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While the end of the year seems like a natural time for reflection, taking a hard look at your human resources practices is something that should happen more than once every 12 months. In fact, summer is an ideal time to review HR processes to see what’s been working so far this year, what hasn’t, and how to address any red flags before the fall. To make things as easy as possible, we’ve put compiled what you need to know most about HR process improvement for your business.

Hiring and Retention

Summer is notoriously a slow hiring time for many organizations, which also makes it the perfect time to revamp the hiring and recruiting process if necessary. As you review hiring from Q1 and Q2, ask yourself a number of questions:

  • What were candidate timelines, from first contact to first day of work? Are there ways to expedite that process?
  • How many roles were open in the first half of the year, and how many of those actually got filled? Are any remaining openings on pace to be filled this quarter? Has productivity been affected?
  • Was employee retention strong? If employees left of their own accord, were they lost to a competitor, or due to another factor like retirement or moving?

Employee Conflicts

Even the most smoothly operating companies experience some employee turmoil from time to time. After all, it’s stressful to work in close quarters for 40+ hours a week in high pressure environments; occasional arguments are to be expected. Even so, it’s dangerous to write off past employee conflicts as just part of the territory. Take time to review complaints from the last six months. Looking back, do you see a pattern? Were all issues resolved completely, or are some parties still holding on to ill will? Consider following up with employees to make sure. After all, if summer is a slower time for your business it makes it an easier time for employees to reflect on issues from months before.


While sexual harassment headlines have seemed to fade from today’s 24-hour news cycle, it’s still a major issue in corporate America. Harassment and discrimination training in the workplace is pivotal to maintaining a healthy and supportive environment. Many prominent business leaders have recently stepped down because of racist remarks, with the HR Director at Uber the most recent figure to resign for ignoring discrimination complaints. These are major issues that could have been prevented through various types of training:

  • Robust and regular harassment and discrimination training is imperative in 2018 and beyond.
  • Soft skills training improves workplace communication and comradery.
  • Starting from the top down and implementing executive and managerial training sets the right tone and example for the entire organization.


Taking measures to prevent harassment and discrimination through employee compliance training is important, but organizational compliance requires more than that. The business world constantly evolves through changing laws and policies and adapting to these changes is essential for success. New H-1B visa regulations are regularly debated, salary history bans continue to spread, and worker’s comp is a perennial issue for many. On top of all that there are changing tax laws, employment laws, and of course, confusing healthcare open enrollment. Taking stock of your company’s compliance measures now prevents potential issues from growing out of hand by the end of the year.


Summer is the perfect time for a pulse-check on your organization’s culture and employee engagement. How is morale? If employees are making use of their PTO time right now, are they coming back recharged, or are they returning to a mountain of tasks that make them more stressed than when they left? Consider creating an employee survey to get an accurate picture of the thoughts, feelings, and suggestions of your staff. There’s still time to put together a company picnic, golf outing, or other outdoor event if engagement needs a quick boost.


Is your HR held back by technology issues? Properly running employee portals and record keeping programs help an HR department run smoothly and keep communication flowing. Review the status of your HR tech, and take the initiative to adopt new programs or troubleshoot current ones should there be any problems. Likewise, stay up-to-date on the latest HR technology trends. For example, Forbes reports that AI is set to reinvent most aspects of HR. Do you know how that could affect your company, department, and employees?