An EV charger installer fits chargers in apartment basements, malls, offices and highway stops. The firm is young, the product is new and its technicians must be part electrician, part network technician and part customer representative.
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Share your requirementsAn EV charger installation company surveys a site, plans the electrical load, lays cable, mounts chargers, connects them to the network and hands them over to a society, a mall or a fleet owner. Teams combine electricians, civil helpers and technicians who configure software and test the charger. The firm is often young and growing, with new products every year and customers who have never bought a charger before. Work is scheduled around building managers, parking hours and power cut windows. Skills are in short supply, so hiring and onboarding decide how fast the firm can take orders. See the renewable energy hub and the energy and utilities sector page.
These are the places the people side of this kind of business tends to give way. The rest of this page works through them.
HR here has to work for each of these groups, not only the office. The set-up below is written with all of them in mind.
A skilled house electrician may be new to load balancing, communication set-up and charger testing, so early jobs need close checking.
Orders from housing societies, fleets and malls arrive in clusters, and the firm hires in a rush, taking whoever is nearest.
New chargers and software versions mean technicians relearn steps, and the instructions in people's heads differ.
Society committees and residents ask questions, watch the work and complain. Technicians need manners as well as skills.
Jobs happen in parking areas after hours or at weekends, and attendance and rest are managed informally.
One technician may survey, install and commission, so the loss of one person leaves a gap that is hard to fill.
Start with the topics that matter most here: Recruitment and Talent Acquisition; Onboarding and Probation; Policies, Compliance and Governance. Then work through the rest. Each topic is written for energy and utilities, not in general.
Requisition to joining, the same way every time.
A first day that is the same for the fifth joiner as the first.
Policies a manager can apply, and obligations with owners and dates.
How many people, in which roles, by when — and what they will cost.
Structure, reporting lines and who is allowed to decide what.
Records, attendance, leave and the day-to-day HR that must simply work.
Salary structure, payroll inputs and a month that closes on time.
Goals, reviews and ratings that hold up in a conversation.
Training planned from need rather than from the calendar.
Named backups for the roles that cannot be vacant.
Communication, recognition and the conditions people actually work in.
Two routes — one for complaints, one for conduct — kept separate.
Induction, records, incident reporting and follow-through.
Who leaves, when, why — and which of them mattered.
Resignation to relieving letter, in a defined order.
Records that survive people, and approvals that do not queue.
A short monthly pack management actually reads.
An HR function that runs the same way every month.
The pieces a EV charger installation companies business puts in place, in an order that makes each easier. Open any card for the detail.
A short card for each so tasks and sign-offs are clear.
What this coversHideA short card for each so tasks and sign-offs are clear. Role clarity is easier before the team grows.
A planned onboarding with charger basics, a shadow week and a supervised job.
What this coversHideA planned onboarding with charger basics, a shadow week and a supervised job. See onboarding for the shape.
A short session on explaining the work to residents, handling queries and recording complaints.
What this coversHideA short session on explaining the work to residents, handling queries and recording complaints. Customer-service training can be tailored.
Working hours for night and weekend jobs, rest, travel and conduct inside customer premises, in one short policy.
What this coversHideWorking hours for night and weekend jobs, rest, travel and conduct inside customer premises, in one short policy.
A standing list of electricians and helpers who have met the team, so orders from a big society do not stall.
What this coversHideA standing list of electricians and helpers who have met the team, so orders from a big society do not stall.
Before changing anything, find out what is true today. These checks take an afternoon and tell you which of the topics above to start with.
Share your requirementsConfirm with a qualified professional. What applies to you depends on your business, your state and your arrangements, and it changes. This page describes practice. It does not state a legal position.
The services below fit this kind of business best. Each starts by recording where you stand, and every later report compares against that. We do not promise outcomes.
A hiring routine and standing pool for electricians, helpers and network technicians.
A first fortnight that turns an electrician into a charger installer with supervised jobs.
Short practical training for technicians dealing with residents and building managers.
Simple written rules for night work, rest, travel and conduct on customer premises.
Start with a free conversation, or see the paid HR Diagnostic.
Understand the business, its workforce, current processes and HR challenges.
Find the missing, weak, inconsistent or person-dependent processes.
Create the structure, processes, policies, SOPs, dashboards and systems needed.
Help HR and department managers actually adopt the new system.
Digitise repetitive and approval-based workflows where it is worth doing.
Track hiring, attendance, employee cost, performance, training and attrition.
Strengthen the people-management system continuously, not once.
From the GullyHR blog: one on HR in energy and utilities, and one on each of the topics this page points to.
Engineers, technicians and operators leave energy and utilities firms for reasons that differ by project and plant. How to listen, ask better questions and act.
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Sources beyond the neighbouring gate for setters, turners, inspectors and leak test hands, plus a one-hour bench trial built from your own rejected parts.
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Hour by hour, then week by week, for a recruit's first month at a module, inverter, pack or junction box line: safety and handling first, a practice bench, a buddy, a sign-off and a day-30 review.
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A practical contents list for an employee handbook in a growing Indian business: what to cover, what to leave to policies, and how to keep it usable and current.
5 min readRead articleMore on the GullyHR blog.
Electricians already know cables and safety and learn charger specifics fast. Freshers need longer but can be taught your way. A mix, paired with a good senior, usually works best.
Hold a short briefing when a new charger or software version arrives, update one page of steps and have someone demonstrate it. Do not rely on people discovering changes on the job.
Patience, clear explanation, tidiness and honesty about what is possible. Short practice sessions with real scenarios help. Capture complaints and share lessons without blaming the person.
Plan it in advance, rotate people, set rest rules and state how the extra hours are recognised. Agreed rules reduce quiet resentment and unplanned absence.
A few pages are enough: hours, conduct, travel, leave and safety. They stop arguments and help new joiners. Add rules as problems appear, rather than writing long documents nobody reads.
First we would count installations needing revisits, ask your best technician what a newcomer must learn and list night and weekend jobs. An onboarding fortnight with a hiring pool is a natural first job, and scope goes into writing for you to accept or change.
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