Over the last two years, it’s become clear just how important HR leaders are to organisational resilience. Especially as companies across the world continue to adapt to new ways of working and find themselves in a talent market that’s more competitive than ever.
HR will continue to play a pivotal role in businesses in 2022; perhaps more so than ever. Below, we’ve outlined 10 topics that we think will be important in the everyday work of HR and people management leaders in the coming year.
1. Hybrid work
Organizations are shifting to flexible, open career models with increased mobility, and, based on Deloitte’s 2021 Return to Workplaces Survey, 68% of companies are already implementing a hybrid model.
This will pose a variety of new challenges for HR, coming up with remote work policies to labor compliance, workplace benefits, maintaining culture in a distributed set up and more.
2. Learning and development
A recent study from Korn Ferry indicates that by 2030 the global talent shortage could result in $8.5 trillion in unrealized annual revenues. In part, this explains why one of the greatest concerns for CEOs across the world is the ability to recruit and retain top talent.
Tackling this problem will require a mixture of solutions, one of which is ongoing learning and development. In this regard, HR can partner with the C-suite and departmental managers to identify which skills are missing in an organisation and implement initiatives to up-skill current employees. This might be done by allocating learning budgets for team members, investing in micro-learning platforms, or other similar measures.
3. Diversity, equity, and inclusion
Hybrid work setups will result in companies having more international and diverse workforces. To foster positive relationships between coworkers from various backgrounds, HR will need to take a proactive approach to DE&I training, for both employees and management.
Additionally, in many organisations HR can help increase diversity by partnering with talent acquisition teams to launch diversity recruiting initiatives, monitor them, and report on their success or areas in which they need improvement.
4. HR tech
HR tech is a rapidly growing industry. There are solutions for virtually every imaginable aspect of HR, from recruiting to onboarding, global mobility, people management, learning & development, and more.
The right HR tech stack can transform a company’s ability to provide a compelling employee experience and retain talent in the long run. To reap the full benefits of these tools, it will be necessary to pair them with workflows and strategic processes that seasoned HR leaders possess.
5. Mental health
There are many benefits to working remotely, but also challenges that have to be taken into consideration. If employees are working in a foreign country for the first time, or if they work remotely for long stretches of time without having the opportunity to physically connect with colleagues in person, issues like depression, loneliness, and anxiety can easily occur.
There are several ways companies can prevent these challenges from arising, and/or address them when they do. For example: fostering a culture where it’s safe to talk about mental health, giving employees mental health leave days, or providing additional mental health resources. HR can recommend solutions to company leadership and advise them on the best course of action.
6. International hiring
As more and more companies source talent from abroad, they’ll have to deal with the complexities of international hiring. Naturally, laws around employment, taxes, and other related labor topics vary from country to country and require a specialised body of knowledge.
HR can help streamline the administrative side of international hiring by researching global mobility service partners that are knowledgeable about and experienced with the topic.
7. Empowering management
The “new normal” in particular will pose challenges for managers and department heads. Not only will they have to adapt their management style to accommodate remote working arrangements, they’ll also have to learn how to hire remotely, keep employees engaged, and play a part in their professional development.
What can HR do to help? Monitor employee satisfaction through regular check-ins and surveys and provide this data to managers. Additionally, they can empower managers by offering them ongoing training and ensuring they have the right tools and technology to effectively do their work.
8. Revamped benefits
The Great Resignation has demonstrated that the priorities of workers have changed considerably in recent years. Attractive job titles and salaries don’t carry the weight they once did. Now, many employees value flexibility, purpose, and work-life balance.
If companies want to attract and retain talent, they’ll need to stay informed as to what employees want from their careers today. HR will be invaluable in strategically thinking about benefits policies that are effective and in line with modern demands.
9. Internal mobility
In the current labor market, organisations will need to be as resourceful as possible in how they find skilled workers. One of the most impactful and cost-effective ways of doing so is through internal mobility.
HR can drive business change here by creating internal job boards or marketplaces, crafting clear policies around internal mobility, and making sure that employees are aware that it’s available to them.
10. Employer branding
Employer branding has never been as important for companies as it is today. Company culture is a critical deciding factor for many candidates when weighing their employment options. One of the easiest ways for organisations to convey their culture to the outside world is through employer branding. For example: social media, company blog, press coverage, online reviews, and more.
HR can help spearhead employer branding initiatives to showcase their company’s best qualities and, in turn, increase their chances of hiring great talent.
The bottom line
Work as we know it is going through a major transformation, especially within the context of the employer and employee relationship. It’s now more important than ever for companies to focus on the holistic well-being of their employees. There are several ways organisations can do so. In order to make informed and effective decisions, HR leaders will have to play a pivotal role in overall company strategy.
Want to know more about what the future of work will look like for international teams? Check out this e-book on the future of international teams!