Looking into the swirling mists of the New Year, HR leaders share their forecast for organizational and employee development; diversity, equity and inclusion (DE&I); and wellness initiatives. Read ahead for a look at the big beyond 2022.
Leadership development, a top priority
“While people persist in looking for their next roles, in some cases they will need retraining and development support as they move into them. Helping employees advance their careers is at the heart of what job seekers are really looking for. In 2022, we will see more and more companies prioritizing the career development of their employees through development channels such as career coaching and mentoring.
“Even in a hybrid work environment, leadership and personal development become top priorities as job seekers refocus their energy on rebuilding their careers after two difficult years.”
—Cameron Yarbrough, CEO of Torch, a San Francisco-based learning and development platform
“In order to nurture their talent pools with career-ready people, employers will need to take part of the responsibility for training their workforce in the skills and competencies they need. call for Hire-Train-Deploy (HTD) models and an increased focus on education as a benefit through employer-sponsored education programs. “
HTD models involve working with an external vendor to train candidates in the skills required by an organization.
“Education services are not a new offer, but in 2022 and beyond, we [also] will see employers deploy these offers more strategically. Employers no longer just offer tuition fees to tick a box. From an employer’s perspective, tuition compensation platforms can be a powerful tool not only for retention, but also for workforce development.
“Employers will improve their game with tuition support, they will be more prescriptive about the programs they offer, they focus on skills-based education, and they play a greater role in influencing the education award. ”
—Todd Zipper, President, Wiley Education Services, headquartered in Hoboken, NJ
Employee career growth
“Employers will seek learning and development benefits to help support the career growth of loyal employees, by reinvesting in their learning and growth journeys.
“[Also], there will be no excuse for mismanagement in 2022, as employers will push for better management training. Horror stories from frontline workers have brought to light a major problem that has driven retention rates down: bad managers. Improving management behaviors and preparing employees to defuse conflict with customers has become essential not only to improve the customer experience, but also employee morale and retention. “
—Derek Belch, CEO and Co-Founder of Strivr, an immersive learning platform based in Palo Alto, California.
A clear DE&I division
“There will be a clear gulf between companies that prioritize and those that don’t prioritize ED&I. Companies that redouble their ED&I efforts and successfully leverage best practices to expand their talent pool will not only meet the public ED&I commitments they made in 2019 and 2020, but also attract and retain the best talent.
“Companies that prioritize growth and attrition challenges over DE&I initiatives will consequently see even higher attrition, fail to attract and hire top talent, and fall behind their competition. “
—Samantha Lawrence, senior vice president of human resources strategy at Hired, headquartered in San Francisco
Job seekers want diversity
“DE&I will take center stage in 2022 and be a priority for job seekers as they seek to join companies that actively enhance these efforts at all levels with active programs that further enhance these initiatives. “
—Sue Arthur, CEO, CareerBuilder, headquartered in Chicago
Critical role of advice in ED&I
“Senior executives prioritize DE&I because it is now part of their environmental, social and corporate strategy overseen by their board of directors. In 2022, we will see boards of directors play a critical role in shaping, overseeing, monitoring and supporting the organization’s DE&I strategy, and they will continue to call on companies to be more data-driven. in DE&I. In the new year, we will see more board diversification as more regulations and reporting will be required for boards. “
—Mandy Price, co-founder and CEO of Dallas-based technology company DE&I Kanarys
Increased dependence on DE&I data
“DE&I in the workplace will continue to evolve and will be a priority for companies around the world. There is a critical perspective on DE&I in the workplace, because successful companies know that DE&I covers major workplace issues including, but not limited to, creating a workplace. healthy cultures, hybrid work models, workplace vaccination and masking policies, and leave policies.
In addition, organizations will rely more on data analysis to identify areas of opportunity in creating equity in the workplace.
“Finally, the emphasis will be on the alliance and the possibility for all employees to participate in the creation of a [equitable] and inclusive workplace. “
—Mishell Parreno Taylor, global shareholder in employment and labor law at Littler, based in San Francisco and a long-time member of its Diversity and Inclusion Council
Discuss DE&I strategies
“We will see organizations increasingly exploiting their [employee resource groups] for referrals and use DE&I organizational strategies to attract candidates. Plus, we’ll see less rigid college hiring calendars as more of the world shifts to online and asynchronous learning and working. This will provide more opportunities for new graduates who might not follow the typical spring job search schedule.
“And to reduce the barriers candidates may face due to bias, organizations will increasingly implement mandatory DE&I training for all interviewers.
“Finally, once the candidates are onboard, we will see compensation, bonuses and reviews tied to employee actions when it comes to reducing bias and advancing fairness. While this change may surprise some employees, I think this is how this industry works. tendency.”
—Markita Jack, Head of DE&I at Iterable, a San Francisco-based marketing platform
Women in technology
“Women in tech in 2022 will likely see a year of gradual increases (2% to 3%) in new hires in tech, and with the baby boomers exiting the workforce, coupled with 1 in 4 people leaving. her employment during the Great Resignation, there will also be a gradual increase in the number of women in technology in managerial positions.
“Another trend that we might see in 2022 is the idea that women in tech are evolving to include women taking advantage of microtechs like Instagram, Meta, Twitter, Twitch, etc. to continue their entrepreneurial efforts with digital platforms. “
—Zanique L. Barber, director of digital transformation strategy at MTX Group, based in Frisco, TX, and strategic advisor at Zenith Latitude, based in Upper Marlboro, Md.
Priority to mental health
“HR Research Institute research on employee well-being shows that 64% of HR professionals agree that mental health is one of the top five HR priorities. She also found that work / life balance issues and heavy workloads are the most likely to cause stress for employees. HR professionals will need to start viewing mental health holistically as part of overall well-being in 2022.
“HR has learned a lot during the pandemic, but they are just starting to grapple with the long term implications of issues like ‘long COVID’, prolonged social isolation, stress from working from home, etc.”
—HR research institute