10 ways HR is changing in the next 3 years

The role of human resources (HR) has experienced considerable transformations and expansion in recent years. In today’s world, possibly more than at any other time, a robust and purpose-oriented HR department is essential for operating a thriving business. Attracting top staff, creating a business culture, developing successful leaders, and ensuring efficient and legal company policies are followed are all part of HR’s ever-expanding duties. For HR workers, knowing how to stay ahead in this constantly changing environment is essential. We will examine innovative HR trends that help HR professionals assist employees and their companies.

10 ways HR is evolving

Below are 10 HR trends that organizations need to recognize, along with several adjustments businesses can implement to learn how to stay ahead with the future of human resources.

• Updates on organizations’ diversity and inclusion programs will be submitted.

Following George Floyd’s murder and the ensuing Black Lives Matter demonstrations in the summer of 2020, companies all across the country were forced to face their prejudices, which included toxic work environments for Black and Indigenous employees as well as other employees of color and discriminatory recruiting practices. In response, many businesses created workplace diversity and inclusion training programs and pledged to use more fair recruiting procedures. Consequently, clients, customers, community members, and employees expect to witness outcomes. Businesses frequently publish diversity reports and various outcomes to showcase the effectiveness of their initiatives and foster a culture of inclusion. HR departments will publicly share details about the actions they have implemented to tackle workplace racism and the advancements achieved toward their objectives, illustrating that their true dedication to racial justice extends beyond mere appearances. Understanding how to stay ahead in creating inclusive and transparent workplaces is vital for maintaining credibility and trust.By prioritizing innovation and proactive strategies, companies can ensure they consistently know how to stay ahead in meeting the evolving expectations of a diverse workforce.

• HR departments will rely on technology to automate HR processes.

 Jared Rosenthal, the CEO and founder of StaffGlass, an automated onboarding and screening system, highlighted the increasing trend of utilizing cloud software to streamline and oversee workflows. It is projected that the workplace automation trend will keep growing, reaching sectors that have traditionally adopted automated technologies more slowly. Although many businesses presently use software to help with the onboarding process and recruit new employees, these processes are progressively being digitized. In particular, automated onboarding solutions are becoming more and more popular, which expedites and improves the hiring process for both businesses and employees. Adopting cloud technology innovations like remote hiring and onboarding will become crucial for HR managers trying how to stay ahead of the competition. Moreover, the demand for top HR software is expected to increase, and even small business HR functions will gain from technological advancements and cloud technology, such as remote hiring and onboarding of new staff.

• An increasing number of companies will implement flexible in-office and remote work policies.

When the COVID-19 pandemic compelled numerous businesses to close in 2020, employees working in offices suddenly shifted to remote work. Overseeing a remote workforce has now turned into a lasting arrangement for numerous companies, with remote work alternatives having become commonplace in the workplace. Even with the rise of remote work and flexible work arrangements, certain employers and employees still value in-office hours to enhance team collaboration or to experience a different environment. In reply, an increasing number of workplaces are implementing hybrid policies for remote and in-person workdays, providing employees the freedom to choose what works best for their circumstances. Understanding how to stay ahead in crafting flexible work policies ensures businesses can cater to evolving employee preferences while maintaining productivity. Depending on the size of your company, a flexible work setup may involve a schedule or signup list for your team to organize their in-office days.

• Employers will effectively preserve company culture and employee involvement.

Organizations that operate fully or partly remotely need to discover innovative ways to maintain employee engagement and encourage a positive company culture. Lacking a physical office environment and a regular schedule to interact with colleagues, employees — particularly newcomers — might experience feelings of isolation or disconnection. Each team member must understand the company’s direction and the way their role supports it. Emphasize employee engagement and culture by organizing virtual meetings and social gatherings, gathering feedback from employees regarding their interests, and enhancing internal communication. For employers considering how to stay ahead, balancing engagement initiatives with flexibility is key. Remember that employees may experience online meeting fatigue referred to as Zoom burnout, so it’s essential to check in with your team to determine the ideal communication balance.

• Employers will prioritize the well-being of their staff.

Health and wellness are popular subjects. Employers today are increasingly recognizing the significance of employee well-being and how it affects business success. Nonetheless, employees’ mental health and well-being will certainly vary in periods of stress and uncertainty. Company leaders can enhance their employees’ health and wellness by fostering transparency and open communication throughout their organization. Employers will additionally keep enhancing employee assistance programs to offer a wider array of resources, such as mental health days, increased access to counseling, health and wellness plans, and improved services that support employees in adopting a comprehensive approach to their well-being. For businesses wanting how to stay ahead of wellness trends, taking proactive steps to support employees’ mental and physical health is essential. Prioritize self-care, and establish boundaries and expectations so your team can likewise adhere.

• HR teams will adjust employee perks.

The pandemic altered employee benefits and work setups. As employers aim to offer their employees top-notch health insurance and benefits, they must take into account the changing needs of their staff. For instance, complimentary lunches and travel benefits aren’t as appealing; rather, workers emphasize healthcare, wellness initiatives, and job incentives like home office allowances. How to stay ahead in this area means understanding that each individual has distinct situations, and it’s essential to initiate those discussions, pay attention, and take supportive actions. Employers are providing more considerate vacation choices that cater to employees with nontraditional schedules. For instance, certain companies have implemented a policy of providing new hires with two weeks of paid leave before commencing their new roles.

• Employers will allocate additional resources for the employee experience.

Gartner recently surveyed over 850 HR leaders across 60 countries, discovering that 47 percent regard the employee experience as a key focus. Career development and availability of resources are vital elements of the employee experience that companies need to take into account to draw in and keep exceptional talent. Understanding how to stay ahead in this area means fostering transparency and open communication throughout the organization. Employers ought to remember the following points:

• Workers will exit companies that fail to provide career opportunities. Although employees seek career advancement, just 1 in 4 feel assured about the career prospects at their present organizations. If organizations do not provide professional development resources and well-defined growth paths, employees will not hesitate to seek new opportunities. The Gartner report revealed that 44 percent of HR executives believe their organizations lack attractive career paths, and employees are departing from their current jobs for improved development opportunities at comparable rates as they are for higher pay. To understand how to stay ahead, employers must address these gaps.
• Employers should emphasize opportunities for career advancement within the organization. Historically, the majority of employers concentrated on informing potential employees about job openings and perks. After employees are brought on board, managers may assist them in finding growth opportunities within their roles or possible career paths. As remote and hybrid work rises, current employees might find internal career opportunities less apparent. HR and management must communicate internal growth opportunities to all valued employees to ensure everyone knows how to stay ahead in their career development.
• Employers ought to think about hiring “employee experience” managers. The quantity of job titles related to “employee experience” is rapidly increasing. These experts are responsible for making sure that workers can access internal opportunities and resources. They also evaluate how those opportunities are conveyed and presented in remote and hybrid settings. Professionals in employee experience look for fresh and creative methods to maintain connections between employees, as well as between them and the company. Knowing how to stay ahead here involves clear communication and consistent support for employee growth.

• Employers will emphasize enhanced leadership development.

HR professionals are becoming more worried about the development of leadership in their organizations. The Gartner survey indicated that 60 percent of HR managers identified leader and manager effectiveness as a primary concern. As workplaces change, leadership training and development must also adapt. For businesses wondering how to stay ahead, focusing on leadership skills such as coaching, mentoring, and inclusion is essential. Today’s leaders require enhancement in coaching, mentoring, and inclusion programs.

• Coaching and mentoring: With employee engagement still lacking, coaching and mentoring will be essential for both current and future company leaders. A recent study by the Association for Talent Development discovered that out of the 418 talent development professionals surveyed, 26 percent provided four or more coaching programs, and 65 percent provided virtual coaching. Effectively structured coaching programs equip leaders to manage conflicts, assist their team members, and enhance procedures. By being coached themselves, leaders are more equipped to mentor their staff. How to stay ahead here involves consistent investment in tailored coaching methods and tools.
• Inclusion programs: While numerous diversity and inclusion initiatives originate from leadership, managers require additional training on effectively putting inclusion strategies into practice within their teams. This will appear differently in each organization and can differ between teams. Fresh strategies, concepts, and open conversations can enable leaders to make assured choices regarding inclusivity. For organizations seeking how to stay ahead in inclusivity, adopting dynamic and innovative approaches will make a significant impact.

• HR departments will encounter new compliance obligations.

With the evolution of laws and guidelines, HR departments will face new challenges in meeting compliance standards. For organizations learning how to stay ahead, proactively staying informed, and updating policies to reflect new regulations will be key. HR managers will revise employee handbooks and reassess policies related to workplace harassment protocols, leave benefits, and drug testing. HR departments will need to manage the pay transparency laws that are increasingly prevalent across states. Illinois and California have regulations that mandate businesses of certain sizes to submit collective pay data to their labor departments. To understand how to stay ahead in compliance, HR teams must prioritize continuous education and collaboration with legal experts to stay ahead of potential legal challenges.

• HR is continuously being redefined.

Current HR initiatives are still broadening beyond just policies and procedures. The contemporary work environment necessitates a balance between suitable policies, advancing technology, evolving business requirements, and employee preferences. As employees seek greater support from employers than in the past and the rivalry to keep top talent grows, how to stay ahead becomes a crucial focus for HR professionals, who will play a vital role in securing business success.

For businesses learning how to stay ahead, platforms like UNLEASH provide valuable insights into cutting-edge HR strategies, helping companies adapt to evolving challenges and seize opportunities in a rapidly changing workforce.