Career Trends: April 21, 2022
Curated by the Knowledge Team of ICS Career GPS
- Excerpts from article by Prashant K Nanda, published on moneycontrol.com. Original article link.
The way people work has changed completely in the past two years. The change in workspace dynamics, hybrid work, lack of personal engagement among employees, and their ability to stay productive remotely has necessitated human resource managers to innovate and stay on top of their game.
According to industry experts, and recruiters, 2022-23 is going to be a year in which HR managers will be expected to push the boundaries to attract and retain talent, and increasingly, add value to business growth.
Here are some key trends shared by HR and talent platforms:
1. Nurturing relationships
- Hiring is no more transactional but rather a relationship between recruiters and possible employees.
- While at the lower end of the employee pyramid, transactional behaviour is still dominant, at the mid and senior levels, recruiters are building relationships.
- So even if you don’t hire a person now or the person couldn’t join you for reasons including the right fit and unfulfilled compensation aspirations, the relationship remains.
“You are talking to them, understanding them, and making a good offer at the right time. It’s key to get the talent in. If you have spotted a good talent, it’s important to nurture it.”Ankit Agarwala, managing director (India) of Page Group.
2. Highlighting internal career opportunities
- One of the biggest lessons learned from the pandemic is the fact that companies can no longer solely rely on recruiting talent externally.
- Instead, a competitive labour market has forced employers to make better use of their existing talent.
- Talent marketplaces help connect employees within an organisation or a sector to internal career opportunities.
- These include not only job openings, but also cross-departmental projects, temporary assignments and other initiatives.
3. Fostering learning agility
- Apart from hiring and recruitment of talent, employees are expected to be fast learners and be on the forefront in accepting and adopting change.
- Learning agility, means the ability to confront a situation you have never experienced and cope with it.
“This can be done by going out of the comfort zone and taking on new challenges. Similarly, the ability to work with other people.”Ravi Venkatesan, former chairman of Microsoft India and Bank of Baroda.
4. Supporting flexible work models
- Evidence that remote work culture has not negatively impacted productivity has reinforced the view that hybrid work is here to stay, at least in part.
- According to a workspace post by consulting firm Gartner, the shift to hybrid work will be a massive driver of transformation which the HR leaders must be prepared to support
- Nimisha Pathak, director of HR at Alvarez & Marsal, told that many firms are projecting flexible working models as one of the key drivers in attracting and retaining talent.
5. Investing in employees’ career experiences
- Traditional career development programmes offered by companies earlier are outdated as voluntary attrition or job switching has picked up pace in recent times.
- Workers are now less likely to dedicate their entire careers to one employer, in fact, on average, people now change jobs every four years.
- According to the Academy to Innovate HR, to expand their capabilities, organisations are increasingly investing in employees’ career experiences and providing new learning opportunities.
- Companies have defined different experiences: lateral, vertical, rotational and so on.
- Corporate learning and development have become a must-have in the workspace.
- Employee upskilling is being used as a tool to make staff feel valued, increase productivity, aid talent upgrades and support career growth.
The future of work is here; digitisation, remote work, artificial intelligence, machine learning, cloud-based systems and Learning Management Systems have assumed centre stage in the race to survive, said assessment firm Mercer|Mettl.
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(Disclaimer: The opinions expressed in the above mentioned article are those of the author(s). They do not purport to reflect the opinions or views of ICS Career GPS or its staff.)
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