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featured image thumbnail for post How HR Can Plan for Next Year

How HR Can Plan for Next Year

Revamping and assessing HR practices to meet altered employee needs are necessary, and it’s important to take the time to review the success of the programs.

2020 changed the work environment, and by now, we’re accustomed to this landscape we’ve been forced into. Revamping and assessing HR practices to meet altered employee needs are necessary, and it’s important to take the time to review the success of the programs. It’s in every HR team's best interest to regularly take inventory of their practices to know where there’s room for improvement and to identify gaps that need attention. 

Here are some topics to think about and perhaps revisit periodically:

Employee Wellness

It’s better to address employee burnout from working too much before it impacts your customers. Actions human resources teams take to promote remote wellness can include training managers on how to address wellness, scheduling meditations for employees, and reminding employees about flexible work hours. For companies remaining remote, once the pandemic settles down, future wellness initiatives may include remote retreats, purpose-built destinations that allow for entire companies to fly into a campus for a synchronous week, or sending employees lunch gift cards and planning a virtual lunch together where a facilitator can talk about employee wellness. 

Diversity, Equity & Inclusion

Dedication to having a diverse workforce should be a commitment made from the top down. Employees at every level should have a sense of belonging at the company, which is a catalyst to improve company culture. Companies that not only embrace but actively prioritize diversity, equity, and inclusion have a first-mover advantage to attract great talent globally. Companies that don't will lose their best people to their biggest competitors. 

Growth Opportunities 

Revisiting career paths for jobs at your company is important so all employees have a clear view of what they’re working towards. When evaluating career paths, keep in mind the span of control and pay equity. Employees who feel they have growth opportunities are more likely to stay with the company, instead of searching for growth opportunities elsewhere. 


Prioritizing efficiency for both employee performance and HR practices will ultimately boost your ROI. As you address employee wellness, DEI, and growth opportunities with clear, actionable plans, your employees and HR practices will also benefit from thoughtful efficiencies. The human resources team should reevaluate their processes so they can eliminate administrative burdens in their current HR processes to refocus their efforts as strategic partners for the company. 

These topics all work to strengthen a thriving company culture that directly reflects HR initiatives, and facilitates a solid foundation for any future initiatives. The Kamsa team is compensation experts who have helped hundreds of companies establish their total rewards philosophy and compensation strategies to pay fairly.