In the past two years, we’ve been inclined to shush the HR predictions for the year, after all, so many businesses were in survival mode that it seemed silly to ask your poor HR staff to talk about what their other priorities may be. However, with the intensity of the pandemic seemingly quietening down, it’s finally time to think about what this year could and should hold when it comes to all things human resources.
Below, we outline the top 5 trends, identified by a team of pros in the sector, that your HR executive should have on their radar to position your company for success this year and moving forward.
Stymying the great resignation:
The Great Resignation has seen employees leave their jobs in droves seemingly in search of more flexibility, higher salaries, or simply an entirely new career focus. This, rather predictably, has led to shortages in most sectors, but especially the service industry, where companies are struggling to fill job postings and grappling with running their businesses with only a skeleton crew. However, labor force data suggest that unemployment is falling, with the Federal Reserve suggesting that it could dip below 4 percent in 2022. To capitalize on this job seeking, you can expect your HR execs to put much of their focus in the new year on recruitment and retention strategies.
A focus on training:
With so many employees transitioning into new roles and companies going on hiring sprees to backfill long-vacant job openings HR execs are expected to invest significantly in training and upskilling in 2022. In providing additional training or education, your HR team has an eye towards creating a more nimble, flexible workforce that can move between roles and react seamlessly to a new job or business demands. In addition, providing training opportunities can help your staff, many of whom may be considering a jump to a new job; feel valued and thus engaged and more likely to stay in their role.
Moving to a position of proactivity after years of reactivity:
In the midst of the pandemic, your HR execs job was primarily to put out fires — the fires that were started when big changes were made. Because of these fires, employees felt insecure and unsure about their roles. A myriad of other fires cropped up from customers, suppliers, and just about everyone in between. However, in 2022, the pros predict that HR will move from a position of proactivity to reactivity, with organizations bringing HR into growth plans and allowing them to set and execute agendas to help get your business back on track.
Thinking about hiring out:
In the midst of the pandemic, business owners were finally able to see just how broad the functions of the HR team can run and just how much they really can do. As a result, some business owners are expected to choose 2022 to explore whether it makes sense to outsource a portion, if not almost all HR functions so that their existing HR crew can focus on business growth and development. In a Deloitte survey, respondents said they felt compelled to outsource for standardization and efficacy gains, cost reductions, and to drive business value. As such, 2022 is expected to see more businesses partnering with Professional Employer Organizations (PEOs), such as Abel HR, to take on the bulk of HR administration, whereas some other companies may just outsource hiring or payroll.
Finally getting their time to shine:
In years past, HR was considered somewhat the ‘bad guy’ of the office. They were the rule enforcers, the people that sent constant reminders, and even the ones that would physically chase you down over some errant paperwork! However, when the pandemic turned everything on its head, it was your HR staff that worked tirelessly to plug people into modified or completely different roles, who got everyone up to speed with working from home. They were the ones that checked in and checked up on folks. For business owners, the pandemic made them realize that their HR team was worth their weight in gold! HR departments were the ones who thought through efficiency, organization, and accountability and generally kept the business running. As we move through 2022, more than a few HR leaders would love for this elevation to a position of appreciation to continue and are excited about how they may now be further integrated into business planning and development.