I’ve been having some great chats with my newly recruited Chief People Officer, Kelly McGowan on my new podcast called The HR Zone. She’s been talking about how important it is to take HR seriously and give it the kind of investment it demands. And I got to thinking that it has never been more important to have a handle on HR than right now – 2023 is going to be a year of change – so what are the trends in HR? And how can we make sure we turn these challenges into opportunities?
1. Putting well-being first – making sure people have emotional and financial security
There’s a growing trend towards well-being – but it’s not just touchy feely. You need to provide financial as well as emotional well-being. You also need to show you take your responsibility seriously. So, it’s crucial for HR to focus on employee wellness this year.
This could mean anything from thinking up more responsive bonuses to offering travel loans, from help with home-working office furniture and IT, to an employee assistance programme. Having a carefully thought-through well-being policy helps open up discussions, so you can find out how you can help your people when they really need it.
2. Embrace hybrid working – there’s no such thing as 9 to 5 anymore!
The dreaded pandemic brought about quite a bit of change in how and where people choose to work, with quite a few employees now placing a greater emphasis on flexible working.
So, HR will need to keep an eye on the Flexible Working Bill, which is currently progressing through the UK Parliament. It’s designed to give employees the right to ask for flexible working from day one of employment. It’s likely that this will become law, so you need to start preparing now.
3. It’s all about upskilling – getting the most out of your people!
The people who work for you – if they’re any good – are probably looking to develop their skills and move their career on to the next level. And if you don’t provide the right opportunities, chances are they will go elsewhere. What’s more, right now, there’s a serious skills shortage.
Global talent shortages reached a sixteen-year high last year with as many as three out of four employers reporting serious difficulty finding the talent they need. You will need to prioritise training and upskilling to make sure your people look to your organisation for their advancement, and not simply move on. It’s simple maths – replacing people is not only difficult but costly in terms of both time and money.
Investing in professional development for your people – with clearly defined career pathways – can make them feel more valued. And if they can see there’s a plan for their long-term professional success, they’re less likely to jump ship for short-term financial gain.
4. Automation – here come the robots!
We’ve all seen the impact of Chat.GPT – and copycat apps like Google’s Bard. The jury is out on whether they can actually replace human activities completely – there are some real advantages, but some downsides too.
Chances are, some of our more routine tasks will be taken over by AI in the near future, and this will have an impact on your teams – and there will be implications for HR.
The way your business takes advantage of innovative tech like AI, Big Data, Machine Learning and Cloud Computing, can have an impact on your workforce. Do they feel undermined or empowered? Will they be able to use innovation to free up time for more complex tasks or could it distract people from their jobs?
You will need some serious HR advice to navigate this new technology. Get it right and AI can take over routine work, you’ll be able to focus on creating more meaningful, rewarding work and a better employee experience bolstered with strategies to support employee wellbeing.
5. Unearth the skills you already have in your team.
Smart HR helps you get the most out of your people. Clearly, it makes no sense to have someone on your payroll and not use them to their full potential. Good HR can help recognise and identify skills and abilities, and then help you manage them effectively. This can really help you as you grow because you may already have the skills you need right now, in your organisation.
A business with its own modern, responsive HR manager can help you discover the talent you already have within your workforce. They can quickly perceive these skills and abilities, bring them out, and nurture them. That way you can get the most out of the people who work for you.
Third parties or HR agencies can never be in a position to do this as effectively. A fully-fledged HR specialist within your organisation brings a more strategic, thorough overview of your team’s true resources.
Having a dedicated HR executive on board shows that you are as good as your word – when you say you value your people, that their well-being is important, and that you want to enable and empower them – an investment in an experienced HR professional proves it.
To conclude – you need to invest in HR as a driver for growth
Understanding contemporary HR is a minefield of terminology, regulation and legislation. The last few years have seen huge behaviour changes in the workplace with issues like quiet quitting, hybrid home-working, well-being and flexible hours. This has meant that workplace culture has changed too.
So, it is vitally important that you have someone who is skilled and professional to handle your HR who understands how modern work practices and behaviours can impact your business.
Looking for expert advice to help you grow your business? Get in touch today.
