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HR trends, which you need to pay attention to now

The last two years have been a time of serious changes for business, among the reasons — the development of technology, the pandemic, the emergence of Generation Z in the labor market. Of course, all this could not but affect the work of HR specialists.

Not so long ago, Finances Online released a large overview of the latest trends in HR management. We are ready to tell you more about the most important of them.

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Expanding the gig economy

The gig economy is a system of work, according to which employees are not hired into the staff, but simply invited to certain projects, where they solve the assigned tasks within the specified time frame. In other words, this is a freelancing system — an independent specialist comes to the company, completes his task and moves on. This work format is becoming more and more popular — it allows you to harmoniously combine work and personal life, giving you the opportunity to try yourself in different roles and get additional income.

Interestingly, some features of freelancer interactions can be applied to retain long-term employees: make the schedule more flexible and give staff more autonomy in work and decision-making.

Change for Generation Z

The Zoomers, the generation born in the mid-1990s and beyond, are the most promising workforce currently entering the labor market. To effectively interact with the new generation, it is important to take into account that their values ​​and career priorities differ from older employees. So, if millennials primarily pay attention to material rewards for work, it is much more significant for Gen Z to share the intangible values ​​of the company and maintain a balance between work and personal life.

Very soon, the wishes of Gen Z for the workplace will become a general trend, therefore, corporate policy needs to be changed today. Provide a flexible schedule and the possibility of remote work, think over a career track for each new employee, be sure to collect feedback and take it into account when planning innovations. You can read more about the specifics of working with Generation Z here.

Education and retraining

As HR teams often face talent shortages today, the importance of professional retraining is growing. Instead of wasting resources on finding new employees, it is much more profitable to focus on improving the skills of existing personnel.

On-the-job training not only saves time, but also increases employee loyalty and engagement. Pay special attention to soft skills and digital competencies — these are the most promising areas of knowledge.

Employee health is a priority

Due to the pandemic, employees are more concerned about their health than ever, resulting in stress, loss of concentration and decreased engagement. Help employees maintain healthy lifestyles by offering expanded voluntary health insurance, healthier meals, and exercise benefits. Do not forget about the psychological aspects: provide psychological assistance, conduct trainings and games, collect feedback on the well-being of employees.

Increased engagement

According to statistics, 84% of employees do not feel fully engaged in work, which is why the most modern HR trends are associated with the employee experience. There are several ways to improve employee satisfaction, one of which is to develop a corporate social responsibility strategy. Start participating in social events related to ecology and philanthropy. Today, employees are increasingly choosing companies with which they share corporate values ​​and in which they feel that they are changing the world for the better.

Another way to increase engagement is to move away from strict hierarchies and include the employee in decision-making. And also provide the staff with the opportunity to develop outside the company — it can be internships, masterclasses, trainings.

Leadership development

Weak leadership potential becomes a serious obstacle to the professional growth of personnel and an increase in the efficiency of the organization. That is why it is important to develop a leadership development strategy that will increase not only the company’s competitiveness in the market but also the involvement of each individual employee.

In this vein, one of the most effective strategies is additional leadership. It involves the division of responsibilities among several leaders with different skill sets. This leadership style allows the company to remain flexible and functional even in times of difficulty.

Automation of routine processes

Due to the pandemic, HR has increased the number of routine and complex tasks, which, especially in a remote work environment, are quite difficult to cope with. That is why the popularity of various IT tools for automating routine processes has increased — for example, chat bots.

Research shows that 25% of the most influential HR organizations already use chatbots in their work. Bots can automate the issuance of certificates and documents, answer identical questions, collect feedback, and much more. And they will be convenient not only for office workers who constantly work at a computer — in order to use them, it is enough to have a smartphone.

HR involvement in the development of corporate strategy

A corporate strategy is a company management plan that describes how to achieve a goal based on the organization’s business principles. Usually, the strategy is developed by senior managers, but today the role of HR specialists in this process is increasing — they are the ones who can predict the performance of personnel and assess its impact on the company’s profit. Thus, the strategic value of HR departments is increasing, and they will play an increasingly important role in the development of the business.

Continuous performance management

Companies are now moving from annual key metrics to continuous performance management. Employees need instant feedback and mentorship, as it enhances their professional development and stimulates career growth. Moreover, they expect managers to not only provide guidance on performance and efficiency, but also teach new skills. Such good communication can be achieved by changing the culture of communication within the organization: it is necessary to make it more open and conducive to cooperation.

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