The
Great Digitized Human Resource Trends in 2021 & HRMS, HRIS & HCM
2020 will be remembered as a
year of enormous disruptions, also in Human Resources management. Many
transformations that have already been brewing in the best employers for some
time have been accelerated exponentially.
What
changes are here to stay? How will companies adapt in this new era of
uncertainties? With the analysis of the more than 1,600 Top Employers
companies in 120 countries and the 109 certified in Spain, we have detected the
10 major trends in people management that are emerging for 2021:
Technology
for talent acquisition
Recruitment is currently the
Human Resources process most likely to be automated, according to our recent
Technology and People at Work report. In 2021, we will experience great
advances in the use of software like HRMS, HRIS, big data,
artificial intelligence and virtual reality in the selection processes. The
use of artificial intelligence for the detection of talent, the design of
algorithms for the screening of candidates, the implementation of Chatbots for
the first steps in the selection process and virtual reality to offer the best
experience to candidates will be intensified. In addition, more use will
be made of predictive big data to discover which candidates will best fit the
organization.
Digital
onboarding
Following
the outbreak of the pandemic, top employers quickly launched a broad set of
creative virtual experiences to facilitate onboarding for newcomers. In
2021, the use of digital practices and Human Resources Management
Software will intensify for the integration of new employees, with initiatives
such as virtual events, video games created ad hoc, the Gamification of
processes, internal social networks, virtual onboarding platforms or scape
rooms. The aim is to ensure that, in a context of prevalence of teleworking;
newcomers quickly catch up on the content of their position and, above all, are
imbued with the culture of the organization.
Methodology
for change
Continual
transformation is more than ever the key to survival. In 2021, it will be
a clear trend to implement a comprehensive methodology for managing change in a
systematic way, with a detailed step-by-step plan to foresee and evaluate how
the change impacts on the different processes of the organization, and carry
out successive iterations to achieve the objectives. The role of leaders
as agents of change will acquire greater relevance in the new scenario of
growing uncertainty. It will be your responsibility to provide an
organizational context conducive to innovation, generating a culture of trust,
security and flexibility.
Collaborative
social networks
In the
new environment, it will be vital to have technological tools that guarantee
collaboration in work teams. Among them, in 2021 the use of internal
social networks will be highlighted, which will become a key platform for professional
collaboration between employees, beyond its initial priority role as a
communication channel.
Digitization
of HR processes
From
initially being a necessity due to confinements, digitization has turned into a
revolution that will contribute to improving the experience on the “journey” of
employees. Human
Resource Management Software technology & solutions will be evaluated
based on this experience. Mapping of the digital journey of the employees
will be carried out, with the visual tracing of the contact points (touch
points) of their entire journey through the organization with the aim of
identifying areas for improvement and exploring initiatives to optimize this
experience.
Create
internal career culture
In 2021,
initiatives for the professional updating of employees (defined in English as
re skilling or up skilling) will be accelerated. Companies will promote
development initiatives such as interactive internal career development
portals, internal career counselors to guide next steps, job rotation or
temporary assignments.
Emotional
well-being of employees
Initiatives
to strengthen the mental health of employees, which until recently were taboo
in companies, are gaining prominence. Ensuring your emotional balance will
undoubtedly be one of the great challenges of the next decade. In 2021, we
will experience the consolidation of very diverse actions in this area, such as
the help lines for employees available 24 hours 7 days a week, the practice of
mindfulness, stress management courses or anti-bullying programs, among many
others. . Taking care of employees is now the priority, with wellness
actions in which they actively participate.
The
marketing alliance with HR will be consolidated
The joint
work of these two areas will be key to effectively building and communicating
the value proposition both externally (for potential candidates) and internally
(for employees). In 2021, improvements will be made in data analysis,
targeting, channel planning, and preparing key messages. Digital tools
such as pulse surveys (frequent surveys with few questions to randomly selected
employees) will be used, which will become a very useful tool to know the
collective mood of the workforce.
Ensure
digital disconnection
Also
worth noting, as an emerging trend, are programs to ensure digital
disconnection. In 2020, a third of the Top Employers companies already
regulated the right of all company employees not to respond to emails or
professional messages outside of their working hours. This trend will
intensify in 2021. In addition, other good practices related to conciliation
will be consolidated, such as limiting the hours in which meetings can be
organized.
Hybrid
working models
One of
the most visible aspects experienced in the world of work with the arrival of
the pandemic was the emergency introduction of teleworking. Flexibility
and remote work are here to stay, with varying degrees of intensity. In
2021 we will see how hybrid models that combine teleworking and presence in the
company's facilities are consolidated in all those positions where it is possible. Empowering
employees to flexibly manage their work hours and location will be the
strongest competitive advantage in the employee value proposition.
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