HR Strategies Essential for New Workplace Arrangements

FREMONT, CA: The pandemic has drastically transformed working patterns across industries, bringing new operational strategies into workspaces. The introduction of hybrid work, lack of employee engagement, and the need for the ability to stay productive remotely have forced human resources managers to implement new strategies. Challenges like great resignation and great hiring have prevailed in every organisation by indicating a shortage of talents as a primary issue.

Experts observe that 2022-2023 is going to be a significant year for HR managers, with efforts to retain talent and leverage business growth. Therefore, new HR trends are emerging to build recruiter-employee relationships and agility in identifying and managing career experience.

Building Relationships

There is a need for effective relationship management between hiring managers and potential employees. Such management helps businesses maintain connections even if a candidate is unable to join the organisation, giving a better impression of the company itself. Building the relationship is crucial to finding the talent in the candidate and nurturing it further. This can be achieved by talking to and understanding them and making good offers at the appropriate time.

Talent marketplaces and allocation

One of the most important lessons from the pandemic is that businesses can no longer just rely on recruiting talent externally. Instead, a training platform in the HR industry and a competitive labour market have driven firms to make better use of the talent they already have. Cross-departmental projects, temporary assignments, and other initiatives will help employees connect within the organisation.

HR departments are becoming more aware of the value of skill development, which is a radical change in industries. As a result, more and more businesses are considering collaborating with their strategic partners to establish shared talent marketplaces.

Learning Agility

Finding and employing talented individuals is an important part of the narrative, and employees must also be quick learners who embrace change. Therefore, learning agility is imperative, which is the ability to face and handle an unprecedented situation. To achieve this, employees must be prepared to venture out of their comfort zones and accept new challenges. As work gets more and more interdisciplinary, interpersonal or life skills become essential as well.

Hybrid Work Strategies

It has been observed that hybrid work will continue due to the remote work culture of the previous two years and proof that it has not negatively impacted productivity. Most HR executives anticipate that at least some of their staff members will work remotely. The transition to hybrid work will be a significant driver of transformation, and HR leaders need to be ready to assist. Many businesses are seeing flexible working patterns as one of the primary drivers for recruiting and attracting talent. While some businesses have permanently incorporated these models into their HR strategies, others are observing how things unfold.

Building Career Experience

Traditional lifelong career development programmes provided by companies are no longer relevant to the current uplift in job switching or voluntary attrition scenarios. Employers are less likely to work for a single firm for their entire careers. It is observed that employers change their jobs every four years on average. Therefore, organisations are increasingly investing in employees’ career experiences to provide new learning opportunities.

Employee Upskilling

In the workplace, corporate learning and development have become essential. Employee upskilling is being utilised as a strategy to help staff members feel valued, boost productivity, enhance talent development, and support their careers. Digitisation, remote work, artificial intelligence, machine learning, cloud-based systems, and learning management systems have become crucial parts of every company.