10 Future of the Workforce Trends for 2022

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1. The surge of the Great Resignation

The ‘Great Resignation’ is a never-ending talent spike that has disrupted the demand-supply harmony, forcing organizations to prioritize both talent acquisition and retention. Employer’s failure to empathize and respond to Covid-19 is not the only reason for widespread resignation.  Other factors such as toxic 

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1. The surge of the Great Resignation

culture and a reluctance to accept change contributed to burnout and reorganization. Additional factors such as job insecurity, unrecognized efforts of employees led to the Great Resignation. According to data, many unemployed people are not rushing to fill open positions due to the absence of remote work options and a lack of 

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1. The surge of the Great Resignation

visibility about career graphs. As a result, many teams and organizations have made employee retention a top priority.

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2. Remote and hybrid work environments take center stage

A remote job, also known as work from anywhere, is an employment arrangement in which employees are not required to travel to a central location for work, such as an office building, factory, or outlet. In a hybrid-remote model, a fraction of the company workforce commutes to one or more offices on daily basis and

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2. Remote and hybrid work environments take center stage

works physically in the same space.  This workforce cluster works in coordination with another fraction of the company workforce that works remotely.  These organizations are primarily shared, and yet remote work is allowed. According to the report, 63 percent of high-revenue growth 

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2. Remote and hybrid work environments take center stage

companies are embracing productivity anywhere hybrid workforce models.

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3. Use of AI and automation

The future of work and life will see greater progress and efficiency due to AI, automation, and machine learning.  AI will make it easier for businesses to identify problems and deal with them more effectively. With AI it is envisaged that there will be significant improvements in recruitment, cybersecurity, 

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3. Use of AI and automation

marketing, and work processes. Artificial intelligence is becoming responsible for everything from medical research breakthroughs to cutting-edge climate change research. AI has grown in popularity because of its ability to process large amounts of data, execute complex algorithms, and apply advances in computing power 

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3. Use of AI and automation

and storage. AI will evolve to become smarter over time, increasing the efficiency of a business.  AI will also reduce the likelihood of human error and analyze historical data to reduce costs.

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4. Digital transformation of HR departments

HR is swinging between workloads and employee expectations as business variations have reset major work trends. Companies are undergoing digital business transformations, which affect their products and services, operations, and internal capabilities. Automation and artificial intelligence are rapidly 

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4. Digital transformation of HR departments

putting large segments of the labor market at risk of redundancy or radical change. These developments are drastically altering work and employment expectations. Hence HR leadership is constantly re-evaluating manpower planning, emerging skills, the effects of artificial intelligence, the employee 

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4. Digital transformation of HR departments

experience, and an array of factors affecting work and progress.

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5. Prioritize continued employee growth

As more leaders prioritize workplace upskilling and reskilling, they hope to instill a growth mindset in their organization’s culture.  They are emphasizing on overall employee development aspect. In the future employees will actively seek opportunities to bind their impact and value in 

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5. Prioritize continued employee growth

their work to share their experiences and accomplishments on social media. To enable continued employee growth and for a seamless transition through phases of employee life CEOs and HR leaders must collaborate to ensure work-life balance for each employee. This should be following their work 

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5. Prioritize continued employee growth

distribution, time, and life stages change in order.  Smart businesses provide their employees with the opportunity to make a positive social impact through their work.

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6. Encourage diversity, inclusion, and equity

Diversity and inclusion (D&I) encompass factors beyond policies, schemes, and headcounts.  Impartial employers outperform their competitors by respecting every team member’s unique requirement, viewpoints, and potential. As a result, workplaces that are diverse and inclusive earn greater trust and commitment from their employees.

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6. Encourage diversity, inclusion, and equity

Pay equity must be promoted by the employer.  Managers must set fair competition and ensure equal opportunity for all employees.  Analytics can help organizations identify which employees are underpaid for similar roles or responsibilities.

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7. Higher preference for employee well-being

Employee well-being would be given preference by providing additional employee benefits, greater flexibility, sign-on bonuses, and an overall positive workplace experience. If the pandemic continues, it will increase stress and burnout. Therefore, companies are increasingly focusing on work-life balance and employee mental health. 

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8. Increased organizational talent shortages

People are taking breaks, distancing themselves from employers, and turning to freelance to avoid burnout.  Many industries’ skill requirements are changing. In addition, nearly 7 in 10 companies worldwide reported talent shortages and hiring difficulties in 2021,(3) which is a 15-year high.

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8. Increased organizational talent shortages

As a result, retraining existing employees to fill internal positions has become one solution for employers.  Reskilling prepares existing employees to take on new responsibilities within the organization. This enables the company to respond to the changing requirements. 

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9. Upskill on skills over tasks

Leaders understand that focusing on employee upskilling and career pathing can help their organizations close skills gaps.  This entails employing a completely new set of tools to identify individual skill sets, as opposed to more traditional job grading methods.  Skills development can assist 

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9. Upskill on skills over tasks

 organizations in meeting their most pressing business needs.

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10. Soft skills required

The need to build relationships virtually and work with less oversight has increased the importance of soft skills in the workplace. Bersin predicts in his report that organizations’ emphasis on these skills will grow.  Companies will rethink their leadership models and the skills required for leaders to succeed in their ventures.

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10. Soft skills required

It has numerous advantages, including assisting the employer to recognize how their employees will interact with peers.  It is an indicator of how they embrace change, how they respond to situations, understanding why someone feels a certain way, and so on. Emotional intelligence essentially facilitates the 

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10. Soft skills required

formation of connections and collaboration with others.

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