TABLE OF CONTENTS
In 2020, many companies learned to rethink. The first Corona months were also an extraordinary challenge for HR managers. The task now is to implement the knowledge gained in intelligent HR work.
2020 was an eventful year and will have a significant impact on trends in 2021. New approaches and authenticity are, therefore, required. Corona has turned the world of work upside down. While there used to be fixed structures in the company, nowadays, one often has to improvise. Home office, short-time work, and continually changing corona regulations require employers and employees to be as flexible as possible. But what do these circumstances mean for the HR industry in 2021, and which trends can be derived from them?
Dealing with flexible workplaces
Companies whose employees can also work at home can consider themselves lucky. After all, they suffer much less from the consequences of the pandemic. But company-wide solutions are required for home or remote work. For employers, the main question will be: What do my employees need to work well remotely? And how do I continuously ensure that the teams stay together? HR's challenge is enabling flexibility, controlling and implementing it with creativity and a feeling for employees. After all, this is a core competence of HR professionals currently more in demand than ever.
Employee loyalty at a distance and presence
This is followed by the following question: How can a motivating and unique corporate culture be maintained when the office can no longer be used as a “sacred hall” as usual? If the employee has not heard from his employer (apart from work instructions) and colleagues for a long time, the “social cement” is lost. For some colleagues, the question then arises whether they should perhaps hire the competition on better terms. With clever campaigns and ideas, the bond can be strengthened, and a feeling of togetherness can be developed over a distance.
Digital HR with aspiration
It no longer works without digital tools: Anyone who does HR work in the office today and at home tomorrow knows that. Fortunately, there is a large variety of technological aids for HR. HR managers have to keep an eye on them and keep questioning how processes can be lean and automatic. Only then is their time for the important things: employee loyalty, intelligent recruiting, and the further development of the corporate culture.
Wherever employee-related data is collected, it can also be evaluated. The amount of data is growing steadily (big data). In connection with other data in your organization, it becomes more and more value from the ERP or CRM system. Linking and evaluating all available data and deriving insights and recommendations for action (evidence-based personnel management) will have to be targeted by HR managers in 2021. This is because decisions, such as personnel planning and competence development, can be substantiated with tangible figures. Those who receive support in evaluating artificial intelligence (smart data) can even automate decision-making processes and are less dependent on managers' gut feelings.
Rethink and internationalize recruiting
2021 offers a great opportunity for recruiting in two ways: First, because fewer people are hired, and therefore, there is less hiring pressure. So you can rethink your strategies and recruiting processes in peace: Are we working in a contemporary way? Do we have the applicant in mind? Is our personnel marketing efficient? What about our careers page and the employer brand? Take a look around which functions your applicant management tool masters and where you can optimize. Investing in your recruiting strategy will pay off. Another aspect is that remote work is becoming more and more popular. Use this knowledge for recruiting! What speaks against addressing skilled workers in other regions? You can get changing distance and attendance times. Many companies have already shown the way. So take advantage of the skilled workers potential of other regions and countries.
Sustainable working environment
"There is no Planet B." The awareness of the finite nature of resources is becoming more and more common in society and politics. Employees would like employers to make their contribution to environmental and climate protection in the future. However, this requires a long-term strategy and good ideas - the starting signal for this can certainly come from the HR department. When it comes to Green HR, don't just think about saving paper through digital personnel management. Other questions also play a role: Mobility (company car or public transport, electromobility and charging infrastructure), healthy work, sustainable supply of food and drinks to the workforce, CO2 compensation. All of this is part of a solid HR concept. The environment and employees will thank you.
HR as a crisis and change manager
The world of work is changing rapidly, and that hurts: The organization cracks and wobbles. In such times, pragmatic crisis managers and change professionals are required and confident designers of the new normal state. However, the change also offers an immense opportunity - namely, to strengthen the company's HR department. Show that you can deal with the crisis calmly and reliably, that you have plans in your pocket that can creatively use the change. In this way, you strengthen your position in the company and can achieve measurable improvements.