I’m not big on New Year’s resolutions. Everyone else, though, has their top ten lists of resolutions for 2013. And for HR, everyone wants you to go socially mobile into the Cloud.
Me? Not so much.
I am big on “to do” lists, though. And, while there’s lots for HR to do in 2013, here are my top 4:
1.) Have a tactical plan to stay on top of regulatory (pay particular attention to NLRB rulings and timetables for implementation of the Affordable Healthcare Act) and legislative changes coming from your city, your state house and Washington D.C.
2.) Review your HRIS providers and products:
- Can you move to the Cloud in 2013 to reduce software and hardware expenses?
- If any of your providers have been acquired or are likely acquisition targets do you know what your options are?
3.) Schedule a review of employee programs that are 5 years or older. There are more effective, next-generation solutions that are generally cheaper to deploy and more employee friendly. Likely candidates include:
- Performance management systems
- Rewards and recognition programs
- Learning management systems
4.) Get a handle on your Big HR Data. Explore some of the new products that gather all the employee data from your disparate HR systems and help you and your organization’s managers make more intelligent, fact-based people decisions.
That’s not a long list. But it is a powerful list.
Just think how you’d feel at the end of 2013 if you implemented a new rewards and recognition program that actually incented engagement and productivity.
Just think how you’d feel if you installed a system that made getting accurate, timely employee data into the hands of front line managers easy.
Just think how you’d feel if you saved your organization thousands of dollars by moving essential HRIS programs to the Cloud.
It’s good to feel powerful and effective. It’s even better to BE powerful and effective.
How’s that for a New Year’s Resolution?
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