The past year, many of us anticipated that it would be the year when things would finally return to normal. With vaccines becoming more available, and the rate of COVID-19 cases declining, everyone thought that it would only be a matter of time before we can go back to our lifestyles pre-pandemic. However, 2021 defied all our assumptions and turned things around, introducing new variants, breaking records of positive cases, and even leaving a high rate of labor turnover for reasons such as pay dissatisfaction, poor benefit packages, and limited career advancements.

The events caused by the pandemic posed serious workplace obstacles. Each problem had a direct impact on various areas of work like the business as a whole. The staff, the welfare of firms and their workers, and even the outputs were put to the test during this period.

Because 2021 was a hard time for businesses, there has been a shift in how Human Resources functions. The present situation led HR professionals to step up their game and take charge in trying to stay on top of the industry their company belongs to. Hence, the great reliance on the department of every workplace.

However, 2022 appears to be a year of major transformations. As relentless as these changes may be, there are other trends that started in 2021  and reinforced by the pandemic but are more likely to become big trends in 2022, such as:

1. Hybrid work arrangement is here to stay.

The peak of the COVID surge forced everyone to work more flexibly. Since then, there has been a rise in the digitalization of job duties and changes in job frameworks. These enhanced the completion of business’ needs and targets. This also led to remote job escalation wherein staff are allowed to work at a firm located in another region, even country.

In a survey conducted by Price Waterhouse Coopers (PwC) on remote work in the US, they found that 83% of employers achieved overwhelming success for their company and employees after shifting to a remote work arrangement.  

Moreover, considering  COVID-19 is highly unpredictable, flexible work arrangement offers a good alternative to companies since they can organize if they want a full work-from-home experience for the employees, alternate physical presence, or shortened work hours.

2. Well-being is a top priority.

For years, several actions were targeted at supporting the well-being of the staff, but they were not given enough concern until the covid struck. During the height of the pandemic, there was an increase in the turnover rate due to mental health difficulties. It served as a wake-up call for many firms. This pushed them to consider the wellness of their employees.

This crucial time had everyone on their toes resulting in countless sleepless nights. As a result, it influenced the welfare as well as the output of every employee. Since they are the heart of every business, firms are trying to protect their employees’ health and provide a working environment that will help them thrive.

In addition, when the welfare of employees is valued, they become more productive and empowered. Positive behaviour equated with positive interventions help people maximize their capabilities, thus, assisting them in becoming the best version of their professional and even personal selves.

Understanding employees from a holistic perspective helps them in more ways than companies anticipate as this foster better relationships among the people in the organization, which increases staff morale and lowers absenteeism.

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3. Skill-Based Hiring over background.

Since the start of COVID-19, old conventions are being thrown out and new trends are being embraced by organizations. One such trend is the hybrid work arrangement, but aside from that, people should also expect recruiting flexibility.

Nowadays, more businesses are placing greater emphasis on the skills and core competencies potential employees may bring to the job rather than employing pre-determined people with a good paper presented during the interview. This new trend was just recently introduced wherein companies are encouraged to connect with job seekers depending on the skill set their organization requires. This aids in quickly identifying basic skills needed in job openings and linking them to positions where they are most fitting.

Since, the corporate world is in the midst of transition. Employers are opting and taking the initiative to find people who can do well in their jobs.

This trend is unconventional since this merged courses learned during training with skill evaluation rather than solely basing recruitment on the educational and work background of a person. Hence, becoming a very prominent course that took the HR world by storm.

4. Multigenerational workforce.

Diversity in the workplace is a critical component of attaining the organization’s goals as this allows different skills, styles, and opinions that could help the business thrive. To achieve diversity, employers are trying to hire people from different generations such as the baby boomer generation, Generation X and Z, and the millennials.

A multigenerational workforce is believed to be the integration of different habits, communication styles, and work ethics where everyone can learn from one another.

This combination allows employees to exchange knowledge and experiences from different standpoints, which creates a mutually beneficial partnership called the reverse-mentoring process where knowledge transfer and retention stick more.

Moreover, this could help in debunking generational stereotypes where various people eradicate the assumptions they have. Thus, helping them work harmoniously with one another.

5. Adapt, Identify, and Transform

HR processes continuously change throughout time, more so during the pandemic. This dynamic has become the very reason why this aspect is crucial but satisfying for HR professionals. In 2022, a fundamental change foreseen is HR steering away from its project-based focus and shifting to the product-based one.

This enables a strategy that focuses on what is in front and seeing the value it has rather than the value it will give once it serves its purpose. Thus, enabling HR to adapt, identify, and then transform its processes after considering every aspect.

On top of that, this will help in having more HR professionals who have empathy towards other workers aside from just noting what will be the best practice for the company, which then builds credentials and integrity for the organization as a whole. There is also a bigger chance of having employees who have the initiative to consider leadership positions in certain projects and take accountability for wrongdoings by setting an example.

As digitalization continues, standardized processes using software are also seen. More tasks are going to be accomplished by computers which will require HR professionals to up-skill and become tech-savvies to go with the flow.

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How can Hurey help?

This year, the corporate world is more likely to face unprecedented problems that will require HR to change the system for the nth time. Hence, the need to take care of your organization and the people who are part of it.

To adapt to the changing times, Hurey, a cloud-based Human Resource platform, can assist with different problems that could arise by automating HR activities like payroll, recruitment, monitoring, timekeeping, and more to accomplish a successful digital transformation for your organization.

Hurey allows you to address the technical part of your HR and payroll efficiently by automating mundane tasks, so you can have the time to explore experiences with the people who are part of the company.

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