I had a conversation with a client last week which prompted me to think about the HR challenges that business leaders face particularly when implementing their strategic plans.

The question I was asked was: How do I know if I’ve got all my HR bases covered?

The question was coming from a place not just of compliance but a genuine desire to ensure that the people resources in the organisation were aligned with the strategic direction.

Given that human resources are a significant if not largest expense for a business, it makes sense to ensure that you have them organised for the optimum performance. We call this humanising the workplace. That means creating workplaces where people and business thrive together, and that people understand their roles and responsibilities as well as the organisational norms and expectations.

So how do you know if you’ve got all your HR bases covered?

Well, from my experience, you need to be able to answer three important questions:

1. Do you have the right people on your team? By that I mean the people who are not only culturally a good fit but also are motivated and accountable to deliver on your vision. So, do you have the right people on your team?
2. Are they supported by a culture of collaboration, engagement and innovation, and do you have the right systems and processes in place, that is, the structure to enable those people to perform at their best? Is that what describes your work environment?
3. Do you have a pipeline of talent who you are gradually building and developing into high-performing teams so that you can have a succession of growth going forward?

So, three questions: Do you have the right people on your team; do you have the right systems processes and culture to support those people and, do you have a pipeline of talent to successfully sustain your business into the future?

And there’s one more!

 

POLICY GAPS AND COMPLIANCE. ARE YOU COVERED?

 

With evolving regulations, are your HR policies up to date? E.g., Do you have current policies and procedures for Right to Disconnect, Working from Home /Remote Working Policy, Workplace Psychosocial Risk Management? These are just a few of the recent changes associated with latest Fair Work updates.

SMEs are often challenged to keep policies up to date. Organisations that fail to ensure their HR policies reflect current legal standards, or those lacking clear, simple procedures, risk legal issues or confusion in the workplace.

 

PRACTICAL STEPS TO STRENGTHEN HR THIS YEAR

 

• Build a strong talent pipeline. Examine key roles in the business for future potential. Consider whether you have the right people with the right skillset in the right roles. Is it time to relook at your structure or bring new talent into the organisation?
• Establish clear, measurable goals and expectations for both leaders and their teams. This ensures everyone is aligned and working toward common objectives. Providing regular feedback and performance reviews can reinforce these expectations and keep everyone on track.
• Address skills shortages by providing ongoing training and development opportunities. Upskilling your people will not only fill the existing skill gaps in your team but also boosts employee engagement and retention. Consider leadership programs for emerging leaders to prepare them for higher roles.

 

STAY AHEAD OF REGULATORY CHANGES

 

• Stay ahead of regulatory changes and protect your business and culture by conducting regular audits of your HR policies, ideally with the help of certified experts like Howardco. Simplify and humanise your policies to ensure they are easy to follow while protecting your SME against legal and culture risks.Click below to download our HR Policy Checklist and identify any critical policies you’re missing.

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To answer the question: ‘Have I got all my HR bases covered?’ click here. Our team can help you identify how to get your people on track to meet your 2025 goals.

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