Just as we, at the end of the year, take stock of the year that ends and propose a series of objectives to meet in the coming year, companies also do the same.
Taking a break from the current year, it is not unusual for the company to meet with the workers on the occasion of Christmas in a normal situation. At these times, it is usually used to present an annual business balance, where the objectives that the company proposed the previous year are compared, and the reality of what has happened. Depending on the results, the objectives for next year are proposed, taking into account the socioeconomic situations.
In the field of HR, this annual balance is also made, given the objectives proposed the previous year and the parameters dthe balanced scorecard that is followed annually. As an example, some aspects that are usually taken into account may be the absenteeism rate for the year and its reasons, the turnover rate, average age of the company, new incorporations, promotions internal, average salary, training cost and number of training actions, etc.
Human Resources in 2021
TOtaking advantage of this peculiar year, the great challenge that could ben propose the HR departments is the comprehensive digitalization of it. Not only it has to materialize in the selection processes, replacing the face-to-face interview with the video call, if not which would encompass an action plan that would affect other areas such as training, that all management processes will be moved to “the cloud”, the promotion of new communication channels and digitalization of HR processes that make the papproach to teleworking as another tool in the way of working usual.
