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HR Business Planning

Why you should review your HR Plan heading into 2021

Human resources, on a global scale, has probably never been impacted as greatly as this year has seen. We imagine, at times, its felt like you were clawing to get to the end of 2020. 

Now it feels like the new year is right upon us. And though many of us would like to strike the year from the record and never mention it again, there are many great lessons to take from the rollercoaster that was 2020. 

Firstly, it pays to be prepared even if you can’t always stick to the original plan. 

Why should you review your workforce/ HR plan?

Start now. With just a few working days left of 2020, having a plan in place for how you will begin the following year will put your mind at ease for the break. You’ll be able to return to the office refreshed and renewed in the new year, without the (often standard) directionless fog stopping you from getting things done.

Also, this year has been tasking on everyone. Acknowledging that fact together and using the communal spirit to reset for the year could boost collective morale.

While you have the time

Whilst many employees are taking the time to unwind, hopefully, with their families, this is an excellent opportunity to get a structured plan fleshed out without the general everyday tasks getting in the way of the bigger picture.

Take a while to review the overall business plan. Though this has probably changed somewhat this year, moving forward your HR plan should align with your business values and goals.

Acknowledge the successes and growth for the year

This is a great time for reflection. There are parties and end of year send offs which are great opportunities to acknowledge the communal challenges you have collectively overcome and the successes of the year together. Be sure to highlight these to employees as publicly as possible. 

Encourage employees to strive for new goals

When the new year rolls around and people return to work, hopefully, they’re in the spirit of resolutions and goal setting. Don’t miss this opportunity to work on employee developmental plans and strike while the motivational iron is hot.

Gap analysis

Once you have established both the current skill set and the goals of your employees, figure out what’s missing. Being able to proactively highlight to management where the gaps are in your current workforce will allow for either contingencies or growth, depending on the business direction.

Processes and procedures up to date

Though Australia fared well in the face of COVID19 compared to other nations, we have still seen a lot of economic and workplace change. We couldn’t have predicted these trials and tribulations but, nevertheless, they have probably highlighted some areas that need attention within your HR plan.

Some things that could do with review and assessment into 2021:

  • Succession planning
  • Redundancy packages and procedures 
  • All policies and procedures around health & safety, and human resources management
  • Employee wellbeing and support
  • Flexible working arrangements
  • Health & Safety when working from home
  • Remote working systems and communication

Need a hand?

If all of this sounds good, but you simply don’t have the resources or manpower to achieve it in house, why not outsource? Workplace partners have been assisting employers and businesses for over 10 years, allowing you to outsource your HR needs including providing our clients with a suite of HR and Safety documents that have been written by and are regularly reviewed and updated by our legally qualified Workplace Relations specialist.


Need Help

Workplace Partners is available to assist you with any queries on 1300 116 400 or email [email protected].

The information contained within this article is not legal advice and is for general advice only, to obtain specific advice for your business contact us on 1300 116 400 or email [email protected], this advisory service is available to all subscribers at no additional cost.

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