Top HR Trend to help shape your HR Industry
1. Virtual work
The rise of the new HR strategy to work a change away from the old HR strategic planning paradigm toward one that is more flexible and worker-centric, as seen by the growing acceptability of working from home and the explosion of the economy was one of the HR trends we forecasted for the previous year. Nobody knew or could have foreseen how accurate that phase would turn out to be in all kinds of unexpected ways.
The way work is done changed dramatically, from government-mandated lockdowns to corporations migrating to a full-time work-from-home model wherever practicable.
For some, the transformation is irreversible. Twitter has decided that any employee who does not need to be in the office (for example, to maintain servers) can work from home at any time.
2. Inclusion and diversity
Within HR organizations, diversity and inclusion should constantly be kept under constant scrutiny. A new HR strategic goal may be enacted that places a proactive and specific legal obligation on employers to prevent sexual harassment at work, as well as the reintroduction of third-party harassment regulations (for example, protecting employees from being harassed by customers and other 3rd parties).
There is also an increasing need within organizations to implement a transgender policy, advice, and support. This HR trend is a highly sensitive and delicate area of employment that would necessitate the training and upskilling of not only line managers but all employees as part of their regular diversity training in all HR businesses to provide assistance and support to those affected and avoid the risk of unlawful discrimination.
3. The health of the workforce is detoriorating
HR employee productivity remained high during the epidemic. Still, disruptions have already had long-term, and difficult-to-reverse effects on workforce health –that is, employee health, trust between people, teams, leadership, and the work environment (e.g., feelings of inclusion). Ineffective hybrid work techniques will only compound these consequences.
4. Hybrid working
In strategic human resource management, We expect both employers and employees to prioritize blended working and HR strategy and planning in the future. The advantages it delivers to both parties, such as improved flexibility and commitment and lower overheads, clearly indicate that it is advantageous for both in the long run.
5. Emphasis on improving your skills
The HR strategy and planning skills-gap dilemma isn’t new to HR leaders, but it’s gotten worse as Covid-19 has progressed. HR strategic workforce planning in a virtual environment adds another degree of difficulty to human resource management. Learning and development programs aren’t only a nice “perk” to provide staff for their personal development; they’re also a good way to scale your firm in a constantly changing industry.
6. Family friendly
With the strategic human resource management implementation of newborn leave and career’s leave on the horizon, the HR strategy is a good one to assess your HR strategic goals and present policies in terms of family-friendly policies.
7. Concentrate on the exclusive rewards
People are increasingly interested in the HR strategy and planning towards a complete rewards package, which includes learning and development opportunities, health benefits, wellness initiatives, work flexibility, and recognition, according to HR leaders.
Although the previous year was filled with obstacles, it also provided opportunities for a new and improved working style. As you develop your HR strategy, keep these top HR trends in mind to5 prepare for what’s to come as vaccinations become more widely available and the global workforce shifts again to achieve HR strategic goals.
Source: The HR Digest
