In the age of digitization, where technology is making great
strides, companies are forced to adapt to change and respond quickly to new
trends in order to be competitive against their competitors.
Human Resources areas do not
escape this reality and their strategic role will become more important in the
next decade. Trends in the field of people must go in parallel with the
social and economic context in which the Latin American region finds itself.
“HR managers and their teams
must be transforming agents, technology will be the common thread that will
guide them. Globalization and the generational impact are some factors to
which we must pay attention and act quickly, adjusting the policies of our organizations”,
assured Teresa Morales, Director of HCM Soft-land Solutions.
For the expert in people
management, the following will be the trends that will mark 2021:
·
Horizontal hierarchies and work by objectives
Work schemes where everyone is part of a team, focused on clear
objectives, will allow employees to be more efficient in their work. According
to a Gallup analysis, compromised teams are up to 21% more profitable.
For Morales, the leaders of the organizations must establish
objectives, with deadlines, clear and realistic. Speed, agility and
"hunger" with reaching the goal are necessary ingredients for
survival and growth.
·
Payroll diversification
The different generations (generation X, Millennial or generation
Z) and their combination in the world of work allow the diversification of new
forms of work. According to consulting firm Willis Towers Watson, in the coming
years companies hope to reduce the percentage of full-time employees, but they
plan to use more workers for short periods.
Working
hours will be diversified, breaking the 8 or 12-hour work schedule to give way
to part-time days, Home Office, flexible hours, etc., so that HR departments
must be accompanied by technological tools that allow them manage different
types of payroll.
·
Generational Integration
According to Deloitte, by 2025, generation Z will represent 75% of
the world's workforce, without losing sight of the other age classifications. The new generations demand greater connectivity, use of
technological tools, simplicity in processes and greater openness due to
technological integration. Their goals vary considerably from those that
preceded them, according to studies, 91% of Millennial aspire to leadership
positions that include flexible schedules, salary compensation, and incentives
such as telecommuting that involve adopting cloud solutions.
·
Customizable offsets
Looking ahead to 2021, we must insist that what benefits an
individual does not necessarily benefit the group. Compensation and
benefits packages need to become increasingly customizable and delivered more
frequently and not just once a year.
Each organization must have its added value identified, flexible
hours, casual clothing, home office or other incentives will become part of the
benefits that employees should enjoy. An estimated 61% of staff have
considered leaving their jobs due to lack of flexibility, according to Human
Capital services firm Kelly Services.
·
People Analytics
Although HR areas tend to analyze subjective issues such as
emotions, they also have the challenge of collecting and analyzing data. Incorporating tools that facilitate these tasks, such as Soft-land
Capital Humano, will guarantee an objective assessment of each individual,
allow faster decision-making and create spaces for managers to interact with
their collaborators.
·
Strategies to attract the best talent
What to do for a candidate to choose us? Cornerstone's
"Why Candidates Have Control and What Does It Mean When Hiring"
report notes that the first thing a candidate does is find out what employees
are saying. A study conducted by LinkedIn indicates that 75% of job
applicants evaluate the company's brand before signing up for a job opening.
“Using social networks in our favor is a crucial point in any
Inbound Marketing strategy, we must make visible those initiatives that are
attractive to candidates, for example, teleworking, company doctors, gym
subscriptions that promote a healthy life, etc.”Added the Soft-land HR expert.
In order to achieve this, it is necessary to incorporate HRMS software that
allows the implementation of training, training, feedback and mobility plans
for employees.
·
Happiness managers
According to Teresa and her outstanding experience with HR
managers in the region, the goal of a good leader is to get the team to work
effectively, both individually and in groups.
Their figure is key and sometimes this task becomes a real
challenge: the team is made up of heterogeneous people, with their own
interests and differentiated knowledge.
Therefore, the leader must develop the employee, supporting him in
the use of all his potential and creativity, stimulating his feeling of
belonging and happiness.
In conclusion, the change is continuous, the HR roles will be more
strategic and will automate tasks such as personnel actions or vacation
requests. According to the European Commission, by 2021 "there will
be half a million jobs for ICT specialists unfilled", this figure
indicates that digitization is here to stay and talent management will not
escape it.
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