Query: IT'S a new year and I am reviewing my HR checklist for the year ahead. What should I consider?
Answer: The New Year is a great time to check in with your staff in relation to the year ahead.
It's a good idea to review all HR policies once a year to see if any changes need to be made in line with new legislation to ensure that you remain compliant with employment law. It's also a good opportunity to include anything new which would be relevant to include in your policies documents or handbook - ie details regarding the new clocking system, new expenses system, remote working, etc.
Meet with staff to outline details of the new policies, and after the meeting issue the policies in writing to each staff member for them to sign and return. Staff must be informed that they can speak to management if they have any queries on the new policies before they sign and return the document. Alternatively, you can issue the new employee handbook for revision and sign off.
On an annual or biannual basis a development plan can be put in place for each employee.
This will outline objectives for the employee and the supports available to the employee to achieve these goals. These goals and objectives will be created and agreed by the manager and the employee together. To put this plan in place, it's a good idea to meet staff on an individual basis. Ask them for honest and fair feedback on their performance in 2018.
Clear, relevant and achievable goals should be set for the year ahead. These should be agreed by both parties prior to the meeting concluding.
At least one meeting should take place during the year to review the progress of the goals.
Following the correct process and using the right performance-review forms ensures consistency in the process. Appraisals enable a structured framework to record feedback. It allows the appraiser to receive feedback and to give feedback to the employees on past performance and to set out objectives for the future.
It allows you to identify training needs and to give employees an opportunity to improve. Formal appraisals have positive effects such as improving staff motivation, performance and commitment to the company.
Employee Engagement and Retention
In organisations where employee engagement is evident, there is a positive connection between employees and their organisation.
This connection leads to improved performance, productivity, staff retention, customer service and loyalty. Research has frequently validated the links between how employees are managed, employee attitudes and business performance. It shows that when employers deliver on their commitments, they reinforce employees' sense of fairness and trust in the organisation.
This, in turn, can strengthen the relationship between employer and employee.
These skills will teach management how to interact with their employees effectively.
Consider how you can improve employee well-being.
Understand that these elements intertwine with employees' well-being on factors such as autonomy, competence, feeling safe and secure, being connected with others to create happiness at work.
Sunday Indo Business