What is the contribution of human resources in 2022?

In recent years, the role of human resources has been redefined. With the pandemic and the realities of the job market, the HR function has experienced rapid growth in many organizations. Today, the contribution of human resources in organizations has no choice but to evolve.

I had the chance to discuss this subject with the participants of the latest Live Discussion and, as always, this meeting was very enriching. Browsing the literature, some trends seem to emerge but it is always very interesting to learn more from the people working in the field.

A few observations

It goes without saying that organizations seek to remain competitive and position themselves advantageously in the market. They are therefore turning more towards HR for strategic advice on best practices for recruiting, hiring and retaining talent. Of course, HR professionals should be prepared to provide information on the latest trends in these spheres. But they must also demonstrate imagination and creativity in order to find solutions to unprecedented challenges. To remain efficient in the years to come, this contribution is essential to businesses.

This strategic contribution is added to the more operational and administrative aspects of the role that many HR professionals already play within their organization.

Thus, HR professionals now act as business partners and their contribution is better recognized by businesses. According to some, it is mainly the perception that business leaders have of the human resources professionals that changed, and not necessarily the functions assigned to them. This nevertheless affects relationships and leads to promote the contribution of human resources within the organizations.

This is particularly characterized by greater support for managers (coaching) to help them acquire appropriate skills in employee management. Moreover, this is a subject that has been brought up many times in the context of the Live Discussions that I host. The bond of trust that managers have in their HR advisor is now asserted.

Trends are emerging

Some trends seem to be shaping the future and priorities of HR:

• The need to establish a better balance between professional and personal life. In an ever-changing world, more and more people are looking for a better balance between their work and personal life. This means organizations will need to provide employees with the flexibility and support they need to manage their personal and work commitments. HR professionals can play a key role in helping businesses to create a culture of balance and respect. Indeed, the well-being of employees is, nowadays, a paramount issue. In 2019, Forbes reported that 87% of employees expect support from their company to be able to balance their work life and personal commitments.
• Support for managers. As I mentioned earlier, HR partners need to provide support, or even training, to managers. Indeed, they must develop a certain autonomy, particularly when it comes to planning, recruiting and retaining talent, and acquire skills in terms of personal relations. HR can offer coaching for this purpose.
• Reimagining recruitment. As the labor shortage intensifies, the role of human resources is changing, including in recruiting. Introducing new approaches in this area could help to better target businesses’ needs and find the best talent. This can make a significant difference in how organizations see human resources. In this respect, recruiters are particularly more inclined to turn to atypical and diversified profiles in order to expand their pool of candidates.
• Employee development. Most people want to feel supported in their workplace. By focusing on career development, facilitating internal mobility and offering a personalized professional experience, human resources offer employees conditions that promote their engagement and retention.
• Using data to guide business decisions. In 2022, it becomes clear that the mastery of factual elements, reconciling science and data, contributes to the HR credibility. Therefore, it is important that HR professionals use this data to develop the appropriate strategies.
• Continued growth in contract jobs. In recent years, the number of people working as independent contractors or freelancers has increased dramatically. This trend is expected to continue beyond 2022 as more people seek the flexibility and autonomy that comes with this type of work. On this subject, the newspaper Le Devoir stated in July 2021 that “nearly 70% of Canadian employers plan to hire more freelancers or contract workers over the next two years”. Therefore, HR professionals will need to be prepared to attract and retain top talent in this environment.
• The rise of artificial intelligence. Artificial Intelligence (AI) is increasingly used to automate various tasks within organizations. While this technology can streamline many processes, it also has the potential to replace workers in some roles. HR professionals will need to help employees transition into new roles or to retrain them for different positions. Matching skills and jobs in a digital economy where AI is becoming more and more important will be one of the biggest HR challenges in the coming years.

By staying on top of these trends, HR professionals can position themselves as strategic partners in the success of their organization. So, don’t hesitate to contact me if you want to discuss on the subject! You can also follow Radar’s LinkedIn page to learn more about us!

• Culture