Top 10 HR trends for 2021.
Top 10 HR trends for 2021.

Hi, there.
Hi, there.

And welcome to this HR Trends video.
And welcome to this HR Trends video.

As the Academy to Innovate HR,
As the Academy to Innovate HR,

we interact on a daily basis
we interact on a daily basis

with hundreds of HR professionals.
with hundreds of HR professionals.

Based on our interactions,
Based on our interactions,

we have created our top 10 HR trends for 2021.
we have created our top 10 HR trends for 2021.

Some of these trends are the inevitable result
Some of these trends are the inevitable result

of drastic changes that organizations
of drastic changes that organizations

had to go through during the pandemic.
had to go through during the pandemic.

Others are more long-term developments in the HR space.
Others are more long-term developments in the HR space.

Each will, however,
Each will, however,

created a lasting impact on how we manage people
created a lasting impact on how we manage people

and how we work as a partner of the business.
and how we work as a partner of the business.

I'm excited to get started
I'm excited to get started

so if you're ready,
so if you're ready,

I'd say let's dive in.
I'd say let's dive in.

Before we do so however,
Before we do so however,

please don't forget to like this video
please don't forget to like this video

and subscribe to our channel.
and subscribe to our channel.

- Home as the new office.
- Home as the new office.

One of the most visible changes in 2020
One of the most visible changes in 2020

was the global overnight shifts to remote work
was the global overnight shifts to remote work

for much of the workforce.
for much of the workforce.

In recent years,
In recent years,

many of us have been getting used to working from home,
many of us have been getting used to working from home,

but only few organizations were really ready
but only few organizations were really ready

to go fully remote in a matter of days.
to go fully remote in a matter of days.

We believe that working from home or anywhere else,
We believe that working from home or anywhere else,

once social distance measures are lifted,
once social distance measures are lifted,

will remain an important part of how we work.
will remain an important part of how we work.

Companies like Twitter, Square and Capital One,
Companies like Twitter, Square and Capital One,

recently announced that working from home
recently announced that working from home

is there to stay even post-COVID.
is there to stay even post-COVID.

Microsoft has also unveiled plans
Microsoft has also unveiled plans

to adopt a hybrid workplace,
to adopt a hybrid workplace,

which offers employees greater flexibility
which offers employees greater flexibility

once the pandemic subsides.
once the pandemic subsides.

- Rethinking HR.
- Rethinking HR.

A logical consequence of the increase in at-home workers,
A logical consequence of the increase in at-home workers,

apart from a spike in office furniture sales
apart from a spike in office furniture sales

and Zoom accounts
and Zoom accounts

is the push for HR to rethink many of its practices.
is the push for HR to rethink many of its practices.

Activities like recruiting, onboarding,
Activities like recruiting, onboarding,

performance management, and even firing decisions
performance management, and even firing decisions

have relied on in-person conversations.
have relied on in-person conversations.

HR needs to reinvent current practices to effectively deal
HR needs to reinvent current practices to effectively deal

with these situations in a digital world.
with these situations in a digital world.

More fundamentally, the way we have designed
More fundamentally, the way we have designed

and structured our organization will have to change.
and structured our organization will have to change.

Many companies have already made use
Many companies have already made use

of online tools to foster a culture of togetherness,
of online tools to foster a culture of togetherness,

despite the physical distance.
despite the physical distance.

Virtual happy hours have started
Virtual happy hours have started

to replace after-work socializing.
to replace after-work socializing.

Regular departmental check-ins
Regular departmental check-ins

have become increasingly important.
have become increasingly important.

In the coming year,
In the coming year,

we may see companies beginning
we may see companies beginning

to test additional virtual structured experiences
to test additional virtual structured experiences

to simulate the camaraderie and exploration
to simulate the camaraderie and exploration

that was once only possible organically.
that was once only possible organically.

- Reinventing the employee experience.
- Reinventing the employee experience.

The differences between joining an organization
The differences between joining an organization

pre-COVID and during COVID are huge.
pre-COVID and during COVID are huge.

You have remote interviews, at home assessments,
You have remote interviews, at home assessments,

virtual get-to-know meetings
virtual get-to-know meetings

and no informal coffee or smoke breaks
and no informal coffee or smoke breaks

that help people connect.
that help people connect.

HR will have to redesign the employee journey
HR will have to redesign the employee journey

and measure the virtual employee experience.
and measure the virtual employee experience.

Elements like work-life balance, wellbeing,
Elements like work-life balance, wellbeing,

connection, and collaboration will be crucial
connection, and collaboration will be crucial

both for employee satisfaction
both for employee satisfaction

and for the optimization of business outcomes.
and for the optimization of business outcomes.

Just as companies will continue experimenting
Just as companies will continue experimenting

with more informal ways of team building and socialization,
with more informal ways of team building and socialization,

we may also see more formalized online connections
we may also see more formalized online connections

and partnerships being piloted at companies
and partnerships being piloted at companies

all over the world.
all over the world.

For example, conferences now offer
For example, conferences now offer

networking opportunities online,
networking opportunities online,

organizations could use virtual job shadowing
organizations could use virtual job shadowing

for new hires over Zoom
for new hires over Zoom

or participate in rotating online buddy systems
or participate in rotating online buddy systems

which help people connect and stay engaged.
which help people connect and stay engaged.

Such initiatives go a long way in reminding employees
Such initiatives go a long way in reminding employees

that they are not simply working
that they are not simply working

in a vacuum alone at the desk,
in a vacuum alone at the desk,

but are part of a greater team.
but are part of a greater team.

- Perennials: moving beyond generations.
- Perennials: moving beyond generations.

In the past decade,
In the past decade,

we have focused a lot on what separates
we have focused a lot on what separates

the different generations in the workforce.
the different generations in the workforce.

Gen X, Y, and Z have all been analyzed,
Gen X, Y, and Z have all been analyzed,

written and talked about extensively.
written and talked about extensively.

Scientific proof of intergenerational differences
Scientific proof of intergenerational differences

however, remain slim.
however, remain slim.

In fact, research increasingly shows
In fact, research increasingly shows

that generational differences related to people's view
that generational differences related to people's view

on work and life aren't as big as we initially thought.
on work and life aren't as big as we initially thought.

What people want from their working life;
What people want from their working life;

purpose, good leaders and professional growth,
purpose, good leaders and professional growth,

doesn't differ all that much from one generation to another.
doesn't differ all that much from one generation to another.

We believe we'll move beyond generations
We believe we'll move beyond generations

and see an increased focus on perennials.
and see an increased focus on perennials.

A term first mentioned by Gina Pell.
A term first mentioned by Gina Pell.

Perennials, as she puts it,
Perennials, as she puts it,

are a group of people of all ages, stripes and types
are a group of people of all ages, stripes and types

who go beyond stereotypes and make connections
who go beyond stereotypes and make connections

with each other and the world around them.
with each other and the world around them.

To understand our workforce,
To understand our workforce,

we should look beyond group differences
we should look beyond group differences

and gather insights on the interests, values,
and gather insights on the interests, values,

and aspirations of individual employees.
and aspirations of individual employees.

This will also enable us to personalize
This will also enable us to personalize

how we manage people as HR professionals.
how we manage people as HR professionals.

- Learning as a driver of business success.
- Learning as a driver of business success.

Pre COVID there was already a strong need
Pre COVID there was already a strong need

for up-scaling the workforce.
for up-scaling the workforce.

This needs has only become more apparent.
This needs has only become more apparent.

Unfortunately, in the search for HR professionals
Unfortunately, in the search for HR professionals

with future-oriented skills,
with future-oriented skills,

it is slim pickings.
it is slim pickings.

Rather than continuously searching for new talent,
Rather than continuously searching for new talent,

the most efficient way is to upscale your HR team
the most efficient way is to upscale your HR team

ensuring they have the expertise
ensuring they have the expertise

to secure success in a changing future.
to secure success in a changing future.

For HR, we have identified three key capabilities.
For HR, we have identified three key capabilities.

Data literacy.
Data literacy.

HR professionals needs the ability
HR professionals needs the ability

to make data driven evidence-based decisions
to make data driven evidence-based decisions

in order to be true business partners.
in order to be true business partners.

This involves the ability to read, understand, create,
This involves the ability to read, understand, create,

and communicate data as information
and communicate data as information

to influence decision-makers.
to influence decision-makers.

Business acumen.
Business acumen.

HR professionals in all industries need
HR professionals in all industries need

to improve their business acumen.
to improve their business acumen.

They need to understand the business, its strategy,
They need to understand the business, its strategy,

its customers and its context.
its customers and its context.

Only when they have a deep understanding of the business
Only when they have a deep understanding of the business

will HR be able to add the maximum value.
will HR be able to add the maximum value.

And third, digital integration.
And third, digital integration.

Digital HR offers the opportunity to drive HR efficiencies,
Digital HR offers the opportunity to drive HR efficiencies,

deliver the HR strategy
deliver the HR strategy

and drive business impact through technology.
and drive business impact through technology.

In our experience,
In our experience,

this is one of the biggest skill gaps in HR
this is one of the biggest skill gaps in HR

and one that has become even more pressing
and one that has become even more pressing

in this new and more remote reality.
in this new and more remote reality.

- HR and the driver's seat.
- HR and the driver's seat.

2020 has not only seen a massive shift
2020 has not only seen a massive shift

in the way businesses operate,
in the way businesses operate,

it has also posed significant personal difficulty
it has also posed significant personal difficulty

to workers all over the world.
to workers all over the world.

Employees are worried about their health
Employees are worried about their health

and that of their loved ones
and that of their loved ones

and tense about the security of their jobs.
and tense about the security of their jobs.

While leadership is worried about
While leadership is worried about

what should be communicated and how
what should be communicated and how

while trying to have departments
while trying to have departments

and model company values.
and model company values.

In the midst of all this chaos,
In the midst of all this chaos,

HR has been on the frontline,
HR has been on the frontline,

facilitating employees, handling business requirements,
facilitating employees, handling business requirements,

managing concerns and questions of the employees,
managing concerns and questions of the employees,

supporting them and focusing on people's mental
supporting them and focusing on people's mental

and emotional wellbeing.
and emotional wellbeing.

Being at the center of the crisis
Being at the center of the crisis

is a big responsibility for any HR departments.
is a big responsibility for any HR departments.

In order to succeed in the driver's seat
In order to succeed in the driver's seat

and maintain its newfound position into 2021.
and maintain its newfound position into 2021.

That means leading and accelerating
That means leading and accelerating

the infamous digital transformation
the infamous digital transformation

that's been an HR trends for years now.
that's been an HR trends for years now.

- Effortless shared services.
- Effortless shared services.

Most of today's HR transformations focus
Most of today's HR transformations focus

on HR self-service departments.
on HR self-service departments.

This trend has two sites.
This trend has two sites.

First, if your HR departments still uses paperwork,
First, if your HR departments still uses paperwork,

it should be digitized.
it should be digitized.

And second, if any of your HR work is repetitive,
And second, if any of your HR work is repetitive,

it should be automated.
it should be automated.

Both digitization and automation
Both digitization and automation

ensures that the HR professional maximizes efficiency.
ensures that the HR professional maximizes efficiency.

When I asked in early 2020 at a conference,
When I asked in early 2020 at a conference,

who was still using some form of pen and paper
who was still using some form of pen and paper

for the HR administration,
for the HR administration,

many people raised their hands.
many people raised their hands.

Consider for example, a supermarket chains
Consider for example, a supermarket chains

that keeps paper records of its employees.
that keeps paper records of its employees.

Imagine in an industry
Imagine in an industry

that experience has such high turnover,
that experience has such high turnover,

how much time an HR professional wastes
how much time an HR professional wastes

at both ends of the employee life cycle,
at both ends of the employee life cycle,

simply hunting through paperwork.
simply hunting through paperwork.

Also imagine the frustration and headaches
Also imagine the frustration and headaches

that are lost contracts,
that are lost contracts,

which is, you know, just a few pieces of paper could cause.
which is, you know, just a few pieces of paper could cause.

There is no better time to make the necessary transition
There is no better time to make the necessary transition

to effortless shared services than today.
to effortless shared services than today.

When done properly, it will lead to
When done properly, it will lead to

a better employee experience and increased customization.
a better employee experience and increased customization.

- Create room for personalization.
- Create room for personalization.

The shift we've seen this year
The shift we've seen this year

in the way many of us work inevitably leads people creating
in the way many of us work inevitably leads people creating

their own optimal work environment.
their own optimal work environment.

They arrange their workspace at home as they see fit
They arrange their workspace at home as they see fit

and they might work outside traditional office hours.
and they might work outside traditional office hours.

If that suits them better.
If that suits them better.

When it comes to the actual work employees do,
When it comes to the actual work employees do,

it seems natural that they'll want
it seems natural that they'll want

to make some adjustments there too.
to make some adjustments there too.

For example, in terms of tasks, skills, or purpose.
For example, in terms of tasks, skills, or purpose.

This is where a concept such as job crafting comes in.
This is where a concept such as job crafting comes in.

We believe that giving employees room
We believe that giving employees room

to take ownership of their role
to take ownership of their role

will be essential for job satisfaction
will be essential for job satisfaction

and productivity in 2021 and beyond,
and productivity in 2021 and beyond,

boosting both employee success
boosting both employee success

and that of their organization.
and that of their organization.

- Acing analytics.
- Acing analytics.

Analytics is one of those oft-repeated topics
Analytics is one of those oft-repeated topics

that we've seen on HR trends list over the last few years.
that we've seen on HR trends list over the last few years.

Although people analytics is gaining
Although people analytics is gaining

a solid foothold in many organizations,
a solid foothold in many organizations,

the impact of the findings is often still lacking.
the impact of the findings is often still lacking.

We have three recommendations
We have three recommendations

for organizations looking to ace analytics.
for organizations looking to ace analytics.

First measure data that matters.
First measure data that matters.

Although HR tracks a lot of data,
Although HR tracks a lot of data,

often there is a gap in the areas that add the most value.
often there is a gap in the areas that add the most value.

A key concern for CEOs for example, is leadership.
A key concern for CEOs for example, is leadership.

HR tracks very little data in that regard.
HR tracks very little data in that regard.

Other examples include training and development
Other examples include training and development

and performance management.
and performance management.

Checking value adding data related to key problem areas
Checking value adding data related to key problem areas

in the organization will create more return.
in the organization will create more return.

Second, redesigning systems.
Second, redesigning systems.

The fact that we collect later data on key topics
The fact that we collect later data on key topics

is indicative of a lack of strategic integration
is indicative of a lack of strategic integration

of our HR systems.
of our HR systems.

We need to have systems in place for those areas
We need to have systems in place for those areas

that help drive the business.
that help drive the business.

This can be a software based point solution
This can be a software based point solution

or can be in inquired through regular surveys.
or can be in inquired through regular surveys.

If that is the case, they should be managed
If that is the case, they should be managed

by strategic HR survey management units.
by strategic HR survey management units.

Third HRBP capabilities.
Third HRBP capabilities.

The single point of failure in organizations
The single point of failure in organizations

is often not the people analytics team.
is often not the people analytics team.

It's often the HRBP who struggles to leverage data
It's often the HRBP who struggles to leverage data

and people analytics insights to make change happen.
and people analytics insights to make change happen.

HRBP should be taught to read, understand
HRBP should be taught to read, understand

and communicate data as information for this to be solved.
and communicate data as information for this to be solved.

By gathering and assessing data in this way,
By gathering and assessing data in this way,

HR will be able to ACE analytics
HR will be able to ACE analytics

and it will have its own place
and it will have its own place

between the different HR centers of excellence.
between the different HR centers of excellence.

- Purpose-driven organizations.
- Purpose-driven organizations.

As a result of the increase in at-home workers,
As a result of the increase in at-home workers,

many employers fear of lack in productivity and commitment
many employers fear of lack in productivity and commitment

as the trends continues.
as the trends continues.

According to PWC,
According to PWC,

79% of business leaders believe that purpose
79% of business leaders believe that purpose

is the key to success here.
is the key to success here.

Purpose driven organizations bring that purpose
Purpose driven organizations bring that purpose

to the core of their organization.
to the core of their organization.

This means that decisions, conversations,
This means that decisions, conversations,

and behavior across all levels
and behavior across all levels

need to be integrated with that purpose.
need to be integrated with that purpose.

A great example is Barry Wehmiller,
A great example is Barry Wehmiller,

a global supplier of manufacturing technology and services,
a global supplier of manufacturing technology and services,

led by Bob Chapman.
led by Bob Chapman.

The company's principles of leadership are
The company's principles of leadership are

"We measure success by the way we touch
"We measure success by the way we touch

the lives of others."
the lives of others."

From a people perspective, the company focuses on learning,
From a people perspective, the company focuses on learning,

listening, and empathy building,
listening, and empathy building,

and they actively work to create a service mindset
and they actively work to create a service mindset

for their team members.
for their team members.

Other interventions include value-based recruitment.
Other interventions include value-based recruitment.

Organizations that do this assess to what degree
Organizations that do this assess to what degree

the values of a candidate align
the values of a candidate align

with their organizational values.
with their organizational values.

HR professionals play an important role in integrating
HR professionals play an important role in integrating

these practices and then continuously reinforcing them.
these practices and then continuously reinforcing them.

- That's it for our 10 HR trends for 2021.
- That's it for our 10 HR trends for 2021.

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