HR Trends that will Reshape Work in 2021

 HR Trends that will Reshape Work in 2021

COVID-19 has thrown a curveball at humanity, disrupting almost all walks of life. In organizations, HR teams have been at the frontline, quickly providing employees with the organization’s response to the pandemic. While rolling out new guidelines for working and providing infrastructural and social support, they have endeavoured to keep employee spirits and productivity levels high during the lockdown. 

They will now need to look ahead and make changes to policies, structures, and practices to align with the new way of working. The development and implementation of these changes call for collaboration and working closely with all the stakeholders in the organization

Here are some of the HR trends that are going to reshape work in 2021. 

 

1. REMOTE WORK

During the COVID-19 pandemic, Human Resources have become more crucial to businesses than ever before, as HR departments have been called upon to retain a sense of normalcy and connection. One of the major changes that we faced is shifting the workplace from office to work. 

Remote working or Work from home is here to stay in the post-COVID-19 days as many organisations are starting to see the benefits of lower infrastructure and travel costs for employees. Also, the flexibility to work from the comfort of home is both appealing and daunting. Hence, companies are updating their work from home policies to accommodate more number of employees working remotely, and to enable them to be productive.

 

2. REINVENTING THE EMPLOYEE EXPERIENCE

If you think back to the pre-COVID world, you can see how employees used to be selected and greeted in the new working place. A candidate usually goes through an interview in the office, goes through some screening process, gets selected, and is welcomed by the manager and the team members. Now, think of the same procedure in the post-COVID world. 
 HR would have to design a procedure where this whole applying to start the working process can be conducted without any real-life interaction. Everything has to be done through online communication. Elements like engagement, collaboration, teamwork, communication, and wellbeing have to be handled carefully because they matter for the optimization of the company. If you make them feel that they are connected to the company even if they are not physically greeted, you will have loyal and motivated employees on your side

 

3. ADOPTING TECHNOLOGY

With employees working virtually, the possibility for them to feel disengaged and demotivated is increasing. Also, making it difficult to gauge their performances virtually. This is leading to a shift in the way performance evaluations are done post-COVID crisis. The value of rewards and recognition is increasing in remote working as it’ll help employees feel heard, included and also improve their engagement. Using technology to have more face to face conversations, giving recognition for different behaviour’s and actions, sending appreciation mails are few ways in which these changes can be incorporated.
 It will be necessary for HR and the organizations to adapt the latest software and technologies and put them to the correct use. Scheduling jobs, conducting online interviews, evaluating through digital forms, and other services can all be done with the help of digital tools. It is the time when HR has to transform and adapt a digital face. Not only will it make work easier but it also makes it efficient and smart. 

 

4. FOCUS ON EMPLOYER BRANDING STRATEGIES

Over the years, employer branding has been gaining huge attention to support the recruitment and retention process. However, it is much more than attracting new talent. Considering the pandemic scenario, the HR leaders have increasingly shifted their focus on employer branding. Instead of publicizing the company’s products, business, and office amenities, HR leaders are focusing to showcase the company’s efforts to support its people – employees as well as customers.

According to the insights shared by LinkedIn, over 63% of talent professionals expect their employer branding budget to increase or stay the same. Furthermore, it is predicted that organizations will be investing more in employee assistance programs to support and build employee relationship while being empathic.

 

Undoubtedly, the COVID pandemic has disrupted the way HR leaders deliver employee experience. There is no denial of the fact that the transition at the workplace during the pandemic has presented the HR teams with challenges that were initially difficult to manage. With innovation in digital infrastructure, they are set to adapt to the post-pandemic world. Hence, this year 2021 is likely going to be more about restructuring the existing work models while staying competitive for business sustainability.