Read on for the year’s human resources trends and where they could lead.

  1. The employee experience will be reborn

Human resources now cover everything, including health, safety and personal comfort.

Plus, other areas of the business, apart from the human resources team, will step up to own the direction of the employee experience.

There will be company-wide initiatives, strategies and programs that will aim to keep employees well, productive and aligned.

Wellbeing will continue to be a focus in 2022, particularly in technology and policy.

Feedback will need to be constantly gathered, assessed and acted upon.

Marketing have gathered similar data for years, such as market segmentation data for audience targeting, follow up surveys and Net Promoter Scores.

However, will acting upon employee data regularly be too reactive?

Discussing a core set of values that reflect the company direction, before getting the wider staff involved, may be the key.

Values need to give employees:

  1. Believing- find personal meaning from the work
  2. Becoming- learn and grow from work
  3. Belonging- foster positive relationships at work.
  1. Skill mapping will improve employee retention

For companies, the supply of talent impacts how easy or difficult it is for them to find appropriately skilled workers.

For employees, the talent supply dictates how easy or difficult it is to get a job, impacting if they will go elsewhere to a new company or career.

Other factors include the level of investment in reskilling, the extent of technology use and how much contract labour is used to fill gaps.

Some key issues in filling available roles that need to be overcome in 2022 are:

  • Not enough candidates are applying
  • Lack of skilled/qualified applicants
  • Candidates are not willing to work the required hours
  • Too much competition from other businesses
  • Wage demands too high.

Enter a change from job-based roles to skills-based roles, using skill-mapping.

Skills mapping is identifying the skills needed to perform well in a role, and comparing that with the existing skills held by employees throughout the company, allowing gaps to be identified and filled from within.

This can be done at an individual, team or company level.

It also helps to identify skill adjacencies- those related to a skill or competency an employee already has or could be easily developed.

To identify skill adjacencies, skills must be visible, you must think outside of the box, career paths should be flexible enough to be adjusted; and most importantly, the employee must be on board with the change.

Developing adjacent skills allows workers to perform their current roles more effectively, prepares them to make moves within the same organisation, and adapt to change.

  1. Performance management will change

Productivity and performance measures need to change to adopt new hybrid/working from home environments.

Employee surveillance is still a privacy issue, however, some data collection can be powerful for helping employees understand how they are performing and where there is room to improve.

Employee-manager conversations in 2022 should focus on three key areas:

  1. Focus on contribution, not just performance
  2. Enable timely, flexible goal setting
  3. Focus on the ‘whole’ person.

Fostering that sense of belonging with empathy, honesty and personally is key.

  1. Human Resources influence will be bolstered by data storytelling

Business data illustrates what needs to be done with staff in a company, but not why or context.

Human resources need to be able to articulate the story behind the numbers, to entertain, and capture the audience.

A typical structure for human resources presentations to management in 2022 needs to include:

  • Exposition
  • Rising action
  • Climax
  • Falling action and resolution.

Key themes, ranks, comparison, surprising data, and relationships should also be included, as well as real-life examples.

Remember, your audience has a short attention span. So, be specific, use clever design and words.

  1. Artificial Intelligence will help bridge the gap between human resources and other departments

In human resources, artificial intelligence will helping the company to make better decisions that will have larger impact.

Scenario planning will help business departments better understand the needs of their peers in other areas of the business.

Primary benefits of artificial intelligence to the company include:

  • Enhance products and services
  • Optimise internal business operations
  • Make better decisions
  • Automate tasks to free up workers to be more creative
  • Optimise external processes
  • Create new products
  • Pursue new markets
  • Capture and apply scarce knowledge
  • Reduce headcount through automation.

In 2022, artificial intelligence will focus in three areas:

  1. HR operations
  2. Talent acquisition
  3. Employee engagement monitoring.

Artificial intelligence will be able to predict the future performance, predict employee flight-risk, raise behavioural red flags, identify issues, serve employee 24/7, and build understanding workplace risks.

It will augment human decision making, especially in areas such as scenario planning.

Artificial intelligence is also a cheaper way to analyse data than market research; and create new employment roles, such as business leaders to translate business problems.

In 2022, human resources will need to be more agile than ever before. The employee experience, skills mapping, performance management, storytelling and artificial intelligence will all play a factor in the shape of things to come.