Monday, January 24, 2022

IT leader predicts HR tech trends for 2022

Guaranteed to show continued growth and development in HR tech software in 2022, Nick Bailey of Workforce Software provides some important insights for the year ahead.

Bailey, senior VP of workforce software for Apeejay, says decision-makers are shifting their focus toward maximizing employee experience and workflow efficiencies. This is reflected in the dramatic change in the way we work due to COVID-19.

“2011 has led us forward with its challenges, changing the way we work and inspiring business leaders, employers, and employees to adapt and stay agile to these many changes,” says Bailey.

“These changes in the way we work have also acted as a catalyst for optimization in HR technology, which begs the question, what can we expect to see in 2022?”

Ongoing Technology Changes

The recent Deloitte Millennial Survey predicts that by 2025 two-thirds of the workforce will be from Gen Y and Gen Z. These two groups are digitally native, have high expectations and want to be heard by their employer. In order to adequately prepare for this generational change, says Bailey, companies will try to keep pace with technology advancements, adding that in 2022 companies will continue to improve their technology, including the impact of digitization on employee experience. will have a significant impact.

“Twenty-eight percent of employees say the technology it provides is an important factor when choosing an employer,” Bailey says.

“This includes general manager and employee processes such as the ability to check schedules, request time off, check pay, bid for overtime and more.”

micro survey

“We’re seeing a change in employee engagement surveys,” says Bailey. “Traditionally, large companies check in with their employees only a few times a year with company-wide surveys.”

“However, new trends show that companies are benefiting from micro surveys, getting in touch with their employees and capturing their emotions ‘in the moment’ as things are happening in real time.”

return to growth and build resilience

Going forward in 2022, there will be a greater focus on returning to growth and building resilience. Bailey says the ongoing challenges will affect the labor market so that excellent employee experience will be a key difference to a competitive advantage. He says this means a strong focus on building relationships with managers and employees through open communication, so employees feel like an integral, important part of a business’s success.

Continued adoption of cloud solutions

The pandemic has exposed how inflexible many enterprise solutions are and as a result have moved to cloud solutions.

For example, the ability to change sick pay and absenteeism rules and implement contact tracing or pre-shift health checks was challenging under these older systems.

“As we continue to adapt and move through the pandemic, expect to see an ongoing shift in cloud solutions,” Bailey says.

“Companies that adopted this system found themselves able to respond more quickly and therefore build flexibility in their operations.”

Endless Transformation of HR Digital

Bailey says employee engagement has been a major beneficiary of the rapid transition to digital HR in the coming years. They believe that 2022 will see a sustained momentum in this move to streamline processes, adapt to new technologies and engage adequately with employees.

“Traditionally there have been two pillars in the digital transformation of HR, HR and payroll, but there are actually three: HR, payroll and time,” he says.

“Time is now where you track time off, compliance, absenteeism. You schedule your PTO, schedule your labor, and forecast your labor demand. In addition to time, employers process Adds a more strategic approach and engages employees with a positive experience.”

Hybrid working and training opportunities

The pandemic has led to increased hiring of remote workers, according to a McKinsey & Company report, which shows that more than 20% of the workforce can work remotely for three to five days a week such as from an office. be working

Bailey says this trend is likely to continue, but at a potentially lower rate than current levels. He says hybrid and remote working are here to stay, and businesses need to offer training opportunities for employees in line with this hybrid model.

“Otherwise, they risk being left behind by a wider workforce. Providing equal opportunities for hybrid/remote workers allows for a more positive experience for companies,” he says.

“With hybrid workers accounting for 20% of the workforce, this leaves a whopping 80% who cannot work remotely, deskless workers who need to interact with customers but still communicate with their coworkers. want to connect who may be remote and even located around the world.”

Nation World News Desk
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