Steps to Starting 2012 Right

Written by: Michele O'Donnell, M.S. Human Resources Management

The holiday season seems to always come with a sense of hope as the year is close to ending; one might think of all the possibilities for the New Year. The last few years have been full of anxiety and worry about the state of the world’s economy, and while it seems the next year or so may be similar, we all hope that is not the case. The Jobs Report released on November 4, 2011 by the Bureau of Labor Statistics (BLS) indicates that 80,000 jobs were added to the economy and the unemployment rate moved down slightly to 9%. The numbers were mildly disappointing, but it is important to note that the growth in October was higher than in previous months. This movement provides a glimmer of hope that things are at least holding steady and maybe even beginning to move in the right direction. Year end is a crucial time for many employers looking to make changes for the upcoming year; below are some items to consider.  

Be aware of any new federal or state regulations taking effect on January 1^st that will affect your business. For example: In California on January 1, 2012, AB22 takes effect which greatly limits when an employer/prospective employer can request a consumer credit report for employment purposes.  

Review the company handbook and policies & procedure manual(s) and make any necessary revisions, such as to paid time off policies.  January is always a good time to roll out and explain policy changes.

1. Ensure that all payroll errors, changes or modifications are handled appropriately as W-2 time is fast approaching and all changes should be made as soon as possible to meet the January 31^st deadline date for distribution.
2. Address budgeting concerns such as the forecast for staffing, funds allocated to training & development, wage consideration such as merit increases or bonuses, and any other budgeting factors the organization may have in the upcoming year.
3. Summarize the company’s key accomplishments for 2011 and set goals for 2012 that tie into the organization’s business plan. Complete and present any outstanding performance reviews for 2011. If performance reviews are commonly performed on a calendar year basis, begin preparing for that 2012 date.
4. Create company calendars & schedules for items such as; training & development, company events, performance reviews, deadline dates for filing required reports with state & federal agencies, maintenance schedules and contract items such as equipment leases that will need to be reviewed.
5. Recognize each employee and make a commitment to start 2012 with a thankful approach for each employee’s contributions.

This list is not meant to be an all-inclusive or exhaustive list of items to consider before the start of 2012, but hopefully it will help you jump start the process or help in creating your own list.