CheckPoint HR Offers Strategies to Plan for Future Growth

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CheckPoint HR offers various HR strategies that can help an organization begin to plan for future growth beyond the current economic climate.

Organizations must holistically be looking forward at all times

CheckPoint HR, the trusted ally in web-based Human Resources management for small to mid-sized companies, offers various HR strategies that can help an organization begin to plan for future growth beyond the current economic climate.

Preparing for growth during a downturn may not sound like the best use of time or resources, but in reality, now is an opportune time to lay the foundation for future growth. Below are some strategic tips on how your organization can begin to move forward:

1.    Building a Business Case
HR professionals have a strong vantage point of business intelligence as they work closely with the staff and understand the root of issues in areas such as production, turnover, morale or profitability. HR professionals must educate the leadership and assist them in correlating the factors that are impacting the organization. They can do so by providing a comprehensive business case which should present a snapshot of the current state and the projected outcomes if certain adjustments are not made. Many times executives rely on financial reports to determine how healthy the organization is, but just as one medical report may not reflect a hidden condition, neither will financial reports.

Employees need to be lead, and leading by example is one of the strongest influencers and motivators. Organizations need each employee to be focused and engaged in performance and the generating of innovative ideas. As a HR professional you have the connections to know what is driving human capital and what is hindering them. With the proper data and business intelligence you can assist your organization with developing a solid business strategy.

2.    Talent Management
Now is an opportunistic time for organizations to attract and recruit new, experienced employees that may have not been available before. Due to the current economy, many talented and skilled workers are available, or open to exploring new opportunities. Assessing the gaps in skill set among departments or teams can allow organizations to seek out specific talent that would be a value-added resource to the organization.

Some organizations may find themselves at a standstill because of the uncertainty in the global market; however, forward progression is vital to their survival. It's not enough to just cut costs. That is a reactive - and while it is sometimes needed, it is only a temporary solution. It buys an organization time; what they do with that time, such as refocus or redirect their business strategy to foster forward progression, is what will separate them from the rest. With a new direction or strategy, may come the need for different expertise within their workforce or enhancement of a particular segment of their organization.

3.    Utilizing Technology
Technology applications and platforms can greatly help an organization work more efficiently and effectively. While now may not seem like an ideal time to present new technology agendas to management, it may certainly be the best time to present more cost effective solutions. Organizations are evaluating many different areas in search of cost savings from infrastructure, to personnel, marketing, and technology.

There are numerous disciplines that fall under the HR umbrella, such as employee benefits, payroll, training, recruitment, compensation, technology, organizational development, employee relations, workforce management, etc. All of which have some financial impact to the organization. Some organizations, after downsizing their workforce including their HR departments, are finding that there is still a need for specific tasks to be managed, reported on, or executed on a daily basis. For those organizations, this may be the opportune time to evaluate how they can streamline their processes or empower their staff to do more with less by leveraging technology.

4.    Cross Training Employees
Many organizations have implemented training programs to facilitate organic growth within; however, for many this is the first time that they are closely reviewing their workforce and talent pool. Cross training may be the key here; the more multi-faceted your staff is, the more flexibility to adjust to a changing business environment.

By cross training employees to be skilled in more than one area of the company, or by grooming them for future opportunities, organizations can develop more resourceful employees. As a result, you will have the opportunity to move employees to other areas of your business - if the need arises.

"Organizations must holistically be looking forward at all times," said Michelle Moylan, HR Specialist with CheckPoint HR. "Forward progression is key, even during difficult economic times. By implementing some or all of these strategic steps, organizations can begin laying the foundation for their continued progression and just may come out of this economic challenge stronger than before."

About CheckPoint HR:
CheckPoint HR, based in Edison, New Jersey, is the trusted ally in web-based Human Resources management for small to mid-sized companies. The company's complete portfolio combines payroll, benefits and HR management services with a web-based Human Resource Management System (HRMS) technology platform to offer customers an affordable and centralized solution. This allows small to mid-size companies to improve efficiencies, streamline operations and reduce costs. Clients include The Applied Companies, Innophos Holding, Inc., New York Organ Donor Network, Hamon USA, Kyowa Pharmaceutical, and Starwood Capital. For more information on CheckPoint HR, please visit http://www.CheckPointHR.com or call 800.385.0331.

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