With each new year, businesses are faced with a new set of issues as HR professionals change to meet the needs of a fast-paced, digitally-driven environment. HR professionals will aim to identify, develop, and retain personnel in more efficient and effective ways in 2022, gaining competitive advantages and improving culture along the way.
Engagement is enthusiastic to see what businesses and their most valuable assets, their people, can achieve in 2022, and, as always, wants to assist companies in preparing for any obstacles that may occur.
As you can see, none of them is insurmountable, but they do necessitate appropriate attention, effort, and resources from businesses to avoid obstructions to achieving their goals and vision.
Organizations' best defense against the poisonous impacts of weak culture, attrition, and malaise will continue to be feedback and engagement systems like Engagement. Be prepared and foresighted, keeping one eye on now and the other on tomorrow to equip your company, staff, and stakeholders to face these difficulties and make 2022 a satisfying and fruitful year.
5 biggest problems faced by HR Professionals
1. Engaging the Workforce
If you're familiar with what we do at Engagement, you already know how critical employee engagement is to a company's overall health and long-term success. Of course, we're not alone in our feelings; according to recent research, improving employee engagement is already a key concern for HR professionals, with 78 % of companies employing some type of workforce strategy.
Employee engagement will only continue to grow in importance in 2022 and beyond as businesses become more people-centric and position their workers at the center of practically all plans and decisions. Staff interaction, like other strategies, does not happen overnight and requires constant, focused effort to take root and develop. Of course, we're not alone in our sentiments; according to a recent study, enhancing employee engagement is already a top priority for HR professionals, with 78 % of businesses implementing some form of the workforce engagement plan.
2. Attracting Talent to the Enterprise
A congested labor market will more than likely make talent acquisition a hard task for firms in 2022. Employers should be smart and successful in their hiring practices, focusing on their efforts in a strong hiring company that adheres to the organization's vision, policies, and ethics while utilizing all available resources to maximize impact.
The hiring brand should use the technology to the best of its ability, design and spread the message of hiring across all the most efficient channels, such as marketing campaigns that they conduct in an orderly and engaging manner to achieve a targeted customer base. Enterprises should tailor their recruitment messaging to the personalized professional affinities that speak to the individual prospect, just as they should with consumer marketing.
The conventional practice of casting the widest possible net in order to attract the largest number of job searchers has long been replaced by a personal, honed approach that discovers and attracts inventive, driven talent that moves a business forward. Going forward, technology will continue to play a critical role in this vital recruiting dynamic, optimizing the entire process to give businesses efficiencies that optimize impact while freeing up resources for other critical areas of operations.
3. Managing Relationships
Job happiness and productivity are dependent on a fair workplace with open channels of communication and solid management-workforce connections. That key communication is far too important to an organization's success to be left to an employer's best guesses about what its employees value and expect. Employers will continue to view feedback as an important component of a thriving workplace and culture in 2022 that aligns vision and values for the betterment of everyone involved, in order to build healthy, productive relationships.
Organizations can rely on authentic, reliable, and timely people data to inform decisions that directly impact a workforce and, as a result, proactively manage relationships between employees and coworkers, teams, and management with an effective feedback plan. Deteriorating connections destroy an organization's culture more rapidly and thoroughly than anything else, but with an efficient feedback protocol, employers can uncover issues before they become systemic.
4. Training & Development Strategies
Given the critical relevance of training and development programs, one of the HR professionals' primary problems in 2022 will be to pay sufficient attention and resources to this critical component of growth and productivity. Traditional training and development have been considered as a sunk cost rather than an investment in stability, innovation, and competitive advantage by far too many firms.
That isn't to argue that such programs have to be costly or time-consuming in order to be effective. Instead, a top-down approach that takes advantage of technology's reach and ease can be both cost-effective and valuable in delivering training programs that employees can easily absorb while fitting into their schedules. However, management must set an example, especially in light of a workforce that is becoming increasingly reliant on young talent.
As millennials advance through the ranks of an organization, career path planning as part of a training and development strategy can help to clearly outline an employee's route inside the company. When that path is well-defined, it eliminates a lot of the career-related ambiguity that leads to attrition and, over time, lowers the quality of management within an organization.
5. Talent Retention
A hyper-competitive labor market, as previously stated, will continue to be a challenge for businesses. Of course, this concept affects not only recruiting but, more significantly, maintaining current employees. Compensation alone isn't enough to keep employees happy in their jobs and organizations; instead, as Engagement has previously emphasized, it's just one aspect of a larger picture centered on culture and the employee experience.
Furthermore, many businesses simply cannot afford to provide above-market wage and benefits packages to employees in order to reduce attrition. Fortunately, there are solutions available that do not require enterprises to put their current or future financial well-being on the line in order to achieve significant talent retention benefits.
According to research, a more structured, tailored approach to employee onboarding increases the likelihood of a new worker staying for at least three years by 58 %. Effective onboarding immerses the employee in the culture of the company and acts as a powerful and effective entrance point into a rewarding work experience that minimizes turnover and helps companies retain key talent.
Every year brings its own set of difficulties. Organizations will face challenges in 2022, just as they have in past years, some of which will be ongoing from 2021 and others which will be new to a company, but hopefully none of them will be insurmountable.