Gamehill | Gamified learning platform
Gamehill | Gamified learning platform
It's time for a change!
The New Year is always a good time to think about changes. Not only personal ones, but also professional ones. In HR, it’s a time when you can look at what’s working, what’s not, and what goals you can set for the coming months.
HR New Year’s resolutions are first and foremost an opportunity to improve processes that affect people, their development and efficiency.
Why set resolutions in HR?
Because they provide direction. Without a plan, it’s easy to get stuck in current tasks and lose sight of long-term goals. By setting resolutions, you can identify what you want to change, improve or develop. For example, is the onboarding process for new employees effective enough? Or is there a lack of regularity in training?
The second reason is to build trust. When you take actions that address the real needs of employees, you show that HR is not just about paperwork and regulations, but first and foremost about caring for people.
Actions based on thoughtful goals are more authentic and compelling.
How to plan HR resolutions?
The beginning of the year is a time for reflection, but also for action. Instead of general promises, it’s a good idea to focus on specific steps that will make a real difference in your organization’s processes. With well-thought-out HR resolutions, you can make changes that will be noticed by the entire team.How do you go about it?
1. Analysis of the current situation
Start by asking: what has worked well and what needs improvement? Check data such as training attendance, project involvement and even employee satisfaction survey results. These numbers don’t lie and give a solid base for further decisions.
For example, you can check employee turnover rates over the past year, or the average time it takes to complete training. Such data allows you to better understand where the key problems are.
If I see that onboarding in my company took a long time and new employees felt lost, I know that this area needs improvement.
2. Setting priorities
It is impossible to change everything at once. That’s why we choose the three to five most important goals. When choosing, be guided by specific criteria, such as their impact on employee engagement, alignment with the company’s strategic goals, and implementation capabilities, such as resource availability and budget.
If you focus on too many things, none of the projects will get enough attention. For example, this year you may decide:
- Improve the quality of training by introducing microlearning.
- Improve the periodic evaluation process to make it more transparent.
- Introduce regular employee satisfaction surveys.
3. Formulation of goals using the SMART method
Every target should be:
- Specific: Instead of “increase employee engagement,” I specify that “I will hold 4 personal development workshops by the end of June.”
- Measurable: I add an indicator, e.g., 80% attendance at training sessions or a 10% reduction in turnover in key teams during the year..
- Attractive: The goal must be relevant to employees and the organization. For example, introducing regular feedback after training to improve the quality of training.
- Realistic: I don’t assume impossible things, e.g. instead of “increasing the number of promotions in the company,” I decide to “create a future leaders program for 20 employees per year.”
- Timely: Each goal has a specific deadline, such as “implement new training tools by September.”
Implementation of the resolution in HR - how to do it?
Good HR resolutions are those that are specific, tailored to the needs of the organization and easy to implement. It makes sense to focus on actions that will improve engagement, facilitate new processes, and ensure the well-being of the team. Here are some inspiring examples that can help you plan effective changes in the new year.
1. Regular monitoring
Set checkpoints for yourself. For example, if my goal is to introduce microlearning, I check after the first month to see if the first modules have been created. Regular review helps to react quickly when something doesn’t go according to plan
2. Team commitment
HR resolutions are not just my business. Consult them with employees. For example, I might ask what training topics are most important to them, or ask for their opinion on current onboarding. This way my actions are better tailored to their needs.
3. Transparent communication
Keep employees informed of resolutions and progress. To do this, I use internal newsletters, hold regular team meetings, and create bulletin boards in prominent places around the office. If everyone knows what changes I’m planning, it gets them more involved in the process.
Biggest challenges
Implementing resolutions is not always an easy thing to do. Sometimes there are not enough resources – money, people or time. Other times there is resistance from the team, which does not always understand the meaning of change. Therefore, good preparation and flexibility are key. If I see that something is not working, I am not afraid to modify the plan.
Summary
HR’s New Year’s resolutions are an investment in people and the organization. It is important that they are not just a wish list, but a realistic action plan. I analyze, plan, implement – step by step. This way you can build a team that feels valued, engaged and ready for the challenges of the next year.
How about you? What changes are you planning for your HR in 2025?Maybe it’s time to look at what can be improved and dare to make New Year’s changes?
