BRAD FEDERMAN JANUARY 20, 2016
Every year is a new chance to start fresh. People make resolutions – to eat healthier, volunteer more, be more organized, go to the gym more, spend less money. Why not make some resolutions for your organization? January is a great time to review and resolve any outstanding issues to start off organized and to be ready to tackle the year.
A human resource department functions like the heart of the company. If this department isn’t functioning correctly, chances are other parts of your company will not be working properly. In addition, a HR department needs to strive to be effective, efficient and organized to attract new hires, welcome new employees and make a positive impression. It can be very overwhelming to know where to start. The usual checklist includes the following:
Review employee policies
Review hiring processes
Review career development programs
Review communication practices
Review compensation packages
While these are important things to do and review, it’s vital for you to take a step back and look at the HR function strategically. We must always remember HR’s function is to assist the organization in growing and performing better through its people. So before you do anything, review the strategic plan for the business. Know the company’s goals. Your strategic plan will help you paint a better and bigger picture of the business as a whole.
Here is the rest of our New Year’s checklist:
1. Review business plans for divisions, business units, locations, etc.
2. Connect with your internal partners and work to understand what their priorities are for the year. Find out how can you help them meet their goals.
3. Assess the current people capacity. Do you have the skills, knowledge and abilities needed to support the plan?
4. Forecast people requirements. How many staff will be required to achieve the strategic goals of the organization?
5. Gap analysis. The difference between where your organization wants to be in the future and where you are now.
6. Re-examine people strategies to support organizational strategies. Restructuring strategies, Training and development strategies, Recruitment strategies, Outsourcing strategies, Collaboration strategies, etc.
7. Ensure your succession planning is in play. Do you have the proper people in leadership positions to move your company forward? Are they prepared to help support the company’s goals?
8. Once this is complete, go tactical. It is time to block and tackle.
What would you add to this list?