Happy New Year! Let’s Make 2012 Better Than 2011!

by | Dec 30, 2011 | Blog

  • Amy Letke

    Amy Newbanks Letke, SPHR, GPHR, is the Founder of Integrity HR, Inc. Amy provides workplace solutions to improve performance, reduce liability and increase profits. She is passionate about helping other entrepreneurs and business owners achieve success. Contact us for more insights - 502-753-0970 or info@integrityhr.com

5…4…3…2…1…HAPPY NEW YEAR! Okay, it’s not 2012 just yet. But maybe by the time you’re reading it is. So really it’s like we’re talking to someone from the future. How is 2012 going so far? Is it everything you hoped it would be? And if you’re reading this before the ball drops on Saturday night, then what are your big plans for 2012?

Integrity HR is here to help you be even more successful and more efficient in 2012. Now, this post does not apply to anyone who plans on spending 2012 preparing for the end of the world. Of course, if you’re one of those people, then you are probably too busy building your underground zombie-proof shelter to read this. Anyways, I digress.

As we say goodbye to 2011, we are in such a great place. We have a whole year ahead of us. We can do anything! So, what are you going to do? Finally finish that crochet scarf you started in 2008? Finally learn a different language? Finally patent your idea for a hat that doubles as a head scratcher? (Too late, Modern Family already called that one). Finally take the important steps in your career to make your business more successful?

Let’s focus on the last one. The HR professionals at Integrity HR want to give you some ideas for 2012 projects that will significantly enhance your business.

How do we know? Because we complete these projects all the time for other companies and they see results!

Don’t believe me? We’ll let our satisfied clients speak for themselves. More about that later.

Now let’s get started. Get out that 2012 planner and fresh ink pen and write these down! (Or just open your Google calendar).


Number 1: Conduct an HR Operational Review (aka HR audit):

When is the last time you truly evaluated your human resources processes and procedures? Are you using up-to-date forms that comply with all of the new legislation? Are you unintentionally discriminating against a protected class? The list of questions goes on and on.

Having an objective third party examine your processes helps you see what you are doing right, but more importantly, what you need to correct.

Now I know what you’re thinking. We’re fine. We don’t need to do that. It won’t happen to us. But be careful. All it takes to get into a labor dispute is one ticked off irrational former employee. It’s best to be prepared.

To find out if your business is at risk, download our free HR operations analysis toolkit here.

Here’s what one satisfied client had to say about their HR audit with Integrity HR:

IntegrityHR handled our Human Resources Audit professionally and conducted on-site training that was effective, and got results.  I strongly recommend them to other organizations.  The consultants are highly professional, knowledgeable, and I will use them again.”

Vice President, Regional Accounting Firm


Number 2: Review and Update Your Employee Handbook:
This Human Resources project is an obvious one, and something that you should always have in the back of your mind as an HR professional. Your employee handbook holds all of your employment related policies, which are vital to keeping you out of trouble as well as ensuring your employees are being treated fairly.

While handbooks may just seem like a necessary evil dreamed up by wicked HR professionals, the reality is your employee handbook can be the most valuable weapon in your arsenal against costly legislation. In the event a legal issue arises, being able to refer to the policies in your employee handbook can save you a bundle.

Ensuring your policies are written correctly as well as up to date with all current legislation and new societal developments, such as social media and emerging technologies like tablet PCs, is extremely important. We recommend revising your handbook once a year, or at the extreme minimum once every two years.

By the way, once you’ve updated your employee handbook, please please please make sure to follow the policies within for crying out loud. You can get into a heap of trouble otherwise. This blog post explains that in further detail. You’ll want to read that one.

To find out if your employee handbook needs to be updated, download our free employee handbook analysis toolkit here.

Here’s what one satisfied client had to say about their employee handbook project with Integrity HR:

“Over the past year and a half I have been extremely pleased to work with the consultants at Integrity HR on numerous human resources projects and issues. Your services are top notch and everyone here has been very pleased with not only the services provided, but the relationship that has formed.

The complete overhaul of our employee handbook that you performed was a huge undertaking. This was completed on time and was delivered in perfect fashion for our company’s needs. We trust Integrity HR with our most valuable asset, our employees, and every day we continue to be thrilled with the service you provide.

I would recommend you and your talented team to anyone without hesitation and would make the same decision to partner with you all over again.”

CFO / Controller, Musselman Hotels

3.) Examine Your Compensation Strategy:
When is the last time you really thought about the compensation philosophy in your organization? Might it make more sense for your organization to lower base wages and increase performance incentives?

You may think it’s silly to do something like pay above industry standards to your staff, but some of the most successful organizations do this to attract the talent that this kind of strategy brings in. I’m not recommending it, but I do encourage you to consider if your current compensation structure caters to the performance you expect.

Another important point to consider is if your compensation strategy is consistent with the Fair Labor Standards Act? Have you correctly identified the exemption status of your employees? Are your managers educated as to what they can and can’t do when it comes to allowing time off, etc?

A properly administered compensation strategy can not only reduce payroll costs, but can also dramatically increase the productivity of a workplace, enhance the company culture, and overall increase the company bottom line.

To find out if your compensation plan needs to be updated, download our free compensation plan analysis toolkit here.

Here’s what one satisfied client had to say about their compensation project with Integrity HR:

We contracted with Integrity HR for a compensation project and were very pleased with their organization, expertise, and meeting the deliverables for our organization.  They put together a plan was designed to help our business succeed! I most certainly would recommend them for other organizations seeking human resources and compensation expertise! 

Human Resources Manager, MISA Manufacturing

Okay, we’re done tooting our own horn. But we just wanted to show you that we don’t make this stuff up! Completing these three projects can dramatically smooth the HR Operations of your business, allowing you to focus on the continued success of your business.

So don’t wait until 2013 to find success (after all, the world may not be here after 12/21/12)!

Let us know your big plans for 2012 in the comments below!


To your success,
The Team at Integrity HR

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