1. Quiet quitting
Over the past few months, the term "quiet quitting" has dominated news stories and social media. Although TikTok may have made the term a buzzword, the idea behind it is not at all new. Contrary to its name, quitting has little to do with quiet quitting. Instead, an employee chooses to do the bare minimum, put in the necessary time and to take on no tasks outside of their assigned duties and contract.
Employers must put the needs of their employees first given that they are focused on achieving a better work-life balance and that many continue to quit their jobs or quiet quit despite an impending recession. However, there are always situations where businesses require top-notch personnel, such as when a startup is trying to spur growth or an accounting firm is getting ready for a busy period. HR professionals can address this by encouraging managers to follow up employee tasks and projects.
2. Upskilling is bescoming critical to face tranfsormation in HR teams
Future Workplace, in collaboration with GP Strategies, polled 549 HR and business leaders from around the world to see how learning is developing in organizations and what this means for the new skills that HR teams will need. An important discovery was made : HR frequently neglects to upskill members of their own team in favor of training and upskilling important business positions. The HR and Learning teams have been reduced to improve their own skills on their own.
SThe top two priorities for the years to come, according to the report, are creating a culture of lifelong learning and upskilling the members of the learning and development team, and overall the HR department. The business abilities that the learning team members most urgently needed were people analytics, commercial and business acumen, and digital marketing. Leaders in HR and learning must begin to consider whether they are expecting the development of new skills and capacities for their team members, and if so, how.
3. Prioritize employee well-being
Employee well-being involves more than just providing healthcare coverage. Make sure that staff members have access to high-quality, personalized healthcare. Similar to this, providing access to fitness centers or discounts on gym memberships may motivate staff to focus their physical well-being. Many studies suggest that you can build a happier, healthier, and more effective workplace by giving your employees' physical, mental, and emotional wellness a high priority.
In addition, it's important to remember that putting employee health and wellbeing first can benefit your bottom line in a variety of ways. For instance, healthier staff members are more productive, use sick days less frequently, and may be more likely to stick around at your business.
4. Remote work organization
SAccording to a Harvard Business Review study, the post-pandemic workforce will be comparatively more distant; in other words, almost all businesses will see an increase in the amount of remote work they do compared to pre-pandemic baseline levels.
Company executives must decide how to implement the best remote work plan when pandemic constraints start to relax. The study suggested that, leaders should take into account the following strategic factors when deciding on the best policy for their organization:
- Nature of work: remote work is best suited for independent jobs that do not require a lot of coordination or communication with others. Although it takes more work to manage, highly collaborative work can also be successfully completed remotely. Undoubtedly, there are some jobs that cannot be done remotely, but there may be fewer of them than you believe. By utilizing technology like robotics and augmented reality to enable remote machine maintenance in manufacturing and even some medical screening and diagnosis operations, businesses continue to push the frontiers of remote labor.
- Level of experience: an initial length of time spent in the office is often beneficial for new hires or those who have recently been promoted, as it allows for the development of relationships and the acquisition of tacit knowledge that is more readily assimilable in a work setting.
- Preferences of employees: given the variety of personalities and remote work preferences, individual preferences should be taken into account. Even while some employees may have express preferences, those discussions need to be brought up again when work patterns and routines become more standardized.
- Costs of real estate and carbon footprint: to posture for sustainability or scalable expansion, less may be more effective.
5. Embracing technology transformation of HR applications
The human resources industry must evolve to stay up with the world's rapid technological improvements. Using and embracing technology in HR is noted to boost productivity, accuracy, and efficiency.
The use of technology in HR has grown in popularity over the past few years. To simplify HR procedures, many businesses employ software and technologies including applicant tracking systems (ATS), HR information systems (HRIS), and performance management software. The time and effort required to execute administrative and repetitive tasks is reduced by using these tools, and they also provide real-time data, among other advantages like better insights and communication.
HR professionals must adhere to best practices if they want to successfully adopt technology in their field. Here are some recommendations for choosing and using new technologies:
- Determine the issue: HR professionals should decide what issue they are trying to tackle before choosing a new technology. This will make it easier to ensure that the technology is the best answer for the current issue.
- Engage workers: it's crucial to involve workers in the selection and implementation of new technology. This can ensure that the technology is user-friendly and fits the needs of the staff.
- Training: HR professionals should give workers the necessary instruction to support the smooth implementation of new technology. Employee comfort with technology can be increased and the likelihood of mistakes can be decreased.
After introducing new technology, HR professionals should keep track of and assess their efficacy. This can assist in locating any problems or restrictions so that necessary adjustments can be made.