Get your planners ready… 2016 is almost here!
Yep, that’s right. We’re less than a month away from the new year.
What will you be planning?
No, we don’t mean your resolutions. (Although we really do hope you finally finish that crochet sweater this year.) We mean what will you be planning for your business in 2016?
One of our goals in 2016 – as well as any year – is to help businesses improve their HR function. So today we’d like to make our first move towards that goal by providing you with a few ideas for effective HR projects to undertake in 2016.
We know it may not technically be the New Year just yet, but this is prime planning time! So let’s get to it before the Times Square Ball drops!
5 ideas for 2016 human resources projects that will significantly enhance your business:
1. Conduct an HR Operational Review (aka HR audit):
When is the last time you truly evaluated your human resources processes and procedures? Are you using up-to-date forms that comply with all of the new legislation? Are you unintentionally discriminating against a protected class? The list of questions goes on and on.
An HR Audit provides the answers. Having an objective third party examine your processes helps you see what you are doing right, but more importantly, what you need to correct. (What could be a better way to start the new year?)
Conducting an HR audit is beneficial so you can discover where your company is at risk & how to fix it before it is too late. Remember: All it takes to get into a labor dispute is one mad, irrational former employee. It’s best to be prepared.
To get a quick overview and find out if your business could be at risk, take our free, online HR compliance review here: http://integrityhr.com/free-compliance-review/
2. Review and Update Your Employee Handbook
This human resources project is an obvious – but really important – one. Not only does your employee handbook ensure your employees are informed and fairly treated, but it also can be the most valuable weapon in your arsenal against costly legislation. In the event of a legal issue, being able to refer to the policies in your handbook can save you a bundle.
That’s why ensuring the policies are written correctly and up to date with legislation is extremely important. We recommend revising your handbook once a year, or at the extreme minimum once every two years.
Oh, and by the way, once you’ve updated your employee handbook, please, please, please make sure to follow the policies within it!
3. Examine Your Compensation Policy
When is the last time you really thought about the compensation philosophy in your organization?
A properly administered compensation strategy can not only reduce payroll costs, but can also dramatically increase the productivity of a workplace, enhance the company culture, and overall increase the company’s bottom line.
So, in 2016, we encourage you to consider if your current compensation structure caters to the performance you expect. For instance, would it make more sense for your organization to lower base wages and increase performance incentives? Would paying above industry standards help attract high talent?
Another important point to consider is if your compensation strategy is consistent with the Fair Labor Standards Act. Have you correctly identified the exemption status of your employees? Are your managers educated as to what they can and can’t do when it comes to allowing time off, etc?
To see numbers 4-5, click here to visit our blog.
