Human resources has changed so much since the pandemic started, we highlight 9 HR trends heading into 2022. If you aren’t keeping up with these trends, then you’re destined to fall behind and become less efficient.
Largely thanks to the COVID-19 pandemic and constant developments in technology, the world has changed more in the last 18 months than anyone could have imagined.
The world of human resources is no exception to that.
The HR trends heading into 2022 are considerably different than they were in the months leading up to 2020.
Human resources departments that aren’t keeping up with these trends are destined to fall behind and become less efficient. With that in mind, let’s check out some of the human resources trends that will be critical to follow in 2022 and beyond.
Hybrid and Remote Workers
It may have become a necessity during the pandemic, but employees working remotely is a trend that’s likely to continue even after the pandemic ends. If nothing else, a majority of employers will allow workers to become hybrid employees who split their time between working at home and coming into the office.
This will be one of the biggest shifts in the modern workplace in quite some time, and HR workers will have to adjust to it.
HR departments will have to adjust to working with a staff that isn’t physically present most of the time. Screening, interviewing, and onboarding new employees will be done remotely as well, adding to the challenges.
Of course, the human resources professionals themselves will likely be working remotely or in a hybrid capacity. This means that managing online portals and cloud-based systems will become imperative to how human resources departments function on a day-to-day basis.
Understanding a New Generation of Workers
Slowly but surely, companies in all industries, as well as HR professionals, will need to start adjusting to a new generation joining the workforce. Millennials have been entering the workforce for several years and will continue to make up a larger percentage of the staff at most companies. At the same time, members of Generation Z are graduating from high school or college and entering the workforce.
HR departments will soon discover that these younger workers have a different set of ideas and priorities for their professional careers. For example, younger workers expect to have flexible schedules, even if they’re not working 100% remotely.
A majority of employees in the two younger generations also prefer to be in contact with their supervisors and managers regularly. They want feedback on their job performance, and they want to collaborate on projects. Human resources workers will have to adapt to these preferences and adjust policies to give young employees the flexibility and collaboration they crave.In the meantime though, there is still a multigenerational workforce where the “veterans” and “young bucks” are working side by side. You must understand how to manage both sides of the coin.
The Rising Need For All-In-One Employee Management Apps
There is no doubt that new technologies are shifting workplace dynamics. Especially employee management apps, as they help enhance engagement and productivity, offer transparency, offer real-time data so it’s easier to make informed business decisions, and even improve the employer brand.
But the value of implementing employee management apps goes beyond this.
What are the benefits of using an all-in-one employee management app?
Apart from the benefits we listed in the above infographic, the list could go on. For example:
- Makes onboarding easy
- Bridges communication gaps
- Enhances employee training and onboarding
- Automates daily processes
- More accurate time tracking for payroll processing
- Easier to share employee appreciation and recognition
- Instills a safety culture
- Creates two-way communication
- Easily connect with remote and deskless employees
And honestly, the benefits could tumble on. However, not all employee management apps are created equal. If you’re looking for a true all-in-one employee management app that packs all of the above benefits, and then some, you need to give Connecteam a try.
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AI Assistance with Recruitment
In addition to learning how to recruit, interview, and onboard new employees remotely, human resources departments are likely to be using artificial intelligence (AI) platforms to help to recruit and hire the right people. More and more workers are starting to use AI as part of their daily tasks, and that trend will continue to grow for human resources departments in 2022 and beyond.
We’re already starting to see AI helping to screen resumes for candidates that are a good fit. There are also chatbots that can take care of asking candidates routine questions that would be asked during the initial screening process.
As time goes by, AI technology will only become more advanced and sophisticated, making it a bigger part of recruitment and hiring. However, there are still a few bugs to be worked out, specifically when it comes to discrimination and equal-hiring practices, which means that HR professionals need to continue to monitor AI closely, even if it can save time during the hiring process.
Prioritizing Employee Wellness
Another consequence of the pandemic is that employee wellness will become even more important.
Most of the time, HR departments will be front and center in implementing new policies concerning wellness. However, the HR trends aren’t just concerning physical illness and stopping the spread of germs and disease.
The pandemic has resulted in high levels of stress, with people worrying about their health, family, and whether the pandemic could put their job at risk. This means HR departments will have to create wellness programs and employee assistance programs that focus equally on physical and mental health. Human resources professionals will need to find methods of detecting mental health distress among employees and making sure they have the resources to deal with those issues. At the same time, encouraging employees to engage in fitness, regular exercise, and other good health practices will continue to be important for HR professionals.
The Challenge of Cybersecurity
Technology can give, but it can also take away. This is why there are human resources trends that relate to cybersecurity. This is partially a consequence of more employees working remotely from their personal computers, causing a significant chance of workers experiencing a cybersecurity threat.
Plus, there is an increased number of fraudsters in cyberspace who want to hurt companies, steal personal data, and create havoc. Meaning, HR professionals will be forced to play a role in how companies address cybersecurity.
Keep in mind that HR departments are tasked with accumulating and storing personal and sometimes confidential information about every employee at the company. When human resources employees are working remotely, it becomes even more important to keep that data secure.
HR departments will need to work with IT professionals and perhaps outside contractors to ensure that all company data remains secure. Otherwise, the company could have a huge problem and potentially a PR nightmare on its hands.
Finding Talent Internally
One of the more surprising human resources trends heading into 2022 is that more companies are promoting from within when looking for talent. This is partially a reaction to the high unemployment caused by the pandemic. But it’s also a consequence of companies trying to retain employees at a higher rate. This is becoming a bigger focal point for companies, and so they are offering more internal mobility.
As a result, HR departments are starting to create internal mobility programs that incentivize employees to stay with the same business long-term while also identifying employees who will be good fits for more advanced positions in the company.
Of course, this is a new type of challenge for human resources professionals, who have to use different strategies when looking for the right candidates internally rather than externally. Instead of looking outside of the company, HR departments need to find ways to test employees with different roles and responsibilities to help ensure that the company has the candidates it will need internally when positions open up in the future.
An End to Location-Based Pay
One of the more controversial HR trends is whether companies will continue to pay employees based on location if they are working remotely or in a hybrid structure. In the past, workers were paid higher wages if their jobs required them to live in a big city (that has a higher cost of living.) But should that be the case if employees work remotely and have moved to more affordable areas?
Human resources departments are likely to be in the middle of this conversation moving forward. After all, HR professionals are involved in recruitment and hiring, as well as salary negotiations. Of course, there is no simple answer to this question, and the answer will most likely differ depending on the company. However, there’s little doubt that human resources departments will figure heavily into the conversation and help find a solution.
Don’t Neglect the Human Element
Lastly, human resources departments should remember that despite the increase in technology, there is still a human element to what they do. HR professionals still need to be welcoming and empathetic people who encourage employees to come forward with their concerns. These are traits that will never go out of style in this line of work.
Even with technology being a massive part of their daily functions, there are some things that AI can’t do. There are serious concerns in the workforce regarding physical health, mental health, and high levels of staff turnover. These are very human issues that human resources departments will need to address.
With or without all of the technology at their fingertips, HR departments have huge challenges ahead of them in 2022 and beyond with regard to keeping employees healthy, happy, and productive.
Moving Forward With HR Trends In 2022
HR trends are ever-evolving, and while these nine are hot-ticket items this year and next, there is no doubt in my mind that they will change as the months go by.
Whether you’re an HR professional and are running a small business, it’s wise to keep your ear to the ground and adapt your business strategies as needed when new HR trends fire up.
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