As we are just a couple of months away from stepping into 2020, we have reached a point where every one of us is trying to close things to welcome new and different challenges. Nevertheless, the year-end itself brings in loads of challenges that one needs to tackle and HR is no exception here.
So here’s an HR’s year-end checklist:
1. Goals and Objectives
Perhaps, the very first place to kick-start the year-end checklist is reviewing all your 2019 goals and objectives. Thus, HR managers are recommended to have quick sessions with their teams and assess all the objectives set to be achieved for 2019. Here, it is advisable to review where your team stands when it comes to achievement and whether they are lagging behind. Plan to work on them in the next few days. There is no better alternative than to ending the year with a feeling of accomplishment and satisfaction. Remember annual objectives are of paramount importance. Once you are on it, the next step is to line up the goals for 2020. Devise a plan and allot timelines to attain goals. Simply put, plan now or perish later!
Next important step is ensuring outstanding payables to your employees and clearing them. This means sending out emails and reminders to the employees for making claims they are entitled to receive reimbursement for and offer receipts where required. Basically, the purpose is to settle off any employee-related or payroll expenses for 2019. Having an automated payroll software can save the day here, since an automated payroll solution can calculate and offer all the payables with just a few clicks minus any manual hassles or cumbersome admin work.
Another critical payroll related concern is clearing settlements of employees who are leaving or have left the company. Remember a disgruntled employee can hamper your brand image. Make sure that the full and final settlement process for such employees is executed in a fair and smooth manner. Having a full and final settlement solution is of great use.
3. Employee engagement
The truest evidence of an HR’s performance can be determined from how engaged the workforce is. Everything that an HR has done the entire year should be aligned with an all-encompassing strategy. For some HR, it is all about developing and nurturing high performing employees within the organisation.
Nevertheless, things do not work according to the plan always. This is because both internal as well as external factors tend to change the requirements and expectations of employees with each passing year. This is the reason your year-end checklist ought to include strategies and plans for employee engagement challenges as well.
With abundant data and numbers generated in 2019, you can certainly picture the areas of concern in the impending year. These stats, when compared with last five years or so, can be very handy in measuring trends and understanding future expectations. So documenting these into powerful HR MIS reports to be shared with your management squad is of paramount importance. This will not only help to educate the management about the work culture and talent, but will also accentuate on the significance of HR function and its integral support to a business.
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