HR operations are less like HR and more like operations, requiring last mile engagement and lot of thinking on feet. More than any other area of management, it requires use of common sense in abundance.

plugHR has spent it's maximum attention on developing methods of spotting good HR operations resources, as the impact of it's knowledge model, it has created for portfolio companies through this team of rainmakers. Spotting is just the beginning, what goes through those weekly HR workshops is another story. Just ask your HR person some questions like "why do we have a probation in our hiring process?" or "why do we need to name leaves as privilege, casual, medical etc, why can't we call them all as LEAVES?" and you'll know what I am talking about.

So through these weekly workshops we re-train the MBAs on asking questions, reading stuff, writing stuff and above all, finding out new things. No wonder then, these teams are quite a solid lot.

Typical HR operations start with the step we call as "taking charge", we take this step too literally and try that post this step, our manager knows the business of their portfolio company better than most at work there. Then comes compliance check, setting up databases, setting quarter plan, rolling in running items and blah blah blah blah, it gets rocking.

Some of the key elements of HR operations remain the "quarter plan" and the "impact analysis". While the former sets clear goals for the HR operations teams to chase for the quarter, latter monitors the impact that quarter on quarter activities are creating with respect to key organizational health indicators. It's all much simpler than it sounds, much much simpler.

HR operations remains one of the most tiring part of HR management and not many professionals like this space. If Herzberg's two factor theory makes sense anywhere, this is where it does the most. No one congratulates HR for operations running right but you try messing with it and suddenly everyone is demotivated, thats what Herzberg said, isn't it? This is also the startup CEO's Waterloo :) she needs HR support here as of yesterday.

The fact that you don't lose your HR team ever, once plugHR takes charge means maximum gain for you in this area of HR operations.