The People-Ops Starter Kit gives founders and first HR hires a clear method and ready-to-use tools for hiring, onboarding, policies, leave, reviews, PIPs and exits. Plain English, global examples, and notes for India, the UK and the US.
The People-Ops Starter Kit · Bodhih Pro Kits · 05 by Bodhih Training, trainers to 2,000+ companies since 2008.
Start with a few working systems: one employee register, a simple headcount plan, structured interviews, written offers, a 30-60-90 onboarding plan, short plain-English policies, one place to track leave, regular one-to-ones and a fair exit process. The People-Ops Starter Kit from Bodhih Training gives you the method and ready templates for each step.
Want the full free guide first? Read How to Set Up HR for a Small Business: A Step-by-Step Guide.
Leave balances, probation dates and what was promised on an offer call sit in inboxes and memories. When that person leaves, so does the information.
Interviews are friendly chats, nobody scores consistently and candidates wait days between stages. The best ones accept other offers while you're still deciding.
Feedback gets saved for an annual review, so people are surprised and managers feel stuck. By the time someone says 'we need to let him go', nothing has been written down.
Five versions of the leave policy, approvals by chat, and no clear rule when someone challenges a decision. It's stressful for everyone and risky for the business.
Imagine next Monday morning. You open the HR Hub, and the Dashboard tells you in ten seconds who is due a probation review, which candidates have sat in one stage too long and whose leave requests are waiting. You deal with all three before your first coffee is cold.
As you fill in the Headcount plan, you notice something useful: every role now has a one-sentence business reason, and the cost this year is calculated for you. When your co-founder asks why the project manager hire comes first, the answer is already there.
Picture your next new starter's first day. Their laptop works, their manager is there, and together you open the 30-60-90 plan and book the check-ins on the spot. Ninety days later, the probation conversation is easy, because nothing in it is a surprise.
And when a difficult conversation does come, you'll already know what to do: check the facts, use the PIP template, offer real support and follow a fair process. Whether you start with the HR Hub tonight or the interview scorecard tomorrow, you'll notice the difference within a week.
The e-book shows you how. The tools make it happen. Here is exactly what you download.
The guide: methods, worked examples, scripts and exercises
Employee register, headcount plan, hiring pipeline, leave tracker with live balances, onboarding tracker and two dashboards in one workbook.
Five-part job description built around first-year outcomes, with a worked example and an inclusive-wording check.
Competency-based scorecard with behavioural questions, 1-4 rating guides, evidence notes and a debrief summary.
A clear, warm offer letter structure with precise wording for probation, bonus, conditions and next steps. Not legal advice.
A three-tier handbook skeleton (must have, should have, nice to have) with a one-page structure for every policy and a policy register.
Four-question review completed by employee and manager, with outcomes table, four-level rating, development plan and sign-off.
A humane, specific PIP with pre-checks, gap analysis, support commitments, weekly review log and clear close-out options.
A respectful exit interview guide with 15 questions, a rating table and a quarterly themes log so exits feed back into planning.
Principles of a fair process, a step-by-step outline and an annotated warning letter structure. Guidance only, not legal advice.
A fillable plan the new starter and manager complete together in week one, with outcomes, people to meet and three check-ins.
Ten-statement anonymous pulse with two open questions, plus a facilitator page to compare quarters and track actions.
A month-by-month People Ops calendar plus weekly, monthly and quarterly rhythms, so nothing important depends on memory.
A one-page general summary of the POSH Act 2013 for employers: Internal Committee, timelines, employer duties and a compliance checklist.
A clean, HRIS-friendly CSV of the employee register with standard field names, ready to adapt for import into most HR systems.
Each chapter opens with a real situation, gives you a method and ends with something to do today, using the tools in your kit.
Build a one-page headcount plan from business goals, decide hire, grow or contract, and cost every role properly.
Write outcome-based job descriptions that attract careful, capable candidates and give you something to interview against.
Use the same questions, written rating guides and independent scoring to hire more fairly and more accurately.
Make warm, fast offers and put every promise in writing so expectations match from day one.
Plan a 30-60-90 onboarding with clear outcomes, shared ownership and check-ins booked on day one.
Write the few policies you actually need in plain language and track leave in one place with live balances.
Replace annual surprises with regular one-to-ones, simple outcomes and a four-question review.
Run a fair, specific performance improvement plan that gives people a real chance and protects the company.
Run a quarterly pulse, act on what you hear and track the five people metrics that matter.
Handle every exit as a process and a message, and turn exit interviews into fixes.
General guidance on POSH Internal Committees and the four labour codes in force since 21 November 2025.
General pointers on written statements, holiday, right to work, I-9, wage and hour and leave rules.
Every outcome is practised with a worked example and a tool, not just described.
People who measure before and after improve faster and can show it. AssessAll, our sister assessment platform, has AI-graded assessments that pair with this kit. Take one now, work through the kit, then re-take it.
This is the most common situation in small-company HR, and it's where kindness and fairness turn out to be the same thing. Dismissing someone who doesn't know they're failing isn't decisive. It's unfair, and in many jurisdictions it's legally risky too. A performance improvement plan, or PIP, is a written plan that sets out the gap between expected and actual performance, the specific improvement needed, the support the company will provide, and the timeframe. Done well, it gives a struggling person a genuine chance to succeed. Done badly, it's a box-ticking exercise everyone knows is a prelude to exit, and that poisons trust across the whole team. The test is simple: would you be genuinely pleased if this person succeeded? If the honest answer is no, a PIP is the wrong tool, and you need a different, honest conversation, probably with legal advice.
| Free templates and typical advice | This kit | |
|---|---|---|
| Hiring | Generic job ads and unstructured chats | Outcome-based JDs, scorecards with rating guides and a pipeline that flags stuck candidates |
| Records | Scattered spreadsheets with no formulas | One linked HR Hub where leave balances, probation dates and dashboards calculate themselves |
| Performance | Annual review forms with no method | A rhythm of one-to-ones, a four-question review and a humane PIP process |
| Policies | Copied handbooks that don't fit a small team | A three-tier outline with a six-part structure for every policy |
| Global fit | US-only or UK-only advice | International examples plus India, UK and US notes, with clear 'check local law' guidance |
| Support for the reader | Templates with no explanation | An e-book that explains when and how to use every tool, with scripts and worked examples |
Bodhih Training has designed and delivered corporate programmes since 2008. Bodhih Pro Kits package what works in those workshops into a guide plus the exact tools we use, so you can apply it the same day without a facilitator in the room.
Name, email and country. UPI, card or netbanking in India; international cards everywhere else. No account to create.
Your download page opens at once, with every file and a one-click ZIP. A permanent link lands in your inbox too.
Start with the quick-start chapter, then the main spreadsheet or planner. Most buyers use something from the kit the same day.
You don't need a big HR department to treat people well; you need a few good systems, used consistently. Download the kit and open the HR Hub today, and whether you start with the dashboard tonight or the interview scorecard tomorrow, you'll feel more in control by Friday.
Personal licence for the buyer's own use (and use with your own team or clients where the kit says so). Please don't share or resell the files. Team and company licences: solutions@bodhih.com.
Certification for HR practitioners using AI.
Run onboarding and compliance on Bodhih LMS.
250+ AI-graded assessments to measure skills and earn verified credentials.
Individual development plans that start from evidence and stay yours.
Run this topic as a live workshop for your team, in person or online.
Book a vetted coach for career, leadership or communication. Pay per session.
Certification pathways in Applied AI, Workplace English and management.
Start with the systems that prevent most problems: an employee register, written offers, a simple onboarding plan, a few plain-English policies, one place to track leave and regular one-to-ones. Add a headcount plan and structured interviews as you hire more. The kit walks you through each step in order, with a template for each.
Usually the legal essentials first: equal opportunity and anti-harassment, health and safety, working hours, pay, leave, data protection, and disciplinary and grievance procedures. Then the policies that prevent arguments, such as remote working, expenses and IT use. The handbook outline sorts them into three tiers. Requirements vary by country, so check your local law.
Yes. The HR Hub uses standard formulas such as SUMIFS, COUNTIFS, INDEX, MATCH, EDATE and NETWORKDAYS, with no macros, so it opens in Excel and Google Sheets. Grey columns calculate automatically, and the Start here sheet explains how to adapt the leave year and probation length.
No. They are illustrative templates and educational guidance. Employment law varies by country and state, so have your offer letter, contracts and any disciplinary documents reviewed by a qualified employment lawyer before you use them.
Make sure expectations were clear and feedback was given first, use specific dated examples, limit the plan to two to four measurable areas, commit to real support and meet weekly. Chapter 8 and the PIP template show the full process, including how to close the plan either way.
Yes, in general terms. Appendix A and the POSH quick facts sheet summarise Internal Committee requirements, complaint timelines and employer duties, plus an overview of the four labour codes brought into force on 21 November 2025. It's educational, so check state rules and take professional advice.
Take one of the AssessAll assessments: HR Business Partner and Employee Relations Judgment, Interviewer Judgment and Hiring Bias, or Performance Management and Accountability. They show where your judgment is already strong and where to focus first as you work through the kit.
Use the development section of the performance review form to agree goals, then turn them into a personal development plan for each employee with Jobulary for Teams, so growth continues between reviews.
The personal licence covers your own use and use with your own team. If you're a consultant setting up HR for clients, or you want to roll the kit out across a larger organisation, email solutions@bodhih.com for a team or company licence.
Because the kit is a digital download, it is non-refundable once downloaded. We will help if a file is corrupted and we can't fix it within 3 working days, if you were charged twice, or if delivery failed.
₹1,299 including 18% GST for buyers in India, or $39 for buyers outside India. One-time payment, no subscription, with an automatic invoice.
Instantly. Your download page opens the moment payment succeeds, and a permanent download link is emailed to you. Download each file separately or everything in one ZIP.
Any of the usual tools: Excel or Google Sheets for spreadsheets, Word or Google Docs for templates, Adobe Acrobat Reader, Preview, Xodo or GoodNotes for the fillable PDFs, and Google, Outlook or Apple Calendar for the calendar plan.
Yes. Team and company licences, and workshops on this topic run by Bodhih Training, are available. Write to solutions@bodhih.com or call +91 99000 11601.
