HR Trends in Startups

Related image“ You don’t build the business, you build people. And then people build the business”.

Indeed ! The power of people is such that when provided with favorable working condition, they can help the company to grow exponentially within a short period of time.

Looking at how volatile the Indian startup industry is, Human Resource professionals plays a very crucial role in helping Businesses to build their core team and ensuring employees remain with them.

Its therefore imperative to develop HR strategies that are simple and easy to follow without any complex Jargons. HR Strategies should help in making a focused, goal oriented, challenging and enthusiastic working environment.  

Some of the frequently observed HR trends in today’s startups include -

HR playing a strategic role

HR strategies today are developed in correspondence with the business objective. These broadly involves developing organizational structure, culture, talent management, performance management and change management which helps to achieve competitive advantage through people management.

HR professionals provide a sense of direction in the dynamic startup environment so that the business goals are linked with individual goals, through development and implementation of relevant HR policies.

HR Trends observed in Organization’s operation

One of the key element of success is organization’s culture and the ethics it follows. Efforts are made by HR and the management to establish the right culture and work ethics that are aligned to the organizational goals and objectives and ensuring that everyone follows them.

It is often seen that startups have an open culture where there is a flat hierarchy where everybody is easily approachable and work as a one whole team to achieve the set targets.

Working hours flexibility, casual dress code, work from home, BYOD are some of the examples that have become norms today in startups.

Employees are often expected to work out of their comfort zone and Job Description and stretch their set job responsibilities to complete challenging tasks, roles and responsibilities.

Some of the examples of successful startups having great working environment are:

Busigence - At Busigence, some of the employee engagement activities include barbeque nights, family picnics, talent shows, foosball, ethnic wear days, and cultural functions.

TripHobo - At TripHobo, every team goal achievement is accompanied by team party.

SocialCops - The company follows limited hierarchy, giving complete project responsibility to employees, transparency, innovation and creativeness are given importance.

HR Trends in Recruitment and Attrition control

The hiring process is quick, skill and attitude based. People who can take up responsibilities, work hard and keep the company above themselves are the right match for startups.

Generally, in startups, employees are a team of young and enthusiastic people with multiple skillset.

However, it is also a challenge to attract these talented people who can resist the well established MNCs and join startups.

On of the growing concern is considerably high attrition rate in startups. This can be because of lack of employee recognition and growth or cultural mismatch.

Establishing proper company culture, competitive salary compensation, sometimes also in terms of profit sharing, career growth potential, challenging work environment, employee engagement, rewards and recognition can help in controlling attrition rate.  

HR Trend in Performance Management, Reward and Recognition

As stated above, employees in startups are expected to take complete responsibility for their work, to ensure they perform well, 360 degree feedback mechanism is often used where feedback from all the relevant members is taken into account.

Performance management is designed to give quick feedback to employees. In case of positive feedback, it motivates them to outperform and in case of negative feedback, it triggers them to take quick remedial action.  

PMS is often linked with employee contribution to company’s profit.

Another trend of giving 30-50% hike to the deserving employees is also observed.

Rewards and Recognition are important morale boosters that make employees feel they are appreciated for their work.

Early Promotion, designing mentor, incentives, team lunch/dinner are some of the observed current trends.    

Employee Engagement Trends

It is a well known fact that Happy Employees are more productive.

Today’s HR are spending a considerable amount of time in developing effective Employee Engagement Strategies.

Employee’s Birthdays, Anniversaries and Festive celebrations, team lunch and dinner outings, innovative discussion meets, gaming sessions, unique themed days are trending today.

More constructive employee engagement trends observed are delegating important responsibilities, team handling , taking employee opinion in critical decisions, brain storming sessions, making them involved in hiring process, keeping them informed about the business progress, outdoor workstation.  

In conclusion, HR strategies are undoubtedly trending more towards employee empowerment.



Role of HR at a Startup

Organizations nowadays have turned out to be extremely focused and forceful, and are continually hoping to diminish costs. In doing so, they wind up ignoring certain critical elements. This is particularly valid with new businesses, which for the most part spare expenses by pumping less cash in HR. At times, the HR division is for all intents and purposes non-existent.

The importance of HR, be it for a large size firm, a mid-sized company or a startup, at the end of the day is run by Humans. But the management of Human Assets is a very difficult task. At each stage of the organizations life cycle, HR acts as a strategic business partner. An organization goes through 5 life stages namely Introduction, Growth, Maturity, Decline and Death/Renewal. HR functions evolves with the evolution of the organization and therefore faces unique people challenges. Therefore it would not be wrong to say that a organisation's success factor is largely dependent on the way, their HR addresses these challenges.

Here are few HR strategies which every start-up should have:

1)     Attracting the “Right” Talent

It is rightly said that “Having the right mix of candidates is the key factor for every organization’s success.”  In case of startups, the biggest challenge is to be able to indulge in a Talent war, attract the best talent and retain it. HR therefore needs to invest a lot of time in building startup 'brand building' strategy to attract the potential candidates.

Both startups and well- established firms are involved in talent war these days. Therefore, HR at a startup cannot compete only in terms of compensation package, but they also need to think "out of the box" HR strategies to attract and motivate best employees by challenging them.

2)     Defining Organizational culture

Culture, in its simplest terms, is a set of shared assumptions that develop over a period of time.The HR department is responsible for strengthening the organizational culture – from targeting desirable profiles, to recruiting, on-boarding, motivating, and retaining the employees. It is very important to focus on these factors right from the initial stage.

3)    Compensation Structure

Many a times, the compensation structure at a startup would not be as competitive as a large-sized firm, but still the startups should try to design and tweak the salary structure so that it is not a turn-off for potential new joinees. HR department needs to ensure the compensation structure while it being directly proportional to the business criticality of a position, does not result in vast disparity causing a sense of demotivation for people at other positions.

4)     Managing Gen – Y

Time and again, it has been proved that brand name is not the factor that is enough to retain skilled workforce. HR at startups have to continuously reinvent ways to ensure that Gen-Y is fully engaged at all times. Along with having employees in a startup working on multiple roles at a time, there needs to be a strategy to involve the top-performers and take their input in more crucial decision making processes. Discussing and having a clear growth strategy also goes a long way in managing Gen-Y.

5)     Performance Evaluation & Appreciation

 HR at startup need to continuously evaluate the performance of employees not only to ensure that their work is aligned with the organisation's goals but also to reward the high performing employees. This evaluation would also help employees to understand what is expected out of them and how their performance is linked with their growth opportunities.

Appreciation of employees is also very important as it boosts their confidence and usually leads to being more committed to the organisation goals.

 6)     Embedding Leadership development

Since the workforce of startup at an initial stage is quite small, the HR department needs to continuously have an eye on enthusiastic and skilled employees and accordingly allocate responsibilities to them which would develop their leadership skills. Having an opportunity to show their leadership skills sometimes causes employees to outperform themselves which again is a win-win for startups.


Success of start-up does not entirely depend upon their way of approach towards business goal but also how they perform in worst business scenarios. HR at such times, need to have strategies which would help in maintaining the companies brand image even in bad phase. Another important role of HR is that they should continuously take measures which would help them in retaining their top performers for the betterment of reaching their organisation goals.

Points to consider before developing a Mobile App


As the market for iPhone, iPad, Android, Blackberry, and Windows Mobile applications heats up, more and more companies are diverting most of their focus and investments towards that “next big mobile app idea”. At Inspeero, we help companies take advantage for growing mobile applications market and maximize return on their mobile investments. In our experience, there are several considerations a company should be making before taking their idea to the development lab. In this article we will introduce the five most important points of Mobile Application Development.

1. Business Case: If you have an idea that could make in to a good mobile application, you should first research if another application on same / similar idea already exist. Determine how you can differentiate and improvise your idea. Understand if there is a need for the application that you plan to develop. Besides validating your concept, assess if developing that application is a good fit for your business strategies, direction, and if you will be able to recoup investment in to developing this application.

2. Target Audience: Whether you are developing application for your internal business use, use by other businesses, or use by individual consumers, you should have a good understanding of who your target audience is. That will help making design and technology decisions for your application. If you are targeting global audience, you may also have to consider making your mobile application multi-lingual.

3. Technology Selection: With mobile client applications, you cannot develop a single application that can run on all of the mobile platforms. Each of the mobile platforms is different and run only applications that are developed on the specific technologies. So if you develop an iPhone application, you cannot run the same application on Android, Blackberry, or Windows Mobile platforms. That is why it is important that before beginning application development, you select an appropriate mobile platform for your application. If your plan includes developing application for multiple mobile platforms, make sure that you architect your application properly to reduce initial and ongoing development efforts and costs. Most importantly, determine if you really need to develop a mobile client applications which are platform specific or a mobile website / web application which are more universal and could run on all smart phones.

4. Timing: When there are thousands of businesses trying to tap in to the booming mobile applications market, it is critical that you move forward with your mobile development project in a timely manner. Otherwise, there are chances that someone else may beat you in launching an application with similar concept and could quickly tap in to your potential client base. When it comes to launching a mobile application, right timing is essential for maximizing return on investment.

5. Pricing: Just like any other product, you need to make sure that price for your mobile application is right. Research on the price of other similar apps, determine how valuable is your application going to be for consumers, and figure out your total cost of ownership for building, launching, and maintaining your application. Consider offering your mobile application for free or at a discounted price for a short period of time to attract more buyers.

Bonus Point: Marketing – After launching your application, it is important to market it and improve its visibility to your target audience. Without the marketing efforts, your application may get buried under the stack of thousands of other applications hurting its revenue potential. Marketing your application on social media sites, search engines optimization, and offering it for free for a short period of time should help increase its consumer base. Make sure to listen to the feedback application users will be giving and incorporate that in to your future development plan.

With our experience in each mobile platform, the Mobile App Development Company, Inspeero’s mobile application development team can help you select a right mobile platform for your mobile development project. Even if you are not sure what your next steps should be or you are unsure of the feasibility of your ideas, we will gladly discuss the details during initial consultation. Contact us to discuss your mobile application development requirements with us.

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