3 Things to Assess for Your HR Before 2024 Starts
While many are already planning end-of-year holidays and plans to enjoy the festive season, those of us working in HR are also already planning for the year ahead in 2024. This is because it's crucial to take some time towards the end of each year to assess your HR and any potential gaps in competencies in your organisation and workforce management.
But what are the crucial elements of HR that you need to look at? Here are some key areas and actionables for you to consider as you close of the year of 2023 — and prepare for 2024.
1. Employee performance reviews and appraisals
It's important that you conduct the necessary employee performance reviews and appraisals for employees before the end of the year. These sessions are a good way for employees and employers to understand where they are in terms of achievements, goals, and what they should focus on for the coming year.
Take this time to discuss the following:
- Achievements and good points
- Areas to improve in
- Offer feedback beyond results and KPIs
- Discuss personal growth and professional development
- Find a common ground and foundation for the next year
Additionally, it's also a good idea to have these feedback-centric discussions on a regular basis throughout the year, rather than on an annual basis. This helps to enable an open dialogue between employees and managers on a regular basis, allowing for quick rectification of any potential roadblocks and more effective employe engagement.
Read more about performance review here.
Find out more about asking the right questions to you employees here.
2. Conduct an HR gap analysis
A gap analysis should be conducted on a regular basis, and a great time for this process is before the end of the year. Essentially, a gap analysis is a process whereby organisations assess the performance of the business, and whether objectives and targets are being achieved. If/when there are gaps discovered, the analysis also involves designing and implementing steps that are required in order for the business unit to meet key business goals.
When applied from an HR point of view, this is a similar process that takes into account workforce management and employees. This is a crucial element of effective workforce management that helps to identify potential gaps in your workforce — a crucial part of business strategy planning. In short, an effectively executied HR gap analysis will help you to:
So, how do you execute an HR gap analysis? Find out more by reading our detailed article here.
3. Assess your HR system(s) and identify the right choice
Tying everything together in workforce management is a powerful, effective HR system. Commonly known as an HRMS, HR platform, or HR app, a good HR system shouldn't simply cover the basics of HR. Instead, you should be able to leverage your HR system with features that go beyond core HR, including leave management, expense tracking, and so on.
You should also priority data security for your choice, while ensuring that you have a system that helps to manage the modern workforce.
If you're interested to find out more, click here for our detailed breakdown of what to look out for in a HR system for 2024 — and beyond.
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