In the era of start-ups, entrepreneurship has become one of the main emphases of education. But apart from business model development, creative thinking, the importance of “people” is among the main task for the pool of start-ups. How can people management be utilized to push start-up companies forward? The College of Management, NSYSU teamed up with Ministry of Science and Technology and invited Dr. Tan Wee Liang, the associate professor of strategic management from Singapore Management University, to share how Human Resource Management can affect corporate expansion.
During the initial stage, finding the skilled and trustworthy talents is more than important for the team, thus, to take care of the people is the main concern. When recruiting, while selling your ideas, it is brining your vision to fit the candidate’s interest the key of having them on board. “Remember, even if these people decided to join such a busy work place as a start-up company, they still have their family, mortgages and so on. A high-risk environment like start-ups must pay extra effort to keep the talents who have the same goal. Once the company starts to profit and enter the next stage, more realistic interests are needed to attract talents, and therefore change the recruitment method.”
How and who a company recruits defines how outsiders see the company. As a result, HR’s role is more than human resource management; the newcomers need to be passed with the internal knowledge of the company and bring possible conflict with the employees’ values due to changes in the training model, when things like this happen, HR act as the lubricant in this process and act according to the core value of the company, further develop the recruiting goal, performance management and reward system in each stage of the company’s development. Therefore, the transition of the company can be smoothened as the institution changes internally and become part of the development.
In this lecture, Dr. Tan also raised various examples and encourage students to discuss about the problem-solving models. Lastly, he reminded students the importance of “irreplaceability”; “ After starting to profit, a company has to become an irreplaceable part of the market. It is through working with HR, finding your own and the most suitable employment branding to do the job!” He said.