“To Win The Marketplace, You Must First Win the Workplace” – Doug Conant
Choices made today will shape the future that we have always dreamed of!
It is therefore imperative that every business places its employees at the center of its effort when designing and managing its operations. When leaders embrace the future of work, employees will be inspired to put in their best effort and win.
In this blog, we will ponder over the future trends in the reinvention and optimization of jobs. Let us look at what movements and ideas are trending that can be brought to the fore of your strategy table and how they can connect with your implications for the business.
The year 2023 is anticipated to bring challenging economic times. The HR strategies will revolve around seeking to
bridge skill gaps, meeting talent shortages and driving employee performance.
In 2023, the following six HR trends are predicted to shape the industry:
Also Read:- Career Guide for Fintech: Trend, Education, Roles & Salaries
By the onset of 2021, many institutions realised the importance and relevance of adopting diversity and inclusion in
workplaces. This was an immediate impact following the murder of George Floyd and the Black Lives Matter protests.
Yet again, the year 2023 will be an extension of this type of work and will reinforce the ethos of working together
with people from all backgrounds, cultures and abilities.
HR would need to create this sustainable change by educating and implementing unbiasedness. For this, engagements
can be created through initiatives and policies. There is going to be a strong need for building a culture of
inclusion and overcoming unconscious bias. This can be done starting from the hiring process.
In response, businesses are now creating D& I training programs and promising to adopt more equitable and streamlined hiring
practices. Many companies now often release diversity reports to share their efforts in creating a culture
of inclusion.
With technology being integrated more deeply into every aspect of business today, a culture of data-supported
decisions eliminates the guesswork associated with selecting a course of action. Investment in human analytics has
speeded up since 2021 because it continues to deliver value to businesses.
Data helps the C-Suite in resolving ultra-complex problems. “Bersin by Deloitte’s 2017 High-Impact
People Analytics research states that 50% of CEOs are using data analytics to find and keep the right people. They
are also using HR data analytics to answer many of the critical concerns CEOs and CHROs must grapple with.”
– Read a report here.
This depicts how valuable the employee data could be in terms of enhancing performance and productivity. Therefore,
organisations will experience better performance and retention with the HR roles being automated. HR will be able to
focus on more strategic areas. Employees would have confidence in HR’s unbiased performance reviews, growth
and promotions.
Cloud-based systems are expected to play an increasingly important role in the HR process in 2023. There is a huge volume of employee data generated every day and every month. Cloud technology plays an important role in streamlining and storing this data securely. By 2023, many businesses will be ready to adopt these technologies
The cloud-based software can also serve as a tool for combining HR analytics for recruitment and assisting in the design of new recruitment processes. These HR technologies are a big help in navigating the changing landscape of work, especially remote work. Cloud-based systems have improved employee engagement in a significant way, in terms of tracking remote employees' productivity, attendance, performance, immersive training experience, and many other factors. In the last two years, there has been a significant transformation in workplaces, and the concept of Workplace 2.0 is constantly evolving.
Read more about the challenges of remote working.
Here we have research done by Paluku Kazimoto based on a few questions answered by employees. This research shows the direct relation between Employee Engagement and Organizational Performance of Retails Enterprises. In the table, you can easily observe that employees are not much satisfied if they asked any question related to their organization. like "recognition for performance". most employees rate moderate. As employee satisfaction is not much they also rate low under the " Refer to a friend or colleague" matrix.
| Engagement parameters | 1 ★ | 2 ★ | 3 ★ | 4 ★ | 5 ★ |
|---|---|---|---|---|---|
| Control over the Job | 0.8 | 5 | 12.5 | 29.2 | 40.8 |
| Availability of tools and resources | 0 | 0.8 | 15.8 | 29.2 | 35.8 |
| Recognition for performance | 0.8 | 2.5 | 50.8 | 24.2 | 5 |
| Provision of fair rewards for work | 10.8 | 25 | 31.7 | 10 | 5.8 |
| Recognition of ideas and suggestions | 0 | 0 | 39.2 | 21.7 | 16.7 |
| Importance to the individual needs | 2.5 | 16.7 | 41.7 | 17.5 | 6.7 |
| Employee commitment for his activities | 2.5 | 9.2 | 25.8 | 29.2 | 15.8 |
| Refer to a friend or colleague | 0 | 4.2 | 34.2 | 34.2 | 12.5 |
| Image of the company in the Industry sector | 0 | 4.2 | 37.5 | 19.2 | 23.3 |
| Image of the company in the community | 0 | 4.2 | 12.5 | 37.5 | 28.3 |
Reference:- Source is scirp.org
Note:- There are a decent number of employees who do not prefer to say anything.
5 ★ = Very committed, 4 ★ = committed, 3 ★ = moderate, 2 ★ = little commitment and 1 ★ = none at all.
| Parameters | Male | Female | Frequency | Percent | |
|---|---|---|---|---|---|
| Work Assignment organization | Satisfactory | 23 | 22 | 45 | 37.5 |
| Not satisfactory | 49 | 26 | 75 | 62.5 | |
| Relationship with peers or colleagues organization |
Satisfactory | 23 | 25 | 48 | 40 |
| Not satisfactory | 49 | 23 | 72 | 60 | |
| Work-related stress organization | Satisfactory | 30 | 26 | 56 | 46.7 |
| Not satisfactory | 42 | 22 | 64 | 53.3 | |
| Work-life balance organization | Satisfactory | 37 | 22 | 59 | 49.2 |
| Not satisfactory | 35 | 26 | 61 | 50.8 | |
| Job satisfaction organization | Satisfactory | 60 | 15 | 75 | 62.5 |
| Not satisfactory | 12 | 33 | 45 | 37.5 | |
Reference:- Source is scirp.org
Artificial Intelligence (AI) is one of the many new-age technologies that will shape the future of Human Resources. A key component of the recruitment process today is the use of data analytics and artificial intelligence.
IBM Research predicts that in 2023, the use of AI in the human resources industry will increase from 40 to 80 percent. Almost all aspects of human resource management will be driven by artificial intelligence, from hiring, onboarding, learning, and development, and payroll to the HRIS (Human Resource Information System).
AI has a promising future in the field of human resources with accurate and smarter insights. Additionally, organizations are becoming more digitally mature to support the adoption of artificial intelligence in human resources.
Approximately 25% of people will spend at least one hour a day in the Metaverse for work, shopping, education, socializing, entertainment etc. by 2026, according to Gartner Inc. In other words, it serves as a venue for various activities, such as virtual events, employee onboarding, career fairs, and meetings.
A number of organizations both large and small will invest in the custom-designed and innovative Metaverse environments that are based on virtual workspace software.
HR has a crucial role to play in the implementation of Metaverse technology. A hybrid working policy would be required to improve working practices in the Metaverse. In this new environment, HR would also need to provide leaders with leadership training. HR will also have the opportunity to rethink the traditional, uninspiring office environment by redesigning the virtual workspace.
It will be the HR department's new initiative to counter employee burnout. It ensures the well-being of employees. Employees’ well-being will receive more attention during the hiring process because it is an important factor that applicants prioritize when seeking employment. Having a wellness program that prioritizes employee health, happiness, and contentment will be critical in the future if you want to hire quality talent.
To prepare for this, the employee benefits programs must include a health care plan that also covers mental health services along with other benefits. They may not be open to seeking help from peers and managers, but at least you indicated that the services are available to them if they need counseling and therapy.
Human resources have come a long way since the pandemic, in terms of revolutionizing how organizations operate and how employees work. Technology integration is at the core of everything from hybrid work cultures to AI-driven HR functions. An integrated and strategic approach to human resources management is crucial in the future.
These shifts are important because they represent a move towards a more sustainable and human-centered approach to human resources. An organization can create a positive and productive work environment by investing in the well-being and development of its employees. Organizations can develop a more diverse and capable workforce that drives innovation and growth.
Thus, HR thought leaders should stay current on these trends and consider how to integrate them into the company's HR strategy for a successful future.
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