The human resource system is a big project, which cannot be completed overnight, and small companies do not need to be so perfect.
In response to the doubts of fans, this note gives the focus and sequence of the company's human resources system construction at different stages of development (divided into the first stage (01709291738290024270 people), the second stage (10-30 people), the third stage (30-50 people), the fourth stage (5017092917382900242700 people), the fifth stage (100-300 people), and the sixth stage (more than 300 people)).
It's more difficult to write, and it varies from company to company, but the logical order is roughly correct.
The premise of the following work is to use the knowledge base functions of DingTalk, Feishu, Confuluence and other software to form systematic documents.
Stage 1 (01709291738290024270 people):
1.At this time, there was no HR, and the main work content was recruitment, compensation, and labor relations.
2.When recruiting, pay attention to learning more industry rules and tips from candidates, and share them with relevant personnel after forming words, which can play a great role in the development of the company.
3.The salary is market-oriented, and the overall salary is as high as possible above the market average, and time is money. The salary is basically the basic salary + commission (project award) + year-end bonus, and the bonus setting can be higher.
4.Sign labor contracts in a timely manner, pay social insurance, and avoid the most basic labor law risks.
Stage 2 (10-30 people):
1.Focus: corporate culture, process, job description, training, structured interviews.
2.Corporate culture is not only the mission, vision, values, but also the definition of what is encouraged and what is opposed, refer to my notes: **Startup How does HR build a corporate culture in a small company.
3.Process, job description, strengthen the division of labor and teamwork, SOP to improve work efficiency.
4.The training suggests that active learning should be the mainstay, and employees should be allowed to explain their work experience, role-playing, actual combat simulation, etc.
5.At this stage, conflicts over recruitment criteria erupt and a consensus is needed through structured interviews.
Stage 3 (30-50 people):
1.Work focus: preliminary rank system, employee career planning, welfare, long-term incentive plan, talent inventory.
2.Simple ranks, Commissioner, Senior Commissioner (Master), Supervisor, Manager, Director, Vice President, General.
3.Excellent employees are rotated, and supervisors are reserved, mainly to prepare for problems in cross-departmental collaboration.
4.Welfare is mainly to eliminate negative emotions and reduce certain risks, refer to my notes: **How to design a welfare system for Xiaobai HR (in-depth good article).
5.Talent inventory is mainly aimed at the imbalance of personnel in stages, the incentive of excellent employees, and the elimination of employees at the end, refer to my notes: **Startup How does HR conduct talent inventory in small companies.
6.Employee stock ownership plans, virtual equity, dividends and other systems are on the agenda.
Stage 4 (5017092917382900242700 people):
1.Work focus: human resources overall planning, organizational optimization, fixed posts, work saturation analysis, salary research, quarterly performance appraisal, promotion and demotion system, rank system.
2.Organizational problems are becoming more and more prominent, and it is generally necessary to implement the concept of matrix management, refer to my notes: **Startups How to optimize the organization of HR in small companies.
3.The conflict between the needs of department personnel is intensified, the busy are busy, the idle are idle, and the talent inventory + fixed post and fixed arrangement + work saturation analysis to solve the problem.
4.Organizational efficiency has declined, and organizational personnel efficiency has decreased significantly, so it is necessary to conduct salary surveys to persuade senior management to increase human resource budgets and accept reality.
5.Prepare for formal performance appraisals, conduct performance reviews and communication at least quarterly.
Stage 5 (100-300 people):
1.Work focus: improve performance appraisal, improve comprehensive salary incentive plan, multi-level talent training plan, employee care plan, and improve labor law response plan.
2.Performance appraisal forms a horse racing mechanism, eliminates backwardness, and incentives are tilted towards core employees, please refer to my notes **Startups How does HR do performance appraisal in small companies.
3.Salary is divided into basic salary + performance salary + commission (project award) + year-end bonus + dividends, multi-level incentives, career development, power, free time, pay attention to the combination of short-term incentives and long-term incentives, direct incentives and indirect incentives, and pay attention not to let employees get too much money at once.
Stage 6 (more than 300 people):
1.Everything you need to have.
2.Refer to the human resources practice encyclopedia that I am about to sort out, and check and fill in the gaps!
Establishment of human resources system