That time of the year came! It’s time for a new year which awaits us with new adaptations and transformations! Of course, these changes and developments are affected by the events of the previous years.
If we consider the year 2023, which we can now count after the pandemic, in terms of HR, what kind of conditions are expected in business environments? We compiled for you from Forbes:
1- Submitting remote/hybrid working policies
With many people starting to work from home during the pandemic process, it has been better realized that there is no need to go to the office for some jobs. So much so that companies that made it necessary to return to the office after the epidemic subsided, received a reaction from their employees. Employees reported feeling happier and more productive while comfortably working from home. That's why in 2023, more companies are expected to offer their employees remote or hybrid work options to stay competitive and recruit and retain talented employees.
It is also expected that virtual offices, which will be created by utilizing virtual reality (VR) technology for remote/hybrid working models, will become popular in business life. (Dank,2022)
2- Establishing a "people first" culture and general well-being in the workplace
Most employees are now reporting increased levels of both workplace and personal stress. With this expression, they may mean that they feel burnt out, unappreciated, underpaid, or not respected. If ignored, these emotions can inevitably reduce productivity or cause resignation. To prevent these from occurring, it is anticipated that more companies will adopt a "people first" culture: a corporate culture that does not fail to make employees feel valued and respected.
3- Providing childcare benefits
Childcare has a huge impact on working parents' productivity and engagement at work. As the expense of childcare increases and caregiver availability becomes more difficult, many parents leave workplace early, out of necessity to care for their children at home.
4- Using algorithms and data in the decision making process
In order to make informed decisions about employees, HR professionals can use data collection on key metrics and algorithmic managers driven by AI technology. Algorithmic managers can be an indispensable tool for handling large amounts of data, and they will become increasingly popular assistants for the complex decision-making process that falls on the shoulders of HR professionals.
When programming and hiring algorithmic managers, it is important to ensure that any bias in pre-existing HR data is not integrated. In this way, the new or rewritten algorithm supports the principles of diversity, equality and inclusion.
5- Improving conditions for deskless workers
According to the Oliver Wyman Forum Global Consumer Sentiment 2021 Survey results, many deskless workers left their jobs due to poor conditions and pay, but would consider staying if conditions had improved. Taking this data into account, companies can prioritize better compensation packages, opportunities for upward mobility and career advancement, greater program flexibility, and improving work-life balance in their company goals.
6- Creating purpose-oriented organizations by using social media effectively
As the influence of social media continues to grow, companies are rapidly realizing the importance of their social media presence and image in relation to their vision and corporate goals. The HR department head and other HR professionals can use social media as a tool to manage and promote the company's mission and brand.
7- Investing in leadership development, skills development and training
Investing in leadership development has already become a critical component of HR responsibilities and will continue to grow in importance in 2023. To stay competitive and keep productivity high, companies need leaders who are knowledgeable in both technical and social skills.
Employees prone to choose employers where they can learn and give them the opportunity to improve. HR can create training programs, skills sessions, interactive leadership training, and events that offer mentoring opportunities to help foster an environment focused on positive interpersonal relationships, productivity, and performance.
According to Tom Haak, hierarchical leadership order in companies will be shelved in the long run. Emphasis will be placed on the ability of each employee to become a leader on their own for common company goals when it’s needed.
8- Considering diversity, equality, inclusiveness and belonging (DEIB) factors in workplace culture
Diversity, equality, inclusion and belonging (DEIB): an increasingly important initiative to eliminate discrimination, prejudice and harassment and to create a diverse workplace that fosters innovation and growth.
As keİken, we recommend you to consider these trends in your new company goals that you will set in the new year, and we wish you a happy new year!
References
Comments