A well-run human resources (HR) department will be vital to any business. They are accountable for hiring applicants and bringing in the best competent ones and keeping talented employees after they are hired. The strategies HR departments employ to find and keep employees in the company are constantly changing , particularly during this “new normal” created by the COVID-19 pandemic.
These are the 10 trends in HR that businesses should be aware of when we move into the year 2021 and what changes organizations should make to stay in tune with the changing needs of HR.
1. Companies will prioritize diversification and diversity initiatives.
The Black Lives Matter movement and other efforts to promote social justice in 2020, numerous employers and HR departments have changed their minds in regards to the importance of the importance of diversity and integration (D&I) at work. Being a multi-cultural and inclusive workplace isn’t only the best choice, but it could also help your company. When properly implemented, diversity and inclusive training initiatives and strategies can help to attract talent and engagement of employees and productivity, reputation of the company, and employee retention.
By 2021 HR employees will be paying more focus on their D&I initiatives with regard to attracting new employees and making sure they have a secure and welcoming environment for their employees.
The most important thing to remember is to implement D&I initiatives to attract the best talent and improve the overall experience.
2. HR departments will use the latest technology for automatized HR process.
Jared Rosenthal, CEO and co-founder of StaffGlass, the Automated Onboarding and screening software StaffGlass HR departments have experienced massive growth in their push to the use of cloud-based applications to simplify and manage their workflows and that trend is predicted to grow by 2021.
While many businesses already utilize applications for some aspects of recruitment and onboarding processes The coronavirus outbreak has created a greater need for digitalizing these processes. HR departments in 2021 are expected take on virtual HR processes, such as remote recruitment and automatized onboarding.
“The closing of this pandemic by 2021 won’t slow the pace of automation in HR functions,” Rosenthal told Business News Daily. “It’s straightforward If you want to be competitive in the post-pandemic era it’s imperative that you move as much of your HR processes to in the cloud possible as you can, even seemingly off-line HR processes such as testing for drugs and occupational health tests prior to employment.”
HR processes for small businesses are not exempt from the necessity for efficiency, technological innovation, and cloud-based computing, He added. HR management must consider the possibility of remote hiring and taking on new employees.
Important takeaway: The application in HR technologies to simplify recruitment and onboarding procedures will continue to grow by 2021.
3. Teams will adjust for the potential of remote work.
In the event that the coronavirus epidemic forced companies to shut the doors of their establishments in 2020. In-office employees were forced to work remotely. The initial change in the workplace has turned out to be a permanent solution for numerous companies. While some companies are having their employees stay at home for safety and safety reasons, others will decide to make the plan over time because of employee demand.
“Employees enjoy the flexibility of the schedule and lack of commute, which means they have more time to spend time with the family,” said Angela Rochester Assistant General Counsel and human resource expert for Engage PEO. “Employers should utilize technology in the best way possible to ensure employee engagement.”
In 2021 HR professionals will need to think about what technologies and solutions can help them to build a successful remote workers for the long term. They will also have to take into consideration what HR practices will be affected by the ongoing incorporation of remote working. For instance, Rochester said that HR employees must ensure that remote workers keep track of their time and ensure that timekeeping policies are not violated.
“The effect of a flexible schedule could result in an extended working day as employees are required to perform work outside of the normal working hours. This could result in wage and hour issues since employers have to pay for any hours of work that employers are aware of that they believe was completed, which includes tasks that are performed remotely or at home,” said Rochester.
Important takeaway: Prepare to adjust to remote work, using new technology and new policies.
4. Employers are expected to maintain the the company’s the culture and employees’ engagement.
Businesses with a complete, or a portion of remote employees must think of new ways in order to keep employees on the move and practically maintaining their company’s culture. With no physical place to meet with colleagues Employees may feel disengaged or bored, particularly the newly hired employees.
“Maintaining employee engagement is vital since remote work is expected to continue through 2021 and beyond,” said Nicole Reid who is director of people manager at Xero. “To keep people motivated, they must to have a sense of goal. It is essential that each employee is aware of the direction of the business, and how their role plays a part in it.”
It is possible to boost employee engagement and your culture by holding meeting in virtual format and hangouts taking surveys of employees and expanding the internal communication. Be aware that many employees are beginning to suffer from fatigue from online meetings It is crucial to work with your team members to determine the ideal balance.
The key takeaway is that in 2021, you’ll need to make sure that you keep your remote employees engaged with vision alignment and virtual meetings, as well as clearly communicated messages and worker surveys.
5. Employers should be concerned about the wellbeing of their employees.
Health and well-being are hot subjects at the moment, and for good reason. Employers are aware, more much more than ever before of the significance of employee well-being and its impact on business performance. However, during difficult and unstable times such as the onset of a pandemic, employee health will likely decrease or fluctuate. Employers and HR professionals should be focusing on improving the wellbeing of employees as they adjust to the “new normal” in 2021.
“Small business leaders need to take action to improve their employees’ well-being and engagement, probably in ways they’ve never previously had to,” said Reid. “They need to find ways to create a more flexible and healthy workplace and ensure mental health and wellbeing during some most difficult times we’ve experienced.”
The business leadership team can help enhance the health of their employees and well-being by keeping their employees’ health and wellness in mind by maintaining transparency and regular communication with their business.
“Make sure people aren’t overly exhausted and burnt out,” Reid said. “Have conversations to know the mood of your team and the things they’re up to.”
Reid also recommends small-business owners to take charge by example. Take some necessary time for self-care and establish limits and expectations so that your team can follow your lead.
Important takeaway: By 2021 it will be a lot more importance given to communicating with your team members about how you can assist them in their health and well-being.
6. HR teams will alter the benefits of employees.
The epidemic caused employees to request a new set of benefits and work arrangements. In order for employers to provide the most efficient possible health and advantages options for their employees as well as the changing needs of employees in the back of their minds. For example, perks such as free meals and commuter benefits are becoming non-essential, while employees are now putting more emphasis on other benefits, such as health insurance and health programs. Reid also recommends helping employees by providing flexible working arrangements by 2021.
“Enable flexible workhours, regardless of what it means for the person,” Reid said. “Some parents with young youngsters, for example, might have to manage caregiving and working during their daytime hours, and being able to work at night instead might be a way to reduce stress. One of the most important things to remember is that everybody is unique and has their own situation and it is important to start the conversation, listen and do things that help.”
Important takeaway: Employers should provide workers with benefits that they need including increased healthcare coverage as well as flexible work schedules and wellness and fitness programs.
7. Employers are subject to COVID-19-specific Paid sick days and accommodations.
As the number of cases of coronavirus increases and spreads, employees are likely to be requesting time off to be quarantined and identify. While COVID-19 isn’t yet an official as a disability as defined by the Americans with Disabilities Act (ADA), Rochester said employers have to be able to accommodate their the COVID-related disability of their employees which could create new or unique conditions for their work environment.
“Employers must continue to conduct the same thing they do normally in relation to requests for accommodation and determine the limitations disabilities impose on an employee’s job-related duties. engage in an open dialog to determine if there is a reasonable accommodation and when the circumstances demand the provision of an accommodation,” Rochester said. Rochester.
In addition, many states and local authorities have expanded their laws on paid sick leave to cover COVID-19-related motives.
“Employers must be aware of the rules regarding paid sick time for the areas in which they operate to be able to amend their policies accordingly and be aware of the laws that apply to COVID-19-related sickness time” stated Rochester.
The most important thing to remember is that it is essential for firms to keep current with latest rules and laws that govern employees’ rights in relation to COVID-19-specific earned sick days and accommodations.