We have moved to another year...2022! Now is the time for employers and HR professionals to start preparing for the year and align their internal goals with larger HR trends that are emerging.

To create a culture of connection while growing their business, employers must turn their attention to the wants and needs of their people more than ever. To create a culture of connection while growing their business, employers must turn their attention to the wants and needs of their people.

The past two years have undoubtedly transformed the way we all worked. Industries across the globe have undergone changes. Every single one still keeps adapting, growing, and coming up with new practices. And so do HR and recruitment domains more than ever. So let’s have a sneak peek to the important area where HR people should focus more in this new year.

Redesign the workplace 

Bring innovative changes in the workplaces including high level of restructuring and change in work processes which can make the employees more resilient. Resilient employees can more easily cope with change, which is crucial from a well-being and health perspective in the workplace. But be sure to make internal changes not disruptive or stressful for employees.

Skill Management & Upgrading

Only some of the HR leaders actively invest their time in upgrading or reskilling their workforce. But this situation to be changed in the coming years. Companies need to focus more on promoting their own employees. Concerning planning for the coming years, the required skills of employees will also change.

More tech and non-tech businesses will play a decisive role in preparing employees for the jobs of the future. Obtaining and strengthening the right skills will change the game. Mastering new technologies will help companies get the best outcomes.

Employee Engagement and Career development programs

Taking proactive steps to make employee engagement a top priority in your organization is a good start. Employees want to feel valued by their employers. Compensation packages are essential; and do contribute to employee satisfaction. Always encourage just-in-time recognition, engagement via non-work activities, and the ability to disconnect after work. This will help to boost engagement by making every employee feel like they are more than the sum of their productivity outcomes.

Formulate clear and transparent career paths and succession plans for all your employees, and do not restrict career progression to only managerial roles.

Employee well-being and resilience

Organisations will be required to invest in employee wellness initiatives in 2022.

Many employees, some for the first time in their lives have experienced anxiety, depression, burnout, stress, weight gain, or substance use, and these issues have unintentionally crept into the workplace. In addition to seeking help from or through employers, workers want a healthy work/life balance and are lobbying for changes that will help create that equilibrium.

Companies that invest in mental health and resilience programs will experience an improvement in employee retention, efficiency, and recruitment. HR should work on creating a culture in which everyone feels secure sharing their thoughts on professional topics without fear of criticism at all levels of the organisation.

Boost Diversity and Inclusion

Greater diversity has shown proven results of reduced absenteeism and increased productivity. An inclusive culture that celebrates diversity with a workforce that is diversified in terms of age, color, religion, nationality, sexual orientations, and gender will result in more substantial organizations that are more likely to succeed in the long run.

More compassionate leadership

Businesses became more aware of the realities of their employees’ lives outside work as well as in. It became more acceptable to be more open and for managers and leaders to take a more compassionate approach. Be more human, be a bit more understanding, show some compassion to other people.

Revising Employee Perks and benefits

If you offer different sorts of advantages to your employees, they will be way more satisfied, motivated, and productive. It combines various taxable and non-taxable benefits.

Employee requirements have changed and with the growing hybrid and remote workforce, the perks employees want are also changing. Revisiting and revising perks and benefits as per employee needs, can make the transition from remote to shared workplace smooth.

Remote to Hybrid Schedules

Though some employees returned to in-person work in 2021, many are still working remotely.

Hybrid work environments appear to be the way of the future since they provide benefits to both employer and their employees. It lowers employers’ overhead expenses and sometimes reduces relocation costs for new employees. Another positive aspect of a hybrid work environment is access to a global talent pool because the work location becomes less of a hiring factor.  

Considerable employees prefer working from home because it allows them to achieve a better work-life balance, reduce commuting time, and accommodate care duties. This ensures that employees are happy and supported boosts productivity and lowers turnover. One method to boost employee satisfaction is to provide more workplace flexibility.

Companies will need to embrace human capital management (HCM) solutions to keep up with talent expectations and realities. The upcoming year would demand the necessity to try new management techniques that aren’t commonly used. Therefore, employers must re-evaluate their tactics and keep up with global HR trends to succeed in the future.

In 2022, HR’s going to be up front and centre, as organisations look them to guide them in the best ways to move their cultures and values forward in these volatile times. Create a roadmap for 2022. This will allow for a full year of progress, plus strong positioning to support and retain employees in the new year and beyond.

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