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Top 10 HR Trends for 2021 - YouTube
Channel: AIHR - Academy to Innovate HR
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top 10 asia transfer 2021
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hi there and welcome to this hr trends
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video
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at the academy to innovate hr we
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interact on a daily basis with
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hundreds of hr professionals based on
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our interactions
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we have created our top 10 hr trends for
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2021.
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some of these trends are the inevitable
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result of drastic changes that
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organizations had to go through
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during the pandemic others are more
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long-term developments
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in the hr space each world however
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creates a lasting impact on how we
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manage people and how we work
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as a partner of the business i'm excited
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to get started so if you're ready i'd
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say
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let's dive in before we do so however
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please don't forget to like this video
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and subscribe to our channel
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home as the new office one of the most
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visible changes in 2020 was the global
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overnight shift to remote work for
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much of the workforce in recent years
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many of us have been getting used to
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working from home
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but only few organizations were really
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ready to go
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fully remote in a matter of days we
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believe that working from home or
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anywhere else once social distance
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measures are lifted
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will remain an important part of how we
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work
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companies like twitter square and
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capital one recently announced that
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working from home is there
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to stay even postcovid microsoft has
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also unveiled plans to adopt a hybrid
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workplace
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which offers employees greater
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flexibility once the pandemic subsides
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rethinking hr a logical consequence
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of the increase in at-home workers apart
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from a spike in office furniture sales
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and zoom accounts is the push for hr to
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rethink
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many of its practices activities like
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recruiting
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onboarding performance management and
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even firing decisions
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have relied on in-person conversations
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hr needs to reinvent current practices
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to effectively deal with these
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situations
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in a digital world more fundamentally
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the way we have designed and structured
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our organization will have to change
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many companies have already made use of
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online tools to foster a culture of
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togetherness
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despite the physical distance virtual
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happy hours have started to replace
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after work socializing regular
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departmental check-ins have become
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increasingly important
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in the coming year we may see companies
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beginning to test
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additional virtual structured
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experiences
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to simulate the camaraderie and
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exploration that was once only possible
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organically reinventing the employee
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experience
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the differences between joining an
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organization pre-kovitz
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and during covet are huge you have
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remote interviews
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at home assessments virtual get to know
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meetings and no
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informal coffee or smoke breaks that
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help people connect
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hr will have to redesign the employee
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journey
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and measure the virtual employee
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experience
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elements like work-life balance
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well-being connection
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and collaboration will be crucial both
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for employee satisfaction
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and for the optimization of business
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outcomes
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just as companies will continue
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experimenting with more
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informal ways of team building and
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socialization
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we may also see more formalized online
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connections
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and partnerships being piloted at
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companies
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all over the world for example
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conferences now offer networking
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opportunities online
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organizations could use virtual job
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shadowing for new hires over zoom
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or participate in rotating online buddy
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systems which help
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people connect and stay engaged such
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initiatives go a long way in reminding
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employees that they are not simply
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working in a vacuum
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alone at the desk but are part of a
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greater team
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perennials moving beyond generations
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in the past decade we have focused a lot
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on what separates
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the different generations in the
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workforce gen x
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y and z have all been analyzed written
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and talked about extensively scientific
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proof of intergenerational differences
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however
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remain slim in fact research
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increasingly shows that generational
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differences
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related to people's view on work and
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life aren't as big as we initially
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thought
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what people want from their working life
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purpose
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good leaders and professional growth
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doesn't differ all that much from one
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generation to another
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we believe will move beyond generations
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and see an increased focus on perennials
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a term first mentioned by gina pell
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perennials as she puts it
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are a group of people of all ages
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stripes and types who go beyond
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stereotypes and make connections with
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each other
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and the world around them to understand
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our workforce
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we should look beyond group differences
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and gather insights on the interests
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values and aspirations of individual
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employees
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this will also enable us to personalize
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how we manage people
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as hr professionals learning as a driver
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of business success
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precovit there was already a strong need
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for upskilling the workforce
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this need has only become more apparent
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unfortunately
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in the search for hr professionals with
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future oriented skills
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it is slim pickings rather than
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continuously searching for new talent
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the most efficient way is to upskill
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your hr team
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ensuring they have the expertise to
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secure success
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in a changing future for hr we have
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identified
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three key capabilities data literacy
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hr professionals need the ability to
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make data-driven and evidence-based
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decisions in order to be true business
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partners
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this involves the ability to read
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understand create and communicate data
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as
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information to influence decision makers
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business acumen hr professionals in all
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industries need to improve their
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business acumen
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they need to understand the business its
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strategy its customers and its context
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only when they have a deep understanding
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of the business will hr be able to add
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the maximum value
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and third digital integration digital hr
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offers the opportunity to drive hr
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efficiencies deliver the hr strategy and
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drive business impact through technology
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in our experience this is one of the
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biggest skill gaps in hr
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and one that has become even more
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pressing in this new
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and more remote reality hr
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in the driver's seat 2020 has not only
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seen a massive shift in the way
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businesses operate
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it has also posed significant personal
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difficulty to workers all over the world
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employees are worried about their health
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and that of their loved ones
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and tens about the security of their
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jobs while leadership is worried about
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what should be communicated and how
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while trying to head departments
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and model company values in the midst of
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all this chaos
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hr has been on the front line
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facilitating employees
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handling business requirements managing
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concerns and
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questions of their employees supporting
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them and focusing on people's mental and
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emotional well-being
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being at the center of the crisis is a
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big responsibility for any hr department
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in order to succeed in the driver's seat
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and maintain its newfound position into
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2021
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that means leading and accelerating the
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infamous digital transformation
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that's been an hr trend for years now
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effortless
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shared services most of today's hr
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transformations
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focus on hr self-service departments
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this trend has two sides first if your
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hr department still uses paperwork
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it should be digitized and second if any
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of your hr work is repetitive it should
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be automated
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both digitization and automation ensures
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that the hr professional
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maximizes efficiency when i asked in
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early 2020 at a conference who was still
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using some form of pen and paper for
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their hr administration
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many people raised their hands consider
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for example a supermarket change that
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keeps paper records of its employees
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imagine in an industry that experiences
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such high turnover
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how much time an hr professional wastes
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at both
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ends of the employee life cycle simply
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hunting through paperwork
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also imagine the frustration and
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headaches that a lost contract
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which is you know just a few pieces of
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paper could cause
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there is no better time to make the
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necessary transition to effortless
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shared services than today when on
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properly
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it will lead to a better employee
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experience and increased customization
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create room for personalization the
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shift we've seen this year
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and the way many of us work inevitably
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leads to people creating their own
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optimal work environment they arrange
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their workspace at home
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as they see fit and they might work
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outside traditional office hours if that
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suits them better
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when it comes to the actual work
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employees do it seems natural that
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they'll want to make some adjustments
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there too
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for example in terms of tasks skills or
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purpose
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this is where a concept such as job
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crafting comes in
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we believe that giving employees room to
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take ownership of their role
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will be essential for job satisfaction
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and productivity in 2021 and beyond
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boosting both employee success and that
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of their organization
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async analytics analytics is one of
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those oft-repeated topics that we've
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seen on hr trends lists over the last
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few years
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although people analytics is gaining a
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solid foothold in many organizations
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the impact of their findings is often
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still lacking
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we have three recommendations for
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organizations
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looking to ace analytics first measure
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data that matters
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although hr tracks a lot of data often
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there is a gap in the areas that add the
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most value
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a key concern for ceos for example is
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leadership
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hr tracks very little data in that
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regard other examples include training
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and development and performance
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management
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tracking value-adding data related to
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key problem areas in the organization
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will create more return second
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redesigning systems
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the fact that we collect litter data on
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key topics is indicative of a lack of
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strategic integration of our hr systems
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we need to have systems in place for
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those areas that help drive the business
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this can be a software-based point
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solution or can be
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enquired through regular surveys
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if that is the case they should be
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managed by a strategic hr survey
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management unit
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third hibp capabilities the single point
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of failure in organizations
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is often not the people analytics team
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it's
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often the hrbp who struggles to leverage
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data and people analytics insights to
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make change happen
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hibps should be told to read understand
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and communicate
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data as information for this to be
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solved
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by gathering and assessing data in this
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way
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hr will be able to ace analytics and it
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will have its own place between the
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different hr centers of excellence
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purpose-driven organizations as a result
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of the increase in
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at-home workers many employers fear a
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flag in productivity and commitment
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as the trend continues according to pwc
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79
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of business leaders believe that purpose
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is the key to success here
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purpose-driven organizations bring their
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purpose to the core of their
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organization
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this means that decisions conversations
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and behavior across
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all levels need to be integrated with
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that purpose
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a great example is barry wayne miller a
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global supplier of manufacturing
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technology and services
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led by bob chapman the company's guiding
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principles of leadership
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are we measure success by the way we
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touch the lives of others
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from a people perspective the company
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focuses on learning
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listening and empathy building and they
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actively work to create a service
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mindset for their team members
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other interventions include value-based
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recruitment organizations that do this
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assess to what degree the values of a
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candidate align with their
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organizational values
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hr professionals play an important role
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in integrating these practices
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and then continuously reinforcing them
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that's it for our 10 hr trends for 2021
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share your feedback in the comments and
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don't forget to subscribe to our channel
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to stay
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