The world of work will continue its accelerated transformation in 2022, which means that HR professionals will have a lot of work to do to stay ahead of the curve. Fortunately, over the past two years, many business leaders and senior management have realized the increased need for investment in human capital and are giving the human resources department a greater voice, as well as a budget. most important.
The question then becomes what steps HR professionals need to take to steer workforce transformation in the right direction. HiBob CMO Rhiannon Staples recently shared his ideas with BenefitsPRO.
What are the top three things HR leaders should be thinking about by 2022?
There are many considerations that HR managers need to keep in mind as we approach 2022. First of all, it’s important that HR managers think like a product manager. It is essential that HR is as connected as possible to the business and strategic direction of the company. Each team must function as one. With this in mind, HR managers shouldn’t be afraid to use the start of a new year as a time of change throughout the company. Use January 1 as a catalyst to try new things, whether it’s new processes, new ways of working, or new employee programs.
Consider what your business needs. Use your network of fellow HR managers to imagine and reflect, but remember that just because something has been successful in a company doesn’t have the same impact in your organization. Being in tune with the market is essential, but being able to understand how to apply market listening to your own business is even more essential.
Grow your tech stack. HR teams can no longer function effectively with spreadsheets and Google Docs. Like every other department in an organization, HR needs the right technology stack to streamline processes and focus on delivering the best possible work and employee experience. This is something HiBob has been committed to investing in for years with a particular focus on supporting the needs of mid-sized businesses. Mid-sized businesses were hit the hardest by revenue amid the Great Resignation, and in order to compete with businesses at the enterprise level, they need to create employee experiences that are comparable and unique. .
For HR managers, that means investing in technology that can bring your people and processes together. Specifically, when choosing a tech platform, it’s critical to find something that can support retention, engagement, and culture building, as these factors are especially important now given the big resignation. and employee expectations.
How has the role of HRD evolved over the past year?
The role of the CHRO has undergone an unprecedented change since the start of the pandemic, as well as over the past year. HR teams have gone from being a âpartner withâ the company to that of the essential driving force of the company. In this role, HR teams develop recruitment strategies that attract and retain talents who adopt the corporate culture, implement performance indicators, offer development opportunities, prioritize essential policies and procedures, use HR data to make operational decisions and support financial planning and budgeting processes.
Due to the separation of HR from core business functions, in years past, employees often felt disconnected from HR teams. The role of HR has evolved from a focus on processes to a focus on employee engagement and retention. It is an essential function of HR to also be focused on the performance of people and the company, which is also why we have seen new titles emerge for HRDs such as âChief People Officerâ and âChief Happiness Officerâ. “.
What should HR leaders prioritize when it comes to talent management in 2022?
There are several key things leaders should prioritize when it comes to talent management in 2022.
First, they need to write their recruiting and hiring strategies based on the workforce planning to meet the needs of the business. Make sure that the hiring is strategic to fulfill the main functions of the company and to best support the team already in place.
Using HR data to make operational decisions about workforce deployment and customer success is also an important strategy. It can ensure that talent is deployed as efficiently as possible to boost productivity.
Support financial planning and budgeting processes with recommendations based on hiring top talent for planned needs.
Set up an HRIS that streamlines HR tasks. beyond administrative tasks and rather on the broader objectives of the organization.
Provide managers, leaders and HR with the data and resources they need to manage their people and make informed decisions about the future of your organization. Whether it’s finances, growth goals or cultural knowledge, equipping everyone with the tools they need to be successful is essential.
What steps can companies take to ensure they attract strong talent?
Companies must invest in promoting a strong culture and must also come up with workplace policies that promote flexibility. These elements are essential to recruiting and retaining in today’s market. Culture is not only defined by the relationships and policies in place, but also by the authenticity and transparency of a business. Increasingly, employees favor mission-driven companies and those that support diversity, equity and inclusion and nurture belonging. This is essential not only to retain a diverse staff, but also to attract applicants with different backgrounds and mindsets.
Flexible working is also essential these days. In fact, recent data from HiBob showed that more than half of employees in midsize companies would quit if their employer did not offer flexible hours and location options. Additionally, employees in mid-sized companies report that they are âmore productiveâ when working from home, revealing that flexible working is not only important for culture but also for productivity.
It is not only important to hire staff, but also to retain top talent, which is especially difficult for mid-sized companies. What are the best practices ?
Above all, flexibility and a strong culture are essential. Beyond that, it’s imperative that companies create an exceptional work experience for every employee, no matter where they work. It is the responsibility of HR to create this experience and support it with the right tools and technologies so that their employees feel connected, supported and integrated into the culture. For example, platforms like Bob from HiBob make it easier for businesses. With tools like Bob’s Shoutouts and Kudos, a culture of recognition is seamlessly embedded, and its integration with other popular platforms makes the work experience seamless.
HR teams must also empower managers to become cultural leaders. HiBob’s survey found that two-thirds of employees noted that their managers have taken a more active role in developing culture and protecting well-being since the start of the pandemic, and nearly half of workers said their team leaders were most helpful in transitioning to a hybrid work setup. Employees naturally trust managers, so HR should take advantage of managers to help foster and support the culture they are striving to create.