Written by Raisa - 9 Minutes reading time
8 Ways human resources will change in 2022
As companies manage their workforce in a post-pandemic era, here are 8 ways HR experts expect human resources departments to change.
- With the new working environment many businesses are operating in, there are a number of key trends businesses should be focused on heading into 2022.
- Employers should expect and increased demand for modified employee benefits like health and wellness programs and flexible work arrangements in the coming year.
- HR staff should pay special attention to any new laws and regulations regarding COVID-19.
- This article is for small businesses and human resources professionals who want to know what HR trends to expect in the upcoming year.
1. Companies will prioritise diversity and inclusion initiatives.With the Black Lives Matter movement and other social justice efforts highlighted in 2020, many employers and HR teams have changed tunes when it comes to prioritising diversity and inclusion (D&I) in the workplace. Having a diverse and inclusive workplace is not only the right thing to do, it can also benefit your business. Properly implemented diversity and inclusion training programs and initiatives can help with talent acquisition, employee engagement and productivity, company reputation, and employee retention. In 2022, HR staffs will pay closer attention to their D&I initiatives in relation to recruiting new employees and creating a safe and inclusive workspace for their teams. Key takeaway: Implement D&I initiatives to recruit top talent and improve the overall employee experience.
2. HR departments will lean on technology for automated HR processes.Jared Rosenthal, CEO and founder of the automated onboarding and screening system StaffGlass, said HR departments have recently experienced a massive acceleration in the push towards the use of cloud software to automate and manage their workflows – and this trend is expected to increase in 2022. Although many companies already use software for some of their recruiting and onboarding services, the coronavirus pandemic created a bigger need for digitising these processes. HR teams in 2022 are expected to embrace virtual HR processes like remote recruiting and automated onboarding. "The end of the pandemic in 2022 will not stop the push toward automating HR services," Rosenthal told Business News Daily.
3. Teams will adapt to the possibility of long-term remote work.When the coronavirus pandemic forced businesses to shutter their doors in 2020, in-office employees abruptly transitioned to working remotely. What started as a temporary transition has since proven to be a more permanent solution for many businesses. Although several companies are still keeping their employees at home for health and safety reasons, many others will choose to implement the solution long-term due to employee demand. "Employees love the flexible schedule and the absence of a commute so that there is more time in the day to spend with their families," said Angela Rochester, assistant general counsel and human resources consultant for Engage PEO. "Employers should leverage technology as much as possible to maintain employee engagement."
4. Employers will virtually maintain company culture and employee engagement.Organisations with a full, or partial, remote staff will need to get creative in terms of keeping remote employees engaged and virtually maintaining their company culture. Without a physical office space to connect with co-workers, employees can feel isolated or disengaged, especially new hires. "Maintaining employee engagement is crucial as remote work looks set to continue well into 2022 and beyond," said Nicole Reid, chief people officer at Xero. "To keep people engaged, they need to be connected to a purpose. It's important that every member of the team has a clear sense of the company's direction, and how their role contributes to it." You can prioritise employee engagement and culture by hosting virtual meetings and hangouts, conducting employee surveys and increasing internal communication. Keep in mind that many employees are starting to suffer from online-meeting fatigue, so it is important to consult with your team to find the perfect balance. Key takeaway: In 2022, you will need to work to keep your remote workers engaged through vision alignment, virtual meetings, clear communication and employee surveys.
5. Employers will focus on their employees' wellbeing.Health and wellness are hot button topics right now, and for good reason. Employers are aware, now more than ever, of the importance of employee wellbeing and its impact on business success. However, during stressful and uncertain times like a pandemic, employee wellbeing is likely to decrease or fluctuate. Employers and HR staff should focus on improving employee wellbeing while they adapt to the "new normal" in 2022. "Small business leaders must step up to support their employees' wellbeing and engagement, likely in ways they haven't had to before," said Reid. "They must find ways to create a flexible and healthy work environment and support mental wellbeing in some of the toughest times we've seen."
6. HR teams will modify employee benefits.The pandemic caused employees to demand a whole new set of employee benefits and working arrangements. As employers seek to provide the best possible healthcare and benefits options for their staff, they should keep their employees' new needs in mind. For example, perks like free lunches and commuter benefits have become irrelevant, while employees are starting to prioritise other benefits like healthcare and wellness programs. Reid also recommends supporting employees by offering flexible work arrangements in 2022. "Enable flexible work, whatever that means for the individual," Reid said. "Some parents of young children, for example, might need to juggle childcare and work during the day, and being able to work in the evening instead could be one less stress. A key point is that everyone has their own unique circumstances, and you've got to open those conversations, listen and take actions that are supportive." Key takeaway: Employers will need to provide employees with the benefits they want, like increased healthcare, flexible work arrangements, and health and wellness programs.
7. Employers will face COVID-19-specific paid sick leave and accommodations.As coronavirus cases surge, many employees will likely continue to request time off to quarantine and isolate. Although COVID-19 is not yet a recognised disability under the Americans with Disabilities Act (ADA), Rochester said employers must reasonably accommodate employees' COVID-related disabilities that may create new or different circumstances for them in the workplace. "Employers should continue to do what they normally would with respect to accommodation requests and identify the limitations that a disability imposes on the employee's essential job functions, engage in an interactive dialogue to determine whether a reasonable accommodation exists and, where circumstances require, provide an accommodation," said Rochester. Additionally, many state and local jurisdictions have expanded their paid sick leave laws to apply to COVID-19 related reasons.
8. Compliance is overloading HR departments.As laws and guidelines continue to change, HR departments will be burdened by various compliance requirements. HR managers will be rewriting employee handbooks and re-evaluating rule sets that will need significant overhauling, such as harassment training, leave benefits and drug testing. Key takeaway: Pay close attention to employee labor laws and modify your HR strategy to comply. A strong HR department is of utmost importance to any company.
Also published on Businessnewsdaily
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