The professional world is very dynamic. It keeps on changing with time. Companies need to develop the existing HR practices. As the millennials make up the maximum proportion of the workforce and remote working emerges as the norm, HR professionals need to embrace these changes.
As COVID-19 continues to impact the global workforce in 2020, HR leaders are rethinking their workforce management approach to prepare for the coming year. There are many HR trends that drive how HR departments will approach the employee lifecycle.
Here are the five trends in HR we think are worth keeping in mind that will shape the year 2021:
Flexibility in work –
Flexible work involves home-based work and even options like flex time, part-time work, job sharing, etc. For HR professionals, flexible work arrangements mean more chances of attracting and retaining talent, creating a competitive marketplace, greater employee engagement, higher diversity in the workplace, etc.
During the pandemic, the organisations are completely shut and this has helped people to know their capabilities of working at home, opportunity to experiment with remote work. Working from home also helped employees gain a perspective on the flexibility that this arrangement offers. Though, working from home isn’t a very new conept. It did exist before covid too but the magnitude of work from home now is larger than before.
Mental wellbeing of employees-
Though physical health has always been in the limelight, mental health is finally getting its due attention. Organisations have realised that physical and mental health work in tandem, and both are equally necessary to live a truly healthy life. Employers and employees both are finding ways to take good care of mental health in the work sphere.
This positive trend needs to be leveraged by HR managers and professionals to boost their employees’ mental well-being.
Role of technology-
As more employees are working remotely due to the pandemic, companies are increasingly investing in tools to help them assess the productivity and engagement of their workforce. A key focus for organisations will be to continue the intelligent deployment of technology to further boost the ongoing digital transformation across industries.
Technology will play a huge role in managing the distributed workforces in the coming times. Continuous investments in digital collaboration tools and video-conferencing software are central to companies which must be strengthened by a robust network infrastructure and more focus on cybersecurity.
Upskilling of employees-
The lockdowns led to laying off a high number of sick leaves, and mass-scale transition to remote work. To stay agile and adapt themselves to external market challenges, companies will implement upskilling programs and initiatives to help their workforce remain competitive in the job market. With upskilling initiatives, HR professionals can retain employees, boost their morale and reduce costs on recruitment and onboarding.
The pandemic has changed the methods that HR professionals used to use for delivering the employee expreience in the organisation. Changes and transitions in HR poilcies are needed and employees need to upskill themselves constantly. Transitions brought about in the workplace by Covid-19 have posed several challenges for the HR teams, which were tough to manage earlier. However, they are ready to conquer those challenges in the post-pandemic world with the innovations and development in digital infrastructure.