Building an HR department

 Building an HR department 

Knowing and mastering the best human resources’ practices is as important for a company as understanding how to sell a product or manage all operative workflow within the company. Carrying out good recruiting, hiring and supervision processes makes the difference between simply staying in the market or evolving and growing within it. 

If you have decided to embark on a new business or expand it, and you are considering building your own human resources department or delegating responsibility, here we give you some ideas on where to start and what you should keep in mind to do it right.  #amazingtips 

1. Build a strong organizational culture: Employees need to identify with the company. Who are you as a company? What is your purpose? What is the need that your company covers within the market? When employees believe in your company, they commit to their work, perform better, and give the company the much-desired extra mile that all companies seek. 

2. Define your corporate values: Make sure you spend time on your corporate values ​​and hire a human resources expert or outsourcing company that is aligned with them. A person who is not only focused on administrative compliance, but on retention, training and the construction of that solid organizational culture. 

3. Be efficient, outsource: The success of entrepreneurship depends largely on how well the business owners are able to stay focused on their core business, without distractions. If you are considering developing your own human resources department, keep in mind that it might be more cost-effective to have a professional who you can call for advice and help you do this directly. 

4. Build and strengthen a team from above: Look for leaders aligned with your mission, interested in growing within the company, building, and guiding work teams. Build a strong group of leaders who are eager to inspire others by example, willing to give extra when needed, and that have strong communication and interpersonal skills to help you increase talent retention, by understanding their teams’ needs and providing them guidance.  

5. Focus on retaining and developing your team: Once you have those leaders who you believe are motivated and aligned with the company, focus on preserving them. Make sure you offer them a work environment that they want to be in, give them the necessary feedback to achieve success in their work, provide the necessary equipment, material and technology that will lead them to maintain the expected level of productivity, but above all, make sure you do a good induction and training process. 

Maintaining a trained team, represents having the power to anticipate changes and face challenges in a successful way. It does not allow the human resources area to focus on processes, leaving aside the professional growth of people. 

6. Create simple processes: In the startup stage, companies should be focused on mitigating risk, making smart investments, moving and growing quickly. Therefore, all companies need human resources teams who can implement processes, programs and tools that are aligned with the current stage of the company’s development, its mission and vision. Do not get complicated by creating processes that are too robust, that make you lose focus, or worse, that lead you to lose a candidate because of the lack of clarity in your recruitment, onboarding, training, or hiring processes. 

 

Conclusion 

Many companies underestimate the establishment of the human resources area and its true importance in the capitalization of the businesses. Human resources are not only responsible for finding candidates to fill positions, but also for building, maintaining, and strengthening an organizational culture capable of drawing the right people to ensure the growth and success of the company.  

HR is responsible for maintaining solid teams, motivate and remind them the essence and purpose of the company.