I have been away for a couple of weeks because I just had a grandchild and I was away doing Nana duties. This was a different kind of HRM challenge that involved sleep deprivation and hormonal challenges due to disruption of normal eating and resting hours. This was a rewarding time, however. Many things are changing, and I came across a report on what was predicted to change. I felt that halfway through the year, it would be good to take stock.
Prediction one says companies would prioritize diversity. Having a diverse and inclusive workplace is not only the right thing to do but the best for business expansion. It can only benefit businesses because anywhere the company turns, there will be somebody who understands what to do and can relate to the issues.
There is always a lot of strength in diversity. Properly implemented diversity training and initiatives will help with talent acquisition, employee engagement and productivity, company reputation, and employee retention.
HRM should pay closer attention to this when recruiting top talent and creating a safe and inclusive workspace for their teams.
Prediction two says HRM will lean on technology for HRM processes. HRM will experience acceleration in the push towards the use of software to automate and manage their workflows.
Although many companies already use software for some of their recruiting and onboarding services, the coronavirus pandemic created a more significant need for digitizing these processes. This year HRM is expected to embrace virtual HR processes like remote recruiting and automated onboarding.
Any company going to compete in the post-pandemic world needs to move as much to the cloud as possible, including seemingly offline HR activities like pre-employment medical testing.
Please note, small business HR processes are not immune from the need for efficiency, technological innovations, and cloud-based computing.
Prediction three is that companies will adapt to the possibility of long term remote work. We all started working from home last year, and what started as a temporary transition has since proven to be a more permanent solution for many businesses. Although several companies are still keeping their employees at home for health and safety reasons, many others will choose to implement the solution long-term due to employee demand.
As predicted even before covid19, employees love the flexible schedule and the absence of a commute so that there is more time in the day to spend with their families. Employers have to leverage technology as much as possible to maintain employee engagement.
We in Nigeria have a problem with digital infrastructure and a lack of stable power. HRM has to consider what technology and solutions will help achieve an efficient remote workforce for the long haul. They will also need to consider what HRM practices will be permanently affected by the continued integration of remote work. For example, companies have drawn up stay at home policies to ensure proper attendance at work remotely and support for staff efficiency despite power cuts and network instability.
Another thing to consider is the impact of a flexible schedule which may involve an extended workday as employees perform tasks outside usual work hours, which could lead to wage and hour issues as employers must pay for all hours worked that employers know was performed especially when performed at home or remotely.
Prediction four is that Companies will have to maintain company culture and employee engagement virtually. There will be creativity in companies around ensuring that remote working staff are appropriately engaged and still exhibit and practice the company culture. The way company culture works may therefore have to be changed. Without a physical office space to connect with co-workers, employees will feel isolated or disengaged, especially new hires.
Keeping people engaged means they need to connect to a purpose. Importantly, every team member has a clear sense of the company’s direction and how their role contributes to it.
The company can host virtual meetings and hangouts, conduct employee surveys, and increase internal communication to promote company culture continuity and employee engagement. However, many employees are starting to suffer from online meeting fatigue, so it is imperative to ensure you strike a reasonable and practical balance.
Some companies run a hybrid system where people come in a few days and work a few days remotely. HRM moving forward is going to have to be finely calibrated. Next week we will look at a few more predictions and then finish off with the ones that have come to play and those that have not happened and will not happen.
Have a good weekend navigating almost post covid19 times. There are many things to consider, and clearly, this is a time to live deliberately and not haphazardly.
