The HR Tech Survey 2022 report by PwC shows that more organizations are using specialized solutions supporting human capital management. These activities aim to improve the efficiency of the use of human resources. They also strengthen the organization's business position. However, the essence and functionality of modern HR solutions are changing in response to new socio-economic challenges.
The specialized solutions of the HR class available today include, among others, solutions supported by artificial intelligence, cloud services, and advanced analytics. All of which enable, among other things, secure data storage and process automation. For example, the recruitment proposal will improve the employee experience. It does this by providing clarity on what is expected of them and how they can meet those goals. As a result, such solutions help to manage better the competencies available in the company. While also supporting practical recruitment activities, and automating critical processes. Employees, in turn, are provided, among other things, functions simplifying access to data and self-service tools facilitating solving legal problems in the realities of remote and hybrid work.
Below are seven critical trends for HR solutions in 2022.
According to the IEEE Global Study, artificial intelligence and machine learning will be the most critical technological change in 2022. However, you also can't forget collaborative learning. Over the next five years, artificial intelligence will drive the most innovation in almost every industry. This is the opinion of as many as 66% of analysts and global business leaders. Moreover, in 2022, machine learning and artificial intelligence will help HR managers reduce their workload. Thus, improving the productivity of entire organizations.
A study by Morgan Philips Group shows that Blockchain will change some trends in HR technology in 2022. Blockchain technology allows you to ensure security through the possibility of network encryption and protects data against unauthorized access. This will enable organizations to share information, allowing recruiters to verify employee data. For example, education and career achievements. In addition, Blockchain can significantly improve the quality of human resource management systems. It does this by strengthening cooperation between business departments and making it easier for employees to access recommendations regarding the development of competencies. This process is efficient and popular and it’s now used by the top recruiting agencies.
The Engage Rocket report shows that a typically centralized HR function should give way to a "hyperlocal model." Here HR can commission last-mile communication with each employee through managers. Moreover, instead of selecting task managers for managerial positions, companies should promote employees who show leadership and mentoring skills. Finally, HR employees should move away from thinking that managers know the answers to all questions. Instead, they should encourage them to polish operational skills and other talents and skills.
Enterprises should utilize e-learning software to share files and resources, and automate workflows. Additionally, they should support employees seeking professional development. A knowledge management system should be developed that will allow you to organize and quickly find training or onboarding documents. This will help employees reduce information overload, reduce their stress, and improve the organization's well-being. Thus, improving the overall business health.
According to the IT Workplace of Tomorrow report, after the pandemic is over, more than 82% of companies will switch to a hybrid work model. In turn, a study by global recruitment company Robert Half shows that 34% of professionals currently working from home due to the COVID-19 pandemic would be looking for a new job if the current one required a full-time office presence. Therefore, HR managers must look for cooperation platforms between the office and remote employees.
Traditional "Diversity and Inclusion" (D&I) has overgrown over the past two years. But, it is no longer enough, and the industry is moving towards "Diversity, Equality and Inclusion" (DEI). However, pursuing this change will not help employees get the most out of their potential. That is why belonging to work is also essential - DEI & B. The pandemic has made employee well-being increasingly important.
In 2022, companies should focus on improving the well-being of their employees, making a communication plan, and building a safe and secure culture. Consider letting staff express their views on work with confidence. In addition, research shows that overwork reduces productivity and increases the risk of mental health problems, including anxiety and depression. Therefore, companies should introduce employee assistance programs and flexible working hours. This allows employees to better plan their working hours and rest times.
The pandemic and its consequences have a massive impact on how the labor market changes. Employees expect commitment from companies, clear rules, benefits, remote work opportunities, and combining work with everyday life.
Author: Andrej Fedek is the creator and the one-person owner of the InterCool Studio. As an experienced marketer, he is driven by turning leads into customers. His goals always include White Hat SEO. Besides being a boss, he is a real team player with a great sense of equality.