The expert gave advice on building HR processes in a new company

The first 100 days are crucial for the formation of a management system in a company. This was announced on September 30 by the HR director of the consulting company OOO "Together.ABOUT", practicing psychologist Dmitry Chernyshov.

"Imagine the situation: you have become an HR specialist in a company that is just starting its journey. The office is still empty, the team consists of several enthusiasts, and the budget is limited. The first task is not just to hire employees, but to create a personnel management system for successful development and achievement of business goals," he said.

According to Chernyshov, the first 100 days are the time to form the foundation of a management system, the quality of which will determine the future of the organization.

It is noted that the HR specialist in the new company acts as one of the architects of the management system. How he designs the people management system in the first three months depends on whether the company becomes efficient and systematic or turns into a chaotic cluster where everyone acts independently.

The first stage of the work — creating the basis of HR processes — begins with the development of an HR strategy that will become part of the overall business strategy. The optimal planning horizon is about three years. The expert noted that without a strategy, the HR department would be like a fire department, which only extinguishes emerging problems, instead of building the company's future and developing HR processes. As part of the strategy development, it is necessary to determine the philosophy of managing people: what values will form the basis of the corporate culture, how the company will treat mistakes, initiatives and employee departures. It is also necessary to develop a personnel policy as a clear set of rules. It is equally important to make a forecast of the necessary competencies: to determine what skills and knowledge will be required to ensure the growth of the company and the implementation of the business strategy.

"The next stage is the modeling of the HR service structure and the allocation of areas of responsibility. Startups often skimp on HR and outsource many functions, but this can be a mistake. Key processes such as control, security, and risk management must remain within the company. This is especially true for manufacturing companies, where occupational safety issues are not only practical, but also of legislative importance. In the first 30 days, it is necessary to conduct an analysis of the labor market and salaries in order to understand how the company will be able to attract candidates. For example, if competitors offer 150 thousand rubles for a certain position, and the company offers 120 thousand rubles, it is necessary to form its additional advantages," Chernyshov said.

In this case, it is also important to design business processes and establish cooperation with government agencies (the Labor Inspectorate, the Social Insurance Fund and the Pension Fund of Russia). In parallel with HR design, there is a process of modeling the company's business architecture, including the root model of business processes, management structure, organizational structure, and financial structure.

Then, after defining the strategy and structure, you can proceed to launching the first business processes: hiring employees, adapting them, and planning for scaling.

"Hiring must be balanced between speed and quality: one bad choice at the start can be more expensive than a long search for a suitable candidate. The adaptation of new employees is not just familiarization with the rules, but a plan for 3, 6, 9 and 12 months, which includes the definition of a supervisor, setting KPIs and measuring engagement. HR processes must be scalable: if doubling the team requires a complete overhaul of the system, then the initial approach was wrong," said the specialist.

Special attention should be paid to hiring the first managers, as the success of the entire business depends on them. Depending on the chosen management model (functional, process, project), functional leaders, process owners, or project managers will be required.

"The first 100 days provide a chance to set the right development vector, and it is important not to miss this opportunity," the expert concluded.

Labor Guardian: logisticians are reviewing their approach to hiring due to staff shortages

Finding employees is hampered by high salary expectations and low skill levels.

Earlier, on September 10, Chernyshov mentioned the advantages of candidates without work experience. He noted that today the employer has to rely not on ready-made specialists, but on the potential of a person: companies raise employees "for themselves", forming individual tracks of professional and personal development. Learning becomes an integral part of the workflow through mentoring and internal self-development programs. Therefore, a graduate with no work experience is an ideal candidate for the company.

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