Employees want to manage their work/life balance better than before in 2022. It puts the onus on hiring managers in return. They have to manage changing HR trends already.
The burden of trackingimportant HR hurdles and solving them before things are out of hand is too much at times. However, the ability to remain calm in a dynamically changing HR world is one of the specialities of a human resource manager.
Therefore, theimportance of HR becomes more apparent when we acknowledge our HR person's shortcomings. Then, as a team, we rectify it. This gives employees hope for change to improve working conditions in a firm.
If you’re one suchHR person unable to handle the pressure of the unknownHR hurdles, this blog will enrich your knowledge.
The first among the manyHR challenges discussed in this article is for HRs to prioritise DEIB-oriented company culture. It’s a justified point according to previous year’sGartner study.
It clarifies that 35% of HR people would need to incorporate more DEIB-friendly activities and policies in the years ahead.
This will impact HRs roles and responsibilities drastically. But, first, they need to install and configure better systems that do not ever hurt any person’s or community’s sentimental or ethical values.
Bringing these changes inside and immediately outside the environment of a firm takes time. It could be months or years. So, there would be a constant need of spreading awareness aboutDEIB-oriented company culture.
Some employees might not even be aware of this type of work environment. While employees belonging to indigenous and minority communities understand its value to the par.
Companies have to introduce a hybrid working system like a trustable HRMS tool. Using this, they can automate and streamline their pre-boarding and onboarding activities.
This can include:
These steps signify that therole of HR is changing for the good. But HRs need to be proactive and knowledgeable enough to use HRMS.
Because now, the right talent for their company culture could be literally anywhere in the country. With HRMS they have provision for remote employees. However, managing remote employees has its own pros and cons.
Not every company might be comfortable with those cons when working with freelancers, contractual labour, and/or remote workers. But that decision would cost HR their right employees at a justifiable cost.
That is why it’s under the top 5 important HR hurdles HR should meet and address in 2022. Going forward, the hiring trend could be simply from LinkedIn chats or posts. Otherwise, it could happen over a chat box too.
What matters is how efficient employers accept non-conventional ways of hiring the right employees without considering geographical boundaries.
COVID-19 andRussia vs Ukraine war have taught companies that anything could happen anytime in the hyperconnected but overly sensitive world. Their managers, workers, or management/leaders must love, adapt to, and accept industrial changes.
However, while studying theimportant HR hurdles of 2022, it’s evident that not everyone desires change. That is prominent when employees demand stability and value in their workplaces – now more than ever.
Simultaneously, companies have to be adaptable to frequent changes. It includes equal acceptance and participation from existing employees.
But change can occur in any department and standard operating system. This could make new employees more resistant to change compared to the top performers. The core reason for this resistance could be the comfort zone they work in.
In this case,HR managementmust prepare to onboard new, easy-to-use and -train systems.
HR professionals must teach their employees the pros and cons of change management. They must make their employees anticipate change which is good for the company and everyone’s growth.
Otherwise, companies sustain with difficulty in the competitive markets without bringing necessary changes in the systems and SOPs.
This is therole of HR that emerged before pre-pandemic. However, understanding it can be difficult for traditionally operating companies. That’s why it’s one of theimportant HR hurdles to research.
Employee engagement relates to employees bringing forward their constructive opinions to the management.
Then, it shows how actively they contribute to the company and its management decisions. Their contribution levels onSocial Intranet offered by uKnowva depicts a positive attitude.
Otherwise, disengaged employees do not engage on these platforms often. Then, it is harder for theHR personto discern the correct employee mindset and behaviour. That is why HR professionals must encourage their employees to share and contribute.
With a culture where workers are satisfied and put out their opinions, the company grows organically. There are more chances of employees becoming loyalists and evangelists to draw productivity and profits.
That is possible because engaged employees comprehensively understand the company’s vision and mission.
They know what type of goals to set and how to bring predefined changes in the systems. Also, there is clarity in communication between teams when employees learn to engage on HRMS platforms on time.
Another one of theimportant HR hurdles faced by growing companies is to create a welcoming employee experience. Unfortunately, most HRs have little or less idea about the definition of employee experience.
So, you must have clarity on what EE means for a company. It is how employees perceive your brand from the first day of contact to their last in the organisation.
If employees fail to have an outstanding experience in a company, it’s one of theHR challenges companies must address immediately. Because with a memorable employee experience, a company’s internal and external branding improves.
More hires will be willing to work for your company at the quoted cost if it’s known for an excellent experience. Otherwise, employees reduce their tenure in a company which fails to understand their needs and expectations on time.
Important HR hurdles will keep growing. There are more than five at the moment in different industries. But the ones stated above are the most common, emerging, and mostly overlooked HR challenges.
However, companies can overcome these hurdles by opting for and implementing uKnowva 360-degree solutions.
Contact us today for an HRMS instance!
Qualities of a good human resource professional include being a dependable source for acquiring, empowering, and engaging talent flawlessly. We also find good HRs remain true to themselves and the organisation.
Whenever you’re working witha good HR, notice they are the true problem-solvers. They are good at reading behavioural cues.
Most often, they recognise the unexplained issues when you approach them. These people are proficient at time, talent, and trust management.
Additionally, modern HRs and their teams now use atrusted HRMS like uKnowva. It makes their work-life easy, more manageable, and fun. They are now empowered to execute more complex HR tasks daily at their comfort using this tool.
But let’s get back to knowing what truly makes thema good human resource professional. Or more about these qualities which make any HR or their team trustable, dependable, and fun to engage with.
A good human resource professional organises multiple tasks and targets effortlessly. They have quite a few deliverables to meet. All are related to company and end-to-end employee management policies.
They must not take these commitments lightly. Therefore, they have to plan how to hire, develop, manage, and empower their talented employees in advance. Their targets are, after all, surrounded by the workforce they onboard.
Suchqualities of a good human resource professional depict that company culture can boom and prosper as well.
HR and their teams must know that they have to set examples for their employees. This is because they are the first department from where the company culture stems. If HRs know how to plan, implement, and control the culture in the company, employees follow suit.
Often, new employees seek HRs, and their teams help to get acquainted and settled well in the company. So,the qualities of a good human resource professionalinvolve knowing how to lead employees by example.
This could be by arranging team-building exercises between new and existing employees. Otherwise, organising activities like PotLuck, lucky draw, celebration of auspicious events, and monthly employee recognition awards.
Qualities of a good human resource professional also include their nature to solve complex HR issues. They can now take the help of an HRMS, agile, and on the cloud. This way, they learn and adapt to the culture of automating and streamlining mundane tasks.
It saves their time and constant efforts inmanaging employee data in bulk. Otherwise, dependable HRs solve complex issues with a calm mind. They are known for not losing their cool. Instead, they observe the event and evaluate the pros and cons.
Accordingly, they make the decisions to mitigate the loss and elevate the synergy levels between employees.
There are risks involved in hiring, managing, developing, engaging, and laying off employees. Basically, wherever a workforce is concerned, there could be a risk. After all, HRs are the first point of contact between employees and employers (management).
They can’t risk creating a bad image of the company in front of their employees or outsiders. For that, they have to be calculative and analytical in taking risks or managing candidates and the workforce.
Atrustworthy HRand their teams evaluate the risk factor in every decision. Then, they set the plan; know the pros and cons. The best alternative to this strategy is by using theuKnowva HRMS tool.
It helps in providing insightful real-time reports. It could be related to top-performing or under-performing employees. HRs re-evaluate which employee is going through burnout and who is taking too many leaves at once.
They also get answers to questions like the best hiring channel or source for their firm. That could be in terms of cost, productivity, and employee longevity in the firm.
Modern firms and companies have to deal with the multiplied velocity of data. Every day there is a new trend in the HR world. One or another news goes viral regularly. So it becomes hard to catch up to these trends and nurture talent internally simultaneously.
Butqualities of a good human resource professional also include the love for data. Be it data exploration, cleaning, and evaluation; they love it all. UsinguKnowva HRMS is a plus point here.
HRs can promptly read their employee data registered and automatically presented in the dashboard. As a result, they are less dependent on the paperwork. In addition, the data on uKnowva systems is available on the go. It can be accessed, edited, regularised, and monitored on demand.
This gives HRs and employees an outstanding data management experience.
Good and reliant HR professionals must be multitaskers. They and their teams have to deal with the workforce daily, for one issue or another. They can’t keep prolonging it. There will be a mess in the company culture otherwise.
However, with people management software and skills, this hard work is also tackled with ease.
HRs can set multiple goals, targets, and metrics in these tech tools. Later, they can verify which tasks are met and separate them from the pending ones.
Virtually, they also get to multitask by streamlining their tedious and lengthy HR tasks. This can be, for example, sending out bulk offer letters, checking applicant status, and rolling out job vacancies on multiple platforms.
Such mundane tasks can be done within a click or so. It saves their preciously invested time and allows them to focus on better people management skills.
Certainqualities of a good human resource professional also involve being objective and free from bias. Therefore, they should not ever discriminate against their employees on any terms or conditions.
Today, thework culture promotes DEIB – diversity, inclusion, equity, and a sense of belonging. In such a hyperconnected world, discriminating against their employees is disregarded. It can ruin a firm’s entire reputation in a moment.
When HRs hire based on experience, merit, and skills, they gain more respect from their hires and employees. In addition, they set leadership examples again by hiring workers from anywhere in the country (or the world – if the budget allows).
What ultimately matters isemployee contribution to add enormous value to the firm during their tenure.
Communication and persuasion skills are the topmostqualities of a good human resource professional. Without these strengths, HR professionals will face extreme difficulties in getting tasks done by their teams.
Therefore, good HRs have years of experience in communicating with people from different walks of life. For example, there could be seniors, juniors, or a workforce with difficult personalities or disabilities – the possibilities of different communications are endless.
But they are not afraid of having conversations with a purpose with their staff members. Ultimately, HRs must conduct open, transparent, and powerful engagement and collaboration between teams.
This could be only possible with theright tech tools (uKnowva Social Intranet) anchored with conversational and persuasive expertise.
Eightqualities of a good human resource professionaldiscussed above are interesting to read. We had a great time interviewing our HRs to form these points. If you’re an HR, you might relate to these points.
Develop your enormous and proficient HR skills by re-reading those points combined with the tech your firm might need.
Contact us today for uKnowva HRMS free instance.
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