Top HR Tech Trends That Will Rule 2022 & Beyond

By establishing new norms and regulations, the year 2021 redefined the HR business. Pushing limits to maximize value will be the theme of 2022. There has been a paradigm shift in where and when we work, as well as how we assess progress, since the pandemic hit the world. The years 2020 and 2021 have irrevocably altered the game’s regulations.

Adaptation To Transformation In 2022

Many organisations performed admirably in 2020 and 2021. Many organizations have shown resiliency and adaptability in the face of the Covid-19 issue. Workers on the front lines demonstrated their ingenuity and entrepreneurship and working from home provided significant benefits in many circumstances. What is going to happen now? Will we (both organizations and individuals) revert to our old routines, or will we demonstrate that the years 2022 and beyond will be a time of true transformation? While society adjusts to life with Covid-19, HR departments ponder how to revolutionize the workplace and shape the future of employment.

Today’s HR technologies are being developed to revolutionize how organizations screen, hire, onboard, and manage employees. According to Gartner’s research, 90% of HR executives want to keep or expand their technology spending, while one-third want to cut costs. This demonstrates that employers are ready to accept shifting HR trends in one form or another.

To stay in the game, the HR profession needs to implement a working paradigm that gives employees more flexibility while also increasing productivity and efficiency. According to a Gartner survey, nearly 60% of HR leaders responded that developing vital skills and competencies will be their top focus in 2022.

In 2022, what will HR leaders be focusing on?

Developing essential skills and abilities

Change management and organizational design

Bench of current and future leaders

Workplace of the Future

DEI

These human resources priorities are critical to the company’s overall performance. Most HR leaders believe that increasing operational excellence will be crucial in 2022, and that implementing business transformation will be a big focus, far more than in previous years. Every HR professional will be focused on building a truly hybrid workplace — a workforce model in which employees split their time between on-site and remote work and have more flexibility in where and when they conduct their duties.

Human resource departments that do not keep up with these changes will inevitably fall behind and become inefficient. With that in mind, let’s take a look at some of the key human resource trends to watch in 2022 and beyond.

Remote and Hybrid Workers.

Employees working remotely may have become necessary during the pandemic, but it’s a trend that’s certain to continue. At the very least, the majority of firms will allow workers to work part-time from home and part-time in the office. This will be one of the most significant changes in the modern workplace in a long time, and HR departments will need to respond. HR departments must learn to work with employees who aren’t physically present the majority of the time. Remote screening, interviewing, and onboarding of new staff adds to the difficulties.

Human resource professionals, on the other hand, are likely to work remotely or in a hybrid capacity. This means that maintaining online portals and cloud-based technologies will become critical to the day-to-day operations of human resources departments.

Getting to Know a New Generation of Workers.

Companies across all industries, as well as HR professionals, will gradually need to adjust to a new generation entering the workforce. For several years, millennials have been entering the workforce and will continue to make up a growing percentage of the workforce at most organizations. Generation Z is graduating from high school or college and joining the workforce at the same time. HR teams will quickly learn that these younger employees have distinct ideas and goals for their working lives. Younger workers, for example, expect to have flexible schedules, even if they aren’t working entirely from home. The majority of employees in the two younger generations like to communicate with their supervisors and managers on a regular basis as well. They seek feedback on their work performance and to work on projects together.

Human resource professionals will have to change rules to accommodate these preferences in order to provide young employees with the flexibility and collaboration they desire. However, there is still a multigenerational workforce in place, with “veterans” and “new bucks” working side by side. You must be able to deal with both sides of the coin.

The Demand for All-In-One Employee Management Apps is Growing.

There’s no denying that new technologies are reshaping the workplace. Employee management apps, in particular, may assist boost engagement and productivity, provide transparency, provide real-time data to make better business decisions, and even improve the employer brand.

The benefits of using employee management apps extend far beyond this.

What are the advantages of a single personnel management app?

Aside from the advantages outlined in the infographic above, the list might go on and on. Consider the following scenario:

Makes onboarding simple and quick.

Enhances the training experience for employees

Allows you to quiz staff on how well they remember knowledge.

It’s easier to express gratitude and acknowledgment to employees.

Employees will be able to bring you the paperwork you require faster and more easily.

Fills in the gaps in communication

For payroll processing, more precise time tracking is required.

Easily communicate with staff who are not based at a desk.

And, to be honest, the advantages could continue to deteriorate. Not all employee management apps, however, are made equal. If you’re searching for a truly all-in-one personnel management app with all of the above features and more, Connecteam is the way to go.

Recruitment Assist from AI.

Human resource departments are likely to use artificial intelligence (AI) tools to help recruit and hire the right people, in addition to learning how to search, interview, and onboard new employees remotely. Workers are increasingly incorporating AI into their regular activities, and this trend will continue in human resources departments in 2022 and beyond. We’re already seeing AI assist in the screening of resumes to find applicants that are a good fit. Chatbots can also be used to ask candidates routine questions that would normally be asked during the first screening process.

AI technology will only improve and become more sophisticated over time, making it a bigger component in recruitment and employment. However, there are still a few bugs to iron out, particularly in the areas of discrimination and equal-hiring practises, so HR professionals must continue to keep a tight eye on AI, even if it can save time during the hiring process.

Putting Employee Well-Being First.

Another effect of the epidemic is that employee wellbeing is now more vital than ever.

Most of the time, HR departments will be at the forefront of implementing new wellness programs. The HR trends, on the other hand, aren’t just about physical illness and preventing the transmission of viruses and disease. People are worried about their health, their families, and whether the pandemic will put their jobs in danger as a result of the pandemic. This means that human resources departments must develop wellness and employee assistance programs that address both physical and mental health.

Human resource experts must develop strategies for spotting mental health disorders among employees and ensure that they have the resources to address them. At the same time, HR professionals must continue to encourage employees to participate in fitness, regular exercise, and other healthy habits.

The Cybersecurity Challenge.

Technology can be beneficial, but it can also be detrimental to businesses. This is why there are cybersecurity-related human resource trends. This is partly due to the fact that more staff are working remotely from their personal computers, putting them at risk of being hacked. Furthermore, there is a surge in the number of cybercriminals who wish to harm businesses, steal personal information, and cause mayhem. As a result, HR professionals will be required to participate in how businesses deal with cybersecurity.

Keep in mind that human resources departments are entrusted with collecting and preserving personal and often secret information about each and every employee at the organization. When human resource employees work remotely, keeping data security becomes even more crucial.

To ensure that all firm data remains secure, HR departments will need to collaborate with IT professionals and possibly outside contractors. Otherwise, the corporation could be facing a major problem as well as a public relations nightmare.

Internal Talent Recruiting.

When it comes to hiring new employees, one of the most startling human resource trends for 2022 is that more firms are promoting from the inside. This is partly a reaction to the pandemic’s high jobless rate. However, it is also a result of businesses attempting to keep staff at a higher rate. Companies are placing a greater emphasis on employee retention by providing more internal progression chances.

As a result, HR departments are beginning to reward employees to stay with the firm for the long haul while also identifying individuals who will be ideal matches for the company’s more advanced jobs. Of course, this is a new type of difficulty for HR managers, who must employ various techniques when searching for qualified people inside rather than externally. HR teams must grasp employee potential and ambitions when looking internally to evaluate who can be promoted based on future unfilled roles.

Abolition of Location-Based Pay.

If employees work remotely or in a hybrid structure, one of the more contentious HR trends is whether employers will continue to compensate them depending on their location. Workers used to get paid more if their jobs required them to live in a large metropolis (that has a higher cost of living.) Should this be the case, however, if employees work from home and have relocated to more affordable areas?

Moving forward, human resource departments are likely to be at the center of this discussion. HR specialists, after all, are involved in the recruitment and hiring process, as well as compensation negotiations.

Of course, there is no straightforward solution to this question, and the response will most certainly vary for each organization. Human resource departments, on the other hand, are expected to have a significant impact on the conversation and assist in finding a solution.

Strength skills.

Soft talents are supposed to be the new “power skills.” Employers are now focused on power skills while seeking employees as a result of AI taking over tedious duties in the workplace. Problem-solving, critical thinking, communication, and learning agility are examples of crucial power skills. Recruitment experts may wish to look for individuals who are curious and motivated to learn new skills throughout their careers as well as for their present set of skills. Several studies have demonstrated that the costs of upskilling are much lower than the expenses of letting go of employees and replacing them with new ones. In order to feel in charge of their job path, workers must learn to use power skills.

Don’t Forget About the Human Factor.

Finally, human resource departments should keep in mind that, despite advances in technology, their work still has a human component. HR professionals must continue to be warm and sensitive, encouraging employees to express their concerns. These are characteristics that are timeless.

Even while technology is a big component of HR’s day-to-day operations, AI can’t do everything. Physical and mental health issues, as well as significant personnel turnover, are major challenges in the workplace. Human resources departments will have to deal with these very human challenges.

HR departments, with or without all of the technologies at their fingertips, face enormous problems in motivating workers healthy, happy, and productive in 2022 and beyond.

HR Trends in 2022: Where Do We Go from Here?

HR trends change all the time, and while these nine are hot topics this year and next, I have no doubt that they will shift as the months pass. Whether you’re an HR professional or the owner of a small firm, keeping an ear to the ground and adapting your business plans as needed when new HR trends emerge is a good idea.

To handle all of the new challenges of today’s hybrid workplace, businesses must upgrade their HR tech stack. Great HR leaders are thinking ahead in 2022, from AI and automation to employee well-being, and setting themselves up for a prosperous future.