CheckPoint HR Unveils Five Tips to Help HR Professionals Prepare for 2010

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CheckPoint HR, the trusted ally in web-based Human Resources management for small to mid-sized companies, today released five tips to help HR professionals focus on making the end of the year a time for successful staging and preparation, instead of a "wrap-up."

2009 was a challenging year for many organizations and at CheckPoint HR, we encourage HR professionals to focus on creating strategies that not only tie into the business needs and objectives, but that also involve and empower their workforce to make it happen

CheckPoint HR, the trusted ally in web-based Human Resources management for small to mid-sized companies, today released five tips to help HR professionals focus on making the end of the year a time for successful staging and preparation, instead of a "wrap-up."

Across many organizations, fourth quarter - or year end - is typically the time that most employees spend recapping, reconciling and reflecting on the year that is coming to a close. CheckPoint HR believes that organizations should use this opportunity to establish the roadmap for the upcoming year. Initiatives such as employee engagement, productivity, client retention, and future goals must be reviewed in an effort to sustain a consistent economic recovery, or progress.

"2009 was a challenging year for many organizations and at CheckPoint HR, we encourage HR professionals to focus on creating strategies that not only tie into the business needs and objectives, but that also involve and empower their workforce to make it happen," said Michelle Moylan, HR Specialist, CheckPoint HR. "Organizations that utilize the end of the year to focus on planning and staging will be in a prime position to start 2010 off on a strong note. Our five tips can help guide HR professionals to help get their organizations prepared for a successful new year."

The following tips can be implemented to help make the upcoming year more successful:

1.    Employee Engagement: Increase employee morale and engagement by encouraging group activities which incorporate a sense of community. Encouraging employees to work together toward a non-organizational objective for the betterment of others is a great way to create a sense of unity within your organization. Companies need their employees to be reassured that the corporate focus is still forward thinking and that there are many ways in which they can contribute to the organizations success and community around them.

2.    Productivity: A lack of employee engagement or uncertainty will most certainly affect any organization trying to progress successfully. For many companies it's about survival. Human Resource professionals have an opportunity to directly affect the organizations bottom-line by educating managers and employees alike on the overall objectives. It's not just about keeping your job or saving money. It's about coming in each day and cross training, improving your skills, producing quality work, providing superior customer service, offering to assist in other areas that might be short handed and being innovative. Work directly with managers and employees to help provide guidance and tools to increase productivity. Develop an action plan to identify and implement suitable goals.

3.    Client Retention: As the economy begins to slowly recover, organizations want to ensure they are retaining their clients. Use this time to assess or review what the challenges or feedback has been from clients. What are they most in need of? Including these business objectives and "keeping your ear to the street" allows organizations to remain ahead of their competitors. How HR plays a role is by working with managers and staff to focus on the relationships and interaction they have with their clients.

4.    Communication: In a time when many organizations are faced with the challenge to do more with less, consistent and frequent communication is essential. Interacting with staff helps alleviate stress, keep employee spirits up, encourage production, and support of the organizations mission. Companies with high employee morale have open lines of communication. Transparency is also important. Employees appreciate knowing how the company is doing against its goals. With many companies having experienced layoffs or even salary freezes, it is helpful to share the results within the organization. Human Resources can play an integral role in encouraging management to communicate more openly and frequently with the staff.

5.    Future Goals: For many Human Resources professionals, it may seem a bit more difficult to assess what the priorities and agenda should be for the upcoming year. Discovering the areas of opportunity, need and improvement is where Human Resources professionals need to focus. Championing and communicating those strategies and reflecting the ROI or impact on the organization will be received by an audience that is eager to identify attainable solutions.

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.

Copyright © 2009 CheckPoint HR, LLC. All rights reserved.

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Shannon Cortina
CheckPoint HR
732-863-1900 ext. 203
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