Top 6 HR Trends and Priorities for HR Teams in 2022

Top 6 HR Trends and Priorities for HR Teams in 2022

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1. Work – Accelerate HR transformation

One of the clearest emerging HR trends is the need to identify, acquire and then maximise the benefits that the latest HR technology offers, in order to help people, processes and workplaces be as agile as they possibly can.  In particular, an ever growing number of businesses are recognising the myriad advantages that powerful 

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1. Work – Accelerate HR transformation

all-in--one HR software can supply them with, by taking care of all facets of the average HR in-tray, including payroll, people management, recruitment, digital learning and the harnessing of data for informed reporting.

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2. Work – Improve employee experiences

Another pattern to pay attention to is the number of businesses manoeuvring towards people-centric set-ups and practices.  To paraphrase part of a famous speech, ask not what your people can do for you, ask what you can do better for your people.  Having battled through an unprecedented period of 

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2. Work – Improve employee experiences

turmoil, and with a skills shortage in play across multiple sectors, existing staff and potential new recruits alike hold a new set of preferences and priorities, with which they’ll measure their professional satisfaction.

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3. Workforce – Optimise skills, learning and growth opportunities

Your company’s approach to skills and talent development is far less likely to need to be sent back to the drawing board if it’s using the latest digital knowhow.  From the gamification of knowledge acquisition to mobile-based and interactive eLearning, switched-on businesses are harnessing the benefits of advanced software 

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3. Workforce – Optimise skills, learning and growth opportunities

and abundant digital devices to provide their people with regular tuition, structured career paths and all manner of interesting courses and content that can help them to add more strings to their bows. When you add to this the fact that the number of skills required for any single job is increasing at a striking rate (over 6% annually, according to 

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3. Workforce – Optimise skills, learning and growth opportunities

at least one recent count), and that old skills are being superseded by new ones all the time, it’s no surprise that one of the clearest emerging themes in HR is of savvy businesses placing ever greater importance on the components and quality of their skills and learning offering.

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4. Workforce – Prioritise diversity, equity and inclusion

Organisations have been confronted more regularly in recent times with the need to address the issues of diversity, equality and inclusion in concrete ways, rather than paying lip service to them.  Spurred on by the demands of energised employees, especially those from younger age groups, these concerns are rightly being chewed over 

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4. Workforce – Prioritise diversity, equity and inclusion

increasingly in HR domains, as businesses seek the right ways to address prejudice and anti-racism strategies, gender and race imbalances in boardrooms, unequal remuneration, and many other longstanding problems.

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5. Workplace – Refine approaches to health, safety and well-being

As if you need to be reminded, health and well-being have become an even larger area of concern for employers over the last two years.  The increased emphasis on staff’s state of mind, and the need to be alert to and ready to assist with their concerns, is of course a distinct outcome of the upheaval instigated by Covid-19.

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5. Workplace – Refine approaches to health, safety and well-being

Of all the emerging HR trends, it’s arguably the most personal one for many workers, so companies that can set up and provide a range of mental well-being tools – e.g. employee assistance programmes, counselling services, education opportunities, mental health assessments, self-care resources – are likely to be looked upon favourably by staff old and new. 

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6. Workplace – Build an efficient, flexible and hybrid workplace

There will always be some jobs and duties that are positioned to be performed predominantly on-site, in the office or at some external location connected to a company’s business concerns.  However, if that work is generally carried out on a computer or some digitally-enabled device, the chances are that if it isn’t something that’s 

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6. Workplace – Build an efficient, flexible and hybrid workplace

done remotely yet, it will be in the not too distant future.  There’s obviously been a marked move away from established work models toward ones that are more flexible of late, in tandem with a growing acceptance of working from home (at least part of the time), plus the rise of the gig economy. The ways in which organisations adjust to this 

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6. Workplace – Build an efficient, flexible and hybrid workplace

shift will be vital as we emerge from the pandemic and employers will need to continue to act creatively and practically to provide the right support, whether it’s for virtual working, work in homes, or tasks performed at co-working spaces.

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