Keeping up with HR trends, especially for years to come, can help your company keep people management in line with some innovative market practices. In addition, this action allows identifying opportunities and aligning internal business processes to new professional opportunities, especially those promoted by technology and global factors.
One example is the widespread adoption of the home office in response to the global crisis. Remote work, a model that came as a gradual and slow trend, grew and spread to many companies due to social isolation, and eventually led to setting up a new way of working that definitely worked.
What are the main HR trends for the coming years?
Trends will certainly focus on a vision related to business and management, more related to performance. Thus, remote work, an in-depth need in the moment, gains even more power, being a change that is here to stay.
Digital vs. cultural transformation
These two factors are of great importance, as mentioned earlier. They need to be harmonized within the digital environment, so that the new tools can be better used by employees.
Companies are investing more and more in technological innovation, and in order for this to be possible, it is very important that employees are engaged and connected for cultural transformation. HR is largely responsible for connecting these goals, so that the changes have a positive effect on corporations and employees.
Benefit management
This management has gained an increasingly important role in companies to retain and attract talent , who are more careful with the benefits offered by organizations to work in them. In addition, when there is excellence in this field, the tendency is to improve the work environment. When the company invests in changing or adapting existing benefits, it contributes to the employee’s well-being and to a positive experience on the part of feeling cared for.
The relationship between cost and benefits of companies and employees is important, since, in change management, there can be a considerable financial return for the company, with the greatest satisfaction of employees. This is because they tend to be more productive, especially if there is a diversification of benefits in order to meet many of their particularities.
Managing hybrid teams
“There will be a necessary adaptation to hybrid teams to consider those who prefer to be in person in the office and those who work remotely, respecting the home office policy of each company,” the experts emphasize.
In this case, the responsibility for managing these teams lies with HR and, especially, with the direct manager of the persons who are part of this team. To balance management, experts suggest that face-to-face meetings are scheduled for sensitive issues and / or when the leader feels the need for more socialization and integration. This may be due to a sensitive design or a sense that participation needs to happen in order for tolerance of differences to be revived.
Regardless, part of the sense of complexity is, yes, the management paradigm, as there are leaders and teams that are closer, after working remotely, because the quality and number of interfaces has increased.
Remote work
The forced home office has broken the paradigm that employees need to be together in one place to ensure productivity and good work. The perception of control associated with the result has changed, and this freedom and trust in the employee brings more profit to the company.
In order for this model to be successful, here are some tips that can be useful, even for those who want to start working remotely . In this work model, it is important to have clear and defined goals for each function and area. In addition, working in the office continues to have its value for socialization and integration, although this is not necessarily for the prosperity of the team and business.
Training and development
Online learning will increasingly be created and used as a form of human development in corporations. The forms of measurement associated with the statistical view are interesting and increasingly appreciated, especially by people who analyze people in this field, so that the training needs are realized in a specific way.
HR as a business partner
It is important that HR understands and experiences the business to understand what employees need from it. Getting ready-made demands from leaders without having an accurate understanding of the need and connection to the business and results no longer works.
In this context, HR must be more connected to the company’s macro needs (strategy) and to details related to the demands of each specific area and their respective leaders. This is because there are differences in needs between them, and such individualization is essential for serving the whole and delivering results.
Valuing professional diversity
HR should be a sector with different contributions and add different profiles, and work to open up all employees to a common goal.
Paradigms must be broken down, and an aggregating and collaborative vision, as well as a more empathic one, must prevail as a way to generate profits and results. Different profiles and seniority of employees combine different visions, which together generate new trends and new standards, as well as levels of results.
What are the implications and challenges that technology will overcome in the field of HR?
The technology should and will be used to improve the HR sphere. In addition, new technologies have contributed to the widespread use and adoption of the home office during the crisis.
Other tools, such as remote management software and more modern means of communication – for example, social media, instant messengers and chats integrated with management systems – also helped to deal with the social isolation scenario.
These new ways of doing things – and with technology as an ally-allowed HR to continue to function and help teams remotely. It was an example of the success brought by technology. However, caution is needed. The big question is how to balance and use technology to achieve greater satisfaction and efficiency in optimizing performance and results. At the same time, we should not lose sight of the connection and the power that people and integration bring.
How can companies prepare their HR for the coming years?
Using technology to improve efficiency and measurement, and as a way to add to business management is very important. Thinking of technology as a substitute for human added value and the power of teamwork doesn’t seem to be the right path, but a synergistic composition of the two.
Finally, it is necessary to be attentive when following HR trends to take advantage of those that can generate opportunities for the company and, above all, those that can be essential for its own survival on the market.