{"id":10494,"date":"2017-09-11T06:56:30","date_gmt":"2017-09-11T13:56:30","guid":{"rendered":"http:\/\/recruitloop.com\/blog\/?p=10494"},"modified":"2017-08-10T15:31:36","modified_gmt":"2017-08-10T22:31:36","slug":"6-ways-to-take-charge-of-your-hr-processes","status":"publish","type":"post","link":"https:\/\/www.zippia.com\/employer\/6-ways-to-take-charge-of-your-hr-processes\/","title":{"rendered":"6 Ways to Take Charge of Your HR Processes"},"content":{"rendered":"

Editors Note:<\/strong>\u00a0This guest post by\u00a0Nick Hedges\u00a0originally appeared on LinkedIn. His opinions are his own.<\/em><\/p>\n

Whether you’re in Australia nearly starting to look at your results from the first quarter, or in the USA starting to plan your budgets for 2018, much of the focus for companies is on their financials. But now is also a great time to take a closer look at the people and processes within your business to make sure everything\u2019s on track.<\/p>\n

1. Check wages and general salary levels<\/strong><\/h2>\n

In Australia, the minimum wage was increased as part of the 2017 Annual Wage Review. The Fair Work Commission (FWC) announced a 3.3% increase to minimum wages which sets the new national minimum wage at AU$694.90 per week or AU$18.29 per hour. This rise took effect from the first full pay period starting on or after 1 July 2017.<\/p>\n

Those in hospitality and retail should also take note of the recent changes to some of the penalty rates in these specific awards. You can find the full document containing all the changes here.<\/p>\n

When did you last review the current salary levels of all your staff and compare them to current market rates?<\/p>\n

2. Review performance <\/strong><\/h2>\n

A performance review<\/a> provides a solid opportunity for management to take the time to meet with their employees one-on-one and have an open discussion about their role, past performance and the working environment. Managers should seek to go into the meeting with a theme or an agenda for the review and it\u2019s worth keeping in mind what the desired \u2018take-home message\u2019 will be for each employee. Preparing questions for both the employee and manager will help set the topics for the meeting. Preparation for both parties really is key!<\/p>\n

While it is important to go over the past working period and listen to feedback from employees, a significant part of the review should be dedicated to each employee\u2019s future with the organisation. Managers should identify employees\u2019 career goals and future plans, as well as any opportunities for skill enhancement and training.<\/p>\n

For best results, at the end of the review both managers and employees should have a specific set of actions to be followed and signed off which can then be addressed at the next review whether it be in six or twelve months time.<\/p>\n

3. Revise goals, incentives and KPIs <\/strong><\/h2>\n

Previous goals and KPIs that have been set can be measured and the results then compared with the overall desired outcomes. As employees\u2019 KPIs are reviewed, managers can evaluate how realistic the targets have been and how they are impacting the organisation as a whole. In most cases, the targets that each employee is trying to achieve should be a reflection of the company\u2019s longer range 3-5 year plan. Managers can also review whether any KPI set for each employee is conflicting with any other employee\u2019s KPI or the organisation\u2019s objectives as a whole.<\/p>\n

When consulting with clients, I am often asked about the typical KPIs for employees.<\/p>\n

Managers should consider the following:<\/p>\n