Update: The New Company Organizational Chart for 2019
By: Mckinley
Tags: Company, Writing

HEAD OF HUMAN RESOURCES

Role Synopsis

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In charge of creating the foundation with which we will change the world. The Human Resources Team is in charge of the entire employee experience, that is, cultivating the relationship between the organization and its members starting from when potential candidates apply for a position, until the moment they leave the organization.

We believe that there are 3 types of people. The top 25% of the workforce are A Level Players, which we wish to attract but are difficult to find outside of big corporations. The next 25% are B Level Players, who are diamonds in the rough that are technically skilled, but may lack professional attitudes. The leftover 50% are C Level Players, who are not trainable, have limited learning capabilities, and thus do not create any value.

As a relatively new company, we know our realistic goal is to hire B Level Players and to rigorously train them to become A Level Players.

Thus the Human Resources team is in charge of i) hiring A Level and Upper B Level Players, ii) firing C Level Players, and iii) developing B Level Players into A Level Players.

Must work closely in sync with the Corporate Culture Team.

Recruitment

How to make our company more appealing to potential candidates so that we attract the best talent. Also how to prevent skilled people from asking substandard recruitment questions and making foolish decisions. Retention

How to keep existing team members happy. Development

How to develop B Level Players into A Level Players. Development includes company excursions, workshops, and performance reviews.

The following core values must be considered when constructing all Development Related Work:

— BELIEF IN QUALITY

— BELIEF IN ONE TEAM

— BELIEF IN INDIA 2023

Problems That the Position Must Solve

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Given the limitations of Indian work culture and Indian recruitment process norms, how do we improve our conversion rate of Upper B Level Players?

Case in Point: Even technically skilled people sometimes ask for Z amount as a salary, giving the reason that it is the average between the upper limit X and the lower limit Y, as stated in the job posting, without even having the proper credentials for the position. Even technically skilled people sometimes ask for 3X the industry norms for no apparent reason. These are just a few examples of why we have such a low candidate conversion rate in India as compared to overseas. How do we preemptively overcome this problem?

How do we develop professionalism within our own team and new recruits?

Required Qualities for the Position

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Strong militaristic management capabilities, especially the ability to whip new recruits into organized professionals.

Extreme proficiency in English, enough to conduct academic level research.

A highly analytical personality, enough to be able to analyze and prioritize difficult decisions at a rapid pace.

A highly creative personality, enough to create enterprise level brand names and slogans in English.

This position should preferably be a stand alone hire.

Recruitment Tests should include creative and research tasks that examine whether a candidate demonstrates the above qualities.

Weekly Checklist

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