5 HR trends for 2023

21 de December, 2022

The field of human resources management is changing at a rapid pace. Aspects such as the Covid-19 pandemic, the entry of new generations into the job market or technological advances, among others, have been shaping the work carried out by HR managers.

But what will be the main challenges these professionals can expect in 2023? We’ve selected five of the main trends in HR management for next year. Come and discover them with us.

1 – Focus on employee well-being

Concern for people’s well-being is no longer just a “nice to have” and will become a necessity by 2023. It will be essential for human resources managers to be able to provide employees with all the support they need to ensure their physical and mental well-being.

What for? To prevent burnout, excessive stress and anxiety, and difficulties in finding a balance between personal and professional life.

First of all, try to understand how people feel, both physically and mentally. You can do this by developing anonymous surveys. Then define measures based on the answers given.

Some of these measures could include nutritional counseling sessions and the promotion of a healthy lifestyle, incentives for physical activity, support for mental health, the provision of health insurance, stress management workshops, more flexible working hours, the promotion of a good working environment, among others.

2 – Employee experience is crucial

Employees’ expectations of the companies they work for have been changing, especially with the entry of the new generations – Millenials and Generation Z – into the job market. This has caused human resources managers some difficulties in attracting and retaining talent.

In this context, providing a good employee experience is fundamental. According to a Gartner study, 47% of human resources managers say that employee experience is their top priority for 2023.

And that experience can involve a very wide range of factors, such as providing all the conditions for people to do their jobs, the possibility of working remotely, the promotion of wellness programs, an adjusted and attractive salary and extra-salary benefits policy, opportunities for progression and professional development, an inclusive organizational culture, a good working environment, among many others.

If these aspects are still poorly consolidated in your company, it is essential that you start working on your Employee Value Proposition because the theme of employee experience will be central next year.

3 – A commitment to new working models

The world of work has changed with the Covid-19 pandemic. It has become clear that many jobs in certain industries can be performed remotely. And this has started to increase candidates’ interest in remote work job opportunities.

Many people are less and less willing to give up this flexibility, which they consider essential for maintaining their work-life balance. Therefore, the possible resistance of some human resources leaders and managers to this idea could put their companies at a disadvantage when it comes to recruiting talent and retaining it.

Even more so when the possibility of teleworking brings with it the removal of geographical boundaries, allowing organizations to hire talent from anywhere in the world. This makes the job market even more competitive, as the number of companies in a position to recruit existing candidates – and offer them more attractive conditions – is potentially greater.

In short, you have to weigh up the needs of your employees and the needs of the business itself, trying to reach a compromise that is beneficial to both. If aspects such as collaboration, productivity and employee involvement with the organization are ensured, your company will have a competitive advantage if it considers the different options: face-to-face, hybrid and remote working.

4 – Consolidation of the organizational culture

When looking for a new professional challenge, candidates value aspects such as salary, benefits or the company’s reputation. But also a culture with which they identify.

Human resources managers must strive to maintain a diverse and inclusive culture, a culture of recognition and feedback, a culture of respect that prioritizes people.

And all of this must be rooted in the day-to-day running of the organization and not just something that is communicated outwardly.

5 – Technology at the service of human resources

Technology has revolutionized the way businesses operate and has created opportunities for the development of many areas within companies. Human resources management is no exception.

The emergence of automation, artificial intelligence and machine learning tools can help – a lot – the work of human resources professionals. By automating processes, these tools allow these professionals to spend less time on manual and repetitive tasks. This way, they have more time to focus on their talent management strategies.

Cloud-based applications, self-service tools in which employees themselves manage their data and access information, performance management platforms… the potential is endless. And in 2023 they will make a difference.

These trends reflect what will mark the coming year in the area of human resources management: the centrality of people. The focus will be on employee well-being, satisfaction and experience, with technology playing an important role.

Remember that the job market and the organizational world are highly dynamic. That’s why it’s crucial for you to be informed about these trends. So that your company can adopt the best practices and differentiate itself in people management.