While searching for an HR job, decide whether you want to work for a startup or a corporate. These two firms have different working cultures or styles. Therefore, read this blog post to understand the difference betweencorporate vs startup HR.
After that, you would know which is your job preference that matches your work style and personality. Then, going forward, your journey in the firm will be smooth, career-oriented, and highly effective.
There is comparatively more transparency in startups than in corporates. That is often because limited people are working in startups. Corporate firms are bigger. There might be 100-1000 employees working in a corporate firm.
In such companies, conversations and decisions are seldom on time for numerous reasons. A single HR person cannot manage employees in large companies. However, with the existence ofuKnowva HRMS, transparency can be monitored between teams and hierarchies.
With increased transparency in startups, trust is more. Often, employees can open quickly in a startup work culture. Therefore, rectifying mistakes from any end is possible to prevent losses.
That might not be the case in corporates. Every decision has to be smart, calculated, and foresighted. Management in larger companies has less tolerance for mistakes even if the level of transparency is not as clear as in smaller or newer firms.
While reading aboutcorporate vs startup HR, it’s evident that communication channels are fast in the latter. HR persons can easily control the communication in startups with only a few people or departments. They can monitor, audit, measure, and evaluate the effectiveness of these communications.
In large corporates, understanding the communication channels is difficult. It takes time. 100-1000 working people are not easy to manage.
The communication at times gets delayed or prolonged. This is because there is a proper hierarchy of formal communication.
But HRs use theuKnowva Social Intranet platform to ease their burden on growing and large companies. Using this tool, employees easily chat, vote, and discuss on the server. It also helps to sort the employee queries on point.
HRs might have to accept and execute different roles and responsibilities in a startup. Often, one or two HR persons are managing the entire workforce in startups. With time, it becomes challenging. But HRs have to learn to multitask in the startup firm.
That’s not the exact case in corporate firms. In large companies, there are a bunch of HR professionals. In fact, it’s a whole new department where HR teams function to manage and monitor other departments.
So this difference betweencorporate vs startup HRis quite enriching and informative for new-age HRs.
We can say corporates have defined roles. There, HRs have limited responsibilities with greater impact. But startups have opposite cultures. There, HR persons have multiple functions with limited impact.
In a startup, HR persons might have to use multiple skills with time. Because there are a limited number of people and more goals to achieve in a short time. So human resource officials have to build both soft and hard skills.
They might feel the pressure of learning and executing different skills from day one.
When in corporate firms, the case is entirely different. In large firms, human resource professionals will be solely hired on their core skills. These include talent acquisition, management, development, and engagement.
To accomplish other tasks in large firms, HRs can take the help of theagile HRMS like uKnowva. From this tool, it’s a manageable task for new HRs to monitor everyday employee activities.
This includes watching over employees for their competencies, performances, punctuality, etc. HRs can even directly stay in contact with their employees on this software, irrespective of their work locations.
With time, human resource professionals do not need to learn new skills. They can easily depend on the modern HRMS instead. Overall, it saves working hours and workforce efforts, and removes the heavy requirement for different skill sets.
Employees and HRs experience greater mentorship when working in a startup. However, that is not the same for HRs working in large companies or corporate firms. That is mainly because HRs have to be self-reliant, self-serving, and quite experienced when working in corporates.
Therefore, they do not need constant monitoring or mentoring in such firms. But when working in a startup, there is a greater chance for new HRs to join. However, with limited experience, they might not know how to tackle different candidates or clients.
They will end up having mentorship programs in startups. In fact, C-level executives are constantly monitoring and mentoring HRs and other employees in small firms.
However, they can still depend on the eLMS modules and webinars to be hosted on the ERPs, CRMs, or HRMS. For trusted software, HRs must check whether the tool is available online with greater accessibility and flexibility.
These tech tools allow HRs to guide their employees and teams on the spot and continuously. They can upload documents, videos, and other content to the system. Then, every newly hired person can access that content to learn how to smoothly transit into the firm.
So while studyingcorporate vs startup HR concepts, HRs must know if they want to indulge in mentorship programs or not.
There is often greater scope to learn and earn in startups. In contrast, corporates acknowledge the given talent of human resource persons. Later, they must continually prove themselves with a growth mindset anchored to their skills.
In a startup, as an HR, you might have to work for 10-12 hours. The management expects this much from you as a human resource professional – the most trusted person to handle the workforce.
But in a corporate firm working hours are strict. You don’t need to sacrifice your personal life for professional commitment.
Instead, you might get provision to work from anywhere or useflexible working hours. You can strike a fine balance between your personal and professional life by doing so.
That’s why knowing the difference betweencorporate vs startup HR is essential. Because then, you can plan your personal life accordingly. It should be aligned with your professional goals too.
Only you could know which type of HR culture is best for you. So from the above blog post, you can form a basic understanding ofcorporate vs startup HR.
Afterwards, it’s up to you. The decision is yours. Know which type of working style you would prefer and why. Then give interviews and get hired to succeed in your HR career like never before.
Contact us today!
Qualities of a good human resource professional include being a dependable source for acquiring, empowering, and engaging talent flawlessly. We also find good HRs remain true to themselves and the organisation.
Whenever you’re working witha good HR, notice they are the true problem-solvers. They are good at reading behavioural cues.
Most often, they recognise the unexplained issues when you approach them. These people are proficient at time, talent, and trust management.
Additionally, modern HRs and their teams now use atrusted HRMS like uKnowva. It makes their work-life easy, more manageable, and fun. They are now empowered to execute more complex HR tasks daily at their comfort using this tool.
But let’s get back to knowing what truly makes thema good human resource professional. Or more about these qualities which make any HR or their team trustable, dependable, and fun to engage with.
A good human resource professional organises multiple tasks and targets effortlessly. They have quite a few deliverables to meet. All are related to company and end-to-end employee management policies.
They must not take these commitments lightly. Therefore, they have to plan how to hire, develop, manage, and empower their talented employees in advance. Their targets are, after all, surrounded by the workforce they onboard.
Suchqualities of a good human resource professional depict that company culture can boom and prosper as well.
HR and their teams must know that they have to set examples for their employees. This is because they are the first department from where the company culture stems. If HRs know how to plan, implement, and control the culture in the company, employees follow suit.
Often, new employees seek HRs, and their teams help to get acquainted and settled well in the company. So,the qualities of a good human resource professionalinvolve knowing how to lead employees by example.
This could be by arranging team-building exercises between new and existing employees. Otherwise, organising activities like PotLuck, lucky draw, celebration of auspicious events, and monthly employee recognition awards.
Qualities of a good human resource professional also include their nature to solve complex HR issues. They can now take the help of an HRMS, agile, and on the cloud. This way, they learn and adapt to the culture of automating and streamlining mundane tasks.
It saves their time and constant efforts inmanaging employee data in bulk. Otherwise, dependable HRs solve complex issues with a calm mind. They are known for not losing their cool. Instead, they observe the event and evaluate the pros and cons.
Accordingly, they make the decisions to mitigate the loss and elevate the synergy levels between employees.
There are risks involved in hiring, managing, developing, engaging, and laying off employees. Basically, wherever a workforce is concerned, there could be a risk. After all, HRs are the first point of contact between employees and employers (management).
They can’t risk creating a bad image of the company in front of their employees or outsiders. For that, they have to be calculative and analytical in taking risks or managing candidates and the workforce.
Atrustworthy HRand their teams evaluate the risk factor in every decision. Then, they set the plan; know the pros and cons. The best alternative to this strategy is by using theuKnowva HRMS tool.
It helps in providing insightful real-time reports. It could be related to top-performing or under-performing employees. HRs re-evaluate which employee is going through burnout and who is taking too many leaves at once.
They also get answers to questions like the best hiring channel or source for their firm. That could be in terms of cost, productivity, and employee longevity in the firm.
Modern firms and companies have to deal with the multiplied velocity of data. Every day there is a new trend in the HR world. One or another news goes viral regularly. So it becomes hard to catch up to these trends and nurture talent internally simultaneously.
Butqualities of a good human resource professional also include the love for data. Be it data exploration, cleaning, and evaluation; they love it all. UsinguKnowva HRMS is a plus point here.
HRs can promptly read their employee data registered and automatically presented in the dashboard. As a result, they are less dependent on the paperwork. In addition, the data on uKnowva systems is available on the go. It can be accessed, edited, regularised, and monitored on demand.
This gives HRs and employees an outstanding data management experience.
Good and reliant HR professionals must be multitaskers. They and their teams have to deal with the workforce daily, for one issue or another. They can’t keep prolonging it. There will be a mess in the company culture otherwise.
However, with people management software and skills, this hard work is also tackled with ease.
HRs can set multiple goals, targets, and metrics in these tech tools. Later, they can verify which tasks are met and separate them from the pending ones.
Virtually, they also get to multitask by streamlining their tedious and lengthy HR tasks. This can be, for example, sending out bulk offer letters, checking applicant status, and rolling out job vacancies on multiple platforms.
Such mundane tasks can be done within a click or so. It saves their preciously invested time and allows them to focus on better people management skills.
Certainqualities of a good human resource professional also involve being objective and free from bias. Therefore, they should not ever discriminate against their employees on any terms or conditions.
Today, thework culture promotes DEIB – diversity, inclusion, equity, and a sense of belonging. In such a hyperconnected world, discriminating against their employees is disregarded. It can ruin a firm’s entire reputation in a moment.
When HRs hire based on experience, merit, and skills, they gain more respect from their hires and employees. In addition, they set leadership examples again by hiring workers from anywhere in the country (or the world – if the budget allows).
What ultimately matters isemployee contribution to add enormous value to the firm during their tenure.
Communication and persuasion skills are the topmostqualities of a good human resource professional. Without these strengths, HR professionals will face extreme difficulties in getting tasks done by their teams.
Therefore, good HRs have years of experience in communicating with people from different walks of life. For example, there could be seniors, juniors, or a workforce with difficult personalities or disabilities – the possibilities of different communications are endless.
But they are not afraid of having conversations with a purpose with their staff members. Ultimately, HRs must conduct open, transparent, and powerful engagement and collaboration between teams.
This could be only possible with theright tech tools (uKnowva Social Intranet) anchored with conversational and persuasive expertise.
Eightqualities of a good human resource professionaldiscussed above are interesting to read. We had a great time interviewing our HRs to form these points. If you’re an HR, you might relate to these points.
Develop your enormous and proficient HR skills by re-reading those points combined with the tech your firm might need.
Contact us today for uKnowva HRMS free instance.
ISO 9001 Quality ManagementISO/IEC Information Security Management
