Developing an annual HR budget may become monotonous when line items stay the same year after year. Shake things up and give your budget the refresher it so desperately needs. Reexamine your budget with a new mindset and ensure it includes your actual departmental needs.
1. Review the Strategy
The HR department often flies under the radar when it comes to being a powerhouse in the organization. Yet, it’s the HR department that has to control and react to turnover, benefit increases, policy changes, and much more, that truly impact the way an organization works and conducts business.
By reassessing your business’ strategy, you can predict and adjust your budgeting based on what leadership sees for the next 3-5 years.
2. Set Goals
In line with reviewing organizational strategy, review specific company goals for the next year, or 3-5 years, and align the HR department’s goals accordingly. Make certain that the money being spent supports the future vision of the department and the organization.
If you establish a goal of decreasing the organization’s turnover rate, you may see that your recruiting and selection numbers increase. You may also increase leadership and professional development numbers to increase your retention rate.
3. Prepare for the Unexpected
As with many things in life, sometimes business will throw a couple of curveballs your way that you have to react to. It’s important to remain flexible with your budget. HR departments have to anticipate federal and state law changes that may, in some cases significantly, impact their business and their budget.
Budgeting can be seen by many professionals as a necessary evil but when you take a step back and inject the organizational strategy and set goals, assessing the numbers can become an exciting opportunity to enhance the HR department’s role in your organization.