But should fear of what might happen stop us from reviewing what we would like to do? In my experience many HR teams only review the benefits provided when an MD or similar asks questions as to why flexitime still exists or what value is gained from providing a benefit such as Private Medical Insurance.
How often do we proactively review the effectiveness of benefits? When do we consider what they do for our organisations? If nothing else, conducting such an annual review might help us to maximise the value the employer gets in terms of recognition for the benefits and get pointers to ensure we communicate them effectively to employees.
So my challenge this week is to put a date in the diary to have an HR budget. Consider what is really necessary and then develop a plan to remove or change items that don’t now meet the businesses requirements. It may not be possible to change things now; it may take years to happen, but at least have a plan. Remember even Gordon Brown has a long-term timeframe to deliver his promises.
Quentin Colborn is an independent consultant who helps organisations determine and develop their HR strategy. To contact him T: 01376 571360 or e-mail him at [email protected]
Colborn’s Corner: series articles
- Who’s the best?
- Just administrators?
- What’s the point of HR?
- Who’s a big bully?
- Who remembers final salary pension schemes?
- Should HR make New Year resolutions?
- The HR year in review
- Who can you trust these days?
- How am I doing?
- Who cares?
- Is it worth rocking the boat?
- The truth about work/life balance
- Benefits – your flexible friend?
- Who remembers industrial relations?
- HR Zone stirs up porn probe
- Compensation culture or fair treatment?
- Mind your Ps and Qs
- Assessment Centres – are they worth it?
- What’s in a name?
- Disciplinary dilemmas divulged