Top 5 HR things to do in 2017
HR Consultant, Eleanor Morland, reveals the top five things on HR managers' to-do lists in 2017.
Here are our recommended top five things that you might want to include when reviewing your 2017 HR “To Do list”.
1. Review your employment contracts and HR policies
Ideally you should have cyclical review dates for your employment contracts and HR Policies. It is often useful to tie these in with the dates that employment laws are passed (April and October) to allow you to review contract templates, policies and procedures to ensure that any legislation changes are reflected in them. It is also a good excuse to review any post termination restrictions in contracts to ensure enforceability especially at the time promotions are being made.
As well as ensuring your HR documents are up to date and compliant from a legal perspective, it is useful to review policies and procedures to ensure they are still current, relevant and up to date. For example, policies relating to areas of fast paced change such as IT and social media are areas which require regular review to ensure they are up to date and still relevant. It is also important to check that policies and procedures reflect current practices within the workplace, and that they are well communicated and being applied consistently throughout the organisation.
2. Review your workforce
All organisations need to keep their workforce under review; after all the right mix of employees and skills is vital to an organisation’s success. HR Managers should therefore be proactively looking at the human resource needs of the business, but it is also useful to set time aside annually to review the business needs. Look at the human resource that the business needs- are there areas of growth that may require new or additional staffing? Begin to plan recruitment strategies to meet future need. Are there areas of decline where you may need to be considering redeployment or redundancies?
Start to look at your succession plan, identify talent in the organisation and seek out development opportunities to grow future leaders. Identify any potential skills shortage areas and put in place recruitment and retention strategies to address these. Review your reward packages- are you offering a competitive package to attract talent to your organisation above others in the same market? Identify growth areas in the business.
3. Review performance issues
Tackling poor performance issues with employees is always difficult to broach, which is why poor performance is often tolerated for much longer periods of time by many managers. Take a proactive approach to dealing with poor performance, speak to your managers and ask if they have any performance issues within their teams they need support with. Ensure you have robust and clear performance management procedures and work with managers, either through training them on performance management procedures or supporting them with applying them fairly and consistently to tackle any underperformers.
4. Review staff sickness
Take time to review your staff sickness levels. Identify employees who are either on long term sick or who have frequent short term absences which impact on the organisation. Employee absence can be a large cost to an organisation, but close absence monitoring and management procedures can help to reduce absence levels and minimise the impact and cost of absence on the business. Ensure your managers are applying capability procedures fairly and consistently and provide them with training as appropriate to equip them with the skills to address absence matters as and when they arise.
5. Prepare for planned legislation changes
Familiarise yourself with forthcoming legislation changes and put in place plans to prepare for them, for example, gender pay reporting for employers with over 250 employees and increased rates for the National Minimum Wage and Living Wage. Policies and procedures on data protection will need to be updated and data audited to ensure compliance to avoid potential fines and plan for the introduction of the General Data Protection Regulation in 2018.
For more information on the above or any other HR issues, contact Eleanor Morland at firstname.lastname@example.org.
About the author
Eleanor is a HR Consultant at Burnetts.