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written by James Kauffman

Last Updated

12/29/21

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Chapter 1

There is extensive literature on human capital management in large and consolidated companies, but unfortunately, it is not very easy to find information about the relevance of this topic in the world of small and medium-sized companies and startups.


In these organizations characterized by a high potential for explosive growth, there are very representative attributes associated with people management. On the one hand, the volume of collaborators can facilitate closer management of people, their functions, their objectives, etc. However, a small company in a fast-growing scenario is a tremendously vulnerable organization.


Environments are highly dynamic; teams require a lot of flexibility and often the founders, who may have very good ideas and a great vision, do not necessarily have the leadership or management capabilities of a rapidly growing company.


In this context, organizations need a people management area that allows them to build and develop the necessary practices and processes to adequately manage the human capital within the organization, generating in turn, an impact on the business objectives.


We share with you some advice on certain topics that we should keep in mind and possibly implement in this type of company:


Organizational Capacity


In these organizations, it is common for people management functions to focus on compensation, skills, and experience levels needed for jobs and how many employees we need. But before delving deeper, it is good to think about the current structure of your organization, and those you need to achieve your organization's strategic objectives.


An organizational capability assessment is a process that can help assess operational capability, its strength, and all those areas that need improvement. A good way to begin to address this issue is to assess the functions, qualities, strengths, and weaknesses of the different areas of your organization to identify gaps and opportunities for improvement in each.


Human Capital and Employee Experience Policies


You will need to set up a variety of people management policies. For example, you will need to think about how you will deal with issues such as absenteeism, employee evaluation, organizational behavior, vacations, among others.


It is also recommended to think about the management of compensation at work, and by this, we do not necessarily mean monetary compensation but the possible non-monetary benefits you could provide to your employees, such as flexible hours, supplementary insurance, home office, etc...


The main thing at this point is to make sure that your Human Capital policies fully cover the passage of employees through the organization, considering, planning, and designing the experience they will go through from the moment they decide to apply for a position in the organization and work in it.


Job description and roles


In the first instance it is necessary to define the job description, its content, what it implies, what are the required skills, the expected goals, and how/which are the evaluation methods for the performance of any particular position. This description is also used for the development of a career plan for each employee.


On the other hand, a job descriptor should not only define the requirements needed to perform the job but should also consider the competencies behind the position, like essay writer for free, the skills that could be useful for the employee, among other things. For this, it is necessary to update the descriptions periodically.


Recruitment strategy


One of the most important processes in people management is recruitment and selection: It is the main element that allows attracting talent and its gateway to the organization.


Defining a solid and clear recruitment and selection strategy will allow you to attract those talents that your organization needs to grow and complete its objectives and goals.


Employee compensation


For each job, it is necessary to define a type of compensation as clearly as possible and all the mechanics that this implies.


It is also necessary to consider in the compensation configuration the expenses incurred by the employees in relation to the resources we have at a financial level. This exercise can show you the real budget you have and need in your organization.


Employee Health and Safety


This point is very important to consider. To the extent that you have clear protocols regarding the safety and health of your employees and apply them, you will give relevance to those practices that allow them to be safe from possible accidents in their work environment, in addition, if you show a real concern about the issue, they will trust your leadership more.


Key Performance Indicators & HR Analytics


Key Performance Indicators (KPI's) are indicators that can help visualize and manage the performance of your employees in their functions with respect to business objectives, for this it is necessary to know which indicators are key to monitor, and to whom we must assign their monitoring to generate an immediate response to their variations.


On the other hand, HR analytics allows organizations -through the information gathered in the people management processes- to better understand the processes they go through and the people that compose them, allowing to improve decision making and reduce the time of people management processes, among other things.


 


Although at first HR Analytics may not be essential for the management of your business, the sooner you start to take them into account and save them, the more value they will add to your organization in the medium and long term.

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