬러, 복리후생 관리자 및 채용 담당자는 스타트업에서 HR의 역할 중 일부에 불과합니다. 어디서부터 시작해야 할까요? - 이것은 조직의 성장 단계에 따라 다릅니다. 예를 들어, 복리후생의 우선순위를 정하고 가장 효과적인 채용 전략을 찾는 것은 회사가 고성장 단계에 있는 경우 HR의 최우선 과제가 될 것입니다.

스타트업에서 HR의 역할: 스타트업에서 HR 전략의 필요성을 정당화하기

1. 조직 설계: 누가 조직에서 누구에게 보고할 것인가? 팀과 하위 팀의 구조는 어떻게 될 것인가?

2. 채용 및 채용: 최고의 새로운 후보자를 어떻게 찾을 수 있을까요? 우리는 그들을 어떻게 탑승할 것인가? 그들이 성공할 수 있는 가장 좋은 기회를 갖도록 하려면 어떻게 해야 할까요?

3. 혜택과 보상: 보수 측면에서, 합리적이고 공정한 것은 무엇입니까? 우리가 무엇을 제공해야 하는지 결정하기 위해 어떤 기준을 사용해야 하나요?

4. 직원 관계: 당신의 직원들은 만족하나요? 누가 그들의 이익을 옹호할 수 있나요?

5. 규정 준수, 건강 및 안전: 이것들은 무섭게 보일 수 있지만, 그것은 중요하기 때문입니다! 당신과 당신의 동료들이 법적으로나 육체적으로 안전하다는 것을 어떻게 보장할 수 있을까요?

6. 성과 관리, 교육 및 개발: 직원들이 회사에 머무는 동안 자신의 목표와 회사의 목표 모두에 대해 올바른 속도로 성장하고 발전하고 있습니까?

7. 문화와 참여: HR은 직원 참여와 만족을 촉진하는 긍정적인 업무 환경을 조성할 책임이 있습니까? 강력한 회사 문화가 팀 빌딩 활동을 촉진하고 직원들의 우려를 해결할 수 있을까요?

성장하는 기업을 위한 8단계 HR 체크리스트: 스타트업 HR 툴킷

HR 전문가를 고용하거나 기존 인력을 확장하기에 "이상적인 시기"는 없습니다. 중소기업의 HR 요구 사항 과 관련하여 만능 접근 방식도 없습니다. 오히려 스타트업 창업자는 현재 업무량을 평가하고 주변을 둘러보며 스타트업 기업의 일반적인HR 문제를 조사해야 합니다. 스타트업을 위한 HR 가이드는 스타트업의 브랜드 전략을 직원들의 마음에 심어줄 수 있는 유일한 기관입니다.

 

1단계: HR 직원 채용 2단계: HR 부서의 예산을 전략적 목표에 맞게 조정 3단계: 급여 시스템 구축 4단계: 인력 배치 계획 수립 5단계: 작업 설명 작성 6단계: 복리후생 제도 결정 7단계: 직원 핸드북 개발 마지막 단계: 최종 계획 롤아웃

 

중소기업을 위한 몇 가지 HR 요구 사항

1) 새로운 이니셔티브를 회사 문화에 맞게 조정

스타트업에 문화를 구축하면 문화가 성공의 원동력으로 보편적으로 받아들여지는 것처럼 보이기 때문에 HR의 사례가 개선될 것입니다. 스타트업은 민첩성을 질식시킬 수 있는 번거로운 프로세스와 관료주의 또는 계층 구조를 채택하지 않기 위해 항상 고군분투하고 있습니다. 창업 문화가 이를 가능하게 하기 때문에 새로운 인재 이니셔티브는 기업 문화를 활용하고 강화해야 합니다.

2) 작게 시작하고, 의견을 수집하고, 평가하십시오

스타트업을 위한 HR은 다른 기업보다 너무 많은 일을 하기 전에 기꺼이 새로운 것을 시도하고 아이디어를 테스트해야 합니다. 예를 들어, 그들은 몇몇 관리자들을 초대하여 관련 리더십 이슈에 대한 TED 강연을 시청하고 그들이 배운 것에 대해 토론할 수 있습니다. 또는 한 관리자와팀 성과 원칙에 대해 대화를 나누어 그들의 관심을 테스트하십시오. 그들은 이러한 영역에서 회사를 개선하기 위한 자신의 존재 및 이니셔티브에 대한 피드백을 받기를 갈망해야 합니다.

3) 스타트업 외부를 살펴보세요

다른 HR 스타트업의 동료들은 이전에 회사에서 성공한 것으로 입증된 솔루션을 가지고 있을 수 있습니다. 또는 스타트업 기업의 일반적인 HR 문제를 해결하는 데 협력자 역할을 할 수 있습니다. 인재 관리 전문가와 채용 사고 리더는 풍부한 전문 지식, 연구, 도구 및 솔루션을 마음대로 사용할 수 있으며 일반적으로 대화를 시작하고 싶어합니다.

향후 외부 컨설턴트와 협력하기로 선택한 경우 다른 스타트업과 비용을 분할할 수 있습니다. 프로세스 초기에 잘못된 결정을 내리면 인력 프로젝트에 차질이 생길 수 있으므로 기존 지식을 활용하는 것이 필수적입니다.

스타트업 HR의 특징은 다음과 같습니다.

스타트업을 위한 HR은 역동적이고 빠르게 변화하는 스타트업 문화의 특성으로 인해 고유한 기술과 특성을 필요로 합니다.

1. 중요한 것은 인사 부서의 규모가 아니라 인사 담당자의 영향력과 신뢰도입니다.

2. 플랜 A는 항상 플랜 B를 갖는 것입니다: 사람들의 관행을 위한 토대를 마련할 때 적응할 수 있어야 합니다.

스타트업을 위한 HR은 부가가치 인력 관행을 개발 및 유지하고 비즈니스에 필요한 경우 즉시 조정해야 합니다. HR은 결과에 따라 전략이 크게 바뀔 수 있는 일부 기업에서 플랜 B를 마련해야 합니다.

3. 스타트업의 목적과 가치는 양날의 검을 가지고 있습니다: 재능 있는 사람들을 끌어들입니다. 그들은 또한 지도자에 대한 믿음과 자신의 원칙이 실천되는 방식에 대한 믿음을 잃으면 더 빨리 그만둔다.

4. 급격한 변화에 직면하여 적응력을 유지해온 역사는 스타트업이 일관된 인력 관행을 장려하거나 이러한 관행을 지원하기 위해 직원에게 투자하려는 HR의 노력에 저항하게 만들 수 있습니다.

HR 자동화가 스타트업에 필수적인 이유는 무엇입니까?

HR 자동화는 기술을 사용하여 온보딩 및 오프보딩, 직원 참여, 급여 프로세스, 성과 관리, 시간 관리 등과 같은 HR 프로세스 및 작업을 간소화하고 자동화하는 것을 말합니다. 또한 HR 소프트웨어 및 기타 디지털 도구를 사용하여 반복적이고 시간이 많이 소요되는 작업을 자동화하여 HR 직원이 보다 전략적인 이니셔티브에 집중할 수 있도록 합니다. 예를 들어, HR 시스템은 직원 시간을 자동으로 추적하고 급여 보고서를 생성하여 수동 데이터 입력의 필요성을 없애고 오류 위험을 줄일 수 있습니다.

직원은 HR 자동화가 제공할 수 있는 도구를 사용하여 필요에 따라 변경할 수 있으며, 여기에는 휴가 요청, 성과 검토 및 온라인 복리후생 등록과 같은 기능이 포함됩니다. 또한 HR 전문가에게 유용한 통찰력과 분석을 제공할 뿐만 아니라 생산성과 정확성을 높이는 데 도움이 될 수 있습니다.

 

 

 

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HR for Startups: The Ultimate Guide

It's a good bet that if you ask any entrepreneur to define their startup in three words, "innovation" will be at the top of the list. It's a desirable trait in startups for it is the innovative ones who are always looking for ways to challenge the status quo with fresh and efficient solutions.

Humans, whether they work for a major corporation or a startup, are in charge at the end of the day. As and when unique people challenges arise, founders are left with no choice but to stop turning their backs on people functions and start campaigning towards - what we guessed as the intent of this article - HR for startups guide!

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Understanding the role of HR in startups: Small but impactful

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HR for startups acts as a strategic business partner during the organization's life cycle. It’s reasonable to conclude - that a company's performance is mostly based on how its HR department handles overall organizational challenges.

Startup founders and early employees have to be skilled multitaskers who are ready to take on any assignment. Now, it may be possible to delegate HR activities to other departments like finance or operations. But as a startup grows, founders may want to establish a high-performing HR staff.

Compliance Advisor, Employee Relations Counsellor, Benefits Administrator, and Recruiter are just a few roles of HR in startups. Where to begin? - this depends upon the stage of the organisation’s growth. For example, prioritizing benefits & finding the most effective recruiting strategies would be top HR priorities if the company was in a high-growth phase.

 

Role of HR in startups: Justifying the need for HR strategies in startups

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1. Organisational Design: Who will report to whom in the organisation? What will the structure of the teams and sub-teams be?

2. Hiring & Recruitment: How will we discover top new candidates? How will we onboard them? How do we ensure that they have the best chance of succeeding?

3. Benefits and compensation: In terms of remuneration, what is reasonable and fair? What criteria should we use to determine what we should offer?

4. Employee relations: Are your employees content? Who is there to advocate their interests?

5. Compliance, health, and safety: These may appear frightening, but that's because they're crucial! How to ensure that you and your colleagues are both legally and physically safe?

6. Performance management, training, and development: Are employees growing and developing at the correct speed for both their own goals and the company's goals while they stay with the company?

7. Culture and engagement: Are HR responsible for fostering a positive work environment that promotes employee engagement and satisfaction? Can a strong company culture facilitate team-building activities, and addressing employee concerns?

 

 

8-step HR checklist for growing companies: Startup HR toolkit

There is no such thing as the "ideal time" to hire an HR professional or expand an existing workforce. Neither is there a one-size-fits-all approach when it comes to HR requirements for small business. Rather, startup founders must assess their present workload and look around to examine the commonHR challenges in startup companies. HR for startups guide is the only entity that can instill the startup's brand strategy in the minds of its employees.

 

 

Step 1: Hiring the HR staff

The department of HR in startups are often delegated to one individual, who is the single team member. People - or more precisely - a person who handles HR tasks define human resources in a startup, not functional terms.

When screening the ideal candidate for the position, consider the qualifications below similar to the Human Resources Manager Job Description Template:

• Number of years in HR and the level of responsibility held during those years (i.e., was the candidate a generalist, a manager, or a specialist?).
• Working experience with startups or businesses in a similar industry or size.
• Level of education and HR-related certifications
• Knowledge of labour regulations and other concerns related to compliance.
• Ability to conduct research, gain access to resources, prioritise and juggle several tasks, and adapt to a startup's rapidly changing demands

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Step 2: Aligning the HR department's budget with the strategic goals

The HR practitioner's job is to match the HR department's budget to a company’s strategic goals - and also adhere to its policies and procedures. Budgeting involves the method of collecting data to forecast the financial resources required to achieve the goals.

Since startups do not have a prior budget to compare, projecting and estimating are required for the first HR budget. Refer to the below startup HR toolkit to generate a new budget from the standpoint of HR in startups:

• Estimated number of employees for the year.
• Cost projections for the benefits.
• Expected rate of turnover.
  Also read, How to Curb your Turnover with People Analytics
• Costs that have already been incurred in the current fiscal year
• New benefits or initiatives in progress
• Needs for recruiting or new training
• Implementation of other policies, business methods or legislation

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Step 3: Building a payroll system

The creation of a payroll system is a top priority. HR professionals may choose to engage with a payroll vendor to help with payroll compliance and reduce administrative strain. Whether an HR or third-party vendor, the payroll administrator must be familiar with national & state labour laws like minimum wage, overtime pay, eligibility, record-keeping, and how to calculate hours worked.

Structure of Payment

To efficiently attract & retain talent in a startup is to have a fair and competitive pay structure. Building a market-based compensation structure from the ground up entails this HR checklist for growing companies:

• Look out for the necessary background information on the current job market scenario
• Analyze and identify market data
• Develop pay structures
• Calculate the pay structure's costs.
• Put the new pay structures in place and analyse them

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Step 4: Mapping down a staffing plan

HR in startups must develop a 3- to 6-month staffing strategy and budget in collaboration with the founders. The need for HR strategies, for startups, is to evaluate how much time and effort is required to staff the company.

A staffing plan will list the workforce's composition and content to set the startup’s current and future goals. Here’s what to keep in mind while creating a staffing plan:

• Make an accurate list of open positions
• Collaborate with hiring managers to develop a recruiting strategy
• Voice any issues about the task if any. For eg., lack of funding
• Include realistic deadlines and resources in the recruiting plan (budget, timings, training)
• Determine the most effective sourcing strategies

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Step 5: Creating job descriptions

A startup HR toolkit also incudes job descriptions that defines the requirements and responsibilities of a job position. Job descriptions are used for a variety of purposes, including calculating wage levels, carrying out performance assessments, giving titles and pay grades, and mostly as a recruiting tool.

A supervisor can use a job description as a metric to check if an employee is meeting job requirements. They can either go through the mundane process of creating job descriptions from scratch or refer to the customized, pre-existing job description templates.

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Step 6: Deciding upon the benefits plan

The organisation must decide which benefits are mandatory and which ones are optional for employees. Is it planning to provide paid holidays or other paid time off (PTO) such as vacation, sick leave, personal days, or a PTO bank that includes all leave?

HR in startup companies may refer to this list of valuable benefits:

• Group health benefits (such as medical, dental, and vision insurance)
• Disability insurance (short- or long-term disability)
• Life insurance
• Flexible spending accounts
• Employee assistance programmes
• Pension and retirement plan options

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Step 7: Developing an employee handbook

Employee handbooks are recognised by human resource professionals as an important tool for communicating company culture, perks, and employment policies to employees. An employee handbook often contains information regarding the employer's hiring practises, benefits, equal opportunity commitments, attendance policies, pay practises, leave-of-absence protocols, safety concerns, labour relations issues, and disciplinary procedures.

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Final step: Rolling out the final plan

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Following the HR checklist for growing companies, HR - for startups - should develop a strategy and present it to top management for input and, most importantly, buy-in. The following stage is to synthesise overall impressions and prioritise individual action items based on the assessment results, keeping budget implications in mind for each item.

As per legal compliance and organisational benefit, HR in startup companies should prioritise various initiatives and actions as high, medium, or low priority. They should next create a timeline for action on the highest-priority things that can be completed in the next three to six months, including cost forecasts, the reasons for the tasks, and the expected end results.

HR professionals should be prepared, succinct, and direct when presenting a strategy to senior management, and anticipate questions that may be posed. They should also explain how these activities will effect the organisation's bottom line, illustrating how a HR department improves the company's operations in terms of profit, productivity, increased business, reduced liability, and employee satisfaction.

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Some HR requirements for small business

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1) Align new initiatives with the company's culture

Building culture into your startup will improve HR’s case, as culture appears to be universally accepted as a driver of success. Startups are always fighting to avoid adopting cumbersome processes and layers of bureaucracy or hierarchy that would suffocate their agility. Because the founding culture is what allows them to do so, new people initiatives must tap into and strengthen the corporate culture.

 

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2) Start small, gather input and assess

HR for startups, more than other businesses, should be willing to try new things and test their ideas - before putting in too much work. They may, for example, invite a few managers to watch a TED talk on a relevant leadership issue & discuss what they learned. Or have a conversation with one managerabout team performance principles to test their interest. They must yearn to receive feedback on their presence & initiatives for improving the company in these areas.

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3) Take a look outside of the startup

Peers at other hr startups may have a solution that has previously proven successful in their firms. Or they can serve as collaborators in tackling common HR challenges in startup companies. Talent management specialists and recruitment thought leaders also have a wealth of expertise, research, tools, and solutions at their disposal and are usually eager to start a conversation.

If you choose to engage with an external consultant in the future, you might be able to split the cost with another startup. A bad decision made early in the process can stymie a people project, so harnessing existing knowledge is essential.

The characteristics of HR in Startups are as follows: 

HR for startups requires a unique set of skills and characteristics due to the dynamic and fast paced nature of startup culture. 

1. What matters is the influence of the HR function holder and their trustworthiness, not the size of the HR department.

2. Plan A is to always have a plan B: Being adaptable when laying the groundwork for people's practices.

HR for startups is required to develop and maintain value-added people practises - and adjust them at a moment's notice if the business requires it. HR must have a plan B in place in some firms where outcomes might drastically alter any strategy.

3. The purpose and values of a startup have a double-edged sword: they attract talented people. They also quit more quickly if they lose faith in their leaders and the way their principles are being lived out.

4. A history of remaining adaptable in the face of rapid change may cause startups to resist HR's efforts to promote consistent people practises or to invest in staff to support those practices.

Why is HR Automation essential for startups?

HR automation refers to the use of technology to streamline and automate HR processes and tasks like onboarding and offboarding, employee engagement, payroll processes, performance management, time management, etc.  It also involves the use of HR software and other digital tools to automate repetitive and time-consuming tasks, allowing HR staff to focus on more strategic initiatives. For example, an HR system might automatically track employee hours and generate payroll reports, eliminating the need for manual data entry and reducing the risk of errors.

Employees can make changes as necessary with the tools that HR automation can offer them, which include functions like time off requests, performance reviews, and online benefit enrollment. It can also aid HR professionals with useful insights and analytics in addition to increasing productivity and accuracy. 

Final words

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Some of the globe's most intriguing startups use peopleHum's people management platform. Our tailored suitability, especially designed for startups, automates the dull and time-consuming administrative activities that come with running a small business. From powerful performance reviews to a variety of engagement surveys tailored to startups, it's all here.

The solution also aids startups in HR processes from hire to retire while guaranteeing an excellent user experience for their most valuable assets, their people. To see how we can tackle the growing challenges of HR for startups, come sit for our free demo session. Or reach out to us at connect@peoplehum.com

 

 

 

 

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https://www.peoplehum.com/blog/hr-for-startups-guide