The role of HR managers has evolved significantly in recent years, culminating with the outbreak of the COVID-19 pandemic, when the HR manager became a true strategic partner within their organization. Even this year, HR leaders must continue to focus on the changes brought by the pandemic, while also not losing sight of other priorities dictated by the challenges in the labor market.
Setting goals for the upcoming period is the absolute priority for HR professionals at this moment. According to a study by Gartner, HR professionals should focus on the following directions this year:
1. Developing Key Skills and Competencies of Employees
Recently, with the increasing digitalization and automation of processes, workplace competencies are continuously changing, with many becoming outdated. Annually, the total number of competencies required for a single job increases by 6.3%, which has become a real challenge for both HR managers and employees. To keep employees connected to all the technological changes and more, HR managers need to organize various training sessions and courses.
Although it involves costs, employee training comes with multiple benefits, as well-prepared employees are a valuable asset for any company.
2. Positive, Change-Oriented Management
Most employees are exhausted by the changes that have occurred recently, many of which were caused by the pandemic. This does not mean that HR managers should stop making changes, but rather they should choose a different approach to communicate these changes to employees.
An example of this is involving employees in various actions related to the future of the organization. By focusing on what works well within the company, you can ask employees to share their vision on the process you intend to change or improve. This is the first step toward directing employees’ attention to positive aspects of what needs to happen.
3. Strengthening Empathy at the Middle Management Level
With the pandemic, employees’ desire to feel understood and appreciated has increased, so HR managers need to work on the level of empathy shown by managers towards their subordinates. At the middle management level, in particular, empathy is extremely important because when employees feel heard and understood by their direct manager, they begin to trust not only that person but also the company they work for. Besides trust, empathy can bring out the best in employees, as they will show their true potential when completing their tasks if they feel appreciated.
4. Identifying a Clear Strategy Regarding the Future of Work
The effect of the pandemic on the workforce will be long-lasting, and HR leaders need to create a clear strategy regarding future plans.
Before laying the foundation of a strategy, any HR manager must first identify the most important issues facing the organization and what new trends in human resources can lead to solving these problems.
Additionally, to recognize HR trends that can add value to their organization, HR managers need to reevaluate all HR processes carried out in the company and focus on activities that add value to the company, while also attempting to automate time and resource-consuming processes.
5. Progress in Diversity, Equity, and Inclusion (DEI)
Alongside the expectations for greater empathy and a friendlier work environment, there is increasing pressure to improve equity and inclusion within organizations. To make real progress in this area, the role of HR managers is crucial. They should focus on developing an inclusive organizational culture and redefining the criteria leaders consider when making major decisions impacting employees. To ensure that managers adhere to DEI practices, these practices can even be included in the performance evaluation process.
When the workspace is diverse and inclusive, and employees feel appreciated because their unique and different characteristics are respected, any company, regardless of its size, stands to gain significantly.