8 key HR trends for building a sustainable workforce – Manila Bulletin
For the past two years, our working environment has become borderless. Businesses had transitioned from working on-site to working anywhere, which is also known as the hybrid setup.
While many of these changes aim in order to ensure business continuity and improve the employees’ work-life balance, challenges arise for the human resources department to keep up with the game of a sustainable labor force.
Currently, HUMAN RESOURCES leaders are facing issues on employee burnout, an increase in turnovers, rising demand for work setup, and other growing challenges of retaining people. Ellen Fullido, President of the particular People Management Association associated with the Philippines (PMAP), noted that this phenomenon could be described as the “great reawakening of employees” in which employees realize their need for a kind of work where they will excel, discover self-actualization, plus at the same time, take care of their family and dependents.
“Even though restrictions from COVID-19 are now lifted, a lot more people would still like to work on a hybrid mode. This mindset has something to do with serving your organization, performing the job, and at the same time finding a work-life balance because you are still able to take care of your family. Pre-pandemic, individuals have been clamoring for that already, ” Fullido said.
Here comes one of the biggest challenges the particular human resources department is currently facing now. “We are usually losing talent, especially in digital technology. Because of this hybrid setup, companies abroad can hire our IT talents. Since they are allowed to work at home, they can be offered salaries twice or thrice than what they currently receive. That’s one of the biggest challenges we are facing right now, ” she added.
That is why human experience at work is now more critical than ever for employers that want to create a sustainable workforce plus profitable business.
At the recent Connect CHRO Roundtable: Change Work for Good event held in August 2022, Rudy Abrahams, SYSTEMS APPLICATIONS AND PRODUCTS Philippines Managing Director, shared eight trends that HR practitioners must prioritize to keep their businesses ahead associated with the game for building a sustainable workforce:
Employers in addition to HR practitioners should accept that typically the hybrid workplace is here in order to stay. While the hybrid setup was established in 2021 as a new contingency plan to ensure people’s health and safety, 2022 is becoming a year of seeing this setup as a cultural norm.
Abrahams further suggested balancing standardization of hybrid work arrangements, offering deskless workers flexibility, and redesigning performance reviews to mitigate proximity bias.
Learning and mobility
Continuous growth and even learning are necessary for that workplace. Even though many organizations encourage employees to own their development, Abrahams reiterated to advancement managers to become learning culture advocates. At the same time, employers can improve this learning together with development opportunities for deskless workers and additionally provide equal access to be able to learning through a talent marketplace.
While technology has been immensely beneficial in supporting and managing the employees’ productivity not to mention well-being, the latest technologies, such as monitoring tools, brought ethical concerns.
Thus, Abrahams advised developing stringent data privacy and employee monitoring guidelines. Most importantly, communicate these intelligent technologies’ purpose, value, and security.
Diversity, equity, and also inclusion (DEI)
Every organization needs to let its folks feel they belong and are valued. From being purpose-driven, companies must shift for you to being accountability-minded. This may be achieved by reflecting often the organization’s DEI reality inside candidate recruitment strategies, reporting DEI as well as sustainability goals and associate progress publicly, and including the frontline managers when changing the culture to improve belonging.
Since employees are now a lot more motivated to have greater control over their careers, lives, and well-being, organizations must first create long-term plans with employees. HUMAN RESOURCES leaders must also gather worker feedback more often and foster informal plus personalized interactions.
The evolving role of leaders also emerged as some sort of priority found in 2022. Management competencies are usually changing to help meet your demands of new work models and shifting employee expectations.
Abrahams recommended identifying new required competencies and reflecting them in performance management and selection procedures. Another is automating repeatable tasks, so supervisors have even more time to focus on staff development in addition to team interaction.
Every single employee in the organization lives in unique circumstances. One regarding the concerns of remote work models is the exact blurred boundaries between work and personal lives and feelings of isolation.
What HOURS leaders could do is first assess the benefits and even initiatives supporting the employees’ entire well-being. Next is redesigning work to put personnel well-being together with autonomy at the center.
Race for talent
As employees enter their career “reawakening, ” mass resignations are unfortunately becoming a good trend inside of the workplace. Employees are really now expressing their demands and willingness to find them at other businesses when unmet. So, Abrahams urged every organization to use workforce analytics and exit interview data to develop strategies for mitigating mass resignations and provide more significant support to people managers to avoid burnout and turnover.
SAP believes that technologies can help businesses in order to be a great deal more agile and additionally sustainable amidst the growing challenge involving retaining men and women by simplifying engagement not to mention providing your guided journey. RISE along with SAP with regard to Human Experience Management (HXM), for instance, aims to help organizations drive the changes needed for ongoing digital transformation. It combines RISE together with SAP and also HXM solutions to provide the choice and flexibility organizations need to move their HR operations to the particular cloud.
“In its true calling to be able to be some sustainable, intelligent enterprise, you must put people at the center of company. We believe that connecting data, technological innovation, and enterprise strategy enables every business to create a sustainable workforce where employees have the agency to shape their careers and feel valued for their contributions are generally paramount for you to meeting your desired organization goals, ” Abrahams said.
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