*By Paulo Oliveira
The consultancy Gartner made a survey of priorities for this year in which they put hybrid work and a more humane and diversified working relationship on the radar, among other priorities for 2022.
The year 2021 was a year of transformation in working models, through the consolidation of the home office until reaching the challenge of the hybrid model, a change that, however, has been happening gradually.
Consulting firm Gartner conducted a survey of more than 500 HR leaders in 60 countries to assess what the top trends and priorities will be for 2022.
According to the survey, 92% of professionals expect the hybrid system to become the definitive working model this year.
At the top of the list for the fourth year in a row is building critical skills and competencies, but many HR leaders also regard it as initiative trends that can be considered symbolic for today's world, such as change management, leadership, diversity, equity and inclusion. .
Below you can check out the five trends for people management in this year that is already challenging, but also promises to be a new time of reconstruction.
What will HR leaders focus on in 2022?
1- Building critical skills and competences
2- Organizational design and change management
3- Current and future leadership bench
4 – Back to work, now reinvented
5- Equity, Diversity and Inclusion
Most HR leaders say that improving operational efficiency will be critical in 2022, and that all these changes and priorities will happen in a hybrid work system, implemented in a workforce model in which employees divide their work between on-site and on-site. and the home office, and have more flexibility on where and when they can perform their tasks.
Top 5 HR trends for 2022
HR priorities in 2022 continue to be a way of responding to the changes in the work model brought about by the Covid-19 pandemic, with organizations changing their workforce strategies and the location divided between the office and home. Against this backdrop, HR managers need to evolve the way they attract, identify and retain critical skills and redesign work to improve the value proposition (EVP) of employees and drive business performance. The success in the results is intrinsically related to the successful application of these strategies.
1 – Hybrid work is driving business transformation
The vast majority of managers – according to the Gartner survey, 95% of these leaders – expect a good part of their employees to work remotely after the pandemic or with full control of Covid-19 cases and infections in the world. This change will deliver a transformation in the workforce and HR leaders need to be prepared to support and support this evolution.
2 – More and new skills will be needed
The total number of skills needed for a single job is increasing by 6.3% in one year and thus new skills are replacing old ones. According to Gartner, 29% of the skills that were present in a job ad in 2018 will be obsolete in 2022.
3 – The health of the workforce needs a lot of attention
Employee performance has remained high during the pandemic, but disruptions have already had long-term and hard-to-return impacts on the health of the workforce, i.e., on the state of employee well-being, on trust between people, teams and leadership. and in the work environment (eg, the feeling of inclusion). Ineffective approaches to hybrid work, according to Gartner, will only exacerbate these impacts.
4 – Employees want to feel understood and valued
HR leaders need to build a more humane working relationship between employer and employee, and it will also take a working arrangement that meets the demands of employees so they feel understood — which means being heard — and valued. Not just leaders, but all HR professionals will need to strive to ensure that the EVP holistically centers employees as people.
5- Increasing demand on diversity, equity and inclusion
Along with expectations for greater empathy and a more humane work environment, there is growing pressure from the good to improve equity and inclusion in organizations. In particular, there is a growing demand from all HR stakeholders — internally and externally — for real progress to be made in diversifying teams and, above all, leadership.
* Paulo Oliveira, marketing manager at Apdata
Notice: The opinion presented in this article is the responsibility of its author and not of ABES - Brazilian Association of Software Companies
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