Post-Covid world presents challenges for all professionals. For HR specialists, it will be no exception – this is what ADP's research attests to.
The new year offers employers of all sizes a chance to reflect on how their organization and their teams have adapted to the recent challenges that have come with the Covid-19 pandemic. It's time to turn that reflection into action. This is where the question comes in: how will the HR function continue to evolve and how should the Human Resources teams prepare?
Now is the time to embrace change and leverage data and technology to better connect with your teams and grow your business. ADP, the world leader in payroll management solutions, listened to entrepreneurs and leaders about trends and how they can shape the way they will manage teams in 2022.
the new face of work
It's no exaggeration to say that Covid-19 has affected workplaces around the world. According to the study "People at Work: The Global Workforce View”, from the ADP Research Institute, in one year, Covid-19 significantly impacted the global workforce. Of the 64% workers that were negatively impacted, 23% had a wage cut and 28% had lost their jobs entirely.
These challenging times have provided an opportunity for employees to reassess their priorities and, with the world slowly getting back on track, they feel empowered to make employment decisions that best fit their personal and professional goals.
“We understand that to create a connection with your employees as your business expands, employers must focus on the wants and needs of the team. Amidst all the change, a common segment only strengthened: the performance of people's power”, attests Mariane Guerra, vice president of Human Resources at ADP in Latin America.
But how can organizations update their processes and policies to match the demands of today's workforce landscape? These HR trends tell the story.
The value of visibility
While the day-to-day operations of some companies could not be done virtually, those that quickly adjusted to remote operations have now largely moved to hybrid structures. The result: situations were created where work is done from a variety of locations.
Making the best use of this geographically distributed workforce means increasing employee visibility. This requires reliable access to in-depth data to gain more insight into team engagement and performance. Armed with this information, managers can better support hybrid teams and develop a culture built on mutual trust and respect, which is critical to retaining and attracting talent.
“Amidst all this change, only one observation is irrefutable: power is more than ever in people's hands”, analyzes Mariane.
the priority of purpose
Speaking of strong connections, it will be essential for corporations to ensure employees have a sense of purpose in their work. The ADP Research Institute found that interest in work freelancer is growing rapidly in Brazil, where 55% of workers say they are now more interested in this model than before the pandemic, spurred by the acquisition of new skills they can apply to this type of work, along with the expectation that more opportunities will come with benefits. best.
Flexible employment programs can help meet employees' expectations and enable them to develop professionally. Organizations must also embrace the need to improve diversity, equity and inclusion strategies to drive true and measurable progress.
The role of reliability
As the hybrid work is here to stay, companies now face increasing operational and compliance challenges, in addition to the existing complexity around managing people, recruiting and retaining. According to the ADP HR Survey Series, 20% of organizations around the world with 25 to 99 employees say they are struggling with compliance and regulatory issues. As return-to-work initiatives evolve, that number is likely to increase.
As a result, companies need access to trusted data that they can use in real time to make decisions, meet customer compliance expectations and ensure employees feel safe in their workplaces.
The impact of innovation
The work is changing rapidly, and organizations need to be always up to date. There is also a need to facilitate employee development. According to the ADP Research Institute's “People at Work: A Global Workforce View” report, 28% of employees have taken on new or changing roles as job markets change and business priorities evolve. Now, many team members want to continue their journey by adding new skills and certifications to help broaden their horizons.
While this makes employees more valuable, companies can only reap the benefits if they provide ongoing opportunities for skills development and career growth.
“To succeed in a post-pandemic world, organizations must recognize the power of people, embrace the need for flexibility and deliver on the promise of career-oriented HR decision-making,” concludes the vice president of ADP Human Resources in Latin America.
EN 
PT 
