The 5 key trends in Human Resources for 2022

DFor many years, the Human Resources area of companies has played a fundamental role in ensuring the well-being of workers, in order to maintain motivation and productivity levels within an organization.

The COVID-19 pandemic has marked a before and after in the world of work. During these almost two years, HR departments have been forced to evolve by leaps and bounds due to the need to adapt to the “new normal”.

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Reinventing new ways of relating in the workplace has marked this 2021 that is now saying goodbye, giving way to a new year whose expectations are set on the consolidation of this new human capital management model and on providing more value

Work flexibility, family reconciliation, protection of talent or mental health are some of the trends that are expected for next 2022 within the HR area of companies.

1. Flexibility and communication: The new work model

After glimpsing the shortcomings of the pre-pandemic model, more rigid and face-to-face, the new work model that will take hold in 2022 is based on work flexibility and two-way communication.

It will be a priority for HR to make it possible to combine work activity at home with face-to-face work at the office and transform both digital and face-to-face work spaces. Companies are going to look for a more flexible and collaborative environment, with fixed and rotating shifts, strengthening the trend of hot desking, that is, shared workspaces that only need to be connected through the network to work.

Virtual meeting rooms, 4-hour days, collaboration and training solutions or virtual reality for learning are some of the actions that will also gain weight in the coming year.

For this new model to work, communication will be essential. The challenge for HR departments will be to develop an organizational strategy with a specific communicative dynamic that fits the needs of this flexible model, that is, two-way communication. Feedback for employee opinions and their state of well-being at work, with frequent check-ins between employees and managers, will be essential to help detect problems early on.

2. Talent protection

The staff turnover that the pandemic has led to has been a major headache for Human Resources departments this past year. Caring for and protecting a company's talent will be one of the key missions for this area in 2022. Companies will focus their efforts on retaining employees by creating an attractive and balanced work environment.

Having clear and transparent succession plans, prioritizing promotion, reviewing skills and salaries and promoting the professional progression of the workforce will be some of the tasks to be carried out.
Organizations will need to incorporate practices to retain and recruit talent such as recognizing team achievements, encouraging a sense of unity, and fostering the ability to disengage from employees. These measures will help improve productivity and the work environment.

3. Wellness and mental health

Promoting mental health is a generalized global trend that has been reinforced by the need to alleviate the ravages that the pandemic has caused in people. For this reason, in the coming year the mental health and well-being of the team will be a key area that HR must address.

To do this, it will help to build a climate for psychological safety. It is about creating a work environment in which employees feel safe to express their opinion about work without fear of negative consequences. According to experts, having a standard
Positive group behavior at all levels of the organization determines positive behavior at work and affects job satisfaction, productivity, performance and general company well-being.

In May 2019, the World Health Organization (WHO) officially recognized 'burnout' or 'professional exhaustion' as a disease, an emotional disorder linked to the workplace that appears as a consequence of a situation of chronic work stress, the result of
inability to disconnect from work, which has a negative impact on physical and mental health. Having policies to mitigate stress will be key to taking care of the human capital of companies in 2022.

For companies, it will be essential to attend and reward when there are work peaks or stressful situations for employees, establishing personalized assistance, flexible work with hours or days off to promote well-being and resilience.

4. Technology and the value of data

For HR professionals, it is increasingly important to have data as a basic source of analysis for decision-making in hiring processes. Having tools that facilitate data analysis allows you to create more efficient systems, improve workforce management and business results.

Artificial intelligence (AI) and machine learning are making it easier to optimize selection processes and hiring flow and are at an all-time high.

Thanks to these tools, it is now possible for hiring professionals to focus on "soft skills" or soft skills, the most valued skills according to the latest studies.

5. Diversity, equity and inclusion

Leading by example towards a more egalitarian and diverse society is in the hands of companies and their HR departments. The incorporation of Artificial Intelligence also makes it easier to avoid unconscious biases in selection processes that often make it difficult to improve in this area.

Preparing a diversity manifesto, corporate volunteering or having a De&I training plan to generate spaces for dialogue on the different concerns of employees are some of the tools towards an inclusive and diverse business strategy.

HR trends are constantly evolving and therefore it is important to be attentive to the needs of workers, learn about social problems or join technological advances to drive change, add more business value to the organization and take care of human capital