3 HR megatrends affecting people and people tech in 2021
2021 will see businesses putting people before profits as they adopt a broader purpose.
Work and the workplace will become more centered around employees' lives, creating a more balanced work-life synergy.
We will witness the rebirth of HR this year, as it reinvents itself to lead these efforts.
In this webcast, Rémi Malenfant, Director of HR Innovation & Customer Experience at UKG HR Service Delivery, and George LaRocque, SVP Content at UNLEASH, take a deep dive into the major socio-economic, geopolitical, and demographic forces at play, and discuss three HR megatrends that are affecting people and people technology in 2021.
Watch this webinar on-demand as they discuss topics such as:
People before profits
In 2021, organizations worldwide will need to redefine their purpose and ensure that it is aligned with all their internal and external stakeholders. “We need to move from shareholder value to stakeholder value,” Rémi explains. Companies are no longer around just to do business but are placing more importance on their purpose and investing in their employees and communities. This is the only way to be successful in the long run.
Work-life synergy
From an employee perspective, ensuring a strong life/work synergy will help make the new normal sustainable. The biggest challenge of 2021 for companies will continue to be remote work Rémi Malenfant told UNLEASH. While people have been able to maintain productivity, remote work has blurred the lines between work and home, and employees miss the human touch. In a post-pandemic world, the workplace needs to move towards a hybrid model where employees can get face-to-face contact when needed.
The rebirth of HR
In 2021, HR departments have the opportunity to reassess their own purpose and role in this transformation. More than ever before, HR is the crucial conduit between employees and the organization. HR has earned a seat at the table but now it needs to focus on keeping it. ‘We need to stop the conversation about HR being strategic rather than tactical, and instead focus on how it can be both’, says Malenfant.