Top HR trends for 2021
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The document outlines key HR trends for 2021, emphasizing the drastic changes to the workforce dynamics due to the pandemic, including the shift towards flexible work environments and a focus on employee well-being. Organizations are revamping employee experiences and performance management strategies while addressing data security concerns linked to remote working. It highlights the importance of effective onboarding practices and the utilization of analytics to enhance organizational strategies and employee engagement.
Top HR trends for 2021
- 1. Top HR Trends for 2021
- 2. The past year has been unprecedented taking the entire humanity by storm. It served a severe blow to the blooming workforce, that the world is still recovering from. The pandemic has derailed organizational goals forcing the management to deal with the crisis at hand. It has forever changed the face of the workforce leading to the adoption of newer methods of working. Though a few of these trends had always been coming, there is no denying the fact that the coronavirus pandemic accelerated these changes. Organizations are now designing more people-centric strategies, performance management metrics are changing, and businesses are functioning differently in this “new normal.”
- 3. The changes and challenges that 2020 bought are shaping the future trends.
- 4. Flexible work environment Offering a flexible work environment gives autonomy to employees, increases efficiency and productivity, increases employee satisfaction, provides a healthy work-life balance, and instills a sense of trust and commitment to the company. While it won’t transform every single company, a flexible work option seems feasible for many other organizations.
- 5. Focus on employee well-being Seventy-eight percent of participants in an American Psychological Association survey said the pandemic was a significant source of stress. A burnt-out employee is more likely to make mistakes, be unproductive with low-efficiency levels. This does more harm than good to the organization in general. The HR department must take a proactive approach to decrease burnout in employees and prioritize their mental health.
- 6. Revamping employee experience Companies are devising strategies to keep employees engaged at work, training managers, and breaking down traditional hierarchies to bring a more relaxed culture. The HR department is doing away with old-school methods of hiring, onboarding, performance reviews, etc, and bringing in new-age methods to retain talent, onboard employees, and manage feedback and surveys.
- 7. Implications of data security During the complete remote working phase of the pandemic, many organizations had bought in technologies to monitor employees and their work. This move has generated mixed reactions throughout organizations with some siding with it and others expressing dissent citing privacy concerns. HR and top executives are focused on providing a secure way of communication and knowledge sharing. Planning such activities, and explaining their implications to the employees will instill more trust in the employees and make them complicit.
- 8. Work on your performance review system Rather than concentrating on processes like annual reviews, and systems in existence before the pandemic, the HR department should focus on building innovative performance management strategies that rely on effective practices. They should bring in a mechanism of feedback that is scientifically drawn and involves equal participation from the management and employees.
- 9. Build a strong virtual onboarding experience With a flexible work environment, virtual onboarding is soon going to be a norm, which means that HR managers need to bring in strategies that help in the seamless onboarding of new employees n matter their geographic location. A smooth onboarding experience is paramount to the company’s long-term success and an effective method of inculcating a new hire to the company’s culture.
- 10. Getting workplace- ready post-Covid Employees are counting on their companies to help them get back to work safely. Once it’s safe to resume offices physically, the management has to put into effect certain processes and still follow social distancing measures to ensure safety. New protocols for deep cleaning and sanitization need to be undertaken regularly, work stations need to be moved, or shift timings introduced for seamless management.
- 11. Analytics Data can be used to solve business problems, identifying high potential employees, understand problem areas, and creating meaningful solutions around them. This data can help HR managers in tackling high attrition rates and create programs that reward employee loyalty and performance. It can also help reduce unconscious bias, identify harmful patterns, and uncover gaps to make way for more inclusive and equitable practices.
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