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HR Focus in Start-ups to Succeed

Start-up companies can come in all forms and sizes. They seem to have high failure rates, but the minority who succeed can become large and influential.

It has been seen that most start-up founders more often have a casual or off-beat culture in their thinking, dress, office space, HR practices and Marketing, as compared to traditional corporations. Some of these casual approaches, such as the use of "flat" organizational structure, in which employees can directly communicate with the Founders or CEOs informally, are practiced to promote efficiency and to enthuse employees in the workplace.

Business Strategies for Finance, Marketing, Production, Product Development and Innovation are made without a robust HR and People strategy. The importance of this needs to be highlighted as this is one pillars of the foundation on which the businesses is built, and if this pillar is weak or not there the dangers will always loom. Having a HR and People plan is like a having Finance plan which is absolutely essential to a success of a start-up. If people are not the key focus area the start-up cannot succeed. The HRand People plan needs to be budgeted in the initial phase itself.

Hiring the right person is one of the biggest challenges for the start-up – it is not that getting people is a problem but getting the right-fit certainly is for most start-up organizations. Many a times compromises are likely to be made to get the organization moving quickly hoping that the incumbents will learn and adapt as we go along – something which a start-up needs to be careful about in my opinion.

All start-ups need people who are innovative, adaptable and flexible, analytical, emotionally intelligent, team players and have willingness to learn. They should be willing multi-taskers. Easily said than done – how do we find this out in an interview of an hour or two at the most?  The founder’s or CEO’s experience or gut-feel may not be sufficient to make those judgements. There is a professional way of doing thisby putting the person through professional Competency Assessment or Personality (Psychological) Tests.

As the organization matures and grows retention of good people becomes the challenge.Attracting,developing and retaining an amazing team are the hallmarks of success for any start-ups success. If there are right people they will design and redesign success strategies and fight for the organization’s success.

What HR policies should be there? How shouldthe elements of legality, predictability, fairness, equity and control be built into them require in-depth thought and insight as does the business plan. What has succeeded in one organization may not in another as each organization have a unique character and personality. Having policies is not good enough it is their proper implementation which is the tougher part and leads to dissatisfaction in most organizations over a period of time.

Just like business strategies and plans change the HR policies need to be revised and re-engineered keeping in view the business needs.

Making sure that the there is adequate focus on people besides other areas is most important in my opinion.  You can visit Khadi Natural at: http://cengrow.com/

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Bothered about the performance of your employees? Want to know of their performance? Cengrow provides you the Employee satisfaction survey that lets you know about their productivity. Visit: Cengrow

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Strategize your organization steps and marketing with Cengrow, assessment tools at assessment center.

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Bothered about the performance of your employees? Want to know of their performance? Cengrow provides you the Employee satisfaction survey that lets you know about their productivity. 

  visit: Cengrow

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Competency mapping lets you know the successful strategy by how you can achieve productivity within your organization.

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Strategize your organization steps and marketing with Cengrow, assessment tools at assessment center.

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Realizing Value Promise of Performance Management

Pay attention to all employees and enhance individual potency

Offer a foundation and method for increasing the comprehensive capabilities of organizational employees. Align personal efforts with the business assembly and corporate objectives to enhance the efficiency and productivity of organizational execution. Incline rewards and gratitude with performance analysis to make sure key performers are retained.

How well has performance management delivered on these promises?

If the value analyzed by performance evaluation methods has been modest for most organizations, one would think if there is bigger value for best of good organizations.

The Keys to Delivering Value

ü  If the value is provided in best of class organizations, what is it that they do extra than other firms? Different authors and researchers have endeavored to identify what are the key drivers in delivering real value from their performance processes. A summary of major findings are given below:

ü  Avoid making it too complicated - Many firms commit the mistake of creating too many goals and gathering too many metrics in their performance evaluation process. The outcome is tremendous time investment and employee confusion.

ü  Provide a good culture - Performance appraisal has to be supported by senior executives. They need to foster a supportive culture to realize real value. The biggest obstacles to the public execution of performance management are "absence of accountability" and "a setting that does not endorse measurement."

ü  Make it widespread and regular- Performance evaluation needs to be an enterprise-wide practice to realize full value.

ü  Focus on foundation skills also- Performance management is more than standardizes procedures and measurements." Managers need to have necessary skills to manage performance effectively. These skills include:

 Ø  Making Performance Goals

Ø  Checking Performance

Ø  Offering Performance Feedback

Ø  Doing Performance Reviews

Ø  Doing a Planning Meeting

 Align individual performance objectives with organizational goals - Linking the aims of a person with the broader goals of a business unit or an organization is called cascading. To integrate strategic value, performance processes should help ensure that the efforts of all employees are in alignment with the goals of the organization.

Make it a process, not an event- In most organizations; the Performance Review is typically treated as a single event, looking backward rather than forward. Making it an ongoing process requires anticipating problems and focusing on the present or future.

Focus on development and growth, keep pay matters separate - The purpose of performance review discussions should be on development and growth. Discussions about pay should occur separately and recognize that compensation decisions are only partially informed by performance. Organizational performance, the employee's designation within their salary range, and external supply and demand factors also add significantly to pay raises.

Author Bio: Cengrow has assisted companies, family owned businesses, government organizations and INGOs to successfully address their business challenges across the globe. They partnered with clients to develop need based solutions that have acted as business drivers impacting their bottom line by improving productivity and reducing costs.

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360-degree feedback allows you in receiving the helpful development advice from required multiple sources, and the sources are none other than an employee’s work circle, which includes colleagues, direct reports, and line managers. visit: Cengrow

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Projective techniques involve asking subjects to interpret or fill in visual stimuli, complete sentences, or report what associations particular words bring to mind.

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One of the best techniques designed to improve effectiveness at work is the 360 degree performance appraisal technique.

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One of the best techniques designed to improve effectiveness at work is the 360 degree performance appraisal technique.

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Use 360-degree feedback system to support management and leadership training or enhance performance review, coaching and self-development.

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competency Assessment helps in creating a selective mode of development, by creating an implementation base in accordance to the requirement.

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Competency mapping can be defined as the process of identifying key attributes and skills for each position and process within the company.

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Cengrow systematic approach brings about continuous improvement in organizations through planned changes, which are relevant and feasible in today’s environment. We help you accelerate the pace of growth for your organization to meet competitive challenges 

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Assessing people and organizations is a highly specialized job. Cengrow is ideally placed to help you to gain this insight. We are an integrated solution provider for all kinds of assessment and psychometric testing requirements. We have a vast reservoir of competency data collected meticulously and studied after years of exhaustive research and development. 

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Cengrow has served to re-engineer operating systems and business processes, putting to affect its comprehensive expertise for improving business processes and its wide-ranging exposure to management solutions and practices in hundreds of companies for over 30 years.

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