Startup scalability is always associated with the growth and development of the startup business. Startup businesses are often late in understanding the meaning of the word "agility" and incorporating it into the development of their company. In fact, agility is the character most big businesses want. In this case, agility is the ability to use the smallest amount of funds, answer all challenges satisfactorily, or solve problems before they even arise.

In other words, the level of startup scalability must be continuously improved in their business. Many steps can be taken to achieve the startup's scalability, one of which is quite important is to involve the role of HR. However, the future of startups lies in the hands of its human resources, where HR has the expertise to "find" the best HR for a startup. So, the following 3 things are the role of HR in startup scalability.

Optimize Employee Recruitment Process

Basically, startups also have the same strategic problem as large companies, namely having the right number of the right type of people at the right place at the right time. Coupled with the right performance and at a redeemable cost. The point is how to use employees as effectively as possible at a cost that is also reasonable and affordable so that the company can develop quickly and accurately.

This is where the role of HR in startup company scalability comes in. HR must be able to choose which employees the company can use to move agile in accordance with business developments at that time. With employees who have skills like this, startups will move stably and predictably. When all conditions are comfortable, your business plan will run perfectly. As such, the business forecast graph will be flatter.

Preparation for Business Growth

The business forecast later determines the needs in a linear and easy to fill manner. When the business grows, the business forecasting mechanism will adjust accordingly. But if the business is moving slowly, of course this will bring startups to slow down.

Business growth requires HR scalability. In the scalability mechanism, transitions and timing are key points. While conventional hiring aims to keep the business on top, scalable hiring tends to anticipate how future opportunities will affect the needs of team members.

Helping Business Model Transitions

HR scalability will also be important when there is a transition from one business model to another. This makes the old model easy to forget so that the new model can be done easily.

In the early days of growing business, business people will benefit from the flexibility of their business. Employees are easy to move actively and their tasks can still follow the direction of the business. It is also what will disappear when businesses start forming their respective organizations. When a startup assigns ranks, sets job descriptions, and starts showing organizational schemes, it limits an employee's agility and adaptability.

The traditional concept of the organizational structure of a business must be thrown away to keep up with business developments and replaced with something that is not limited, something that is adaptable and of course fresh. This will make employees ready and willing to improvise, motivate themselves, and work independently.

Current HR must be able to develop by itself. Today's business development demands the role of HR who can work in a multitasking manner to be able to survive in the midst of increasingly fierce business competition. The role of HR, which is required to be able to do multitasking work, creates an interest in using a system that helps HR work. Systems like HRIS Cloud  today are very helpful and simplify HR work. HRD personnel management can be completed easily and quickly, with accurate results. Sleekr, as the mainstay HR software that employees love , can be a solution for you for this. Register your company for free now .