I’d written 30 to 40 articles, and nothing had been published with a paragraph on pandemic scenarios, so I had reservations about starting with this blog about Covid 19 possibilities. I felt our regular readers would find it tiresome. I can tell you one thing: The whole world has united to fight Covid, and we’ve succeeded, and we’ll continue to fight as many viruses as come our way.
But I can’t just leave out mentioning the pandemic because it has affected every human life; as we all know, however, problems bring opportunity. Covid-19 has had a significant influence on how we live and work. We’re still in the pandemic in 2021, but we must adjust to the upcoming post-covid world.
Due to this, many businesses have adopted a variety of innovative communication methods to complete their tasks. The most challenging experience by HR personnel in the workplace was transferring work and tasks to remote workers. Online interviews, team performance reviews over a Zoom call, and virtual meetings have become a regular part of our workday, and they taught us a new way of doing things.
In this post, we’ll discuss new HR Trends. Let’s take a closer look at a few of them:
Virtual Workplace Setup: This trend began in March 2020, and it’s continuing in 2021. Although the concept of remote working wasn’t new, most businesses lacked the rules and infrastructure to make it a reality. Companies had to adjust to the work from home trends immediately after the pandemic struck. HR managers feel that employee absenteeism has reduced, and employees are accessible whenever they are required.
By 2021, many businesses offered remote work as a full-time option. As a result, to keep employees motivated and on track, HR departments adapted to changing working conditions. I don’t expect all businesses will go virtual, but WFH will undoubtedly become a significant trend in human resource management.
Virtual Onboarding and Orientation: In 2021, the aim remains the same: recruit, hire, onboard, and orient outstanding people in the most effective manner possible. Onboarding and orientation are similar but not identical processes. Orientation is used to welcome a new employee to the business as well as to build a common foundation for all new workers. Onboarding is the act of getting a new hire’s paperwork together so they can begin work. Both these things have become virtual.
Rise and Increase in Automation: AI-enabled software use is projected to increase even further in 2021. For more effective talent acquisition, CloudQ uses CEIPAL, an AI-powered technology that can automatically bring high-quality people to your dashboard while integrating with your workflow. This tool also helps with employee onboarding, but it doesn’t take over and look through resumes. We’re 100% human in that regard. It does, however, help us go through the resumes submitted and keep them organized by job.
Virtual Training and Learning: The term “e-learning” or “virtual learning” has become more popular in recent years. Organizations aim to acquire new skills in their workforce with the necessary training and expertise to fulfil the demanding job requirements. Employers are taking steps to engage with their employees and create virtual learning and training experiences to foster a culture of continuous learning and growth.
Data Analytics: The world is shifting toward data-driven strategies. If you haven’t already, it’s time to include data analytics in your business decisions. Did you know that just 34% of HR directors make decisions based on data and metrics? HR personnel now utilize the data collected to identify workforce and talent shortfalls.
Team Building and Employee Engagement Virtually: As more folks adopt the WFH trend, the employee experience changes a lot. Before the pandemic, we had roundtable conferences, meetings, face-to-face performance reviews, etc. Taking this into consideration, HR has begun to meet personnel virtually. For instance, monthly meetings through video conferencing motivates the employees to feel like a part of a team rather than be hit with the solitude of working alone. As an engagement tactic, HR has arranged one-on-one meetings to discover employee problems or dig down and find out where difficulties can be managed. Also, it’s fun and keeps the employees engaged.
Employee Mental Wellbeing and Quality of life: Organizations have recognized that physical and mental health are inextricably linked, and both are required to live a healthy life. Both employers and workers are looking for methods to promote mental wellness in the workplace. This encouraging trend should be capitalized on by HR managers and experts to improve the mental health of their personnel.
The pandemic wreaked havoc on HR professionals’ strategies for providing an excellent employee experience. Covid-19’s workplace transitions have presented HR with several problems that were previously difficult to handle. They are, however, prepared to meet such difficulties in the post-pandemic environment because they’ve embraced technological advancements and inventions.