Leading Beyond Lines: Dhun Chhokar’s Journey from Design to Management

Remember the time when you were jittery and nervous about your career and were seeking advice from everyone? We’ve all been there, collecting tips—some worked, some didn’t. But amidst all the pieces of advice, we received this common success mantra: pick a path, create a plan, and stick to it until you succeed. Sounds foolproof, right? Many of us followed the advice and worked tirelessly because, let’s face it, who wants to fail? These plans usually lead to two outcomes—success or failure. But one thing is sure: doubt will creep in if you don’t explore and push your boundaries. If you’re currently questioning your choices, Dhun Chhokar’s managerial story will inspire and nudge you to explore your potential. Dhun is a self-proclaimed wild child who believes in doing things her way. With a background in media and theatre, she’s explored every corner of the creative world—from collaborating with stand-up comedians to trying her hand at acting and working with various production houses. These diverse experiences played a crucial role in shaping the person she is today. Stepping out of her comfort zone transformed Dhun into a people person, a trait that smoothly carries into her role as a manager. She currently leads On Purpose’s national team for digital and visual storytelling, overseeing a team of over 20+ members. While recognizing her progress, she strongly desires continuous learning and improvement. She consistently strives to be a better version of herself. Let’s have a closer look at her journey.

Dhun’s Evolution: From Designer to Manager at On Purpose

At On Purpose, Dhun started her journey as a designer, leveraging a natural flair for aesthetics and visual composition despite lacking prior knowledge in editing and designing. Through her strong work ethic and determination, she quickly mastered these skills on the job. On Purpose introduced her to the corporate world and PR role, where she not only acquired technical skills but also honed her leadership abilities, gradually assuming more significant responsibilities. Dhun marked a significant milestone by transitioning into a managerial role within three years. Reflecting on this shift, she said

I had no idea what it meant to be a manager. At that moment, it felt cool that people would report to me. Dhun Chhokar

As a first-time manager without formal training, Dhun felt a bit lost, much like others in her situation. However, her founder’s support helped her navigate the new challenges of managerial duties head-on. Dhun sees On Purpose as more than just a workplace. It is her training ground for professional and personal growth. She credits On Purpose for offering the platform to learn and evolve, from mastering hard skills to developing the qualities required for leadership. Through this journey, Dhun learned that every challenge is an opportunity for development. She believes in embracing experiences and challenges with an open mind, knowing they contribute to the growth of an individual.

Overcoming Managerial Hurdles: Dhun Chhokar Shares Insights

Dhun encountered significant challenges as a manager, one of them being fostering genuine empathy and understanding towards her team members.

The biggest challenge personally was when I had to understand people’s problems. Dhun Chhokar

She admits that empathy wasn’t a skill that came naturally to her. When she assumed the manager role, she realized the importance of empathy in creating a positive team environment and understood that merely hearing her team members’ problems wasn’t a comprehensive solution to address their concerns effectively. Dhun decided to work on developing empathy to overcome this roadblock. She committed to truly listening, absorbing her team’s perspectives, and empathizing with the various personal or professional situations they faced. This shift in approach allowed her to consider her team’s individual circumstances and personal issues, ultimately contributing to a more understanding and supportive work environment. Dhun realized that this change not only improved team dynamics but also helped their professional growth.

As a manager, standing up for team members when they aren’t able to meet expectations is a significant challenge. Dhun Chhokar

Dhun encountered a challenge as a manager when she had to advocate for her team members in front of management and clients, especially when they couldn’t meet expectations due to personal reasons. Balancing the needs of her team with organizational expectations demanded considerable effort and posed a significant hurdle for her to overcome. To address this challenge, Dhun made clear communication a top priority. She encouraged open dialogue among team members and clients, providing a platform for effectively expressing concerns. Dhun ensured that her team felt valued and supported by actively listening and engaging in honest conversations, fostering a cohesive work environment characterized by trust and collaboration. She promoted transparency and mutual support among team members through regular one-on-one meetings, further solidifying their bond and commitment to shared goals.

Clear Communication in Leadership: Dhun’s Perspective and Advice

Dhun’s background in mass communication and her success in the PR field are testaments to her strong communication skills. She believes effective communication is key to tackling any professional challenges. With her experience, she offers valuable insights into the power of communication.

Communication is everything, irrespective of your role. Dhun Chhokar

Dhun recommends prioritizing honesty and openness. Building trust with your team and stakeholders fosters reliability and credibility. She suggests transparency in addressing positive and negative aspects, strengthening relationships, and building trust over time. Furthermore, she emphasizes the significance of establishing authentic connections with team members. Rather than simply issuing directives, Dhun advises managers to articulate their expectations clearly. Through respectful assertion, managers can align their expectations with their teams’ goals, eliminating ambiguity and fostering mutual understanding and productivity. Dhun firmly believes in clear and transparent communication with her team members. However, she also acknowledges that despite her commitment to delivering her best, there are occasions when communication may not be as effective as desired. Imagine this: You’ve carefully laid out tasks and deadlines for your team, spending time and effort to clarify everything. But, despite your efforts, some team members go off track, causing delays that slow down the project. It’s frustrating, right? Even though you’ve explained everything clearly, seeing your team not follow instructions as you hoped makes you wonder if there’s a better way to make sure everyone understands and gets the job done efficiently. In times like these, Dhun shares her way of handling such situations.

There are still times when I fail to communicate and end up in situations I didn’t expect to be in. Dhun Chhokar

She acknowledges that setbacks are part of the journey and encourages embracing self-comfort to navigate disappointments. Also, learning from these encounters enhances your ability to understand other team members better. Despite best efforts, communication may still falter at times. Dhun advises embracing acceptance in such situations. Not every challenge has an immediate solution, and recognizing this alleviates self-blame. Over time, experiences become valuable lessons, enabling individuals to adapt and grow. Understanding that perfection isn’t always attainable fosters resilience and encourages continual improvement in communication skills.

Dhun’s Tips for Effective Management

Dhun has offered two actionable tips to help managers improve their leadership skills and team dynamics.

Your team members are always watching you and constantly making assumptions. Dhun Chhokar

Dhun believes that as a first-time manager, it is crucial to take time to pause and reflect on the type of leadership you wish to embody. While doing this, consider the individuals who inspire you and the leadership styles you admire. This reflection can help shape your approach to management. By being intentional about the kind of leadership you want to bring in, you can set a positive example for your team members and earn their respect and admiration.

Team members look at managers critically to see if they are good enough to become their mentors. Dhun Chhokar

Dhun emphasizes that providing mentorship and guidance to team members is a critical role for managers, often overshadowed by workload. She believes managers should prioritize offering support, even if it begins with just one team member. Recognizing the transformative impact of such support on team dynamics and individual growth is critical. By being approachable, empathetic, and supportive, managers can cultivate a sense of community within their teams and create a lasting positive impact on their team members’ lives, personally and professionally.

How Can Risely Help?

Dhun Chhokar has developed her leadership style by working closely with her company’s founder and her mentor, an opportunity only some aspiring managers may have. But here’s the thing: we miss out on the nitty gritty and don’t always have the support to overcome similar challenges. That’s where Risely steps in as a solution. Risely is an AI buddy for managers, offering the guidance that every manager needs to unleash their true potential. With tailored steps and insights, Risely empowers you to solve challenges in simple steps:

Identify your challenges: The journey begins when a manager starts by defining their challenges. From 50+ challenges, managers and team leaders can identify the issues hurting their team.
Test your skills: In the second step, skills and qualities, such as expectation setting and prioritization skills, are tested with the help of leadership skill assessments to see how well you have achieved these critical functions. These assessments help us create detailed reports for skills and abilities.
Start growing: Now comes the good part: where your progress becomes Risely’s agenda. Managers can start making progress with the help of daily nudges, toolkits, and the interactive AI coach – Merlin, who is there for you through thick or thin, whether day or night.

Sounds exciting? You can start a free conversation with Merlin now!

Suprabha Sharma

Suprabha, a versatile professional who blends expertise in human resources and psychology, bridges the divide between people management and personal growth with her novel perspectives at Risely. Her experience as a human resource professional has empowered her to visualize practical solutions for frequent managerial challenges that form the pivot of her writings.

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Building Human Resources: The Ultimate Guide for First-Time HR Professionals

Welcome to the beginning of an incredible journey! As you step into the role of building human resources department in your company, you’re not just shaping policies and processes – you’re laying the foundation for a thriving workplace culture. Whether you’re the pioneer HR hire or the visionary founder, this guide is your trusted companion every step of the way. Imagine you’re setting the stage for a team where people feel valued, supported, and empowered to excel. That’s the power of a building human resources department. It’s not just about ticking boxes; it’s about creating an environment where employees thrive, compliance is seamless, and the business grows sustainably. This blog will walk you through the essentials of building human resources, helping you navigate challenges, and seize opportunities.

Table of Contents

Building Human Resources: The Ultimate Guide for First-Time HR Professionals

Understanding the Role of HR in an Organization

Unlocking the essence of HR within an organization is akin to discovering the heartbeat of its success. Let’s delve into the pivotal role HR plays in driving organizational excellence.

Vital Functions and Responsibilities of HR

Recruitment and Talent Acquisition
Employee Onboarding and Integration
Performance Management and Development
Employee Relations and Conflict Resolution
Compliance and Legal Matters
Benefits Administration and Employee Well-being

HR’s Impact on Organizational Success

HR is the cornerstone of organizational success, driving initiatives directly impacting performance, culture, and employee engagement.

Strategic Workforce Planning: HR plays a pivotal role in aligning the workforce with organizational goals through strategic planning. By understanding the company’s needs and anticipating future challenges, HR ensures that the right talent is in place to drive success.
Talent Development and Retention: HR’s focus on employee development enhances individual skills and contributes to long-term organizational success. By fostering a culture of continuous learning and providing growth opportunities, HR helps retain valuable talent.
Employee Engagement and Productivity: HR initiatives that foster a positive work environment and employee engagement directly impact organizational success. Engaged employees are more likely to be productive, innovative, and committed to achieving the company’s objectives.
Effective Performance Management: HR’s involvement in performance management ensures that employees are aligned with organizational goals. HR contributes to improved individual and overall organizational performance through regular feedback, goal setting, and performance assessments.
Navigating Organizational Change: During times of change, HR plays a crucial role in managing transitions smoothly. Whether it’s organizational restructuring, mergers, or new initiatives, HR helps employees adapt, ensuring minimal disruption and a focus on continued success.
Cultivating a Positive Organizational Culture: HR shapes and reinforces the organizational culture, significantly influencing how employees work together and contribute to success. A positive culture fosters collaboration, innovation, and a sense of belonging, all essential for achieving organizational goals.

In essence, HR serves as a strategic partner, driving initiatives that directly impact the success and sustainability of the organization. From talent management to fostering a positive workplace culture, HR’s influence is woven into the fabric of organizational achievement.

8 Steps to Building Human Resources Department

Step 1: Assess Your HR Needs

Before establishing and building human resources department, assessing your organization’s specific requirements is essential. Here’s how:

Company Size and Stage: Determine if you’re a startup, growing company, or established organization, as each stage has distinct HR needs. Example: Startups may prioritize recruiting top talent and fostering a dynamic culture, while established organizations focus on talent retention and compliance.
Industry and Workforce: Understand the regulations and dynamics of your industry as they influence HR practices. Example: Healthcare industries may require stringent compliance with healthcare regulations, while tech companies prioritize attracting and retaining tech-savvy talent.
Budget and Resources: Consider your financial constraints and available resources when planning your HR department. Example: Startups may have limited budgets, prompting a phased approach to hiring HR professionals or investing in cost-effective HR technology solutions.

By assessing these factors, you can tailor your HR strategies to meet your organization’s specific needs, ensuring effective HR management from the outset.

Step 2: Define Your HR Vision and Mission

Now that you’ve assessed your HR needs, it’s time to articulate your vision and mission for the building human resources department. Defining a clear vision and mission for building human resources department serves as a guiding beacon for your team and aligns their efforts with the organization’s broader goals. Establishing specific goals and crafting a compelling mission statement provides clarity and direction, fostering a sense of purpose and motivation among HR professionals. Here’s how to proceed:

Identify Your HR Goals: Consider what you want your HR department to achieve. Is it attracting top talent, fostering a culture of innovation, or boosting employee engagement and retention? Example: If your company aims to become an employer of choice in the tech industry, your HR goals include attracting and retaining top tech talent, promoting diversity and inclusion, and fostering a culture of continuous learning and development.
Craft a Clear Mission Statement: Translate your vision into a brief and inspiring mission statement that encapsulates the purpose and values of your HR department. Example: “Our mission is to attract, develop, and retain exceptional talent who embody our company’s values of innovation, collaboration, and excellence. We strive to create an inclusive and engaging workplace culture through strategic HR initiatives where every employee can thrive and contribute to our collective success.”

Step 3: Wear Your Strategy Hat

Aligning your HR strategy with the broader business goals ensures that HR initiatives are purposeful and impactful and contribute directly to the company’s success. By understanding the company’s priorities, you can tailor your HR initiatives to address specific challenges and capitalize on opportunities that align with the company’s strategic direction. This strategic alignment also enhances the credibility and perceived value of the HR function within the organization, positioning HR as a strategic partner in driving organizational growth and success. Here’s how to approach this crucial step:

Align with Company Priorities: Gain a deep understanding of the company’s strategic objectives and priorities. What are the critical areas of focus for growth and development? Example: If the company’s priority is to expand into new markets, your HR strategy might emphasize talent acquisition strategies tailored to those specific markets and cultural contexts.
Identify Key HR Initiatives: Based on the company’s priorities, identify key HR initiatives that will support and drive those goals forward. Example: If one of the company’s goals is to enhance employee productivity and engagement, your HR initiatives might include revamping performance management processes, implementing employee recognition programs, and fostering a culture of continuous feedback and development.

Step 4: Build Your Core HR Functions

Now that you’ve aligned your HR strategy with the company’s goals, it’s time to establish the core functions of building human resources department. Building robust core HR functions is essential for laying the groundwork for a successful HR department. By establishing effective processes and systems for recruitment, performance management, and compliance, you create a solid foundation that supports the organization’s talent management objectives and mitigates risks associated with legal and regulatory compliance. Here’s how to build the foundational pillars:

Recruitment & Onboarding: Develop robust processes for sourcing, screening, and selecting candidates that align with the company’s culture and values. Design an onboarding program that introduces new hires to the company culture, policies, and expectations, ensuring a smooth transition into their roles. Example: Implement a structured interview process with behavioral and situational questions to assess candidates’ fit for the role and organization.
Compensation & Benefits: Design competitive compensation packages and employee benefit programs that attract and retain top talent. Example: Conduct market research to benchmark salary ranges and benefits offered by competitors in your industry, ensuring your compensation packages remain competitive and attractive to prospective employees.
Performance Management: Establish a performance management system that includes goal setting, regular performance evaluations, and feedback mechanisms. Example: Implement a performance review process that encourages ongoing dialogue between managers and employees, focusing on strengths and development areas.
Compliance & Risk Management: Stay informed about relevant labor laws, regulations, and industry standards to ensure compliance and mitigate risks. Example: Conduct regular audits of HR policies and practices to identify potential non-compliance areas and take proactive steps to address them.

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Step 5: Choose Your Tech Allies

Incorporating HR technology into your department can revolutionize how you manage human capital and administrative tasks. You can streamline processes, improve data management, and enhance organizational communication by leveraging user-friendly tools and software solutions. Choosing the right tech allies empowers your HR team to focus on strategic initiatives and drive organizational success. Here’s how to navigate the selection process:

Consider Implementing HR Software: Explore HR software solutions that automate administrative tasks, manage employee data, and facilitate communication. Example: Invest in an Applicant Tracking System (ATS) to streamline recruitment by tracking candidate applications, scheduling interviews, and managing hiring workflows efficiently.
Research and Choose User-Friendly Tools: Prioritize user-friendly tools that are easy to implement and intuitive to use, minimizing the learning curve for your HR team. Example: Choose an Employee Self-Service (ESS) portal that allows employees to access their payroll information, request time off, and update personal details seamlessly, reducing the administrative burden on HR staff.

Step 6: Hire Your Dream Team

As you are building human resources department, consider both the immediate requirements of your organization and its long-term vision. Whether hiring a single HR professional to start or gradually expand your team, prioritize individuals who bring expertise to the table and share your enthusiasm for fostering a positive workplace culture and driving organizational success. Building human resources department is an exciting opportunity to assemble a team that aligns with your company’s culture and goals. Here’s how to proceed:

Gradually Build Your HR Department: Identify essential roles based on your company’s priorities and immediate needs. Consider roles such as HR generalist, recruiter, or HR coordinator. Example: If your priority is talent acquisition, prioritize hiring a skilled recruiter who can lead recruitment efforts, build candidate pipelines, and ensure a positive candidate experience.
Prioritize Individuals Who Share Your Vision: Look for candidates who possess the necessary skills and experience and resonate with your company’s mission and values. Example: Seek HR professionals who are passionate about employee development if your organization prioritizes a culture of continuous learning and growth.

Step 7: Foster a Collaborative Culture

Collaboration lies at the heart of an effective building human resources department. By building solid relationships with other departments, HR can gain valuable insights into organizational needs and priorities, facilitating the development of tailored HR strategies and initiatives. Creating a collaborative environment within your HR department and the organization is essential for driving success and building strong relationships. Here’s how to foster collaboration:

Build Strong Relationships with Other Departments: Take the time to understand the needs, challenges, and goals of other departments within your organization. Example: Collaborate with the marketing team to align employer branding efforts with recruitment strategies, ensuring consistency and effectiveness in attracting top talent.
Communicate Openly and Transparently with Employees: Foster a culture of open communication where employees feel comfortable sharing feedback, concerns, and ideas. Example: Implement regular town hall meetings, employee surveys, or feedback channels to gather insights and ensure transparency in decision-making processes.

Step 8: Continuous Learning and Improvement

Continuous learning and improvement are fundamental principles that drive the evolution of building human resources departments. By staying informed about industry trends and legal changes, HR professionals can adapt their strategies to meet evolving needs and maintain compliance. Here’s how to foster ongoing growth:

Stay Updated on HR Trends and Best Practices: Dedicate time to research and stay informed about emerging trends, innovative HR practices, and labor laws and regulations changes. Example: Attend industry conferences, webinars, and workshops to gain insights into the latest HR technologies and strategies.
Regularly Evaluate HR Programs and Initiatives: Assess the effectiveness of your HR programs, policies, and processes through regular reviews and performance metrics analysis. Example: Conduct annual reviews of your recruitment process to identify areas for improvement, such as reducing time-to-hire or enhancing candidate experience.
Seek Feedback from Employees and Leadership: Encourage open dialogue and feedback loops with employees and organizational leadership to identify areas of strength and opportunities for enhancement. Example: Implement regular employee satisfaction surveys or focus groups to gather insights into employee experiences and perceptions of HR initiatives.

Conclusion

In wrapping up the journey of building human resources department, let’s reflect on the key steps and considerations that pave the way for success. From assessing your unique needs to strategically aligning with company goals, you’ve laid a robust foundation for effective HR management. As you step into this crucial role, remember that agility and adaptability are your greatest allies. The business landscape is ever-changing, and so are the needs of your organization. Embrace flexibility, stay attuned to the pulse of your workforce, and be ready to evolve and building human resources strategies accordingly.

Suprabha Sharma

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