The 10 Great HR Trends in 2021 | Human Resource Management Software

Digitization will advance in areas such as talent acquisition, onboarding, or the employee experience

2020 will be remembered as a year of enormous disruptions, also in Human Resources management. Many transformations that had already been brewing in the best employers for some time have been accelerated exponentially.

What changes are here to stay? How will companies adapt in this new era of uncertainties? With the analysis of the more than 1,600 Top Employers companies in 120 countries and the 109 certified in Spain, we have detected the 10 major trends in people management that are emerging for 2021:

Technology for talent acquisition

Recruitment is currently the Human Resources process most likely to be automated, according to our recent Technology and People at Work report. In 2021, we will experience great advances in the use of big data, artificial intelligence, and virtual reality in selection processes. The use of artificial intelligence for the detection of talent, the design of algorithms for the screening of candidates, the implementation of chatbots for the first steps in the selection process, and virtual reality to offer the best experience to candidates will be intensified. In addition, more use will be made of predictive big data to discover which candidates will best fit the organization.

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Digital onboarding

Following the outbreak of the pandemic, the best employers quickly launched a broad set of creating virtual experiences to facilitate the onboarding of newcomers. In 2021, the use of digital practices will intensify for the integration of new employees, with initiatives such as virtual events, ad hoc video games, the gamification of processes, internal social networks, virtual onboarding platforms, or escape rooms. The aim is to ensure that, in the context of the prevalence of teleworking, newcomers quickly catch up on the content of their position and, above all, are imbued with the culture of the organization.

Methodology for change

Continual transformation is more than ever the key to survival. In 2021, it will be a clear trend to implement a comprehensive methodology for managing change in a systematic way, with a detailed step-by-step plan to anticipate and evaluate how the change impacts the different processes of the organization, and carry out successive iterations. to achieve the objectives. The role of leaders as agents of change will acquire greater relevance in the new scenario of growing uncertainty. It will be your responsibility to provide an organizational context conducive to innovation, generating a culture of trust, security, and flexibility.

Collaborative social networks

In the new environment, it will be vital to have technological tools that guarantee collaboration in work teams. Among them, in 2021 the use of internal social networks will be highlighted, which will become a key platform for professional collaboration between employees, beyond its initial priority role as a communication channel.

Digitization of HR processes

From initially being a necessity due to confinements, digitization has turned into a revolution that will contribute to improving the experience on the “journey” of employees. HR technology solutions will be evaluated based on this experience. Mapping of the digital journey of the employees will be carried out, with the visual tracking of the contact points (touchpoints) of their entire journey through the organization with the aim of identifying areas for improvement and exploring initiatives to optimize this experience.

Create an internal career culture

In 2021, initiatives for the professional updating of employees (defined in English as reskilling or upskilling) will be accelerated. Companies will promote development initiatives such as interactive internal career development portals, internal career counselors to guide next steps, job rotation, or temporary assignments.

The emotional well-being of employees 

Initiatives to strengthen the mental health of employees, which until recently were taboo in companies, are gaining prominence. Ensuring your emotional balance will undoubtedly be one of the great challenges of the next decade. In 2021, we will experience the consolidation of very diverse actions in this area, such as the helplines for employees available 24 hours 7 days a week, the practice of mindfulness, stress management courses or anti-bullying programs, among many others. . Taking care of employees is now the priority, with wellness actions in which they actively participate.

The marketing alliance with HR will be consolidated

The joint work of these two areas will be key to effectively building and communicating the value proposition both externally (for potential candidates) and internally (for employees). In 2021, improvements will be made in data analysis, targeting, channel planning, and preparing key messages. Digital tools such as pulse surveys (frequent surveys with few questions to randomly selected employees) will be used, which will become a very useful tool to know the collective mood of the workforce.

Ensure digital disconnection

Also worth noting, as an emerging trend, are programmed to ensure digital disconnection. In 2020, a third of the Top Employers' companies already regulated the right of all company employees not to respond to emails or professional messages outside of their working hours. This trend will intensify in 2021. In addition, other good practices related to conciliation will be consolidated, such as limiting the hours in which meetings can be organized.

Hybrid working models

One of the most visible aspects experienced in the world of work with the arrival of the pandemic was the emergency introduction of teleworking. Flexibility and remote work are here to stay, with varying degrees of intensity. In 2021 we will see how hybrid models that combine teleworking and presence in the company's facilities are consolidated in all those positions where it is possible. Empowering employees to flexibly manage their work hours and location will be the strongest competitive advantage in the employee value proposition.