4 Top HR Trends And Predictions For 2022

These past two years have been a tumultuous time for HR departments around the world. Companies and HR teams have faced unique challenges including the Great Resignation, shifting to remote and hybrid working models, new compliance and regulatory issues, using their platform to advocate and support social issues, increased burnout and mental health issues, and figuring out how to attract and retain talent. Workers are demanding transparency from employers in regards to their stance on social justice issues, salary information, how they source their materials, how they invest their money as well as DEI initiatives. Darren Hockley, managing director at DeltaNet, said, “the voice for change is getting stronger. People now have more confidence to speak up because they believe more people are listening.” This is evident through cancel culture which has proven that people are more comfortable standing up for what’s right even if it means calling out their own employer. As 2022 fast approaches, companies will need to redefine what the workplace looks like if they want to attract and retain top talent. Here are four top trends and predictions for 2022. As companies undergo a digital transformation, they’re accelerating their Artificial Intelligence adoption plans to improve efficiency, security, and effectiveness. HR departments will benefit greatly from AI. In fact, it’s believed that AI will reinvent the HR function which will allow HR teams to make better decisions. In addition, AI will help automate and streamline administrative tasks allowing HR to focus on strategic initiatives and personalizing the people experience. Moreover, AI will also allow HR teams to implement chatbots where employees can reach out to for questions involving payroll, benefits, and more. Morshed Alam, founder and editor at Savvy Programmer, asserted, “technology will change the way we interact with employees at every level of the organizational hierarchy.”In terms of recruitment, AI will auto-screen resumes and categorize them based on each position. This can be done in a few ways such as determining which individual skills are most relevant to the position as well as moving candidates to roles that are a better fit. Additionally, machine learning will assist heavily in building the talent pipeline so recruiters can focus more on personal outreach. AI will also aid in upskilling workers by identifying their strengths and weaknesses and making recommendations on how to upgrade their skill set. This will be done by curating a career and learning path to help workers develop and grow internally. Stacey Taylor, learning design director at DeltaNet, believes, “adaptive learning will truly take off in 2022, due to its ability to connect the learner with short, relevant, impactful intervention they need.” As the next generation of young professionals enters the workplace, companies will need to revise their training in a way that is relevant, engaging, and digestible to them.

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