The use of networks in the strategic deployment of HRM systems in early-stage start-ups

Abstract

The primary goal of the research was to gain an understanding of the role that various networks play in the establishment of early-stage firms as well as the hiring processes involved in those startups. The research papers and publications that are currently accessible about human resource management (HRM) systems in startups generally focus on firms that have been operational for at least two to three years. However, the primary goal of the study done as part of this project was to gain an understanding of the early phases of the recruitment process that businesses use, as well as the networks that firms utilise for this purpose, and how the HRM system develops through time. The secondary study was helpful in acquiring insights into the different types of networks, such as professional networks, personal networks, and business networks. Most publications concentrate their attention on the organisational and environmental fit of the startups, which was discovered to be quite an important criterion during the primary research interviews. Most publications concentrate their attention on the organisational and environmental fit of the startups, which was discovered to be quite an important criterion during the primary research interviews. The initial stages of a startup's life are fraught with difficulty due to the company's limited resources and low level of public awareness. The HR procedures become increasingly streamlined and standardised as the company expands its operations. In the primary research, it was found that one of the most common observations was that the majority of startups ensure a challenging work environment, work with good employees, in addition to high pay and employee perks, to ensure a good work ecosystem and retainment of professionals. Based on the project course learning, the insights produced through primary research and the set of recommendations have been documented in this report.