Your New Year’s Resolution for HR

Resolution #1: Updating your Employment Background Screening Policy

  • Successful employers review their business plan on an annual basis and make necessary changes relative to what transpired over the preceding year. One of the most crucial parts of any organization’s business plan is Human Resources, specifically the hiring process. Each year companies must be aware of any changes to both federal and state laws. This will determine whether a revision of the hiring policy regarding background checks must occur.

Resolution #2: Evaluate New Technology to Streamline Processes

  • With a new year comes new technology and innovation that employers can leverage to further improve operations that will directly affect their bottom line. In some cases outsourcing certain processes (payroll, employment verification, etc.) can free up valuable time that can be focused on business development and marketing.

Resolution #3: Get Accredited or Certified

  • In 2016, companies were looking for a “competitive advantage” or “differentiating factor” that sets them apart from rivals. This is considered a company’s “best value.” By securing certain business certifications or accreditation from industry associations, a company is positioning itself to win certain contracts that require a business to have certain certifications and/or accreditation.

Resolution #4: Employee Engagement

  • The data shows that motivated and engaged employees have a direct correlation to the profitability and overall success of the business, especially in productivity, profitability, and customer satisfaction. From recruiting to vetting to on-boarding, what the company does in every stage is vital to the growth of the business.

Resolution #5: Compliance, Compliance, Compliance

  • From minimum wage laws, to federal sick pay, employers must stay on top of employment law. Some organizations do not have the luxury to have a compliance officer; therefore, it is crucial to understand what the liabilities are in conducting day-to-day operations. Do you have the appropriate federal compliance posters? Does your state mandate a sick pay policy? These questions and many more should be resolved in the first quarter.


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