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With the beginning of the COVID-19 pandemic in 2020, many companies sought adaptation in the face of the new required scenario, and measures to contain the spread of the virus.
Several sectors sought alternatives in their work routine, including the Human Resources Management sector, where the challenge here ended up becoming a significant change trend that extended during the years 2020, 2021 and probably in the year 2022.
Check out below 05 trends that will be highlighted in the HR sector during the year 2022.
Home office: in this system, activities are performed 100% remotely. The advantage is that the HR team is able to hire talent from anywhere in the world, ensuring the best qualified professionals for the workforce;
Hybrid work: in this modality, part of the service is provided remotely, but occasionally the worker needs to go to the company’s headquarters. In this case, HR will need to strategically organize face-to-face schedules in order to avoid time clashes and other complications;
Return to face-to-face work with more flexibility: even when returning to face-to-face work, the expectation is that this will happen gradually, offering employees a period of adaptation.
Strategic HR is a term for the movement in the human resources area that sees professionals strategically, uses real data to make the right decisions and improves its processes with cutting-edge technology. Strategic HR is seen as crucial to growth, profitability and success.
First of all, strategic HR is not one that leaves personnel department (PD) routines in the background, much less one that is not concerned with improving payslip control, electronic point-of-service or benefits management. All these things are essential for good people management.
In general, strategic HR is what sees professionals strategically, uses real data to make the right decisions and improves its processes with cutting-edge technology. This HR not only has a leadership support position, but is seen as crucial to growth, profitability and success.
A survey published in Harvard Business illustrates well the importance of the sector. By monitoring the economic results of 53 companies between 2011 and 2015, it was found that those with good HR practices perform 51% better than the market, on average. That is, they are more successful.
Employee Experience Practices
Employee experience is the result of employee interactions with the company. They include the processes, systems, people, purposes, feelings, learnings, and behaviors that these interactions bring about.
From an organization’s point of view, employee experience is what is designed and created for employees or what the company believes employee reality should be. In other words, it is the effort to create an organization that people want to work for.
How important is Employee Experience?
Below are the main benefits:
– Strengthens company culture
– Increases team engagement
– Reduces turnover
– Improves internal communication
– The employee feels more satisfied and motivated
What are the elements of a good Employee Experience?
Building an excellent Employee Experience is all about improving interactions and relationships in the work environment. For this, some characteristics need to be easily identified in the organization’s way of being. Below, the fundamental elements, selected by GPTW:
Trust and respect
First, the relationship between employee and company must be guided by trust and respect. The two pillars guide internal attitudes, such as recognizing differences between people, treating employees humanely, adjusting collection levels, distributing the workload, among other actions. It will also be important to work on transparent communication. By valuing true and reliable information, we recognize that individual plans matter, allowing people to make decisions and have predictability about the company’s situation. Furthermore, it is a way to avoid the emergence of parallel channels and misinformation.
Knowing how to give feedback to employees is a second pillar for a positive work experience. Feedback on work is essential for people to understand what the company expects of them and make changes. Therefore, it affects not only the permanence factor, but the ability to compete for internal benefits and opportunities.
Not to mention that feedback humanizes some of the most difficult processes for HR professionals and managers. Firing the employee, saying it’s not his turn to be promoted, not granting a benefit or denying salary increases, in short, all of this will be fairer if the decision is based on a history of transparent evaluations and communication between people.
Development and Growth
The prospect of growth is always at the top of the elements of a great place to work. After all, part of a good experience is living in an environment where you have access to opportunities to learn and improve in terms of your financial condition, professional challenges, tasks performed, etc.
Another relevant item is knowing how to value work and achievements at different levels, such as communication, positive feedback, rewards and internal growth. It is a broad work that involves both the structure of the company and the employees themselves.
In this last point, in addition to the role of the leader, it is important to develop camaraderie and respect among employees. These values start from above, but they need to be consolidated as an element of the organizational culture, lived and shared by all.
Leaders are equally responsible for a significant portion of the Employee Experience. Firstly, it is necessary to have the right people for the position, that is, the company must differentiate the mere bosses – who are able to impose themselves only by the position and hierarchy – from the true leaders who influence people positively.
Use of Gamification
Basically, gamification (or gamification, in English) is the use of game mechanisms in other contexts to achieve specific results and goals.
This means that a gamification action does not necessarily use only corporate games per se. It can adopt features such as scoring, rules, challenges and rewards to motivate the target audience.
Gamification is widely used in the educational area, as it helps students learn. And, in recent years, it has been implemented in companies of the most different sizes and segments.
How can I use gamification in my company?
Now that you know what gamification can bring to your company, it’s time to stop and think about your goals. What do you want to achieve with a gamified action? How can it help improve some aspect of your business?
Remember that gamification is not mere entertainment, it is a corporate strategy. Therefore, drawing up an implementation plan, with goals, monitoring and measurement of results, helps a lot to not lose sight of the true objectives of the action.
There are several ways to adopt gamification. They can be corporate games to stimulate certain skills among employees, games that help attract visitors to the site or generate leads, competitions in which the tasks performed accumulate points and generate rewards and much more. There are companies specialized in developing gamified games and actions for organizations. But if you intend to implement this strategy on your own, remember to plan well and always be aligned with your company’s values.
Example of Gamification: With Collaborators
The steel company Gerdau created a game to assist in employee safety training. Using virtual reality goggles, employees are virtually inserted into an industrial pavilion. The objective of the game is to identify risk situations and classify them according to their severity.
At the end of the game, employees can view the results and have an assessment of their performance. In the first week of implementation alone, 2,500 employees from Gerdau units in Brazil and abroad participated in the initiative.
Example of Gamification: With Customers
The supermarket chains Extra and Pão de Açúcar created an initiative in which customers need to gather stamps to exchange for gifts. For every R$20 in purchases, customers receive stamps and stick them on a card, as if it were a sticker album. After a certain number of stamps, the card can be exchanged for a knife (Extra) or a pan (Pão de Açúcar).
This is an initiative that is not a game in itself, but uses game features to encourage customers to consume and accumulate stamps. With each card filled in, customers can complete their collection of knives or pans.
Use of Technologies
Online recruitment: remote recruitment provides more agility to the selection process, optimizing the time of recruiters and candidates;
Online time control: the trend is to implement software that register time, storing the information in the cloud. In this way, it reduces the risk of loss and facilitates the consultation of hours registered for the HR sector;
Performance evaluation tools: these digital tools help in the constant evaluation of employees. Thus, management can identify the difficulties of professionals and create strategies to improve results.