HR Trends for 2023: Enabling Business Transformation Through Human Resources
The challenges of the past few years are well beyond us. The world is returning to normalcy with businesses embracing the next normal, communities flourishing and industries thriving. In essence, we were faced with disruptions that led us to positive changes in the way we work and today and are ready to transition into unexplored possibilities. With this, 2023 will become a starting point of reinvention and repositioning for organisations, placing HR leaders at the epicentre of the workplace transformation.
While HR professionals have been effective in keeping up with the digital revolution, which advanced by half a decade owing to the pandemic, and managing the new employee-employer dynamic, they will have to strategise and anchor the changes that are yet to unfold. People and technology enabling a sustainable future will form the core of an organisation. A positive culture with a progressive approach, better employee experience, balance between working remotely and from office, and automated and digital systems will be key to the role of HR leaders.
The future of work
People’s resilience and quick decision-making during the pandemic resulted into an accelerated shift to remote working to enable business continuity. With normalcy now in sight, employers have introduced hybrid work models, offering flexibility to employees. According to a NASSCOM and BCG report, more than 70 per cent employees expect to work from office between one and three days or more a week. The percentage is higher for IT services companies that are most likely to adopt a hybrid work model at 80 per cent as compared to the rest of the industry segments.
It is evident that hybrid model is preferred and is the new reality. But organisations and HR leaders will have to do more than just introduce a suitable work system. HR must enable leaders and managers to leverage a hybrid workforce. Technology will help overcome the challenges posed by hybrid models such as employee onboarding and engagement, collaboration and sense of team bonding and remote management by leaders. Digitised systems will support HR in ensuring productivity in the long run, predicting future skills and having access to relevant talent.
Employee experience
The focus on employee experience is ever increasing. How does an organisation achieve optimum employee experience? While there is no set answer, HR professionals can actively understand what is expected from their organisations. Employees will continue to seek flexibility in work options. Satisfaction and higher productivity while working under a hybrid structure versus the traditional office framework will define the overall experience of employees.
Internal career growth will also determine employee experience. A Gartner survey on employee career preferences showed that just one in four employees voiced confidence about their career at their organisation, and three out of four looking for a new role were interested in external positions. HR leaders must identify internal career moves for their employees, which in turn encourages employees and improves retention. A clear growth trajectory and well-explained benefits, requirements and responsibilities for a new role will go a long way.
Reskilling and upskilling
Staying relevant, especially in an ever-evolving business environment, has never been as crucial. Reskilling and upskilling are not only the ways to enhance relevance but prepare for the jobs of the future. Through technology-enabled reskilling and upskilling opportunities, HR professionals will be able to promote internal mobility and career development, thus, augmenting employee retention.
Reskilling and upskilling leaders with the how-to of leading remote teams, managing hybrid work and meeting changing expectations of their organisations will also be significant for HR.
Recruitment
Organisations are consciously seeking a diverse set of people, making diversity, inclusion and equity a continuous and integral part of recruitment. HR professionals will have to ensure hiring of underrepresented talents. The buck will not stop at hiring, and organisations will have to go the extra mile to create a safe and comfortable environment for new employees.
Investment in better tools and advanced technology to reduce administration work and simplify repetitive tasks will become a priority. Use of automation solutions for sourcing talent and shortlisting candidates will reduce time consumption and make hiring more efficient.
Learning and development
Professional learning and skill development will continue to be one of the crucial HR trends of 2023. Learning and development has become essential with more employees seeking online courses and development activities. The use of technology for analysing the training needs, identifying the skill gaps, designing programmes, and curating learning material and methods will help employees enhance their performance and move closer to the goals of the organisations. A quick and easy access of material on mobiles will strengthen the purpose of learning and development. Technology will also help HR leaders to create personalised learning material based on surveys and data.
By using the power of technology, HR leaders will steer businesses through challenges and empower employees for an inclusive and sustainable future.
