Check all staff appraisals are complete
Before the end of the year make sure every member of your team has had an appraisal and their development reviewed. Set targets for the year ahead and discuss any concerns or issues from both sides. Read our blog on how to run an effective appraisal.
Record all meetings so you can refer back if needed. This will also protect you legally should there ever be a dispute with an employee, and you have kept a full record of contact and discussions. Performance review software can help you to manage this process.
Check your training plan
Have your staff fulfilled their training objectives and needs this year? If not, you still have time to complete this before the end of the year and add this to your HR end of year checklist.
Allocate funds and resources now for staff training in 2024 so that staff are clear on what’s available to them for the next twelve months. Read our guide to setting up a training scheme if this is something you haven’t done before.
Consider running a staff survey to guide the HR strategy and agenda for the year ahead
Conducting staff surveys can help you gain a better understanding of how your staff feel about working for your organisation. When implemented correctly and followed up with visible actions, they can also help boost morale and in turn your organisation’s productivity. Read our blog post on how they could transform your business. We also partner we WeThrive, which is an engagement platform designed to help you run surveys and use the results to create highly effective teams, retain key staff for longer and deliver better business results.
Review your employee benefits
The start of a new year is an ideal time to take stock of what you’re offering your employees in terms of benefits. What’s working and what’s not? If you’re surveying your staff you could use this opportunity to find out what they would really like, and what they are not using. Take a look at our guide to setting up a flexible benefits scheme, or during the current climate we’ve put together some ideas for non-financial incentives.
Conduct an information audit
Adhering to GDPR, you should conduct an audit now of the information your business holds on employees and job applicants to ensure ongoing compliance. Also make employees working from home aware of GDPR rules. There is useful guidance on GDPR available on the ICO website.
Be aware of employment law changes
Decreases in National Insurance contributions have been announced, whilst other changes (such as legislation on tips and gratuities and continuity of service) are still to be confirmed. Keep track of National Minimum Wage and the National Living Wage. You can see our guide to Employment Law updates in 2024 here.
For help or for further info on what you should include in an HR end of year checklist take advantage of 15 minutes of free HR advice from one of our consultants. Get in touch and we would be happy to offer guidance.
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