¿Cómo se pueden gestionar los recursos humanos durante la expansión del negocio?

In my experience, the first step in managing human resources during business expansion is to assess your current and future needs. You can't build a house without having a stable foundation! You need to identify the skills, roles, and functions that are essential for your expanded operations, and compare them with your existing staff and capabilities. Asses your "swimming" capabilities before jumping off the cliff without a lifejacket. You also need to consider the impact of expansion on your organizational culture, values, and vision. They will be leaned upon during transition, so be sure they provide the solid foundation you need to build on. This will ensure you address gaps and opportunities in your HR strategy.

Apart from recruiting the right talent, a robust onboarding process is equally important. Provide new employees with the necessary information, resources, training and a clear understanding of the company's culture and expectations. A well-integrated onboarding process helps new hires become productive members of the team quickly, contributing to the company's vision, mission and expansion plans.

In my experience, an effective recruitment and retention strategy, vital in business expansion, requires early planning. Months before initiating, it's crucial to focus on attracting, hiring, and retaining the right talent. Strong Human Capital Management (HCM) plays a significant role in HR expansion. This includes tackling legal, ethical, and cultural aspects of hiring diverse employees from various locations and markets. By being proactive, you lay the groundwork for seamless and successful team growth, ensuring all elements are considered well in advance of actual recruitment needs.

In my experience it is very important to engage employees.Provide opportunities for employees to learn new skills and adapt to new roles, ensuring they stay relevant and engaged. Encourage regular feedback between managers and employees, create open communication channels, and address concerns promptly.Trust your employees and give them ownership over their projects, fostering a sense of responsibility and engagement.

Summarising, we can have 3 different companies stages: start-ups - scale ups - consolidated companies. In the first and last ones we can hire junior people with strong attitudes as in start up there is so much to do that it can also be done in an unstructured way, while in consolidated companies there is a huge focus on execution of detailed and consolidated processes. In scale up companies you need to start building up the right processes so people hev to act into two directions: from one side continue to achieve goals in the short term finding solutions but at the same time people need to contribute to build up the right processes for the medium term success. In order to do this you need to hire experienced people. AI € SaaS sol.s are key