Recently, I've been talking with lots of entrepreneurs and start-up founders here in the New York area. A main goal was to dig - to discover what HR 'stage' they are in, what their challenges are, and learn about their HR strategy. I found, and what I'm now feeling is the norm, there were no HR plans. No thoughts about HR. No concerns. Yikes.
This is worse than I thought. I could have guessed most biz plans didn't include a dedicated HR hire until 50+ employees. Am I right? It's one of those functions that doesn't shout look at these bottom line deliverables. It might be difficult to demonstrate the ROI? It's just easier not to think about HR.
Who does the hiring, I asked. Who picks and administers benefits and insurance and that stuff? The CEO responds "me, and it takes loads of time." Just for items like this, I wonder why seeing HR more strategically isn't obvious. Does compensation planning, training (as a benefit and as a legal protection), facilitating communication/employee relations, or putting the minimal legal employment compliance in place help put the justification for HR over the edge?
Well, I said it. 'HR at startups'. It should not be a stranger to the sharp, forward thinking start-up.