In 2021, the HR world is facing new challenges. We are in the era of the “New Ways of Working” and“ ” digital adoption—challenges that cannot be properly addressed without taking an (unconventional) approach to learning and training.
As we take stock of our New Year’s resolutions, we ask ourselves: What are this year’s HR trends?
Let's take a look at them together based on AIHR Digital's analysis:
1. Home is the new office
One of the most noticeable changes over the past year has undoubtedly been the shift to remote work. Some organizations were already prepared for this change and had developed specific policies for remote work before the pandemic, while others—perhaps the majority—had to scramble to adapt at the last minute.
Despite this, this will be a factor that will have a significant impact on companies in the future; in fact, Twitter, Square, and Capital One have recently announced their intention to continue implementing a “work from home” model. Microsoft has also considered a hybrid workspace to ensure its employees have flexible work arrangements, even beyond the current emergency situation.
2. Rethinking the Role of HR
Activities such as recruiting and onboarding have changed forever. HR professionals must rise to the challenge of these new ways of working to adapt more and more to a digital world. Similarly, the approach to people management has also changed: it is difficult for managers to monitor their team’s work when the team is working entirely remotely, so they must turn to technology as a tool to better connect people.
So, more generally speaking, a shift in mindset and corporate organization is needed, fostering a culture of “togheterness” despite the physical distance between people.
3. Reinventing the Employee Experience
HR professionals will be tasked with redesigning the employee journey by creating new virtual experiences. Factors such as work-life balance, well-being, and collaboration will be crucial for both overall employee satisfaction and business results.
4. Perennials
Over the past ten years, much HR research has focused on what differentiates generations—specifically, the differences between Generation X and Generation Z.
However, as a Deloitte analysis shows, what people want from their work lives—motivation, good leaders, and professional growth—doesn’t change much from one generation to the next. In fact, we can talk about “Perennials”: a group of people of all ages who transcend stereotypes by forging connections with one another and with the world around them. Therefore, to better understand the potential of your workforce, it is essential today to look beyond the differences between groups and focus instead on individuals—their interests, values, and aspirations.
5. Learning as a Driver of Business Success
In addition to seeking out new talent, one of the key roles of HR today is to build the skills of its staff, creating the conditions for everyone to succeed, without leaving anyone behind.
But these skills also apply to HR managers, who must be able—now more than ever—to manage technological tools and know how to create, analyze, and communicate data so that it can influence business decisions.
6. HR at the helm
Over the past year, we have faced many uncertain situations, and people are much more concerned about their loved ones or their own health. As a result, companies have often turned to HR departments, which have been responsible for supporting staff, promoting a culture of well-being, and making decisions regarding the mental and physical health of their employees.
Being “at the center of the crisis” is a role that carries great responsibility —one that HR professionals have taken on and will continue to face in this increasingly precarious, uncertain, and unpredictable world.
7. Effortless Services
Digitization and automation are two areas that will enable HR departments to maximize their efficiency and save valuable time. Implementing strategies to drive exponential growth in these areas will become increasingly essential for working more simply yet more effectively.
8. Create custom rooms
People working from home have created their own personalized work environments. For this reason, when people return to the office, it will be natural for them to want to make small adjustments to their workspace. That’s why this trend can also be a valuable resource for HR professionals, who can use it to inspire their teams in new and creative ways, thereby increasing their satisfaction and productivity.
9. Top Marks for Analytics
For many years now, analytics has been one of the topics of greatest interest to the HR world. However, it is important today, on the one hand, to decide which data to analyze—thus distinguishing between the data that is truly needed and that which can be disregarded—and, on the other hand, to redesign data tracking systems—from simple surveys to software-based solutions—and, finally, to communicate the data and information effectively.
10. Purpose-Driven Organizations
According to a PwC report as well, purpose is the key to business success. It is therefore essential to focus on motivation and purpose in order to create purpose-driven organizations where decisions, conversations, and behaviors are aligned with the organization’s values .
At Digital Attitude , we’ve created hi— a habit-inspiring platform— an intelligent digital coach that , through its coaching plans, is able to support HR professionals during this transition we’re currently experiencing. hi is a useful tool for providing on-the-job training that is context-specific and tailored to each individual in the company, ensuring that no one is left behind.
On the "Coaching Plans " page, you'll find several use cases tailored to the HR field, showing how to use hi as a tool for onboarding and people management, as a way to translate company values into new behaviors, to support remote well-being, or to effectively develop leadership and soft skills.
.svg)
.png)