It’s the Most Wonderful Time of the Year… For Reviewing HR Processes

Marketing Specialist

The end of the year is often an opportune time for departments, including human resources, to reflect and take a hard look at daily operations. From retention to talent development and recognition to performance feedback, it’s important for HR to decide what processes are working, those that aren’t working, and how to address any red flags moving forward. 

To keep things simple, here are some of the latest HR issues to consider as you focus on improvements for a more efficient and successful new year.

Background Checks 

Ensuring patient safety, creating a safe work environment for employees, and mitigating risk are essential reasons why conducting post-hire, recurring background checks are important in healthcare. While running pre-employment background screening is an important element in the hiring process, these one-time checks only represent a true snapshot in time. “Pre-employment screening is critical for safe hiring; recurring checks are critical for safe retention,” says Vu T. Do, PreCheck’s Vice President of Compliance, in a recent webinar on continuous background checks. Without a continuous screening program, healthcare employers may be missing out on critical information about their staff that can potentially harm the organization’s brand as well as the safety of other staff and patients alike.

With continuous screening gaining wider adoption across industries, learn what to consider when reviewing your current background check policy. Click here to read the full-length article.

Performance Management 

An effective performance management strategy is key to retaining and managing quality talent. Annual reviews, for example, are quickly becoming a thing of the past and is being replaced with a model of continual feedback. This involves consistent, constructive communication between supervisors and colleagues on how to improve particular everyday tasks.

As unemployment steadily improves and the aging population retires, competition for skilled workers will only intensify. There are a few things to consider when reviewing your performance management process. Click here to access the full length-article.

Employee Recognition 

Workplace appreciation is inarguably one of the most important drivers of an engaging and positive work environment. Many of us can attest that we thrive in an atmosphere where meaningful work is recognized and appreciated continually. In the book “The 5 Languages of Appreciation in the Workplace,” Dr. Gary Chapman and Dr. Paul White explore five different ways to effectively communicate appreciation to those we collaborate with daily. Though appreciation can be accepted in many forms (e.g., words of affirmation, tangible gifts), it’s not truly meaningful unless it’s communicated through our primary or secondary languages.

There’s simply no one-size-fits-all solution when it comes to managing a team. Learn what to consider the next time you say “thank you” to a colleague. Click her to access the full-length article.

Mentorship 

Not only is mentorship key to developing new healthcare talent, but it can also play an important role in maintaining a safe and efficient work environment. Effective mentorship programs offer mentees meaningful, real life learning experiences that can be valuable to those looking to assume leaderships roles in the near future. “Most important to the mentoring role is a passing of the torch, mentor to mentee, so that the mentee, in time, will take on the role of mentor to colleagues much younger in their professional lives,” state Joellen W Hawkins and Holly B Fontenot in a 2010 article from the Journal of Healthcare Leadership

When it’s time to implement a mentorship program at your healthcare organization, there are a few examples you should consider. Click here to access the full-length article.

What other HR processes should be reviewed at the end of the year? Please share in the comments section below. We’d love to hear from you.