10 HR Trends for 2022: From Adaptation to Transformation

In Human Resources

10 HR Trends for 2022: From Adaptation to Transformation - read the full article about Tech HR trends, Human Resources and Recruitment, Staffing, Payroll from Tom Haak on Qualified.One
Tom Haak
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[Music] my name is tom hack im the director of the hr trend institute as every year ive collected a list of nice trends for you the overriding scene this year is from adaptation to transformation in the last year we have seen a lot of adaptation in the hr arena we have shown that we were able to adapt but now 22 is the year of real transformation the first trend on this years list ive called embrace complexity i could have also called it lets get rid of the models we in hr we like models if you go to our website you can see a collection for example of leadership models we have collected more than 120 all those models look more or less the same models are helpful but they also simplify the reality and sometimes sometimes too much lets embrace complexity lets embrace diversity and that sync on our own lets not sing oh we should behave as that model no lets sing on our own accord number two and i dont want to create a revolution but it is called hr as activists hr as activists what we have seen in organizations over the last years we have seen many things we dont like and there is abuse but there are also other things that well we should not accept for example salary differences between man and women the other way around men and women salary differences that are not justified but also between all other different groups so there are things we dont like we as hr should not be bystanders and looking at it analyzing it producing reports saying to our management yeah its not so good no we should take a step standpoint and we should take action and in that way we can make workplaces a lot better trend three hr for the ecosystem or a wider scope you often see that hr and hr teams are working for people on the payroll of the organizations there is a too limited view there are many other stakeholders that are important for the organization of course there are candidates we take those into account there is the flexible workforce but there are also the clients of the organization the end clients what do we know about the end clients and what are we doing for the clients there are suppliers and if you look wider if you widen your scope you could also look at your immediate environment what are you doing for your villages for your cities and what are you doing for the wider society organizations are more and more part of a network and part of bigger ecosystems so we could say hey hr make sure you are relevant in and for the ecosystem number four the end of the employee what we have seen during the covet 19 crisis that employees have shown that they could very well act on their own in their teams far away sometimes from the headquarters and the managers controlling them employees and teams have experienced independence and they have experienced that they could be self-managing this is the long-term trend we talk still about employees as if we own them how should we motivate our employees why do our employees leave the end of the employee means that people become more independent and more equal to the organization so an important trend to watch and an important trend to take into account when designing hr interventions trend number five its very unfortunate that im not mark zuckerberg i saw a keynote of him a couple of weeks ago where he talked about the evolution of the metaverse and what he could do is say okay ill show it to you its not possible in this short video unfortunately but the metaverse is going to be very important in creating real fantastic experiences for people sometimes its called something like the 3d internet i dont think that justifies it all but its connecting real experiences virtual experiences and making life for people a lot more fun and real experience big implications for people at work and so start thinking how can you use the metaverse to increase the experiences for people connected to your organization number six i called forgiving technologies tech has boosted in the last years and weve seen many applications that are very useful still if you look at the technology the technology still is not very forgiving its forcing people to use a certain workflow it does not take into account how advanced or how digital savvy the user is what you see starting is technology that is able to adapt to the people that use the technology and i like that a lot so dont force people in workflows but lets see how technology can be so flexible that it really becomes a fantastic experience to use the technology lots of work to do but luckily we see an early early signs of this trend number seven recruiting for diversity what i hate is the war for talent and we still hear a lot about the war for talent oh its back again the war for talent we cannot find the people the great attrition people are leaving we cannot find the people if you look at the recruitment efforts of organizations they generally are still looking very very narrowly if you have people with specific skill sets or people in specific categories for example older people those people have fantastic skills you can use if you start using the skills as the building block and say hey where can we find these skills and are we really willing and able to attract people from a wider a diverse pool so recruiting for diversity very important very helpful and i dont believe theres the war for talent because theres an abundance of talent around us lets use it number eight its time for some real empathy we all see organizations and hear organizations and yes the people are very important and were really listening to our people and we often it doesnt come across as really serious its still organization first people second now its time for some real empathy really dive into and try to understand what drives people and how can we lets say make sure that the wishes needs and capabilities of people are used in our organization study design thinking and if you look at the design thinking process it always starts with empathize so 2022 lets show some real empathy as organizations and as hr in organizations another trend we see emerging is life coaching there were times a long time ago that organization said well we we cant deal with other aspects of our employees its about the work and what they do in their private life and with their family our friends etc is not of our concern thats changing we see organizations taking a broader interest and saying we want to help people to yeah to become better not only at work but also in their life so its about financials its about how to deal with other people how to grow outside work so life coaching of course has a lot to do with well-being not only well-being at work but well-being as a total person i think a very interesting trend to watch shr always loves to talk about hr ive included as the last trend for this year number 10 and thats about the split of hr we have seen it happening in the last years and that will evolve further hr will be split basically in three areas the biggest chunk is hr operations many people who are in hr today are in operations and they will be in operation running in a way the hr machine making sure the employee exp employee experience is fantastic and fast and its about a high level of services of course its also about automation hr operations the second area smaller is about hr strategy or the hr architects have people who are looking at the organization and say how can we wish our hr interventions help to realize our strategy and deal with our issues the third area for the moment is called people success helping people to become better people first as i said in one of the other trends so split in hr operations strategy and peoples success i have presented 10 trends to you it could have been 12 it could have been 20 but i selected these 10.

and i hope they can inspire you to look at your organization to look at your hr practices and see hey how can we use these trends in the end its not about the trends of course i im not advocating that you should use everything no as always first look at your big organizational issues and then try to be creative and see hey how can we use the trends to tackle the issues and to increase the impact of hr i wish you all the best and hope to hear from you soon take care [Music] you

Tom Haak: 10 HR Trends for 2022: From Adaptation to Transformation - Human Resources