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Top - 4 HR trends for 2022
In this article, we will look at HR trends and how you can implement them in your company
HR managers have the task not only to select personnel competently, but also to accompany new employees during all stages of their adaptation and at the same time to monitor that all employees actively develop, they are maximally involved in work and feel part of the team. This makes it possible to significantly increase the level of talent retention. If you do not pay due attention to this, the risk of losing employees increases several times
About 38 million workers left their jobs in 2021, causing a labor shortage and giving workers more leverage than ever. The challenge for employers in 2022 is to attract and retain talent
of employees believe the employee turnover will continue to grow over the next few years
74%
Given that employee engagement has a direct impact on a company's productivity and therefore its profits, companies must invest resources to monitor and improve this metric
1. Employee engagement
However, at the same time there is a large number of factors that influence the engagement of employees and depend directly on the company that provides employment. Let's take a look at those that deserve special attention
Employee engagement is influenced by a large number of factors, some of which are unrelated to the work situation. A clear example of this is the personal life of employees. This is one of the important issues in human resource management. However, even in this case, you should try to find ways to provide some support. For example, to offer an extended social and health insurance package that includes free visits to a psychologist or to invite them to participate in self-development training
Disengaged employees have 37% higher non-attendance rates, 18% lower productivity and 15% lower profitability
37%
There are only 36% of employees who are engaged, and 64% are either unhappy in their role or just doing their job
36%
In the US alone, disengaged employees cost organizations an estimated $450-$550 billion per year
$450-550B
Highly engaged teams show 21% increased profitability and 20% increased sales
21%
Organizations spend about $720 million annually to measure employee engagement
$720M
Flexibility
Recent researches to identify future trends in human resource management suggest that workplace flexibility is a priority strategy for talent retention and recruitment. And that employees are paying more attention to their mental health now than ever before, in the wake of the pandemic. And a flexible work schedule is one of the key elements for achieving a healthy work-life balance
Source: Buffer
Therefore, many companies plan to offer remote work for their employees
According to a study by FlexJobs, 75% of workers said they are more productive at home. They said they were less distracted (74%), had less stress from commuting (71%) and had less office politics (65%)
As the pandemic came into our lives, most companies were forced to move their staff to work remotely. This practice has shown a positive trend. Although the situation in the world is difficult, the job satisfaction of many employees has increased, along with their productivity. There are clear benefits of remote work, both for employees and for the company itself. For example, the employer no longer has to maintain large offices, and the staff no longer has to spend their time commuting to and from work. Both parties win. Therefore, it is flexibility that tops our list of future trends in human resource management.
74% of employees indicate that the ability to work remotely will make them less likely to leave the company
69% of millennials agree to give up individual privileges in favor of a more flexible workspace. Companies that allow remote work experience an average increase of $2,000 in revenue per one remote employee
64% of recruiters note that the possibility of implementing a work-at-home policy helps them find highly qualified personnel
29% somewhat positive
61% very positive
74%
69%
64%
9% very negative
1% somewhat negative
9% natural
учащихся продолжат использовать платформу и будут платить ежемесячную абонплату
Connection to the company
Remote work, as we mentioned above, gave many advantages. But we should not forget about the risks that might create issues in human resource management. When employees work from home, they are less socially active with colleagues and management and naturally feel a weaker connection to the company. If this moment is overlooked, there is a risk of losing valuable footage
Remote workers often feel isolated and disconnected from their manager, team and organization. This can be felt even more acutely if employees have never met their coworkers
o avoid this, you need to organize regular video meetings with the whole team, a great idea is to use HR digitalization in order to create your own social network, where colleagues can get to know each other better and even chat on informal topics. All this is quite easy to organize with the help of a good LMS system
Since the beginning of the pandemic, 75% of employees say they feel more isolated from the community, 57% have more anxiety, and 53% say they feel more emotionally drained
учащихся продолжат использовать платформу и будут платить ежемесячную абонплату
These indicators should be monitored carefully. They allow you to see how costly the hiring process is, what the typical average length of time employees work at your company, how satisfied and engaged your employees are, and how well they're progressing. By monitoring these metrics, you can significantly reduce employee turnover and loss of talent, thereby reducing costs and increasing productivity
Determining key HR performance indicators is necessary to achieve the maximum return on the company's human capital. In addition, they are indispensable for achieving the key goals of the HR department
Here is a list of the most common KPIs for HR
Measurement: What are we going to measure? This could be the average duration of the onboarding process for new employees or the absenteeism rate among staff
Purpose: KPIs help us achieve our goals, so we need to articulate them clearly. For example, reduce staff turnover by 5%
Source: From the beginning it is important to know where we will get the information to determine the KPIs. This could be a CRM or HR software
Frequency: It is necessary to determine the frequency of checking the indicators, for example, every month
In the process of tracking KPIs, the following aspects should be taken into account:
HR Key Performance Indicators (HR KPIs) are HR metrics which are used to determine how HR contributes to the company's business goals and contributes to its success. This means that HR KPIs measure how successfully HR is implementing the organization's HR strategy
2. KPIs and measuring an employee's impact and contribution to business growth
Employee satisfaction with training
9
Employee productivity
8
Retention rate
7
Speed of new hire onboarding
6
Average length of service
5
Talent retention
4
Employee turnover
3
Average time to select an employee
2
Average interview cost
1
Competently selected training can help increase staff productivity, create an individual path of professional and personal development for employees and help them advance in their careers. And AI not only helps to make this happen, but also often acts as a personal tutor and mentor for trainees. These tools are especially important during the onboarding of new staff
If we look more globally at the role of AI in personnel training, then its primary function will be to build a personal development path, taking into account individual characteristics of each individual employee. While in the past it was usually limited to testing and identifying strengths and weaknesses, now AI has gone much further and has a huge functionality, even to the level where it can monitor the mood of employees every day or conduct a psychological portrait analysis
In 2022, distance learning and artificial intelligence continue to present more and more opportunities for employee development and engagement, developing new trends in personnel management
3. Artificial intelligence and personalization of the employee development path
218%
Businesses with comprehensive training programs generate 218% more revenue
18%
Online course creation and launch consume 90% less energy than in-person training
18%
Online training increases employee engagement by up to 18%
60%
Online training raises employee retention rates by up to 60%
$30
According to statistics, every dollar invested in online training brings a company about $30
Currently, there are many universal platforms for implementation, training, staff development and more. Such platforms have long won the hearts of many companies and have become human capital trends. They help to automate the process of adaptation and training of personnel and make it as interesting and effective as possible. This reduces the cost of the company and relieves the burden on LD departments
Today you can find a huge variety of universal platforms, with different functionality, from a trivial course builder to advanced analytics, a built-in library of training content, and an interactive virtual tutor based on AI. In addition to all of this, platforms are now increasingly expanding their functionality to cover other company needs. For example, they are adding tools for HR management, such as payroll, time off registration, vacation schedules, benefits formation, and so on. Some platforms have a function of project management or client management. Thus, companies can now find a tool with which they can easily manage and control all business processes in one place
4. Multifunctional platforms
Thus, we can now conclude that today companies need to attract and retain talent and for doing so they should:
Fortunately, it can be done quite easily by choosing a modern platform. The SmartExpert platform combines all the features you need to make your business successful and has an intuitive, user-friendly interface. It focuses on employee engagement, retention and development. And it allows you to make working in your company as comfortable and productive as possible
Conclusion
take care of their physical and psychological health
monitor the level of staff involvement and satisfaction
ensure continuous for personalized development and opportunities for career growth
make learning as interesting and accessible as possible
monitor KPIs
create strong bonds between employees, the team and the company
maintain comfortable and flexible working conditions for employees
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