Within corporate and business cycles, the events of 2020 would go down on record as the toughest challenge they’ve had to contend with. Many looked forward to 2021 as a year that would bring some reprieve, but so far, nothing seems to have changed. Even with the availability of vaccines, the logistical challenges surrounding distribution means countries have to issue fresh lockdown orders to curb the more infectious and deadly second-wave.
In the midst of all these, the current approach to curbing infections wouldn’t affect businesses like it did in the early days. Back then, everything happened suddenly, and businesses had to find creative solutions pretty quickly. As such, the events of 2020 have made businesses more adaptable and capable of handling paradigm-changing events like a pandemic.
All through 2020, the HR department of many organizations played crucial roles in ensuring business survival and continuity. Through their adoption of innovative strategies and new methods, companies weathered the storms of the pandemic. These innovations they adopted created new trends that are expected to remain and continue to improve in the coming years.
However, seeing as organizations are in the early stages of these innovations, it’s expected that new trends will emerge. These trends will further improve the process of talent acquisition, retention, and learning. Some expected trends are as follows.
You might also be interested to read: Socially Responsible Organization: Do Well By Doing Good
Recruiting will be skill-based to improve diversity and inclusion metrics
2020 was the year of the pandemic. It was also the year of protests. All over the world, the Black Lives Matter movement was another event that rocked the world. It increased the awareness of the existence of racial injustice and inequality. Even as the pandemic raged on in full force, thousands took to the streets of cities in America and other countries requesting equality in all spheres of society. This didn’t exclude the workplace.
The war on discrimination is one that has been ongoing for years. After what happened in 2020, organizations now appreciate – if they didn’t before – the importance of diversity in the workplace. As such, they will begin to adopt recruiting and hiring strategies that lay more emphasis on candidates’ skills and abilities. With time, years of experience and a college degree will become less important. Skill-based hiring will level the playing field among candidates.
More pressure on firms to retain top talents
Top talents are the wheels that keep the engines of an organization running. The more the number of top talents an organization has, the faster, quicker, and more effective such an organization meets its obligations.
Company executives know this. They understand the importance of retaining top talents. That’s why they invest so much into making sure the workplace environment meets high standards. The workplace environment is vital to achieving employee satisfaction, and only when employees are satisfied with their jobs can they work productively.
Unfortunately for companies, the events of 2020 reversed the order. People couldn’t gather in the office anymore: the workplace became a virtual existence. The result? Reduction in the level of employee satisfaction. Without an intervention, employees could begin to leave their jobs, and firms don’t want that.
To prevent their top talents from leaving, firms will try to outperform themselves through the provision of internal opportunities that appeal to their employees. They will place more emphasis on employee abilities, and how ways to apply them to boost employee satisfaction.
Firms will cultivate a learning culture
Learning has always been a big part of the corporate world. There are lots of changes happening in the world, especially in the area of digital technology. Markets are making new and increased demands from organizations based on these changes. And organizations are depending on the astuteness of their employees to meet up with these demands.
In addition to this, candidates understand the volatility that exists in the world of skill acquisition and demand. They know that in a short period, their current skills can become moribund and go out-of-demand. As such, they would prefer to work in organizations that promise ample development opportunities.
Organizations understand this, which is why they’re investing resources to improve the learning culture. According to a report, 42% of companies increased their investment in reskilling and upskilling in 2020. This trend is expected to continue in 2021.
Soft skills will become highly valued
As stated, the workplace environment is fast-paced and always changing. New skills are being demanded almost daily. Much of this is driven by the break-neck speed at which digital technology entrepreneurs come up with innovations.
This reality has contributed to a huge gap that exists between the skills in demand and the skills candidates possess. By 2030, it’s predicted that there will be over 85 million job openings because people don’t have the requisite hard skills to fill them.
The literature explaining the dearth of sufficient hard skills is easily accessible. However, that which doesn’t get so much press, but is equally as important (if not more) as hard skills is the acquisition of soft skills.
The events of 2020 have made organizations realize the importance of having employees with a high level of emotional intelligence. That is why, to improve this internal gap, business leaders are designing their development initiatives to accommodate a full spectrum of skills needed to succeed in the modern workplace.
Developing a human-centric company culture
The events of 2020 forced many organizations to adopt a system of remote working. As the effects of the pandemic wore off in many parts of the world, companies began adopting a hybrid system; they were looking to take advantage of both the virtual and office working systems. Nevertheless, this is bound to impact negatively on the already depleting company culture. The lack of frequent physical interactions and varying working schedules will create an increased level of disconnect among workers.
In 2021 and beyond, there will be a spike in the number of organizations that design systems that will allow for regular check-ins, social interaction, or emotional support. There were many reports of deteriorating employee mental health during the pandemic. This situation occurred due to anxiety and a lack of a support system. By promoting social interactions and open dialogues, employees can remain in a stable mental health situation. They will feel valued by the organization; thereby increasing their commitment and dedication.
References:
- How the new normal is shaping the future of HR | Randa Bahsoun, Khaled Bin Braik, and Boudy Kassis
- COVID, Reskilling, and Upskilling – 42% of companies stepped up their investment while 42% of employees have pursued training on their own after the coronavirus outbreak | Michel Cournoyer | September 2020
- 5 ways the events of 2020 will shape recruiting, retention, and learning in 2021 | Toolbox
You might also be interested to read:
Related Topics:
