Skip to main content

100 HR Ideas for better Business : First 5

All it needs a beginning :
A First Step to Reach  to the Top 
Today is Dusserah in India. A festival marks the victory of Good over Evil.  I was thinking within myself, if I have to give the best reading experience, what is that I can do differently on this Blog.  I realized that tons of description may not excite any reader. Keeping it simple and sweet is the only way.  While we want to give the best back to the readers, I decided to write a series of the 100 things that a business owner/CEO/Family Business Owner could do to improve his/her business with specific focus on People Management for better business. 


I would be writing small bits of inputs/advise for business owners ,which could be used with ease. I would try not to cover these inputs in a sequence of the HR Process but based on the experiences of  our teams from time to time. I would plan to summarize at the end to compile the series in an e-book for future readers.   This way I would cover the important things first and may be of use for the readers. 

In each of the posting we would like to share 5 such Important aspects with Inputs & Ideas if any. Please note these are not necessary in an order of Induction/performance during the course of building business. Use your discretion. If you have any question at any point please do write to me at :  gr(at)husys.net

1. Vision & Mission : One of the most important ingredient of organisation building. You may want to focus on what you want to do in future and how you want to achieve the same.  If you are a start-up  you can build this with a team of first few and work with rest to improve and achieve the same. Making sure that every individual is chosen to fit into this framework and win in long-term.  Please do not hesitate to part with people who may not fit into this framework. Link every of your actions/processes/policies for present and future.  

Idea : You may build this including the core team and someone who can see your vision. Alternatively can use an external expert help in facilitating this process (Please do not ask external facilitator to draft for you) 

You can only  build an organisation when
everyone  walks with you to the top 
2 - Building the Long-term & Short-term Objectives : While you have a vision and mission for your organisation. Even if you do not have a clear Vision & Mission Statements (In most of the organisation its true that they do not have a formal vision & mission statements). Set your clear goals for short-term (for Financial year or Calender Year).  Make sure that the Objectives are Simple, Clear, Time Bound and measurable.  Make it convenient for people to relate it to performance. 

Idea: Build at-least Revenue targets with timelines(Sales, Collection etc.,), New initiatives in People practices, Processes and Future Expansion. Make sure that the same is communicated through a mail / team meetings / all employee meeting. 

3. Set Expectations & Communicate Clearly: Its always best to set the expectations of performance at the beginning of the relationship with any employee in organisation. The longer the relationship without set expectations, difficult to agree/accept the reality of business.

Idea : Spare few minutes in writing the expectations and end output that measures the success of the individual on a peace of paper and Document(body of text) through an email. This 10-20 minutes of interaction and documentation can save many business days.

Its Tough to be on the Top :
But its a reality
4. Share the Business Realities : Do not hide or hesitate to talk about your business situation with the employees. I am sure they are equally aware of what is happening in business. Spare few minutes of time to share the business realities during regular meetings and send common notes through email. This can include information about objectives achievement, new happenings, new competition and any other challenges that the organisation is going through. Do not hesitate to share the difficulties and people would come forward to help.  You would have people come forward to extend help who relate themselves with the organisation   

Idea: Set a frequency of communication based on the communication and type of groups to be informed - function, divisions or overall organisation. Eg. Organisational Update to everyone by 5th of every month.


5. Ask for Help : Do not hesitate to ask for that extra-mile help from people who work in your organisation. If you have shared your vision, mission, business realities frequently, it would be easier for seeking such support. You don't do that every bit of business deliver anyway, you need people to run the business and take those right steps in the path of growth.  

Idea: You can ask for any such support from the team immediately reports to you.  In turn encourage the team to take further steps based on the ground realities.  


About Husys:

Husys - HR Function Management Company ( www.husys.net ) is striving to build HR Department for Start-up, Small and Medium businesses since 2002. Husys strive to help in managing to stream line the change that organizations go through during their growth phase. Husys addresses the key Human related issues to support organizational Growth. We integrate the Hiring, Inducting, Performance Measurement, Policies, Employee Bonding and Development. Reach for any support in HR Services / HR Outsourcing / HR Function Management / Customized HR Outsourcing in India.

We truly live our Vision: "Synergizing Human Potential for Business & Society".



Something about Pictures Used in this post where appropriate : 1.Beginning of a trek with my West Team, 2. Team reaching to the top, 3.Tallest building in Europe near London Bridge with few workers cleaning the glass. 


Popular posts from this blog

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…

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…