At the start

1. Base on the business strategy you have in mind, draft the organisation structure and the job roles
2. Draft the Job Description to facilitate hiring and selection of the employee of a good fit as well as ensure that the job scope is clear to the Employee
3. Ensure that the employment contract is in compliance with MOM Key Employment Terms (KETs) in addition to the legal terms drafted by the lawyers.
4. This should follow by an Employee Handbook which outlines other Employment Conditions, Leave, Salary and Benefits Guidelines; Code of Conduct and Workplace Guidelines

As you grow

1. As the Organisation grow to about 8-10 employees, develop a performance management system to define Key performance indicators and desired attributes to enable motivation and recognition
2. Develop learning and development process and guidelines to facilitate learning and career growth
3. When you attain a staff strength of 25-30 employees, hire an experience Human Resource Professional (about 3-4 years) to manage the HR fundamentals and employee relations and support the business growth.

1. Firstly, it would be good to define the type of organisation culture you would like to instil by defining your Organisation Values
2. From the Values, you could define the core competencies with the desired behaviours and attributes you would like all employees including leaders to have
3. Incorporate the Values and Core Competencies in the On Boarding process for the new hires to set the expectations of the culture and behaviours
4. Incorporate these core competencies in the performance management process to accord the importance and recognise desired behaviours
5. Plan a quarterly Value in Action (VIA) programme to recognise employees who walk the Values and demonstrate the desired Behaviours