Human Resource Leaders identify their priorities in 2021
The year 2020 was one of the toughest year in the history of the corporate world, especially for the HR professionals and those in the leadership positions. While there were changes underway in the corporate world, the global pandemic crisis just accelerated the transition.
Result: A bit of chaos, lots of disengaged employees, burn-outs amid other adverse effects of sudden shift from physical to remote working.
While there was a silver lining in this dark cloud in terms of increased productivity, relaxed workforce, the positives were by far few as compared to the negatives. However, the chief human resources officer across the world, have started their planning for future of work and what will be their priorities in terms of work in 2021.
Recently, the head of global advisory for HR, Gartner, Ania Kransniewska Shahidi, shared her views on how the HR landscape will witness certain changes in 2021. Gartner in their 2020 December survey had interviewed more than 800 human resources leaders spread over about 60 countries and all the other major industries that will help in identifying the latest HR trends along with assessing CHRO priorities as well as expected challenges in 2021.
According to the survey results, the HR department is in the middle of some quick transformation, as the chief HR officers, globally envision the future of work and how the workplace in the future will look like. This apart, the major responsibility will be to maintain the positive employee experience while the future planning is underway.
Million-dollar question is – What has to be planned for 2021, and how can the route/journey kept steady for the employees amid the uncertainties that plague the workplaces globally?
building critical skills and competencies.
However, the important thing here to remember is how during this period of uncertainty and quick change, how do the chief human resource officer create a platform or bring about an effective approach that will help in both upskilling and reskilling of their people.
Ania in her recent interview, post the survey report was released, revealed that the largest transformation HR leadership will see as a result of the pandemic crisis will be breaking from the traditional way of working. In other words – giving chance to remote working arrangement.
Interesting thing to note here is that the handful of the skills – read less than half – people are getting trained currently will be applied on the job. In addition, most of the skills that are required in the current times will see a change in the coming years. In her interview, Ania, revealed that while the learning departments in the organization have spun their wheels, spent their budgets as well but with no immediate effect.
While the organizations have made certain bold predictions related to ‘what should be skills of the future,’ the result has not yet materialized. As it good it may seem and positive as well for the businesses across the world planning for the future, what is interesting to note here is that organization seem to be missing the train.
As Ania pointed out in her interview, organizations need to adopt a ‘dynamic’ approach not only to identify the future skills as well as if they want to be better served and succeed in the coming years. Consider this – about 75% of the skills that the employees are trained will be applied in their real time jobs.
But wait what is dynamic approach? And how will it help chief HR leaders address the current problem of lack of skills and other related problems at the workplace. As the Gartner survey revealed that a dynamic approach to reskilling was the most sought after answer in order to bridge the skills gap that is bound to happen in the organization.
So, for the overall success of the organization, it is the responsibility of chief HR officers to ensure that the company takes the dynamic approach to the upskilling and reskilling of the employees so as to stay in the competition.