Human Resource Management

Human Resource Management is all about people. Without proper management, it’s not easy building trust and loyalty with your staff and operating your business successfully. Human Resource Management consists of aspects, many of which startups and SMEs might not be aware.

The services we offer are tailored for startups and small enterprises with a significant number of staff in their offices, but not in the position yet to maintain a fulltime HR department.

The HRM duties in startups and small companies are often performed by non-HR personnel and/or the General Manager. The person in charge of HRM does not necessarily have a relevant background, finding him/herself juggling the HR tasks with their actual job role. Additional training to learn new and fine-tune existing HR skills and knowledge as well as implementing basic HR structures and systems makes the person in charge and the organization more efficient and viable.

Maysha Lin’s collective offers advice and support in the following disciplines of Human Resource Management

[title type=”h1″ class=”tfuse”]Recruitment, Selection and Retention[/title]

Recruitment is the act of finding candidates to fill an open job vacancy in the company. This includes knowing the avenues and platforms, where to find the kind of people you are looking for, excellent interviewing skills to find out if the candidate is your desired employee and sound background checking. After this comes the negotiation process to woo the candidate on-board of your organization.

Selection plays a crucial role during the whole recruitment process. What CVs do you find suitable for the position? Who are you going to invite for an interview, and according to what criteria is the candidate judged? How many interview rounds should there be for a certain position?

Retention of good staff is one of the most important and difficult challenges for any manager in charge of staff. Especially in smaller enterprises who cannot offer a well-established brand name on the CV of a talented young professional, or the most competitive salary in the industry. However, working for smaller companies has many advantages most people don’t realize. As a manager of a small team, you can offer ample opportunities and advantages that build loyalty and dedication among your key staff members.

We offer services to improve your recruitment, selection and retention processes and programs.
These services include but are not limited to:


  • Conducting the first screenings of CV and interviews and present a shortlist of candidates for the client
  • Providing CV review training for non-HR executives and managers
  • Providing high-level interviewing skills training for non-HR executives and managers
  • Conducting assessments and analyses of the turnover rate of personnel
  • Designing tailored retention programs for key employees



[title type=”h1″ class=”tfuse”]Role Analysis and Profiling[/title]

How well-defined are the job roles of your team members? How well do you and they know what their tasks and responsibilities exactly are? What are the competences (skills, knowledge and characteristics) they need to apply to perform their work to the standard the company expects? Does the manager even know this?

Many companies do not go beyond the job description in the vacancies they post to describe and define a specific job role. However, role analysis and profiling provide detailed descriptions of the role outlining the position within the organization and the required competences. This is a great help during the recruitment of the person for this position. You will know exactly what candidates are eligible and what kind of person you are looking for if you can form yourself an image of the perfect candidate. In order to do so, analyzing and profiling the role are of great importance.

After the hiring, the Position Profile contributes to assessing and monitoring the performance of your employee, addressing the learning points and the strong points which are useful for the professional development of the employee. In turn, this positively contributes to retention of key employees.

We conduct in-depth role analysis and role profiling to create Position Profiles of job roles.
The Position Profile includes but is not limited to:


  • Summary of the position
  • Tasks and responsibilities in detail
  • Objectives and goals
  • Position within the organization
  • Minimal work experience and degree
  • Cognitive competences: Knowledge
  • Functional competences: Abilities and skills
  • Social competences: Personal attributes



[title type=”h1″ class=”tfuse”]Onboarding Program[/title]

For a new employee, the onboarding program is the first impression of his/her new job and the organization, including the office culture. With a solid onboarding program, a company can help the newcomer to settle in faster and become an effective member of the team. Employees will feel welcomed and motivated when they enroll in a clearly structured program for their first weeks of work at the new company. This leads to higher job satisfaction, greater commitment, better job performance and lower turnover rate.

Often companies do not have a formally outlined onboarding program, resulting in overloading the newcomer with information without providing him/her the right channel to address questions and concerns. An effective onboarding program gives the new employees a better understanding of the organizational structure of the company, the company culture and the unwritten rules of the office. In addition to this, the newcomer is assigned to a mentor or supervisor and undergoes a clearly outlined training program in which his team members are involved as well.

We design and implement effective and solid onboarding programs for your new employees.

These programs contribute positively to employee productivity, retention, satisfaction, job performance and employment brand.


[title type=”h1″ class=”tfuse”]Performance Evaluation[/title]
Performance evaluation is a key component of employee development and organizational improvement. Its objective is to provide the employee and manager/employer an opportunity to discuss the job performance, set goals for professional development and discuss expectations, achievements and learning points. Performance evaluations are conducted regularly on fixed dates to give the assessment a significant role in the company. Depending on the industry and role, the evaluations are performed annually, bi-anually or every three months.

We assist in designing and implementing tailored performance evaluation structures and processes.

We believe firmly in the insight and self-awareness of the employees. Therefore, in our methods self-assessments play an important role during the performance evaluation sessions. The self-assessments are compared to the assessments of the employee’s supervisor/managers. In this manner, a fair and balanced performance evaluation session is secured. The supervisors/managers are also trained in using the PEPD matrices to assess an employee’s performance, to identify the learning and strong points of the employee, and to monitor the improvement of the performance.

[row_box class=”box box_gray quoteBox-big”]Maysha Lin’s Collective has designed the Performance Evaluation Professional Development (PEPD) Matrix to assist managers in performance evaluation and professional development. The PEPD matrix is uniquely designed for every key role in the company and is a hands-on tool for managers to identify, monitor and improve employee’s competences. The PEPD matrix provides input for the design of professional employee development plans as well. [/row_box]


[title type=”h1″ class=”tfuse”]Professional Development[/title]
One of the keys to retention of employees, especially within a small organization, is to offer a clear professional development plan. Professional development includes improving skills and enhancing knowledge for personal development and career advancement. In a solid professional development plan, all learning points of the employee are listed, how these points can be improved over what time frame, and how they are monitored on improvements. The learning points are directly linked to competences of the employee required for the role she/he currently performs and any potential future roles within the company.

We assist in designing and implementing professional development plans for employees.

With the help of a tailored Performance Evaluation and Professional Development (PEPD) Matrix, managers can continuously encourage and enable professional development. This is the key to each employee’s success and is extremely beneficial for the company as it contributes heavily to retention of staff, better job performance, higher levels of employee satisfaction and greater service/product quality.

[row_box class=”box box_gray quoteBox-big”]Maysha Lin’s Collective has designed the Performance Evaluation Professional Development (PEPD) Matrix to assist managers in developing professional development plans for each employee. The PEPD matrix is uniquely designed for every key role in the company and is a hands-on tool for managers to identify, improve and monitor employee’s competences progress. The PEPD matrix provides input for performance evaluation sessions as well. [/row_box]


[title type=”h1″ class=”tfuse”]Employee Satisfaction Surveys[/title]

Team managers, general managers, directors e.a. should always be interested in how satisfied their staff members are with the company and the work they perform. Work takes up a huge amount of time in a human life. If one is not satisfied with his/her professional life, it can lead to a high level of unproductiveness, procrastination, negativity and demotivation not limited to just the work place. Conducting employee satisfaction surveys is a good tool to gather data on the level of satisfaction within your organization. This can be done anonymously within larger corporations but for smaller enterprises a different approach is needed.

We conduct personal employee satisfaction surveys and facilitate constructive conversations between employee and employer.

Our method includes online surveys, follow up interviews and key employee reports. With the approval of the employee, a final report is sent to his/her senior to create a constructive conversation from which both parties will benefit. Our philosophy insists on openness and transparency. We believe strongly in internal communication, addressing and discussing issues in a friendly and open environment. For employees, it is less threatening to express their thoughts and emotions to a third objective party who supports and thinks along with how to create a constructive conversation with management. Employee satisfaction surveys provide management with the insights to build better employee relations and a positive work environment by attaining a better understanding of the employee’s motivations, incentives, feelings and behaviour.