From adopting best practices in the gig economy to expanding the use of AI, here are the top 5 HR tech trends to watch in 2022.
As we near the end of the first full calendar year of living and working in a global pandemic, it is clear that HR leaders will need to embrace technology in new ways to address the ongoing challenges with hybrid work, vaccination warrants and the Great Resignation.
From adopting best practices in the gig economy to expanding the use of AI, here are the top five HR tech trends to watch in 2022.
Hybrid the growth of labor technology. The back-to-office debate may be on hold as a result of the Omicron variant, but HR managers need to break with old mindsets and stop thinking that employees are more productive when they’re in the office. “In 2022, work will be seen as the place where employees do their best work, not a place, and companies will give them the flexibility to adapt their work environment to the results they are trying to achieve,” he said. declared Traci palmer, vice-president of human and organizational resources at Citrix remote technology company.
But hybrid working models also bring fear of dividing workers into two classes: those who work remotely and those who work in offices near supervisors and business leaders. Citrix research found that 38% of knowledge workers believe remote workers will be at a disadvantage if they do not work from a central office.
Related: Beyond the Great Resignation. 3 trends shaping the future
“Businesses will leverage digital workspace technologies, supported by new work policies, to provide a common and transparent environment in which employees have consistent access to applications and information to do their jobs, wherever they are.” they lie, ”says Palmer.
AI presents the big picture. Artificial intelligence Fueled by people, the data will travel beyond the HR office and to supervisors to consider the “whole” employee.
“People’s use of data will shift from HR to front-line managers, and they want to see more than employee history. Managers want to put people at the center of operational decision-making, rather than seeing them as an afterthought, ”says Paul Rubenstein, director of human resources at people analysis company Visier.
AI will make it easier for HR, middle managers and supervisors to see productivity, engagement, skills, learning, performance, exit risks and more, then make financial decisions and better informed operational staff, he said.
Patricia Sharkey, human resources manager for supply chain provider IMI People, explains that the employee experience is based on rapid responses from human resources and other managers.“In today’s digital world, always connected, people really like to be answered almost immediately, especially when they have a concern or a formal complaint,” she says. “The ability of AI to immediately acknowledge and deliver updates, without slowing down HR, is really imperative in a hybrid / virtual world. ”
Diversity efforts innovate. HR managers and talent recruiting will begin to actively seek out neurodiverse candidates for special positions within an organization. Mandy Price, co-founder and CEO of tech company DEI Kanarys, said that neurodiversity – the range of variations in the functioning of the human brain, such as autism spectrum disorders, attention deficit hyperactivity disorder and dyspraxia—Will be taken into account in the DCI monitoring in 2022. A Bloomberg Law Poll found that 72% of those surveyed currently have metrics to track diversity or well-being, and of those 72%, only 17% said their organization tracks neurodiversity.
DCI’s definition is also expanding to include belonging and HR managers need to add it to enhance their modern work culture. With an increasing emphasis on building a more diverse team, it’s also crucial that new talent feel right in their place early on, says Danielle Brown, director of human resources for HR tools provider Gusto.
“In 2022, we’ll see more people-centric platforms create inclusive technology by default, allowing employees to define themselves in the virtual workplace, instead of being defined by gender presumptions, pronouns and legal names, ”she said.
The Great Resignation transforms the standard job interview. Unfortunately, the exodus of employees from the current workforce will spread to knowledge workers in the coming year. And managers will feel the impact the most, says Laszlo Bock, CEO and co-founder of team technology provider Humu.
“The perceived lack of growth opportunities will make knowledge workers increasingly disgruntled and disenfranchised. Our research has shown that employees who feel their careers are stalled are a huge 8 times more likely to look for a new job than their more satisfied peers, ”he says.
Traditional approaches to technical interviews will soon become a thing of the past for programmers and other knowledge workers, says Vivek Ravisankar, CEO and co-founder of tech recruiting specialist HackerRank. He sees a shift in the way developers want to be interviewed and, therefore, in the potential jobs that appeal to them the most.
“We will see a change in the structure of interviews and focus on more real-life scenarios and challenges as companies and hiring teams adapt to meet developer demand and practical interests,” says Ravisankar.
General HR technology is getting granular. No employee has gone through the same pandemic experience, and as a result, the unique approach to benefits and fringe benefits no longer cuts them. “In 2022, we will see increased adoption of flexible benefit platforms [that] help companies take à la carte approach to giving employees the support they need, whether it’s money for student loans, a cleaning service for new parents or a day at the spa, ”says Gusto’s Brown.
HR should consider creating a worker repository for concerts, says Mindy Honcoop, HR manager at planning solutions provider TCP Software. This is usually a consolidated database of approved freelancers who can be notified when a work assignment arises. “It allows them to choose which positions to take on and it helps HR teams and department heads make sure projects get done,” she says.
The onboarding of high-level contact employees will also become increasingly important thanks to 2022 being a market of job hunters and the proliferation of remote workforce, said Marc Friedman, CEO and Founder of Cadalys, a provider of Salesforce applications.
“Remote workers can’t just lean over the booth to ask a colleague a question, so there is no longer a need to achieve the kind of self-sufficiency that comes with world-class integration more quickly,” he says. , adding that insufficient onboarding can cost a company up to a third of an employee’s first-year salary in lost productivity and increased attrition.
And finally, given the proliferation of cyber attacks, HR and human teams will need to work closely together to ensure that all of their employees and collaborators are well trained in cybersecurity. “As the workforce has shifted to working remotely,” says Claudia Ivanova, HR manager for banking solutions provider FISPAN, “there are easier ways for cybercriminals to infiltrate corporate systems. ‘business and cause damage. HR teams will see the importance of training and simulations and help keep employees aware and very diligent in preventative cybersecurity practices.
Phil Albinus is HR Tech Editor for EDH. He has covered personal and business technology for 25 years and has served as editor and editor for a number of titles on financial services, business technology and employee benefits. He is a graduate of SUNY New Paltz and lives in the Hudson Valley with his audiologist wife and three adult children. He can be reached at [email protected] and followed on Twitter @philalbinus.