The challenges of a graduate HR specialist within a start-up
Adapttech, like many other Start-ups, has, as a recruitment policy, a bet on young graduates, willing to learn, to grow and with the drive to bring new ideas.
Despite not yet having completed my degree, I received an email saying that I was successful in my application for a professional internship as the Office Manager at Adapttech; I was overjoyed!
Although it is a job of great responsibility, I knew that I would be able to learn, grow and, and contribute to the company by way of creating and implementing HR processes.
Something that I did not anticipate was the sheer scale of the challenge, but it is also an aspect that I have found invigorating. As soon as I joined Adapttech, I was introduced to the HR processes already in place, from On-Boarding to Recruitment, even to the Off Boarding process. It was during that time that I really understood the immense possibilities for development and the responsibility that had been given to me.
After discussing all the information, I was sure of one thing… It was essential that I obtained an understanding of my colleagues' opinion of each process, as well as the benefits and obligations that directly affected them. In order to achieve this, I scheduled meetings with each employee and prepared a questionnaire to obtain all the information required to adapt current processes and develop new workflows to meet the needs of my colleagues.
Within two months of joining Adapttech, I identified and defined my priorities with the help of the Management Team:
Update Job Descriptions
Create an effective On-Boarding process (you can read here an interview about this process)
Create a means of internal communication
Identify and acquire a Human Resources software to facilitate the entire management; and
Revise the company's Recruitment process
Needless to say, between all these projects and the day-to-day management of the office, my days were always full and very challenging during this period.
During the Christmas season, shortly after our Annual Gala, it came to light in one of our weekly HR meetings, that it was necessary to put the whole team on the same page and let them know our plans for the next year. In January, after a presentation from our CEO, the entire team was presented with the developments made within the HR Department so far, and the goals for the following year. Delightfully, the companywide HR update went very well and exceeded my expectations.
It was only 6 months ago that all HR processes were rolled out to employees, encouraging team cohesiveness, structure, and an understanding of the importance of good HR management which allows each person’s voice to be heard.
To date, we have 10 HR processes in place, which are in the process of being documented. These consist of an annual training calendar, a career progression process, an employee on-boarding process, and many more... Most importantly, we have better internal communication, we are more attentive to the needs of employees, and there is an environment of communication and transparency that ensures the constant improvement and adaptation of all processes.
Our concern, as the Human Resources Management Team, is to ensure that we never lose the ability to listen, understand and adapt to our employees. We recognise that progress is made through constant and fast change, so we made this a part of our DNA here at Adapttech.
Upon reflection, I can say that this was a year full of hard work, happiness, concerns, but above all, a great learning experience. The biggest challenges for a recent Human Resources graduate, especially within a Start-up that requires you to work autonomously and with great responsibility, are:
To be able to understand the difference between what is learned in theory and what is needed in practice.
To bridge the gap between what is requested by The Management Team, the needs and opinions of employees and meeting HR theories and good practices; and
To ensure that any insecurities, which are inherent to those who are just starting out, do not interfere with your ability to make quick and effective decisions, which are supported by valid arguments. An essential aspect of HR is understanding and empathy for people; knowing that HR Managers are responsible for overseeing the development and success of each employee within the company.
What do a company and a sports team have in common? The goal of achieving success. How is this common goal achieved? With the development of each member of that same company or team. For this reason, it is necessary that leaders, whether managers or coaches, motivate, encourage, and permit the necessary resources for the development of their team. The best way to influence people is by taking care of them, listening to them, knowing them, truly understanding them, and wanting to connect with them; for me, this is and always will be the key.
