In a recent survey, 90% of the Chief Human Resource Officers (CHROs) have agreed upon significant changes in the general HR operating model within two to three years (Source: McKinsey). What does this mean? This means that the world of work will see a significant level of overhaul in 2023. The employee-employer relationship has already seen a lot of changes due to the enhanced level of digital transformation brought about by the forced environment created due to the pandemic.
As a part of the industry, rather than running away from this changing scenario, we should see it as an opportunity. HR professionals have played an essential part in tackling various challenges like inflation, economic slowdown, and even the pandemic. Therefore, if sufficiently empowered, HR professionals can create a remarkable impact.
We need to understand the changing trends and ride the tide to anchor our organizations at the right dock. The following are the five major trends we should be aware of as Human Resource professionals. Some have been in the scenario for a while, but the latest developments have enhanced them. The others result from dynamic changes organizations have been through or are persisting.
1. A focus on the happiness quotient or overall well-being of the workforce
Organizations across industries face a disguised crisis; employees have reported adverse impacts due to work-related pressure or stress, especially post-pandemic. On the other hand, employees are also getting anxious about inflation, wherein most of the workforce is worried about their pay and perks being unable to cope with the rising prices. It also includes the burnout reported by HR professionals, especially for a couple of years.
The first HR trend in this year will be for the organisations to get more accountable for this burnout crisis and focus on the happiness quotient of the employees. This is not only just the right thing to do but also a great move to re-energize the workforce. Therefore, we at ESDS have introduced an automated process that helps in checking the employee pulse time and again, which we call the Happy-o-meter. It allows employees to rate their day at work which is then monitored by the team.
The first HR trend this year will be for organisations to get more accountable for this burnout crisis and focus on the happiness quotient of the employees. Therefore, we at ESDS have introduced an automated process that helps in checking the employee pulse time and again, which we call the Happy-o-meter. It allows employees to rate their day at work which is then monitored by the team.
2. Rightly managing the workforce with a proper ecosystem
In the coming years, HR will have to start managing the complex manpower ecosystem. It will include managing permanent, contractual, freelance, and other external contributors. At ESDS, we have focused on moving from employee experience to employee happiness; we’ve named it just tapping on the happiness hormones wherein the day-to-day professional lives of our workforce are evaluated. As an organization, we ensure that every individual gets mental and physical breathing space.
3. Adequately infusing technology to streamline the overall process
The situations where HR professionals needed to dig deep inside hefty paperwork to evaluate the performance of any employee are things of a bygone era now. Infusing the right technology at the precise touchpoints is a need as it is high time for the work evaluation process and relative pay and perks or appraisals to be automated.
Most organizations have adopted the change, but some still need help to avoid the laborious process. It is a matter of some software and systems being implemented to automate the process. This will save critical human hours and provide adequate transparency about the process to both the workforce and the HR professionals.
4. Making organizations purpose-driven
In the near future, creating a purpose-driven organization will also be one of the main areas of focus for HR professionals. This is because, in recent times, the rising importance of purpose in present-day organizations has been one of the fundamental changes we’ve witnessed. The driving force behind this change is the changing work environment amidst and post-pandemic, the increased automation, the changes in the working demography, and the psychological changes in perception towards the work expectations.
5. Personalization of experience across the employee lifecycle
A lot of emphasis has been placed on Diversity, Equity, and Inclusion (DEI) and most influential organizations are highlighting their DEI activities on various platforms, including their website, making it more visible. This is mainly because one of the critical HR trends of 2023 will be HR professionals stepping up their game in building more personalized human resource practices. Giving a personal touch has shown to be the most popular and effective method. Personalisation remains crucial in the realm of automation because we are managing individuals to play their respective roles precisely in a team for a symphonious outcome.
One of the critical HR trends of 2023 will be HR professionals stepping up their game in building more personalized human resource practices. Giving a personal touch has shown to be the most popular and effective method. Personalisation remains crucial in the realm of automation because we are managing individuals to play their respective roles precisely in a team for a symphonious outcome.
As HR professionals, we are on the brink of a busy year and looking ahead at another couple of years that might throw similar dynamic challenges toward us. We need to be ready and fully aware of whatever comes on the radar so that our voyage towards a more organized and seamless functioning of the manpower reaches the perfect destination. After all, organizations are run by this manpower and we have a very crucial role in managing it. Therefore, we need to ride the ideal tide at the perfect time so that we don’t miss our flights in capitalizing on these trends and getting the best out of them.
Author: Komal has acted as HR head of ESDS software solutions Pvt. Ltd, where she is credited as a woman behind fostering an innovative mindset at the workplace
Number of employees: 989 Employees Name of the founders: Piyush Prakashchandra Somani Business line: ESDS Software Solution Ltd. is amongst India’s leading cloud service and end-to-end multi-cloud requirements providers.
Hiring Pipeline: 400
CAGR of workforce growth: 8% in 3 years
Key HR differentiating factor: Wellness Oriented organization, Diversity & Inclusion, ESOPs also for Facility Management(Gardener, Driver, stewards), Flat Structure organization, Culture of happiness & Great Place to Work