Realization

• Human resource managers need many different types of skills. Being able to organize,
multitask, and communicate effectively, as well as having specific job skills, such as how
to run a particular computer program, and a sense of fairness and ethics, is crucial to a
successful career in HRM.
• The fast-changing nature of technology is also a challenge in HRM. As new technologies
are developed, employees may be able to implement innovative ways of working such
as flextime. HR managers are also responsible for developing policies dealing
with cyberloafing and other workplace time wasters revolving around technology.
Employee stress and lack of work-life balance are also greatly influenced by technology.
• Awareness of the changes in the economy allows the human resource manager to
adequately plan for reductions and additions to the workforce.
• The aging and changing workforce is our final factor. As baby boomers retire, there likely
will not be enough people to replace them, and many of the skills the baby boomers have
may be lost. In addition, having to work with multiple generations at once can create
challenges as different expectations and needs arise from multigenerational workforces.
Activity

Watch the video on The role of HR has evolved.

Meet the 21st century HR Leader

• https://youtu.be/ukmC6F0JvQw
Human Resources is at
the front lines of
employers’ response to
the COVID-19 crisis.
 As HR pros struggle to keep
employees safe and
The crisis is forcing almost informed, it helps to think
every business to about what changes will
immediately develop, adapt be more permanent and
or improve remote work how you’ll guide
policies and procedures. employees and
organizational leadership
through those changes.
Remote work will be a permanent feature for more organizations.

And that is a good thing, because in Luckily, for most employers, the
addition to workers moving to remote technology and communications
temporarily as we weather this crisis, many infrastructure needed for successful
will continue working remotely at least remote work are available to
part of the time after businesses re-open employees.
their doors.
Engaging a remote workforce

Keeping employees engaged, enthused and productive is one of HR’s most

valuable roles and, often, one of your team’s superpowers.

And research makes it clear that employees who feel that their physical and
emotional wellbeing is a real priority for the organizations they work for are
more engaged.

That translates into real money.

Two decades of Gallup research shows that highly engaged teams:

produce substantially better treat customers better and attract are more likely to remain with their
outcomes new ones, and organization than those who are less
engaged.
Unlike past days, modern HR professionals are considered
as pillars or leaders of an organization and they are
recognized for what they do.

The success of various initiatives within a company has

unseen hands of HR specialists who adjust and monitor
organizational activities in a timely manner. The mission,
values, vision, and goals of a firm are not just framed in
one day but as a result of constant and continuous effort
and dedication of the HR team.
9 Future of Work Trends Post Covid-19
June 16, 2022 Contributor: Jordan Turner and Mary Baker

Watch and Listen now:

https://youtu.be/U5qfgarKjaQ
Organizational Culture and Co
nnectedness Is in Crisis
 9 Future of Work Trends Post Covid-19
June 16, 2022 Contributor: Jordan Turner and Mary Baker

• The employee value proposition (EVP) must change for hybrid work and respond to
shifts in employee expectations.

• The last two years have had a lasting impact on the future of work. It’s imperative
that HR leaders evaluate the immediate and longer-term impact of these trends and
the degree to which they will change strategic goals and plans.
9 Future of Work Trends Post Covid-19
June 16, 2022 Contributor: Jordan Turner and Mary Baker

• “Chief human resource officers (CHROs) are facing historic challenges

from an exhausted workforce and a highly competitive labor market,”
says Brian Kropp, Distinguished Vice President at Gartner. “At the
same time, this environment creates an exciting opportunity for CHROs
to lead talent into the future and differentiate their organizations as
employers of choice.”
• These nine trends have a great impact on the employee experience,
which underscores how the HR must change and respond to shifts in
employee expectations.
 9 Future of Work Trends Post Covid-19
June 16, 2022 Contributor: Jordan Turner and Mary Baker

• No. 1: Hybrid work becomes mainstream

Hybrid work is here to stay. With 75% of hybrid or remote knowledge workers agreeing
their expectations for working flexibly have increased, there is no doubt that the future
is hybrid.

In fact, if an organization were to go back to a fully on-site arrangement, it would risk

losing up to 39% of its workforce.

You must create a new, human-centric model for the hybrid environment by
designing work around employee-driven flexibility, culture connectedness and
human leadership.
 9 Future of Work Trends Post Covid-19
June 16, 2022 Contributor: Jordan Turner and Mary Baker

• No. 2: There’s a shortage of critical talent

HR leaders are under more pressure than ever to fill roles with those with critical skills to meet
market needs and drive organizational change. While there’s an urgency to obtain scarce,
critical capabilities, there’s also an effort to optimize costs in the current economic climate.
To fill skills needs both effectively and efficiently, broaden the range of talent strategies under
consideration, either as part of your strategic planning or as needs arise.
For example, develop processes, norms and infrastructure that facilitate the mobility of
employees from their current roles to other existing or newly created roles within the
organization. This creates an internal labor market and makes it easier and more attractive
for employees to move jobs without exiting the company.
9 Future of Work Trends Post Covid-19
June 16, 2022 Contributor: Jordan Turner and Mary Baker

• No. 3: Well-being is a key metric

Traditional employee experience indicators, such as engagement
surveys and turnover metrics, aren’t showing the whole picture — for
example, measuring current experience or overall well-being — which
impacts employee performance and intent to stay. Although 70% of
organizations made additional investments in well-being throughout
the last two years, most employees are still not taking advantage of
these offerings. You must deliver on well-being as part of your EVP to
attract and retain talent.
How do you align HR strategy with business goals?
• The highly volatile business environment puts the HR function under
enormous pressure to identify strategies that drive enterprise success.
The chief human resources officer (CHRO) must break down business
goals into strategic implications, but they must also then define
priorities that realign HR function service delivery to create business
value.
How do you align HR strategy with business goals?
• For process, follow these five steps to create an effective human
resources strategy that supports enterprise business goals:
1.Understand your organization’s mission, strategy and business goals.
2.Identify the capabilities and skills necessary to achieve those goals.
3.Evaluate the current capabilities and skills of your talent and the HR
function, and identify gaps between the current state and future needs of
the organization.
4.Develop HR goals to resolve gaps and establish criteria for measuring
successful strategy execution.
5.Communicate the HR strategy.
How do you align HR strategy with business goals?
• This strategy will drive the strategic plan and any HR transformation
initiatives required to move the HR function from its current to its
future desired state. To do this successfully, you will need to:
• Understand how well your functional capabilities and the HR
operating model are performing in their current state
• Identify next steps and resources required for short-, mid-and long-
term plans
• Ensure continuous alignment of strategy and resources to capture
market opportunities and respond to volatility as needed
How do future of work trends affect HR strategy?
• It has always been critical for CHROs to prepare their organizations
for the future of work (changes in how work gets done, influenced by
technological, generational and social shifts). But the pandemic era
has reinvented the future of work in new and unexpected ways —
from increasing demands for a more
human-centric employee value proposition and more seamless
employee experience to tough-to-diagnose employee turnover.
How do future of work trends affect HR strategy?
• In 2022, several key trends will require a strategic response from HR leaders.
They include:
• The growing likelihood that elevated turnover levels could become the norm,
turning the Great Resignation into the Sustained Resignation
• The ongoing challenge to affect hybrid work models to the benefit of both
employers and employees
• The need to offer a more human and purpose-driven employment deal to
respond to peoples’ increased demands for more personal value and purpose
from both life and wor
• Fairness and equity becoming the defining issues for many organizations,
including who has access to flexible work conditions
The Great Resignation is not over: A fifth of workers plan to quit in 2022

The Great Resignation, a term coined in

May 2021, describes the record
number of people leaving their jobs
since the beginning of the pandemic.
After an extended period of working
from home with no commute, many
people have decided their work-life
balance has become more important to
them.
The 2022 Workplace Trends That Business Leaders Must Address January 31, 2022 Contributor: Brian K

• Executives will have to contend with unfairness in the employee experience,

COVID-19 vaccinations, the war for talent and employee well-being.
In short:
• With continuing changes around hybrid, annual compensation and societal
issues, work will continue to be volatile in 2022.
• We’ve identified the top trends that will shape the workplace in the year ahead.
• Leaders across the organization should be mindful of and get out ahead of these
trends if they wish to retain employees, maintain business continuity and achieve
strong performance.
The 2022 Workplace Trends That Business
Leaders Must Address January 31, 2022 Contributor: Brian Kropp

• In 2021, many people expected the world to return to “normal,”

including employees going back to the office. In fact, work in 2021
was more volatile than anyone could have predicted, with new
COVID-19 variants, major divisions around vaccination, a massive
war for talent and quit rates reaching an all-time high.
• Volatility will continue to increase in 2022 amid continuing changes
around hybrid work, annual compensation and societal issues — and
these five trends that will shape the workplace.
 The 2022 Workplace Trends That Business
Leaders Must Address January 31, 2022 Contributor: Brian Kropp

No. 1: Fairness and equity will be the defining issues for organizations.
• Debates that have fairness at the core have become flashpoints in society. According to our analysis of S&P
500 earnings calls, the frequency with which CEOs talk about issues of equity, fairness and inclusion has
increased by 658% since 2018. Questions include:
• Who has access to flexible work, even within the same organization?
• Should organizations adjust compensation for employees who move to locations with a lower cost of living?
• As new employees command a compensation premium, is it fair to pay them significantly more than their
established peers?
• With companies offering new, targeted investments for specific segments of their workforce (e.g. additional
financial resources to support employees with children), what should other employees receive in-kind?
• In 2022, executives need to address how they are managing fairness and equity across the increasingly varied
employee experience. In fact, this is the No. 1 priority for HR executives this year.
The 2022 Workplace Trends That Business
Leaders Must Address January 31, 2022 Contributor: Brian Kropp

No. 2: Despite a strong push from the global government administration,

what is the response among significant number of employers in adopting a
vaccine mandate and on testing.
• In January 2021, our benchmarking survey revealed less than 2% of
companies were planning to implement a COVID-19 vaccine mandate. That
number steadily increased throughout the year before plateauing at the end of
2021 at less than 50%. Even with the rise of the Omicron variant, 2022 will
not see a significant increase in the number of companies putting a mandate
in place. Instead, concerns around a vaccine mandate connected to
mass turnover, court battles and personal liberty will lead roughly half of
large employers to maintain a testing option in order to comply with the
Biden administration’s rules.
The 2022 Workplace
Trends That Business
Leaders Must Address
January 31, 2022
Contributor: Brian Kropp
The 2022 Workplace Trends That Business
Leaders Must Address January 31, 2022 Contributor: Brian Kropp

No. 3: To compete in the war for talent among knowledge workers,

some companies will shorten the work week rather than increase pay.
• Gartner research reveals that in the U.S., 2021 salary increases averaged
more than 4%, compared to a historical norm of 2%. However, when we
also consider inflation, real wages have declined.
• Rather than trying to win the war for talent by increasing compensation,
some employers will reduce the number of hours employees work to
justify keeping compensation flat. This gives less liquid employers a
better chance to compete with organizations that offer higher overall
compensation but don’t offer reduced hours.
The 2022 Workplace Trends That Business
Leaders Must Address January 31, 2022 Contributor: Brian Kropp

No. 4: Employee turnover will continue to increase as hybrid and remote work
become the norm for knowledge workers.
• Flexibility around how, where and when people work is no longer a differentiator;
it’s table stakes. Employers that don’t offer flexibility will continue to see increased
turnover as employees move to roles and companies that offer a value proposition
that better aligns with their desires.
• Unfortunately for many organizations, increasing flexibility
will not slow turnover in today’s tight labor market. Employees who work in
hybrid or fully remote capacities have fewer friends at work, and thus, weaker social
and emotional connections with their colleagues, which makes it easier for them to
quit their jobs. Plus, hybrid and remote work will expand the pool of potential
employers as the impact of geography decreases. The Great Resignation will shift
to the “Sustained Resignation.”
 The 2022 Workplace Trends That Business
Leaders Must Address January 31, 2022 Contributor: Brian Kropp

No. 5: Managerial tasks will be automated, creating space for managers to build more
human relationships with their employees.
• The manager-employee relationship has become more important than ever. For hybrid and
remote workers, managers are the primary connection to their employer and play a significant
role in their employee experience. Managers are also the first line in surfacing and elevating
fairness concerns, and they can be the difference between highly public walkouts and co-created
solutions to employee concerns.
• At the same time, HR tech vendors have been creating products that replace a number of
repeatable managerial tasks, such as scheduling, approving expense reports and monitoring
direct reports’ completion of tasks. The next generation of technology will start to provide
performance feedback and support employees in building peer-to-peer connections, for example.
• With this growth in automation, companies will be faced with a choice: Decrease the number of
managers or change the expectations of what it means to be a manager.
Conclusion

If you are looking to become a

great HR professional, you need
It needs more creativity,
to understand that there are no
strategic planning and more
set guidelines for the roles and
importantly doing what is
responsibilities of HR in a
actually needed in an optimal
company. Even when the job
way at the right time.
description demands a few, the
role is not just limited to it.