HR Trends to Boost Employer Branding

HR Trends to Boost Employer Branding

Following on from a year of societal turmoil and disruption, it is no surprise that 2021 has seen a paradigm shift in priorities within the global workforce. Paired with a younger generation whose values are vastly different to those gone before them, today’s HR trends are key to boosting employer branding and resonating with your team and clients alike.

The HR Exchange Network did a mid-year check-in with the common HR trends and how they’re shaping the year of 2021:

People-Centric Strategies
Not so long ago, reforming the typical HR function in organizations with a digital, automated system was not so far-fetched. Then the pandemic hit. COVID-19 disrupted supply chains and forced teams to go remote, causing many employers to quickly realize their most valuable assets: the qualified and experienced employees in their organization.

The younger generations entering the workforce value salary less than any other generation. So, what motivates them? What do they care about? According to this recent Deloitte study, they are more concerned about being a good global citizen. Therefore, it seems obvious that today’s HR teams should emphasize the human element of business, and work to balance employee engagement and efficiency with employee satisfaction.

So, people are organizations’ most valuable asset. And we don’t have to worry about being replaced by robots. Yay. However, there is a sweet spot. More and more organizations are utilizing software to automate certain tasks such as invoicing and responding to client enquiries. The automation trend is designed to optimize workplace efficiency and enable employees to focus on their specialist skill for which they were hired.

Flexible Schedules
Okay, so despite the fact that many organizations may have been forced to create a digital workspace for their teams in 2020, the benefits of remote work were revealed nonetheless. Some employees will be keen to revert back to the set routine of their 9-5 life. However, HR teams must be prepared to cater to the large percentage of people seeking continued flexibility of working out of the office at least part of the time.

Outplacement Programs
In a recent study of over 300,000 outplaced employees, almost 50% of them moved to a different industry. As exiting employees reskill and pivot into new territory, an increasing number of organizations are deploying outplacement services to equip those leaving the company with the best chance of a successful career transition.

Normalizing New Technology
The pandemic was too disruptive for the workplace to go back to “business as usual”. As the world treads into the post-pandemic territory, it is crucial that teams normalize the technologies that have assisted them throughout this unprecedented time. The pandemic exposed the flaws within the global workforce and allowed for opportunity to adapt and reconstruct. HR teams should ensure that these lessons are carried forward to help organizations reimagine the future of work for the next generation.