Trends that HR Leaders cannot ignore In 2022

Outsourcing human resources:

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Small sized companies, orstart-ups are generally occupied with their business chores, and do not have adedicated HR team to manage recruitments. But, it is also a fact that not having a professional approach to handle the HR functions efficiently, can havea direct impact on the business growth. In such a scenario, outsourcing human resources to domain experts is the best way to deal with it. HR outsourcing can becost-effective and efficient. It helps to attract highly qualified candidates worldwide since the outsourcing company is not limited to geographic location. It even helps to deal with regulatory compliance and various local laws as companies expand their business in the new market.  

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Cloud based HR:

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HR is at the forefront of massive transformation due to the flexibility of remote work culture. But, this model brings along with a new set of challenges such as effective communication, employee engagement, uniform work culture, visibility, etc. To overcome these challenges, HR professionals need to innovate and transform their legacy systems through the latest HR technologies, such as cloud-based HR. Cloud-based HR allows HR professionals to resume their routine work from anywhere in the world. It can help them to take control of data accessibility and ensure that only essential people have access to the system regardless of their location. Cloud offers multi-channel accessibility to see, approve or reject permission in real-time. Scalability, low upfront costs, high security, are other notable benefits due to which HR leaders cannot ignore Cloud-based HR solutions in 2022.

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Workplace flexibility:

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The Covid has permanently changed the dynamics of traditional working patterns and rallied the concept of workplace flexibility into the mainstream. Traditional ways of working areshifted to remote or hybrid work culture as employees find a better alternativeto maintain a work-life balance. As per GoodFirms report, 70% of HR managers reported that lack of flexibility of the working model as the most critical reason for resignation. Modern employees value workplace flexibility most and consider it as an essential aspect of job satisfaction. Besides work-life balance, the factors shaping new working styles include rapid globalization, adoption of advanced technologies, unlimiting to demographics, and new societal values.

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Continuous learning and development programs:

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The battle to retain and attract employees continues amidst the wave ofgreat resignation. As per the latest McKinsey report, one of the main reasons for quitting the job is candidates looking for jobs with better, stronger career trajectories. Employees today envision the company's role in their career development beyond salaries and perks. Employees are more inclined to the companies that provide ample opportunities to learn new things or skills. Inorder to establish seamless employee development programs, HR professionals need to rethink - various skill development programs. Organizations should evolve in their learning patterns and make continuous learning part of the workculture. Rather than hitting behind the bush, organizations need to curate learning material that caters to the employee's purpose. They have to use technology to create and allocate quality learning material to employees as pertheir skills, experience, and roles, all in real-time. Companies need to develop a platform to communicate their aspirations and pursue their careergoals.

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DEI (Diversity, Equity, and Inclusion):

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DEI is the secret code to create and maintain a successful workplace. HR leaders have recognized that adopting the DEI initiative gives them an edge in becoming competitive. Companies operating globally must reach out to new markets and connect with the locals. It means hiring employees of diverse genders, ethnicities, and ages. Besides that, HR professionals attract employees from different backgrounds, experiences, skill sets, beliefs, and personalities. It gives a different perspective on achieving business goals and solving challenges. As per HBR, organizations supporting diversity in the workplace have more room for innovation and market growth.

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Conclusion

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Digitization  of business, and increasing employee expectations have forced organizations to restructure their HR processes. The new agenda requires the HR system to look beyond administrative work and beactively involved in shaping the organization’s growth. It requires HR to get into a leadership role and introduce policies that reflect the modern business work culture. Today’s HR are forced to shed their traditional image and undergo a massive transformation. IT leaders looking to keep pace with it should tapinto the latest trends and technology.