Kick Start A Prosperous 2015 Before December 31st With These Six HR ‘Must-do’s’
While we would all rather be drinking eggnog and counting the days to the holiday time off, there are some HR ‘must-do’s’ that should happen before month’s end to pave the way for a successful New Year. Here’s our ‘must-do’ list to get you started. If you need some help – give us a call.
Update your organizational structure and job descriptions to fit with your strategic direction for 2015.
This is about aligning your workforce to your goals. We find that when successful organizations plan for the coming year, they are able to analyze what the impact of changes or growth might be on their people and the systems needed to support those changes or growth.
Update employee handbook and review policies/practices and legislations.
Employee Handbooks, HR policies and all HR practices should be reviewed on an annual basis. Some legislation, for example WorkSafeBC, mandates that you review your bullying and harassment practices on an annual basis.
Complete performance evaluations.
Many organizations are on an annual performance management/development cycle to review their employee’s performance in some way. Keeping this process on track and completing each employee’s review on time sends a strong message to everyone on the team that their contribution in the last year and their commitment moving forward into the new year is important. In this way, timely reviews are a key part of employee engagement.
Send out compensation letters and review C.O.L.A.
If an employer is doing annual compensation increases, it’s important that they advise employees in advance and in writing. Some companies tell the employee “you’re getting X$ increase” and then voila – the $$ show up on the employee’s next pay cheque. That’s not a lot of bang for the intent of the increase. Instead, communicate in writing how the increase was determined and how the employee’s performance played a role in the company’s success.
If you are giving employees a year-end bonus, consider a hand written card with a manual cheque inside. Direct depositing bonus cheques takes all the bang out of the buck.
Send out vacation reconciliation letters.
At the end of every year, employers should reconcile and confirm employees’ time off and any time they are owed. Is there carry forward vacation? Has tenure occurred that has caused an employee’s vacation entitlement to increase? At the end of each year, a document with the employee’s overall leave status is signed by both the employer and employee preventing any misunderstandings. This also includes entitlement for the upcoming year. This is preventative maintenance for both HR and protects your company from potential liabilities.