Changes In The Workplace To Be Expected In The 2020s

As we near the end of the disease outbreak in 2022, we're ready to look ahead and reflect on the practices and solutions we all used during the outbreak. Because history is a great educator, we can confidently establish how to navigate all workplace changes and eventually transition into the new normal.

 

HR in 'Moneyball'

The most important skills for HR professionals will be soft skills, such as quickly identifying and implementing problems and solutions. Effective communication at all levels is required, especially in a remote setting. A problem-solving approach will require a comprehensive description in a language that will make sense to the person you're speaking with.

Other capabilities that make HR a more important player include:

• Analytical thinking and attention to detail - converting data from hiring managers, datasets, economic and recruitment trends, and so on into useful guidance for your organization's hiring plan.

• Employee personas entail defining your "ideal" employee and developing a recruitment strategy for attracting those individuals.

• Creating scenarios and strategies and putting them into action

All of this must be supported by a steady stream of high-quality data. The HR department's goal in doing so will be to address individual's needs in greater detail, but also to establish a strategic concept to potential issues and obstacles, such as safety and health issues associated with working from home, a strategy for hiring at scale, or the development of a new policy.

Collaborative relationships with IT, business analytics, and other data-focused teams may solve these sticking points, even in the long run. Human Resources is now:

• Gaining access to and trying to recruit a new type of labour with unique needs and requirements

• Requiring solutions for new advancements like virus strains, vaccinations, etc.

• Considering the increasingly loud demands for more diversity and equality;

• Making serious numbers into statistics and reports.

Because they must accommodate a diverse, talented workforce and new communication channels, the new procedures and solutions must be standardised, reliable, and adaptable. The need for faster and better judgment and problem-solving, with a lean and efficient HR team and budget, while incorporating new developments, has pushed another department to the fore - IT and data.

 

IT in all departments

The past decade saw a substantial increase in the digital economy, and IT rose as a primary function alongside it. IT is developing automation to support workers rather than replace them. "You're getting augmented; you're not getting replaced," says Josh Bersin.

The abrupt shift to remote work in 2020 revealed capacity issues in numerous workflows: some long-awaited workforce changes were accelerated to allow for successful remote work. IT experts benefit from closer collaboration with other departments as well: they have become multidimensional workers, not just IT specialists. Soft skills are more crucial than ever, particularly when working with leaders.

Closer collaboration with employees and the need to overcome obstacles quickly adds value to everyone's role. And the critical goal is to improve and standardise data distribution across all departments, including HR.

 

Departments are being redefined

Working remotely and being able to manage labour - which can now be located anywhere in the world - will necessitate completely redesigned and defined workflows, such as simple roadmaps, flowcharts, obviously identified procedures, concept maps, and other innovative solutions to recruitment, cross-departmental projects, safety procedure development, and other standard corporate processes.

Employees now have more significant influence and better engagement thanks to the trend toward "flatter" organisational structures, as they can work directly on alternatives for their unique needs. These tasks frequently necessitate collaborative efforts with other departments. While this used to be as simple as walking down the hallway to your colleague's desk or office, things may become more difficult in a remote setting.

 

Going (completely) remote

Even after the pandemic has passed, workers will most likely be able to choose where they work. According to a Microsoft study, 46% intend to relocate because work is no longer primarily attached to a physical place. The transition to remote work was also one of the most significant workplace changes identified in our New World of Work survey.

This can benefit employers and candidates by providing access to a larger talent pool. Similarly, tools are being invented to streamline recruitment on both ends, making remote work more convenient for candidates and HR professionals. Remote work also sparks discussion about reimbursement for Internet fees, utilities, and other workspace expenses.

On the other hand, a geographically separated work environment introduces new challenges. It necessitates a constructive attitude to re-skilling or up-skilling on all levels, focusing on soft/social skills, asynchronous communication, and resilience. This will encompass current employees (particularly in HR, Management, and IT) and job candidates.

Nonetheless, candidates and employees can now utilize all of the above to their advantage, and there appears to be a new general term for it: work flexibility.

 

Flexibility is becoming more popular

The main consideration in 2020-driven changes was efficiency and employee and management trust. Both remained elevated during lockdowns.

Following this success, flexibility is becoming more popular in 2021 and beyond. Workers have more control over their time and careers, resulting in more employee involvement and better performance.

Working with ambiguity, being 'on standby' for additional legislation and guidelines, etc., are all disadvantages - but, as with any new trend or development, new procedures and guidelines are introduced and adapted.

 

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