Top 5 HR trends to gear up for in 2022, Here is all you need to know

by December 29, 2021 0 comments

Change, transformation and resilience are words that have been oversaturated in the past 2 years. While 2020 was the year when these terms first emerged to highlight the urgency of the situation, in 2021 businesses starting adopting the changes to remain afloat, in other words, 2021 was the year of “execution” of the vital changes listed.

With major shifts and transformations becoming a part and parcel of everyday business world, uncertainty has evidently still not left its side and with new virus variants detected, it is highly unlikely for this scenario to change anytime soon. That being said, though the new calendar year is expected to bring a ray of hope for the survival of organizations, business practices are still going to follow the “different” trend.

New strategies, plans, ideas and mindsets have to take the center stage in this constantly changing business paradigm. HRs have several things to look forward to in terms of redesigning and reshaping the future of the company, and even recovering for some companies from the wrath of the pandemic.

Here are the trends to get geared up for come 2022:

1) People-first culture:

Skilled professionals have more options than ever. Several companies say that they have roles open but not any right candidate. While the Great Resignation did teach the importance of retaining employees (given that hiring a new person is 5 times more expensive than up skilling an existing employee), it also underlined the need to listen to employees and prioritizing their well-being.

2) Hiring across boundaries; major shift in recruitment:

Eradicating geographic constraints opens the talent pool and creates more access to talent, paving way for companies to bring skilled workers on-board that aren’t otherwise available locally.

3) HR tech as the business backbone; watch out for Meta verse:

A growing number of companies have adopted technology and digitalization of HR processes during the pandemic, allowing them to reach employees and execute processes despite the virtual work setup and geographical limitations. AI is already being used in recruitment processes more than before and it will further be used across all aspects of human resources. Not just that, with Meta verse becoming a trending topic, organizations are moving toward this virtual reality by resourcing their employees with skills and hardware essential to sustain in this alternate universe.

4) Broadening D&I to DEI&B:

It is time for organizations to take a step beyond D&I and promote a culture that not just encourages but also practices Diversity, Inclusion, Equity and Belonging. The situation today has made it vital to uproot the systems of inequity that permeate our companies, right from pay differences to leadership roles.

5) Hybrid 2.0:

The one clear mark the pandemic has permanently stamped on the business world is remote and hybrid working. While remote working was a more extensively used term in 2020, hybrid working emerged in 2021 and will remain in the limelight for the times to come.

Nothing has changed more in the past couple of years than how we work and the amount of pressure the HR department is now facing. The disruptions in working spheres have made the change in business needs rather continuous than episodic and intermittent. And the key to succeed lies in the embracement of flexibility, adoption of HR tech and realization of people power.

Authored By Dheeraj Kumar Pandey, VP, KEKA

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