What HR trends will impact your business in 2022?
At Transition Solutions, we have been helping companies and individuals with workforce changes and outplacement services for 30 years.
ADP recently shared the four major HR trends to consider in 2022 based on their research summarized below.
1. The value of visibility. While the daily operations of some businesses couldn’t be done virtually, those that quickly moved to remote operations have now shifted largely toward hybrid frameworks. The result: creating a situation where work gets done from varying locations.
Making the best use of distributed workforces means increasing employee visibility. This requires reliable access to in-depth “people data” to have more insight into employee engagement and performance. Equipped with this information, managers can better support hybrid teams and develop a culture built on mutual trust and respect, which is critical to retaining and attracting talent.
2. The priority of purpose. It will be essential for corporations to ensure employees feel a sense of purpose in their work. ADP Research Institute found that U.S. workers who feel they are Strongly Connected to their employer are 75 times more likely to be Fully Engaged than those who do not feel connected.
Flexible employment programs can assist to meet staff expectations and empower them to develop professionally. Organizations must also embrace the need for improved diversity, equity and inclusion (DEI) strategies to drive true and measurable progress.
3. The role of reliability. With hybrid work here to stay, businesses now face increasing compliance and operational challenges in addition to existing complexity around staff management, recruiting and retention. According to ADP’s HR Survey Series with HR Outsourcing, 20 percent of organizations with 25 to 99 employees say they’re struggling with compliance and regulatory issues. As return-to-work initiatives evolve, this number will likely increase. Consider the need for timely information around COVID-19 testing and vaccine tracking, for example: Depending on employee work locations, organizational mandates and government legislation, the nature of required data may rapidly evolve.
As a result, businesses need access to real-time, reliable people data they can use to make informed decisions, meet compliance expectations and ensure staff feel safe at work.
4. The impact of innovation. Work is changing rapidly, and organizations need to keep up by removing roadblocks such as cumbersome manual processes or redundant task frameworks. Here, innovation is driven by automation, such as self-service tools that remove time-consuming administrative tasks from HR professionals’ schedules and let them focus on the people that help their businesses succeed.
There’s also a need to facilitate further employee development. According to ADP Research Institute’s “People at Work: A Global Workforce View” report, 28% of staff have taken on new or changing roles as labor markets have shifted and business priorities have evolved. Now, many staff members want to continue their journey by adding new skills and certifications to help broaden their horizons. While this makes employees more valuable, businesses can only reap the benefits if they provide ongoing opportunities for skills development and career growth.
In summary, ADP says to succeed in a post-pandemic world, organizations must recognize the power of people, embrace the need for flexibility and deliver on the promise of data-driven HR decision-making.
At Transition Solutions, we have been helping companies and individuals with workforce changes and outplacement services for 30 years. If you would like more information on our services please check out our website at https://www.transitionsolutions.com/outplacement-employers/ or you can contact us directly at 888-424-0003 or email us at email@example.com.