Join Kate, Jon and a cast of special guests to assess what's hitting HR in the coming year.
Consider the impacts of the shifting labor market, challenging economic times and ever-evolving tech.
See how UNLEASH will cover and support what you need to know, as it's happening.
There’s no doubt it’s difficult to make predictions in these uncertain times…but the UNLEASH team is working with some of the greatest minds in HR to look into our crystal ball and explore what lies ahead in 2023.
From the impact of the shifting labor market, to the latest developments in technology, this live session offers a unique round-up of the trends HR leaders should be thinking about as you and your teams get stuck into the new year.
Bring your questions with you and put them to our panel of experts as we work together to get set for success in the next 12 months – and beyond.
Join us live to:
- Take the time to assess the key market trends that will impact your people strategy throughout 2023.
- Hear from HR experts and leaders on their current – and future – areas of focus.
See how UNLEASH can support your strategy, thinking and developing across the year ahead.
HR Trends 2023: Where to Invest, Defining Transformation, Becoming Agile
As we enter 2023, against the backdrop of a shaky economy that may or may not edge into a recession, a global skills shortage, with many of our post-pandemic, post-hybrid teething issues still intact, everything is in play all at once.
The pandemic didn’t just impact our business models and propel us into the digital age of work. It also fundamentally and irrevocably changed how we think about HR tech.
Digital infrastructure has now become the bedrock of most organizations and our newly acquired digital maturity will pay great dividends in the years to come. As a baseline, 2023 will further cement the significance of tech in HR. This year we will see more money being invested into tech and upscaling the HR function but the key question this webinar addresses is where in HR tech is this investment taking place?
Most businesses are now in a position to move past the implementation of band aid solutions in favour of curating more tailored HR opportunities. More on that later…
Business agility is also becoming all the more important. Its significance to a company, relevance to HR teams and achievement is another topic we dig into in the webinar.
70% of companies have said that they will continue to spend as much on HR as they did last year but the overall feeling is that we are now moving forward in a more intentional and confidant way, which makes 2023 an especially interesting and prolific year. A year that that will require the adoption of a more wholistic mindset and lens if HR teams are to accommodate new technological and economic trends and disruptions.
Many companies are stepping back and thinking about transformation – what it means, how to achieve it, how to implement it. In the past, transformation was not being driven by vision but desperate reality. Leading by design, by vision can work and to great effect, but it is subject to the longitude of the people in the company.
In the last couple of years we have seen a fundamental shift in how organizations can be more agile. How an organization plans for and executes that strategy depends on a lot of variables and talent management is a big part of that. As a general rule of thumb though, it would be wise to measure assets and consequently agility on a skills basis as opposed to a roles basis.
Has the HR tech industry massively overclaimed the employee experience?
Our take on that question is yes.
However, accountability aside, employee experience is dependent on a plethora of variables and those variables are entirely individual, subjective and ever changing. This is a complex and delicate topic. This is an equation that cannot simply be balanced by implementing an HR system with a nice UX to it. Tech can enable and support this process, but it isn’t a stand-alone solution. And it could be argued that investments made in automation across the business are also part of the employee experience. Also, there is more to employee experience than well-being and that becomes apparent when we start to think about skills and who individual employees really are.
Yes, there is a skills shortage and yes, AI is still being touted as a way to problem solve this issue but beyond AI, we mull over another new phenomenon – ‘Talent intelligence’. In order to understand what it is, we will need to understand the vendors involved. The feedback from our panel was that talent intelligence is a big deal but analytics is a bigger deal because HR can’t articulate why it makes a difference. The highest dissatisfaction reported by HR professionals was around the analytics piece. So as a matter of urgency, analytics trumps talent intelligence for many in the HR space.
At the end of this year, organizations are going to have to start thinking more strategically about building their scenarios regarding supply and demand for talent in a way that is being driven through by technology. Understanding how we model and understanding how skills and skills intelligence ties into work is a key part of that puzzle.
Mental health, emotional and professional burnout
The big questions here are where does the budget come from? Is this something that falls under HR?
In the wider economy, money isn’t free anymore so how these programs get funded now becomes a bigger challenge.
Most notably our panellists emphasized the extent to which this category was still playing out and they expressed their curiosity at seeing where it lands. A lot of mental health providers are start-ups. Are these providers going to have staying power or will they get bought and not be able to offer the same capabilities moving forward as they evolve?
Companies are expected to take on accountability but that doesn’t quite fit within the purview of what a company should be doing. When it comes to accountability, readers and listeners would benefit from asking themselves, what exactly is the role of the company when it comes to their employees’ mental and emotional health?
Banking on the collective
What makes the HR industry singular is a longstanding culture of learning from others. People share their experiences in HR Tech. They share their frustrations with their technology/ies and that feedback is a goldmine that further strengthens the collective.
The future of talent attraction
Talent attraction is a big category. The role of CRM, more specifically the proportion of the talent platform that it drives was an interesting sub topic to come out of this conversation.
Fast growth companies have invested up by focussing on disruptive solutions and as such they are very sophisticated in their adoption and application of HR Tech but that culture of innovation has been missing at the lower end of the market. Transformation of lower to mid enterprise is interesting because they are moving to cloud based applications but the question raised here was who is catering to them?
A compelling question when you consider that most suppliers like Gloat are geared to big suppliers. However, this too is changing as more companies find their way into the ecosystem and abate an otherwise very crowded mid-market.
Wondering what 2023 has in store for HR and the future of work? We can help
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