Article | October 18, 2021
Fast transforming workplaces mean more focus needs to be placed on human resources and their management. According to current HR tech trends, the future of HR will witness a strategy-driven approach. HR teams are the gatekeepers of an organization’s vision and mission. In 2022, they will also be significant drivers of business outcomes and advance its financial success through human capital management.
As workplaces become remote, the world is witnessing several technology-led innovations in HR operations hiring and recruitment. But what are some non-tech transformations that have forced organizations to revisit their workforce management?
Integration of the gig economy
The normalization of remote work as the primary way to do things has opened the doors for the gig economy to make its way into the mainstream. As organizations become more adept at managing a hybrid workforce, remote workers, including employees, freelancers, and even specialist contractors, can deliver direct services without much interference.
With tools to measure productivity and performance, the gig economy is no longer a subset of the job market. Further, organizations embracing the latest HR tech will become simpler,enablingremote workers to collaborate and manage a hybrid workforce of full-time and freelance employees..
Rise in outsourcing
Innovations in HR software will also encourage HR to incorporate employee self-service and automation software in turn, enabling independence across the board. In addition, as many roles are outsourced to specialists, HR resources can be capitalized to identify new strategies and put tailored initiatives and policies in place to engage employees and improve their work experience.
Cloud HR has further enabled the outsourcing of roles to specialists to perform HR functions like payroll management. With these new developments in the role of HR leaders, outsourcing will become rampant, reducing the cost for in-house HR teams.
Employee Wellness at the heart of HR
While, traditionally, HR operations focused on capitalizing on the organization’s workforce through performance, employee wellness has proven to be just as critical. In addition, the COVID-19 pandemic amplified uncertainty in its wake. As a result, most employees have to balance the concern for their health and safety with the uncertainty of work.
Modern HR management considers these concerns and puts employee wellness at the center of its new policies.
People management around the globe is shifting towards adopting a more data-driven approach to improve employee experience intelligence. People Analytics is a huge step towards using data to identify, configure, and predict the challenges in HR.
“Organizations require insights at everyone’s fingertips, no matter where they are on their digital business journey.”
- Mark Palmer, Senior Vice President, Engineering at TIBCO
With the integration of Artificial Intelligence (AI) and Machine Learning (ML), this trend will transform the way companies attract, hire, and retain talent. In addition, the use of big data to develop personalized HR and marketing initiatives will lead to improvement in performance management within the organization.
Reimagining sustainability and agility
In the backdrop of the global health crisis, the importance of resilience and sustainability in business is evident more than ever. Furthermore, HR leaders focusing on faster adaptability improve business outcomes for organizations.
Organizations encouraging a culture of listening, ensuring trust, and a sense of security for their employees need to manage employee sentiment with fast decision-making. That is essential during times of crisis. At a point when time is of core essence, HR professionals must be prepared to course-correct quickly and identify new solutions to manage evolving challenges.
Emphasis on cybersecurity
Digitizing core HR functions and work processes has shed a spotlight on the importance of cybersecurity. As a result, maintaining a robust remote infrastructure will be the number one priority on the lists of both HR and IT teams. Everything, from ‘Work from home’ to information confidentiality policies, have to be reframed to accommodate a mobile workforce.
HR leaders might want to take a leaf out of IBM’s book. As a tech giant, IBM’s VP of data, AI, and strategy oversees the HR department’s use of data to enhance employee retention and encourage talent mobility within IBM. This is a significant example of encouraging collaboration between the IT, data, and HR teams to improve human resources management.
In a nutshell
While HR’s main aim will be to strengthen the organization’s human capital, a foresighted approach have to be adopted. Even though the current scenario makes it impossible to tell for sure, upcoming trends and patterns are helpful inidentifyingwhere HR is headed.
In 2025 itself, HR is envisioned to be much different than what it is today. HR leaders will become an integral part of decision-making teams, charting strategies and consequently making business decisions.
Frequently Asked Questions
What should be the main focus of HR in 2022?
HR needs to focus on employee engagement across the organization. In addition, with a hybrid workforce, it is vital to integrate HR tech to improve employee experience at every stage.
What is the future of HR tech?
Technology in HR will take precedence in administrative functions. This means HR resources can be better utilized to boost people-oriented policies. Using tools like artificial intelligence, machine learning, digital learning and development, an emphasis on creating a culture of digital collaboration is a must-do for all HR teams.
Will AI take over HR?
No. The HR function may undergo automation and adopt machine learning to identify and predict solutions. However, being a people-oriented process that requires human perception will remain the core of HR for a long time.
"name": "What should be the main focus of HR in 2022?",
"text": "HR needs to focus on employee engagement across the organization. In addition, with a hybrid workforce, it is vital to integrate HR tech to improve employee experience at every stage."
"name": "What is the future of HR tech?",
"text": "Technology in HR will take precedence in administrative functions. This means HR resources can be better utilized to boost people-oriented policies. Using tools like artificial intelligence, machine learning, digital learning and development, an emphasis on creating a culture of digital collaboration is a must-do for all HR teams."
"name": "Will AI take over HR?",
"text": "No. The HR function may undergo automation and adopt machine learning to identify and predict solutions. However, being a people-oriented process that requires human perception will remain the core of HR for a long time."
Article | October 18, 2021
External motivators like bonuses and salary increases have traditionally been used to incentivise employees to perform better, but what if the real secret to energising your team lies elsewhere? It’s time to think again about our HR practices to unlock the intrinsic motivation that lies inside every employee. All too often, today’s organisations tend to rely on employee motivators like performance bonuses, promotions, salary increases, or sabbaticals after a long stint of service. This thinking is also reflected in use of tactics like ‘pay for performance’, the traditional performance appraisal, performance ratings, and so on.
Article | October 18, 2021
Technology is one sector that is constantly evolving and finds purpose in every thinkable domain. There is an upward graph for number of innovative technologies and the number of industries adopting the technology. This decade’s most happening topic in the tech industry is the emergence of Artificial Intelligence and it has had a successful entry into HR tech startups. Following the other sectors’ lead of replacing predictable and repetitive tasks with AI, HR tech startups are also choosing AI for intelligent and disrupting hiring technologies.
Article | October 18, 2021
2020 was a watershed year for learning and development. Quality development programs have always been an integral part of HR management, but beyond 2020 they were no longer supplementary. Instead, L&D became indispensable and digitally centered as organizations found themselves in an unknown business territory.
Earlier, HR professionals faced a myriad of challenges. From engaging learners and addressing the needs of a multi-generational workforce to pushing new tools and technology and making a business case for L&D initiatives, the gaps were many.
The pandemic-led transformation has made organizations more open to L&D training innovations. Employees are in dire need of an improved L&D approach that mitigates the impact of the new normal, and more and more organizations are discovering the opportunity to leverage this challenge. Due to this, the role of HR in L&D has turned a corner. It is all about managing interactivity and engagement. But it is also about expediting the learning process, entrenching L&D deeper in the HR framework, and preparing for a changed future.
In the backdrop of this, here is how you can supercharge L&D in your organization to nurture proficiency and workforce competency in 2022.
Revamping the 70/20/10 Learning Model
A popular learning approach, the 70/20/10 model, is widely used across many organizations to maximize new L&D programs. Its guidelines are based on the concept that work delivers 70% of learning while peer-to-peer training and formal programs make up 20% and 10% learning, respectively. Thus, for L&D programs to be effective, this is the composition that an organization must follow.
If you have been following this model, it is time to take a step back. According to a Bureau of Labor Statistics study in the 1980s, 55% of workers require specialized training to qualify for their role. In addition, 28% of that training comes from on-the-job learning.
A study by Clardy in 2018 found that for some jobs, years of formal training are necessary, while for others, learning occurs despite the lack of formal training.
The final verdict is that there is no one-size-fits-all. The function must be used to decide the ratio of formal, informal, and job-based learning. Taking a more proactive role in structuring all learning outside of formal L&D programs will ensure a more integrated L&D strategy that is as future-ready as it is effective right now.
Goodbye Classroom-only Learning, Hello Virtual Classrooms
An L&D transformation without a systemic change in delivery method is a requirement today. For too long, classroom training and workshops were the primary methods of L&D, and they may have run their due course. The priority for HR in 2022 is to embed a digital-first approach and sync upskilling opportunities with virtual tools.
While everything went suddenly remote, the significance of virtual learning only increased. With the need for flexible and cross-functional skillsets, organizations can no longer disseminate specialized training with only specific roles.
HR must focus on embedding digital learning opportunities that engage the workforce wherever they are. Refining current training methods to include virtual classrooms that can seamlessly fit into the overall L&D framework will prove to be practical in the long run.
Learning Communities - A Precursor to Faster Learning
Knowledge retention is one of the most common challenges of L&D. Learners are reported to forget over 70% of what they learn within 24 hours. A social dynamic to training and development could expedite the process and reduce the learning curve. While peer-to-peer learning is a substantial component of L&D, HR must make it a more intentional aspect by cultivating learning communities.
A fair mix of interactive live classes, on-demand content, and training interaction makes for engaging and fast learning. In addition, learning in groups is reported to increase content consumption rate. This means learning groups grasp more, retain faster, and continue to learn.
HR can use communities to bring together people with shared goals and deliver specialized learning opportunities. For instance, with mentoring, collective upskilling, and group training with professional coaches, HR can ensure real-time improvement of organizational skillsets.
Making the Most of Gamification of L&D
L&D plays a significant role in employee retention. According to a recent Linkedin study, 70% of workers find learning opportunities a significant factor in their decision to stay at their current job. Gamification of L&D can do much to enhance engagement and, in turn, retention. In a remote work landscape, this could prove to be game-changing for organizations that want to ramp up their L&D initiatives.
Here are just some of the components of gamification to adopt into your L&D strategy:
Point system: With a point system, learners can measure their progress and earn more points while learning. It can also indicate their level of skillfulness in their L&D environment
Badges: By ascertaining certain milestones in learning, badges do the job of positive reinforcement. With a tangible token, learners are encouraged to continue their learning.
Leaderboards: Leaderboards add an element of competitiveness. Learning thrives in an environment where healthy competition is encouraged, and there is a sense of recognition.
Levels: Like points, levels allow users to display the depth of their progress. It also helps maintain interest and allows organizations to tap into the learner’s motivations.
Rewards: Rewards activate the extrinsic motivations of learners. Physical rewards like vouchers, cash prizes, and even holidays can take L&D initiatives a notch higher.
User Experience - Setting the Stage
As the digital-first approach becomes the norm, one must also touch on the user-experience side of HR technology. Without a sleek, friendly, and relevant user experience, the adoption of any L&D tool will lose steam. User experience is at the heart of learning. The design of an LMS can either hamper learning or enhance it.
Simple changes like the medium of instruction, the platform it is delivered on, and the method used to deliver it (audio, visual, written etc.) can increase engagement. The better the user experience, the better the pace and depth of learning. User experience also allows HR leaders to ensure lessons are more interactive.
With a shift to new mediums like podcasts and MOOCs, functionality is paramount. Delivering a UX feel that is designed keeping in mind the end-user may be a vital piece in the puzzle of new-age LMS.
It is time to accelerate innovation in L&D and to refine the current L&D approach at the same time. As multi-faceted learning becomes a focal point , revisiting old learning models and incorporating new digital tactics will supercharge your L&D strategy. With these tweaks, you can expect to yield returns that are directly measurable in your organization’s ROI.
Frequently Asked Questions
What is the primary role of HR in L&D?
HR is responsible for identifying each employee’s learning needs regarding their job role and designing a range of learning and development programs that address day-to-day duties and responsibilities.
What are some everyday L&D activities?
Some traditional L&D activities include seminars, workshops, job shadowing, coaching, and mentoring. L&D can also be promoted through virtual classrooms, Learning Management Systems (LMS), and open online courses.
Do you need an L&D team?
It differs from organization to organization. However, you can assess if you need an L&D team if you need to design an L&D strategy from the ground up. An L&D team does an administrative review, a function and competency analysis, and an employee analysis to determine your organization’s specific L&D requirement.
"name": "What is the primary role of HR in L&D?",
"text": "Airline businesses must have a robust plan which establishes the core of business aviation. The future is for market leaders. How they will manage roles and responsibilities responding HR is responsible for identifying each employee’s learning needs regarding their job role and designing a range of learning and development programs that address day-to-day duties and responsibilities."
"name": "What are some everyday L&D activities?",
"text": "Some traditional L&D activities include seminars, workshops, job shadowing, coaching, and mentoring. L&D can also be promoted through virtual classrooms, Learning Management Systems (LMS), and open online courses."
"name": "Do you need an L&D team?",
"text": "It differs from organization to organization. However, you can assess if you need an L&D team if you need to design an L&D strategy from the ground up. An L&D team does an administrative review, a function and competency analysis, and an employee analysis to determine your organization’s specific L&D requirement."