HR Basics Already Laid Out for Your Kind of Business
Most small businesses build HR from a blank page, one problem at a time. A starter pack gives you the basics for your kind of business already drawn up: the roster or leave process, the key letters, a joining checklist and a first set of records, then adapted to you in a short working session.
Not sure what you need? Tell us about your business in six short steps and we will come to the first meeting prepared.
Share your requirementsWhat is sector starter packs?
A sector starter pack is a ready-to-adapt set of HR basics written for one kind of business, such as a clinic, a restaurant or a security agency. It holds the attendance and leave process, the key letters, a joining checklist and a first set of records, and it is adjusted to your business in a short working session.
The starting point
When businesses ask us for this
- You have opened a clinic, a restaurant or a site office and people are already working, but there is no written leave rule, no standard letter and no joining checklist.
- You downloaded generic HR formats online and they talk about offices and desks, while your people work in shifts, on sites, in a kitchen or in a ward.
- Every new joiner gets a slightly different letter, copied from the last one and edited in a hurry.
- Your roster lives on a WhatsApp group or a paper sheet, and nobody can say later who actually worked on a given day.
- You have been told you need an HR manager or a full HR system, but you only need the basics put in order first.
- A second branch or site is opening and you want the new place to start the way the first should have.
- You asked a consultant for help and received a long proposal that redesigned everything, when you wanted a workable starting set.
- Records of joiners, leave and warnings are scattered across drawers, phones and inboxes, and finding one takes a morning.
What the work covers
A starter pack is a short, practical piece of process work. We begin with a pack written for businesses like yours, sit with you for a working session to learn how your people actually work, and change the pack until it fits: your shift pattern, your leave practice, your roles, your wording. You review the result, confirm the decisions that belong to you, and keep the documents. This is a defined project with scope and fee agreed in writing before it starts. It does not replace a full HR set-up if you later want one, and it is not an assessment of the HR you already have. Where law or licensing touches a document, such as a clinic registration or a guard agency licence, please confirm that point with a qualified professional.
Clinics and polyclinics
The pack covers a clinical roster for doctors, nurses, front desk and support staff, with on-call and weekly-off practice written down, along with visiting and part-time consultant arrangements. It includes appointment and engagement letters for each role group, a joining checklist that asks for professional registration documents, and a first set of records. It suits single clinics and small polyclinics where the owner is often a doctor and HR has never been anyone's job. Clinical practice and registration questions are for your own medical and legal advisers. See also the page for [clinics and polyclinics](/industries/for/clinics-polyclinics).
Security guard agencies
The pack covers a post-wise duty roster, shift handover, relief and absent-guard cover, and how attendance is confirmed from posts spread over several client sites. It includes engagement and posting letters, a joining checklist and a first set of guard and supervisor records. It suits agencies that run many posts with few office staff, where supervisors hold much of the HR knowledge in their heads. Licensing and client contract terms should be confirmed with a qualified professional. See also the page for [security guard agencies](/industries/for/security-guard-agencies).
Restaurants and cafes
The pack covers split and late shifts, weekly offs that rotate with footfall, a simple way to record extra hours and how tips and meals, if you provide them, are handled in writing. It includes appointment letters for kitchen, service and housekeeping roles, a joining checklist and first records. It suits owner-run restaurants, cafes and small chains where staff turnover is high and a new cook or server may start on a Friday evening. See also the page for [restaurants and cafes](/industries/for/restaurants-cafes).
Builders and contractors
The pack covers site and office attendance kept separately, how a worker moving between sites is recorded, and how staff and site supervisors differ from labour engaged through your own arrangements. It includes letters for site engineers, supervisors and office staff, a joining checklist and first records for each site. It suits builders and general contractors running several sites at once, where the office rarely sees who is actually working. Labour arrangements and site rules are best confirmed with a qualified professional. See also the page for [builders and general contractors](/industries/for/builders-general-contractors).
Commercial cleaning companies
The pack covers shift allocation across client premises, replacement when a cleaner does not turn up, supervisor visits and how uniforms and materials issued are recorded. It includes engagement and posting letters, a joining checklist and a first set of records per site. It suits cleaning and facility companies where most employees work at a client's premises and the office sees them only when something goes wrong. See also the page for [commercial cleaning companies](/industries/for/commercial-cleaning-companies).
Hotels and guest houses
The pack covers round-the-clock rosters across front office, housekeeping, kitchen and maintenance, rotating weekly offs, handling of peak and festival weeks, and a plain way to record staff meals or accommodation where these are provided. It includes appointment letters by department, a joining checklist and first records. It suits independent hotels and guest houses where the owner or a manager runs everything and the same few people cover several roles. See also the page for [hotels and guest houses](/industries/for/hotels-guest-houses).
Private schools
The pack covers the academic-year calendar, teaching and non-teaching staff leave, substitution when a teacher is absent, and how holidays and vacations are treated for each group. It includes appointment letters for teachers, administrative staff and support staff, a joining checklist that asks for qualification documents, and first records. It suits private schools run by a trust, a society or a founder, where the principal handles HR alongside everything else. See also the page for [private schools](/industries/for/private-schools).
Retail stores
The pack covers store shift rosters, weekly offs, sale-season rules, cash-desk handover and how attendance is confirmed store by store for a single outlet or a few branches. It includes appointment letters for sales, cashier and stock roles, a joining checklist and first records per store. It suits independent retailers and small chains where the store manager approves everything verbally. See also the page for [department stores and retail](/industries/for/department-stores).
Small manufacturing units
The pack covers shift patterns, overtime recording, attendance on the shop floor against office staff, and how a machine operator moves between shifts or lines. It includes letters for staff and operators, a joining checklist that includes the safety briefing, and a first set of records per department. It suits small units with a production floor, a stores area and a small office, where the owner or plant head still approves leave personally. Factory-specific obligations should be confirmed with a qualified professional. See also the page for [specialised manufacturing units](/industries/for/specialised-manufacturing-units).
IT and software firms
The pack covers flexible and remote working arrangements, leave and holiday practice for a project-driven team, handling of client-site deployments and a joining checklist that includes equipment and system access. It includes offer and appointment letters, confidentiality and notice wording for your lawyer to review, and first records. It suits small software, cloud and services firms that have grown from a few friends into a team and still run on one shared spreadsheet. See also the page for [cloud computing and IT companies](/industries/for/cloud-computing-companies).
How a pack is adapted to your business
A pack is never handed over as it stands. In a short working session we go through how your people actually work: your shifts, your busy and quiet periods, who approves what, and what you already do that works. We then change the roster or attendance and leave process, the letters, the checklist and the records until they match. Wording on matters of law or licensing is marked for review by your own qualified professional. You approve the final set, and it is yours to use with or without us.
The process
How it runs
Choose the pack
We confirm which of the ten packs is closest to your business. If you run two kinds of work, such as a hotel with a restaurant, we agree which pack leads and what is borrowed from the other.
Short intake
A brief set of questions on headcount, locations, shift pattern, role groups and what you already use, so the working session is spent on decisions and not on fact-finding.
Working session
A short session with you and whoever runs the floor, the site or the front desk. We go through the pack step by step and mark what stays, what changes and what is missing.
Adapting the pack
We rewrite the process, letters, checklist and records to your decisions, in your terms for roles and shifts, and mark any points that need review by a qualified professional.
Your review
You read the adapted set, correct anything that does not match practice, and confirm the decisions that belong to you, such as leave rules and approval routes.
Handover
You receive the final documents in editable form, with a short note on how to use the checklist and records, and who in your team should own them.
What you receive
- A roster or attendance and leave process written for your kind of business and your shift pattern.
- The key letters for your role groups, such as offer, appointment, confirmation and relieving.
- A joining checklist covering documents, briefings and handover of equipment or uniform where relevant.
- A first set of records, such as an employee list, leave record and attendance sheet, ready to use.
- A short list of points that need review by a qualified professional before you rely on them.
- A one-page note on how to use the pack and who in your team keeps it up to date.
- All documents in editable form, so your own team can change them later.
Who it is for
- Owner-run businesses in one of the ten sectors covered, with a team already working and no written HR basics.
- New businesses about to hire their first ten or twenty people who want to start with a workable set rather than a blank page.
- Founders opening a second branch, site or store who want it to begin on the same footing as the first.
- Businesses using generic downloaded formats that do not fit shift work, site work or term-time work.
- Owners who are not yet ready for a full HR set-up or an HR hire and want to put the basics in order first.
- Businesses whose records of joiners, leave and letters are scattered and need one starting set.
Why GullyHR.
A starter pack is only useful if it matches how your people actually work, and that comes from knowing the sector. GullyHR works with clinics, schools, hotels, security agencies, builders, manufacturers and others, so the packs start from real working patterns rather than from an office template. The same team that writes the documents also builds the HR software, which means the records in the pack can be carried on a system later if you decide to. You keep the documents and are free to use them on your own.
Design the process
Map how the work runs today, then write the procedure, the forms and the approval route it should follow.
Strengthen management
Settle the structure, the roles and the decisions each level can take without the owner.
Develop people
Train the managers who have to run it — the review, the difficult conversation, the handover.
Automate HR
Configure the agreed process in software, so the document and what people actually do stay the same thing.
The difference
What changes
- You have a roster or attendance and leave process written for the way your business actually runs.
- Every new joiner receives a letter from a standard set, not a copy of the last one edited in a hurry.
- A joining checklist means the same documents and briefings are covered for each person.
- Your first set of records lives in one place and can be found when a question comes up.
- A new branch, site or store can start from the same documents rather than from scratch.
- You know which points need a qualified professional, because they are marked in the documents.
How we are measured
Before work starts, we record where you stand. Every later report compares against that baseline.
We choose the measures with you at the start, from the list on this page, and only the ones your data can support. We do not promise a result. We promise a baseline, and a report that shows the change against it, whichever way it went.
This engagement is measured on
- Whether the roster or attendance process matches how work is actually done
- Whether the key letters are in use for new joiners
- Whether the joining checklist is completed for each new person
- Whether records can be found when needed
- How many open points were marked for professional review and closed
The measures we choose from
Time-to-hire
Days from approved vacancy to accepted offer.
90-day attrition
New joiners who leave in their first three months.
Annual attrition
Leavers over the year, by team and by manager.
Payroll and statutory errors per month
Corrections after the run, and returns filed late.
Open compliance gaps
Obligations without an owner or a due date.
Employees with written goals
Share of the team that knows what it is measured on.
Review completion rate
Reviews finished on time, not just started.
Manager training coverage
Managers who have been taught the part of the job they were promoted into.
Working together
Who does what
| Activity | GullyHR | Your team |
|---|---|---|
| Choosing the pack | Recommends the pack closest to your business and says plainly where it will not fit. | Confirms the pack and tells us about any second line of business. |
| Working session | Runs the session, asks how work really happens and records your decisions. | Brings the people who run the floor, site or desk, and answers honestly about current practice. |
| Adapting documents | Rewrites the process, letters, checklist and records to what was agreed. | Reviews each document and corrects anything that does not match practice. |
| Decisions on leave and approvals | Sets out the options and the usual practice in businesses like yours. | Makes the decision, since it depends on your budget, your people and your customers. |
| Legal and licensing points | Marks the places in the documents where law or licensing may apply. | Confirms those points with your own legal or licensing adviser. |
| Using the pack | Hands over the documents with a short note on use. | Names one person to keep the records and to issue letters from the standard set. |
Where the software fits
A starter pack works without any software. The roster, leave record and employee list are provided in forms you can run on a spreadsheet or on paper. If you later want the same process on a system, the records in the pack are laid out so they can be moved into GullyHR HRMS without being redrawn, because the fields, approvals and letters are already written down. That step is optional and is scoped separately if you want it.
Ways to engage us
- Single starter pack
- One pack adapted to one business at one location, through a short working session, a review round and a handover. Scope and fee are agreed in writing before work begins.
- Pack for a multi-branch business
- The same pack adapted once and then aligned across several branches, sites or stores, with the differences between locations written down.
- Pack for a business with two lines of work
- For a business such as a hotel with a restaurant, or a school with a transport unit, where a lead pack is adapted and parts of another are brought in.
- Pack with a follow-on
- The pack goes first. If you then want more, such as wider HR documentation or a policy set, that is scoped separately after you have used the pack.
Good to know
Questions we are asked
It is a ready-to-adapt set of HR basics written for one kind of business. It holds the roster or attendance and leave process, the key letters, a joining checklist and a first set of records, and it is adapted to your business in a short working session.
There are ten: clinics and polyclinics, security guard agencies, restaurants and cafes, builders and contractors, commercial cleaning companies, hotels and guest houses, private schools, retail stores, small manufacturing units, and IT and software firms.
Tell us what you run. If one pack is close, we say so and adapt it. If none is close, we tell you plainly, and the work can instead be scoped as a custom HR documentation project.
It is adapted. A short working session goes through how your people really work, and the process, letters, checklist and records are changed to match before you use them.
It is a short session. You should attend, along with whoever runs the floor, the site or the front desk, because they know how shifts and leave really work. The length is agreed when scope is confirmed.
No. Where law or licensing touches a document, we mark the point so you can confirm it with your own qualified professional. GullyHR does not give legal opinions.
No. The pack runs on a spreadsheet or on paper. If you later want a system, the records are laid out so they can be moved into GullyHR HRMS without being redrawn.
You do. They are handed over in editable form, and your team can change and reuse them across branches without us.
Often, yes. We look at what you have, keep what works and fill the gaps. If most of your set is already sound, we say so rather than sell you a full pack.
After a short conversation about your business, the pack, the number of locations and any second line of work. Scope and fee are written down and agreed before work begins.
Yes. We adapt it once, then align it across branches and note where a site genuinely differs, such as a different shift pattern or role group.
Prefer to talk first? +91 80958 58589 · hello@gullyhr.com