Since people couldn’t work the way they were working or living before the pandemic, organizations are redefining the value of HR. We understand how the importance of HR has solidified permanently over the last couple of years.
While the world has already adjusted and learned how to live with a global pandemic, 2022 was still a challenging year for HR professionals and recruiters. Companies are figuring out how workers can adopt hybrid work models while ensuring the mental and physical support they need to perform well.
Progressive organizations have already embraced the new normal and a new version of HR. Are you ready to redefine the way you run your HR affairs? Are you prepared to come up with a stunning HR strategy for your company in 2023?
In this post, we’re going to highlight what has changed since 2021 and what kind of HR plan you need to come up with in 2023.
Retrospective of work life in 2022
As a recruiter or HR professional, it’s not uncommon to face different hurdles every day. Ranging from employee grievances to new hires, these hurdles play a key role in making you a better professional. The last couple of years have brought about significant changes in working patterns and the needs of employees.
We have witnessed movements like the Great Resignation and Quiet Quitting. All these phenomena come down to one thing: people have started paying attention to their physical and mental health and how they can maintain a better work-life balance.
Building a career isn’t at the center of what employees focused on in the post-pandemic era. They want flexibility and consistency in their career paths. Meeting those changing employee expectations was one of the HR challenges that we need to address moving forward.
Overall, 2022 was a productive year for companies as they learned a lot about hybrid work models and the smart use of automation and talent management technologies.
Statistics on what has changed since 2021
Let’s take a look at some of the important stats that tell us how things have changed since 2021:
Remote work stats:
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97% of workers don’t want to return to the office full-time - only 3% are ready to work full-time at a physical office. This indicates a majority of them only want flexibility between working in an office and working remotely.
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64% of employees would consider quitting their jobs if asked to return to the office full-time.
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According to Gartner, nearly all surveyed hiring managers expect remote work to become a normal thing.
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86% of HR professionals think recruitment is becoming more like marketing.
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68% of hiring managers are of the opinion that remote work is working better for them than when they first start working remotely in 2020. Increased flexibility and reduced non-essential meetings were probably the reasons why hiring managers think so.
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73% of workers say flexible working improves their personal wellness.
HR tech stats:
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57% of organizations said that their inability to produce analytics with their old systems was the major reason they sought a better HR technology.
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80% of HR professionals are of the opinion that implementing HR technologies into their processes improves employee attitude toward the company.
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Mobile-friendly employers are likely to attract 11.6% more job applicants than those who don’t have a mobile-friendly job application process.
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There was a 7% decline in overall HR tech vendor satisfaction ratings.
Hiring and employee retention stats:
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According to Pew Research Center, most employees who quit their jobs in 2021 cite disrespectful working environments, low income, and lack of development opportunities as reasons for quitting.
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52% of workers believe their organization or managers could have done better to keep them from quitting. Also, only 1 out of 3 former employees talked to their managers before quitting.
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Low retention is the leading sign of a poor HR policy.
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69% of employees are likely to stay with an organization for 3 years if they experience great onboarding.
Tips on how to be prepared for 2023
The stats we just mentioned tell a lot about what organizations and HR departments need to do to meet their talent management needs in 2023. At the beginning of 2021, organizations were not confident about a sudden shift to remote work.
They didn’t have the tools or data to make well-thought-out decisions at that time. However, in the first year of the pandemic, the productivity of remote workers was higher than expected. As a result, an increasing number of businesses redefined their approach toward remote or hybrid work.
Considering all the HR stats, trends, and challenges, here are some valuable tips to help you prepare for 2023:
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Invest in the right HR technology to implement a successful hybrid work model
Today’s employees want companies to adopt hybrid work models. Generally speaking, a hybrid workplace requires one or two days per week in the office and the rest of the week people working remotely.
As a business, you can save a lot by letting your workforce go remote for at least half of their workweek. However, you need tools to implement an efficient hybrid work model. So, don’t hesitate to explore all the available options and choose the one that fits your HR needs.
Algorithmic HR is gaining unprecedented attention and popularity in the gig economy. Experts believe that HR departments across industries will rely on technology for better HR management.
Related:
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Explore the metaverse
Now is your time to think beyond traditional HR practices: explore the potential applications of the metaverse. Gartner predicted that 25% of people will spend at least one hour daily in the metaverse.
Big organizations are likely to use metaverse to conduct employee onboarding, virtual events, career fairs, and meetings in 2023. The great thing about metaverse is that it lets you reimagine collaboration without being restricted by physical presence.
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Make your people stay
Employee retention is going to be one of the biggest HR trends in 2023. While the economy is recovering from the impact of the Covid pandemic, businesses are more worried about losing their best talent. Therefore, take a proactive approach and invest in retaining your existing talent rather than recruiting and training new ones.
Final words
It’s high time to reimagine your work policies and the way you attract, hire, or retain talent. Focus on simplifying and improving your HR processes in a way that makes things easier for your business as well as your employees.
