- January 3, 2022
- Posted by: Trust Bill Atorudibo
- Categories: General, Hacks and DIYs, HR News, Productivity Tips
The HR Department has gone a long way since its days as an administrative function. With increased market competitiveness and technological advancements, HR departments have become more strategic than ever before. As a result, it’s critical for every HR manager looking to boost productivity to evaluate the efficacy of their present workflow. As employees are subjected to continuous meetings and excessive KPIs, developing the correct HR checklist can make it much easier to analyze and interpret existing data, coordinate your team, and discover important knowledge to aid management in decision making.
HR’s position is evolving from that of a support function to that of a strategic partner. Human resources are becoming increasingly important to the success of any firm, large or small, in the ever-changing business landscape.
It is critical that businesses capitalize on this shift by utilizing their human resources department as a key driver of business growth. To accomplish this, businesses must first understand what motivates performance in the HR department.
The HR manager is frequently under pressure; from payroll management to employee relations, as well as hiring and training obligations, an efficient manager must be equipped with the correct tools to sustain a productive workforce.
But, with so much on an HR manager’s plate on a daily basis, how can you construct the correct HR checklist to ensure that every essential activity required for employee productivity and corporate success is accomplished?
In this post, we’ll highlight the key HR processes and initiatives that should be on every top manager’s HR checklist in order to quickly sort through last year’s backlog and begin developing stronger strategies for the future.
1. Analyze and Revamp your Workforce
Properly examine the contributions, strengths, and talents of your workforce as well as their special abilities and potential. You must be assured that your “huge goals” for the new business year can be achieved with the present team you have.
Your investigation may uncover some weak links. Consider what you have in store for them. Are you going to train them so that they can meet your higher expectations? Have they peaked, or are you happy to accept their little contributions as they are? Is it necessary to replace any of them?
Whatever the results of your team analysis are, the bottom line is that you need a team that is aligned with your vision in order to become an effective HR manager with strategic contributions to the business.
The addition of new talent could also serve as a stimulus to improve team performance and morale.
2. Schedule Strategy Meetings
Human resources, as guardians of the organization’s values, play a critical role in engaging and aligning workers with the organization’s mission and goals.
As a result, engaging your workers and senior management in brainstorming activities should be an important part of your HR checklist in order to build a plan that involves everyone and to complete all of your employee engagement initiatives. The message must also be clear, and corporate principles must be explained properly to everyone.
3. Review Company Policies through Employee Surveys
As you make plans for the new quarter, be sure to examine and update any new policies and strategies targeted at enhancing employee performance or contributing to overall company growth.
Companies conduct employee engagement surveys in order to gain relevant input from their employees on what is and isn’t working.
The main priority of company policies is to reserve and safeguard an employer’s rights. They also sometimes assist in clarifying objectives and improving communication with employees.
4. Update Job Descriptions
Job descriptions should be “living documents” that are reviewed on a yearly basis. And, with the growth of hybrid workplaces and cutting-edge HR solutions, you may very well discover new job categories and descriptions that can have a significant impact on productivity and propel your company ahead of the competition.
They also assist managers in evaluating employees and establishing performance criteria or goals, determining salary or grade level, and identifying training requirements.
5. Analyze all HR Software Data
Use your HR software to collect statistics such as retention/turnover rates, training expenses, and other reports from the previous fiscal year. They can help you not only plan for what’s coming, but also provide you the opportunity to prevent it from happening in the first place.
6. Conduct Performance Reviews
Performance may be measured in a variety of ways, most commonly through ratings of abilities and behaviors, tasks or goals, and other performance indicators.
Whatever measurement is utilized, it should appropriately represent the individual’s performance and work, what is genuinely necessary to be successful on the job going forward, and the outcomes that the organization requires the most.
7. Update your Calendars
This is a great time to revise the calendar for the previous year and analyze your success rate in terms of scheduled events. What events didn’t hold? How many events, training and meetings were concluded successfully?
Clearing this out will make it easier to start organizing for the new year. A HR manager who can effectively use the calendar feature by entering in all of the relevant information will have a much easier life.
Simply find an electronic calendar of your choice, and customize some templates to suit your organizational operations.
Some important calendars every HR manager should keep include;
- Evaluation calendar
- Probation calendar
- Training/seminar calendar
- Contracts calendar
8. Give out Appropriate Bonuses
While recognition parties and public appraisals can significantly boost the morale of your employees, providing different types of bonuses also keeps them inspired to achieve more. After conducting performance reviews, the appropriate bonuses should be given transparently to the best performing employees.
Those qualified for promotions should also be given a shot at taking on greater responsibilities in the new year.
9. What’s Next?
As you analyze all the data from your HR software, employee surveys, and performance reviews, you’ll begin to discover what works and what needs to be changed or improved. This data should serve as guidelines as you begin to develop your company calendar for the coming year.
Ensure that unfulfilled training plans are given new dates and be sure to develop new seminars and training sessions that align with the direction your organization intends to head. Being strategic about your plans for the next quarter allows you to foresee several problems before they materialize.
10. Clean your Desktop
This might just be the cornerstone content of your HR checklist – because nobody wants to be stuck with a clogged PC or lagging computer . Thoroughly review your desktop file folders and sieve your data into the appropriate funnels.
Take note of pending projects as well as unfinished and unused documents. Clearing out your PC allows you to get rid of unnecessary files and free up more space.
With a little forethought and planning, you can create the right HR checklist to ensure that your HR department keeps functioning at full capacity. Do let us know if there are any areas where we can assist you. We would be delighted to offer you with the resources you require to take your business to the next level.