Expert Speak – With Sunil Shukla, MD, Confluence HR

New firms cannot use HR strategies in fits and starts

New companies HR challenges contrast from already set up associations. Perceiving the HR challenges seen through the prism of a start-up and taking measures to determine them is basic and can go far in helping the start-up to scale up, argues Sunil Shukla, MD, Confluence HR. 


New companies are dynamic by nature and face many types of difficulties as far as their Human Assets are concerned. To comprehend the different HR challenges faced by new businesses and understanding the arrangement based way to deal with them is essential. In this article, we have outlined a few measures to deal with the key difficulties they face. 


Over the previous decade, most new companies are begun by business visionaries hoping to carry change into the world with their products and administrations. Fruitful new businesses will, in general, receive a present-day, dynamic culture that separates them from conventional or old-school endeavours. 


New companies search for representatives who are performing multiple tasks, charge-taking individuals who can complete the work. To instil and drive such a work culture, new companies have various necessities regarding HR cycles and the challenges they face. 


Let us take a look at a few of the human asset challenges and how they can be addressed. 

  1. New companies, as the name proposes, start lean and the administration is occupied in scaling,  the business. At this stage HR is  viewed as a pointless cost not contributing to the   organization What founders need understand is that  HR is required to manage the  authoritative culture, build teamwork, get employee’s aligned to the company vision, in order to get the team to deliver
  2. Most new businesses do without the documentation cycle for their HR strategies and make them when they are confronted with staff difficulties. Documentation is required not only post scaling but from day 1, so that there is clear communication of policies and understood by the staff, instead of second-guessing what they need to comply with as HR policies  
  3. While new companies centre around recruiting individuals who are acceptable at their work, they do not have any proper escalation/performance framework set up that can track and provide inputs at the right time. Setting a basic performance management framework with the possibility of a  360-degree  approach can prompt workers feeling more included and occupied  
  4. New businesses do not invest in upgrading talent for the long run start-ups must invest in L&D in order to ensure that talent feel cared for with clear growth paths and future opportunities within the organisation


Each start-up or SME has to have a robust HR policy from day 1, today in a world of outsourcing, they have an option of empanelling entities like us, Confluence Group, to deliver Outsourced HR services, instead of trying to build their own team and capability.