HR Manager Skills in a Startup

5 HR Manager Skills To Excel In Startups & SMEs

by with No Comment Company features

Do you have what it takes to be an HR manager in a startup or an SME? If yes, then there are certain HR manager skills that you need to be adept with.

Any startup or an SME in its growing stage focuses highly on getting the right kind of people on board. At the end of the day, it’s the right people who make or break a company.

While it seems like HR is just a job for any “people’s person”, it is way more than that. HR managers are required to be equipped with tons of skills and characteristics in order to ensure an efficient workplace and overall functioning of the company.

So, here are some of the most important HR manager skills to excel in a startup or an SME.

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Agility

Agility can undoubtedly be one of the most important HR manager skills for a startup. Being someone who looks after the human resources in any startup or up and coming SME isn’t an easy task. The HR managers in a startup organisation need to be agile in handling different situations.

From handling conflicts to donning different hats, and even covering up for various roles at a time, are all that is expected to be there in an HR personnel’s job description.

Tech-Ready

Technology has been contributing to making several functions more streamlined and efficient. Human resources are no different.

An HR manager in a startup should be able to capitalise on the resources which are readily available to them.

From listing for job roles on different social media platforms to be able to use talent acquisition and recruitment software. A tech-ready HR personnel brings a lot more to the table.

Recruitment & On-boarding

Recruitment and on-boarding the right talent is not just bringing new people into the team. The potential team members and the ones who end up joining the organisation will have the HR personnel as their first point of contact.

This means that every step that the human resources personnel takes it going to make or break the goodwill and image of the organisation.

Hence, HR personnel has to wear the PR hat when it comes to recruiting and on-boarding the correct talent.

Empathy

Every HR personnel deals with people directly. The HR manager deals with employees on a daily basis. HR managers should be equipped with handling different situations with empathy and compassion.

Today’s workplace culture requires a more empathetic, happy and people-oriented workspace. This calls for an HR manager to follow an open-door policy that makes the employees in the organisation feel valued and comfortable.

Diversity Focused

The workplace of today is expected to be inclusive and diverse. Employees and team members from different walks of life join the organisation. A diverse workspace is a melting point for varying cultures, economic conditions, social backgrounds, religions and a lot more.

The HR managers in such diverse workplaces should be well-equipped with the communication skills and strategies which respects these diverse backgrounds.

Conclusion | HR Managers Skills in Startups

Human resources in a startup is a vital function. As we stated above, the team which works on an idea is bound to make it or break it.

Being an HR manager in a startup involves much more than the name and job description suggests.

Contrary to the popular belief, HR as a department and skill has been evolving continuously to become adept with the future workplaces and work culture.

The HR managers in startups and organisations are therefore expected to be able to adapt to these changes and curate a more holistic human resources approach.

india startup trends 2021

10 Trends Which Will Shape Startups & SMEs in 2021

by with No Comment Company features

With 2020 gone long away, and the cliche of the “new normal” finally fading away, startups are focusing on the 2021 outlook.

However, while ‘20 went away, it did leave a few valuable lessons for all the entrepreneurs and small business owners out there. The unprecedented situations called for dynamic problem solving, and the ones who were able to do that survived the pandemic.

The situation brought a sense of volatility and disruption in a startup’s functioning, however, the Indian startup ecosystem was quick to pivot itself.

With some key lessons in every startup’s kitty, the year 2021 is something that will test the resilience and other elements for every startup. The year will carry forward a few elements of the previous year, and include some normal to unforeseen experiences.

So, here are a few trends and external factors which will shape up startups and SMEs around the country in 2021.

New Focus Areas

Many entrepreneurs and small business owners will have to identify the untapped potential for different areas. Focusing on a specific niche and solving a problem in it, might turn out to be the key to growth for many startups.

What 2020 made many people realise was the importance of dynamicity and spontaneity in a business. Expanding and venturing into newer verticals might help startups and small businesses sustain in the longer run.

Emerging Startup Hubs in India

It isn’t something new to identify that the startup hubs of India are limited to the metros. The cities of Bengaluru, Delhi NCR, Mumbai with a combined share of 90% share in total funding between 2014 and 2020.

With a large scale internet adoption, tier 2 & 3 cities have joined the startup bandwagon. Most of the cities from tier 2&3 cities have emerged as a startup hub.


According to an Inc42 report, cities like Chennai, Ahmedabad, Hyderabad and so on have secured substantial fundings. This trend wil[l go on in the year 2021, with startups and SMEs focusing their products more and more around tier 2 & 3 cities.

Welcoming AI

Artificial Intelligence Market Size. Source: Statista

Artificial intelligence has arrived and it is here. Most of the companies have already realised their potential and startups and SMEs are starting to tap into it’s potential.

While there have been some naysayers who have been refuting the scope of AI as a ‘job stealer, things have started to look pragmatic. Proper implementation of artificial intelligence, can help a startup or an SME to scale new heights.

Work From Home

Work From Home is here to stay. Source: Tribune
Work From Home is here to stay. Source: Tribune

The work from home culture entered our lives in 2020, and it is here to stay. Startups and SMEs which have been able to pivot their HR strategies accordingly have been able to succeed the previous year.

What this year proved was that work from home is equally as productive as working from the office. Startups are more interested in following this model considering the lower costs.

Gig Economy

Continuing the previous point, the gig economy will benefit a lot from the remote working culture.

The gig economy has opened itself up to opportunities during 2020 and startups have taken note of that. Decentralised teams, flexibility, reduced costs and more have compelled the startups and SMEs to opt for gig economy workers.

According to a report by ASSOCHAM, the gig economy of India is expected to touch a size of $455 billion by 2023.

Digital Adoption

Digital is the new traditional. Most of the startups and SMEs realised the potential of digital last year. Utilising assets like social media and adopting newer technologies will be the key for many startups to grow in 2021.

Saas Startups Will Rise & Shine

The software as a service (SaaS) ecosystem of India has grown manifolds in the last few years. The last few years have given us a total of six unicorns in the SaaS sector. 

This sector will deepen, broaden and diversify in the coming years, making them a probable contributor to the B2B sector.

E-Commerce & Ed-Tech Startups Will Continue To Grow

Graph of the worlds most valued edtech startups
Source: Finshots

Even when the world stopped, two particular industries were working tirelessly and generating amazing revenues.

Ed-tech and e-commerce have proven out to be highly adaptable and dynamic and hence have been able to garner good investments. While the industries might ask for a substantial initial investment, the investors are keen on investing in these sectors.

New Team Management Models

While the work from home has its own sets of perks, there are certain cons that might make startups and SMEs ponder upon much more on these.

Ensuring consistency, high morale and aligning with an organisation’s value is going to be key for startups to ensure.

Newer methods of team management will be able to ensure some positive feedback and efficient work culture in any organisation.

Lookout For IPOs

As startups accelerate their growth, more and more of them will aim at scaling up. Initial public offerings will mark a new era in the Indian startup ecosystem as the government regulations pivot towards the newer strategies.

What To Expect? | Startup Trends 2021

The Indian startup ecosystem will move ahead in 2021 and turn out to be more agile and innovative. As digital penetration reaches tier 2 & 3 cities, the startup ecosystem of our country will experience democratisation in a variety of sectors.

This democratisation is only going to bring in more and more players and provide a more level playing ground for the newer entrants. While the existing startups will be required to amp up their operations and the fight for the ‘unicorn stature’ might just intensify.

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Artificial Intelligence Human Resources

Artificial Intelligence & HR: How AI is Reinventing Human Resources

by with No Comment Company features

Startups and corporates around the world, and in India have acknowledged the mettle of artificial intelligence and have been deploying it to streamline their business processes furthermore. As the organisations around the world adopt AI, human resources are at the centre stage of this change.

AI in Human Resources | Credits: HR Technologist
AI in Human Resources | Credits: HR Technologist

Most of the big players have started deploying AI-based HR solutions in their organisations. However, it’s the startups and the SMEs which might benefit from it the most. How? Keep on reading.

For a young-age startup, the people joining their team might even be the most valuable asset. An up and coming organisation’s HR and work culture go on to shape how it’s perceived in the market in the longer run.

The HR technology space is touted to be a $34 billion market, with a sizable $3.6 billion worth of investment arising from Asia. Organisations are deploying AI-based machines and software to aid their processes by performing cognitive functions.

So how can AI help make your organisation’s HR strategy much more efficient? Read below to find out.

An amalgamation of AI & HR: How It’s Shaping The World Around Us

In a recent report, released by IBM, called The Business Case For AI in HR, the tech giant reflects on the functions that AI is reshaping in the HR department. From preventing unwanted turnover ratios to employee hotspots, eliminating manual tasks and more.

The Business Case For AI in HR by IBM

A certain degree of upskilling and the organisation’s ethics can actually help the HR department to embrace the change of artificial intelligence. According to a report by Deloitte, nearly 40% of companies have employed AI in their HR department in some of the other forms.

Artificial Intelligence is already playing a big part in reducing human-based errors or characteristics which make affect the workforce and the decision-making process. Reducing human bias, sorting through CVs, improved compliance etc are just some of the essentials which can be looked into.

As of now, recruiting and talent acquisition are the two pillars which are solidifying the base for AI in HR. A report by PeopleStrong has predicted that Indian companies and startups are expected to save up to $600 million by 2021 using HR technology.

Many startups have shown a keen interest in investing in HR technology. A large number of startups and companies in India have already been deploying AI in their recruitment and talent acquisition divisions. From unicorns like OYO to upcoming startups like Lendingkart.

According to Deloitte India’s fifth Annual Global Capital Human Trends report, 53% of companies are transforming their HR departments to deploy AI and digital tools. Moreover, 22% of these companies have successfully deployed AI to provide HR solutions.

“With some upskilling, ethical operating guidelines, and a healthy dose of technical curiosity, the HR function is now positioned to truly drive strategic advantage while better supporting the workforce we rely on to put the strategy into action.” – Diane Gherson, Chief Human Resource Officer, IBM

The AI Effect: HR Functions Being Reformed By AI

AI & HR: Artificial Intelligence is revamping HR
AI & HR: Artificial Intelligence is revamping HR
  1. Resume Screening: Resume screening turns out to be one of the toughest steps in the recruitment and talent acquisition process. While it might seem like an easy task, to begin with, a certain degree of human bias and other factors might make the process a tad more cumbersome.

    With a list of certain filters and sorting factors, AI can help the HR managers to refine the resumes based on the location, years of experience, core skills and other vitals.

    Moreover, with the assistance of AI, a startup can fulfil the vacant roles in a better manner, with a reduced screening time and concentrating only on the relevant candidates.

    The final selection of a candidate is impartial and devoid of any degree of bias. This turns out to be one of the highest outsourced HR services for any startup, considering the cost to effort ratio involved.

  2. Source of Talent Acquisition: Startups turn out to be one of the most sought-after workplaces for many candidates.

    However, it certainly does not imply that the organisation doesn’t source the talent themselves. While a generic search might get a company the candidate they’re looking for.

    But the chances of that happening has reduced drastically in the ongoing age. With an AI-based system deployed at the right place, the recruiters can look at a variety of data points and identify the suitable candidates.

  3. Personalisation: AI can help recruiters personalise their line of communication. In order to provide a newly-recruited candidate with an introductory learning graph in the company, the algorithms can personalise the chart for every candidate based on their behaviour.

    By a thorough analysis of their CV, past experiences, and performances, the data-backed AI tools can help the candidate get a more personalised experience, hence providing an impetus to the HR goodwill of an organisation.

  4. Reduced Employee Turnovers: AI-backed tools and software are likely to make the HR personnel more accessible. A receptive HR department can do wonders for the employee retention rate in a startup or an SME in its introductory stage.

  5. Prediction-Based Models: The startups in today’s business environment have to be agile and dynamic. Keeping the government codes, company culture, new compliance and much more in mind, a prediction model can turn out to be handy.

    A prediction model can help any company to predict the turnover rates, employee concerns, and areas of pain in any organisation. A prior prediction based model, dependent on data can help the HR managers of a startup or a company can help improve their strategies for the long run.

Conclusion | Artificial Intelligence in HR

Artificial Intelligence can bring in the much needed efficiency in HR
Artificial Intelligence can bring in the much needed efficiency in HR

Artificial intelligence-based tools and services are turning out to be more reliable in the longer run, considering their data-driven characteristics. This data-backed process bypasses the hurdles of human bias and individual opinions, hindering the final decision making.

In order for a startup to cross the hurdles of the new-age business ecosystem, it has to be agile and dynamic. For a young startup with less than 100 or so employees, outsourcing the HR services can turn out to be a vital move.

Keeping the cost-benefits analysis in mind, it becomes imperative to outsource the talent acquisition, screening and other parts of the HR function. This allows any upcoming SME or startup to focus on their company culture, as well as get an expert’s opinion.

From chatbots pertaining to the organisations’ FAQs to employee engagement activities, AI has turned out to be dependable enough, as of now. The future of AI in HR is one with creative inputs from humans, combined with data-driven insights from AI to deliver an efficient and seamless experience.