Skip to main content

Step-by-Step in Setting up Your HR Department : Input Series from May - Dec 2010


We at Husys are committed for the Development of HR @ SME organisations. As part of our efforts we continue to give you what is required for you and how best you can use this site to help yourself.

Starting from May 2010 we would take a different step in helping you to setup your own HR Department. Please do follow the blog and help yourself. We may repeat some of the older postings at the places where repetition is required as part of the sequence. If you feel you need any more information you can always write to us without any hesitation (We would help as much as offsite and email support based on our time availability. We can also clarify through the comments section).

1. Employee Data Management & Agreements
2. Employee Related Statutory Compliances based on the Growth
3. Organizational Design for an SME
4. Design Role and Responsibilities
5. Manpower Planning
6. Attracting the Talent
7. Selecting the Best
8. Setting the Expectations Right First Time
7. Internal Policies for Engagement of Teams
8. Performance Reviews
9. Career Progression @ SME's
10. Building Cost Effective Training & Development Programs
11. Managing Exits
12. Building & managing Quality through People

Any other suggestions as we go on can be incorporated to help... Please do send your suggestions to

For more case related question please do visit :

Warm Regards,
Reddy GR

Popular posts from this blog

HR Ideas 21-25 : Hiring Fresh Talent, Campus Hiring, Hiring Tests for Evaluation, Group Discussions, Just-In-Time Fresh Talent

In this blog post we would focus on one of the key aspect of building fresh talent pool for growth. Every growing organization cannot ignore this essential method for talent building. This method is successful based on the current Job market, Industry awareness & Social Influence on the Young Generation in that market.   There are many Government initiatives in various countries based on the business/economic environment in those countries. India – Govt. of India spending lots of money in developing resources through their National Skill Development Programs.  In Wales-UK the companies are provided grants up-to 50% of employee salary to companies based on the location and skills they are hiring.
21. Hiring Fresh Talent: Businesses across the globe strive to build efficiency in People, Process and Technology. A growing organization would have no choice to build within. A building within the organization means a plan for cost efficiency and building future talent the way you run your…

New Year Message by CEO

Greetings from Husyst (Team Husys) and best wishes for a great year 2012 ahead…
New Year Message Tip for CEO's : New Year brings new hope and New energy. Capturing this spirit of New would be a good Idea for the CEO's. With the current market conditions the year 2012 is going to be a very exciting journey for every organisation. The best challenge for CEO would be preparing each one of them to think a like and direct them towards the common Goal in times of turbulence and opportunity.  This may help  Employees/Associates to plan well in an environment of Conscious Future as they may have various influences within themselves and also from their social surroundings. 
You as a head of the organization can send a note to all the employees/Associates about the business in the last year and expectations for the coming year. This would also set a tone for the Year Ahead.  
- Business Scenario in your industry/competitors - Impact of the Business during 2011 and path for progression for fu…

100 HR Ideas for better Business : 6-10 : Induction, Probation, Hiring, Grievance, Expectations

Wish you all a very Happy Diwali !!!!  Also wishing Naresh Babu Deevi (Co-author of this blog) a very happy birthday !!!

Here are the next 5 Ideas for better Business performance in building Human Synergies. In this posting you would find basic information about Induction, Probation, Grievance Redressal, High Requirement Hiring and Setting Expectation of Performance. These are very day-to-day issues and needs to be addressed on the go.  Please do read and add new inputs and perspective to make this blog a repository for simple & practical solutions. 
6.Induction for Performance: Induction of a new employee into the system is the first step for building Human Synergies. Induction is a process which would help the new joinees contribute the best by understanding the organisation and its systems. Organisation helps the new joinees to understand the history, policies, procedures, cultural values along with some bit of experiential learning.  This process can be simple to complex based o…