Let plugHR setup world class HR practices in your venture in two steps
Finest HR operating model, implemented at over 400 organisations globally
plugHR’s trained and experienced HR Manager works for you, driving change
Most pH8 implementations run for 12 months
You can waste your time trying to become HR expert yourself or you can just hire plugHR and focus on growing business. What makes sense?
plugHR Managers carry exposure to variety of industries and situations, something that a locked internal resource won’t bring to table.
Of all that can impact your business, your ability to hire and retain best talent would probably determine where you reach. Average HR won’t do.
Challenge with an internal manager based HR is that every now and then it will undergo change, all gains lost. plugHR is for keeps, we scale as your business scales.
Here’s a short peek into what plugHR clients look like. From internet stars, to deep tech, fintech, edutech, cleantech startups on one end and on the other end, close to ground businesses, hospitals, pharma, retail,media, engineering, mining, NGOs and service ventures. Everyone finds plugHR to be their obvious choice for running their HR.
Takes charge of your HR. plugHR Managers are experienced and trained to work with entrepreneurs
plugHR's pH8 knowledge model guides the HR processes, plugHR operating rhythms ongoing planning & reviews
plugHR uses a combination of project management, brand communication tools to drive results for you
Yesterday while talking to a seasoned senior HR professional, I asked it again. My favourite question. What are your asks from a performance management system? As she answered this question, I realised that it’s not the asks that are complicated, but the sheer labour that goes into getting those asks delivered is what bothers the HR professionals. The excel sheet she spoke about that she had to put together, update and analyse would tire out any expert.
So what are these three asks?
Most performance management systems fail right at start, at the goal setting stage itself. Goals are either not set, or set late or set inaccurately. For those few whose goals do get set somehow, it ain't a lasting relief as before they begin working on them, goals change.
Your job ad is the single biggest factor influencing what kind of candidates you’re likely to receive applications from. So if you mailbox is full of mismatched applications, don’t blame the job boards. You just wrote a bad job ad most likely. What’s worse is that even good candidates saw how badly you write.
Most organizations pay recruiters through their nose to find one. Almost 70% of the times, they claim to have paid for an average hire and not the highly productive one they were looking to hire. What's the implication of that?
Ability to not just adopt tech but actually leverage tech infrastructure is now the key to success in any role.
Performance management is a crucial aspect of any organization as it helps in aligning the goals and objectives of the organization with the employees' work and development. It is a continuous process that involves setting clear expectations, providing feedback and support, and evaluating and measuring the employee's performance.