In our latest blog, we take a moment to reflect on the HR agenda for 2022 and look ahead to what changes are in store for the profession for 2023 and beyond.
We have experienced challenging times over recent years as a result of the pandemic and 2022 has been another turbulent year for a number of reasons, not least as a result of the cost of living crisis, energy prices skyrocketing and three prime ministers resulting in a changing political landscape just in one year.
The world of work has continued to evolve and adapt and business leaders and HR professionals across the UK and beyond have once again been focused on engaging their workforce in extremely challenging times, whilst also contending with recruitment challenges in a highly competitive candidate-led market.
So, what’s next for the HR profession? Let’s delve into our Top 5 things for HR to consider in 2023.
1. Technology and people analytics
Since the start of the pandemic we have seen an increase in organisations realising the benefits of implementing an HR system as they look to meet the demands of today’s workforce. Trying to keep track using manual HR processes and spreadsheets is no longer sustainable.
As technology develops and more systems come to market, we believe that forward-thinking HR professionals will embrace this and look at ways to utilise the technology available to automate administration and to allow the focus to be on making data-led people decisions and more on creating effective people strategies to support business growth.
This year was an extremely busy year with 90% of UK businesses recruiting in 2022. Although the hiring boom is set to peak as we move into 2023, having an effective recruitment strategy in place for attracting the top talent will continue to be a key focus on every HR agenda.
3. Employee engagement
As we explored previously, focusing on employee retention and engagement has become essential for businesses of all sizes. We expect that this will continue to be a key area of focus for HR professionals in 2023.
The research shows that engaged employees go hand in hand with strong motivation and commitment at work. And whilst a competitive salary is still an important factor, individuals are now looking deeper into a business’s culture and placing more emphasis on factors such as company values and ethics, development opportunities and employee wellbeing.
4. Developing and upskilling existing teams
With an unpredictable economic climate and a recession looking increasingly likely, it’s time to focus on developing and upskilling your existing team. By developing your existing team and considering them for open roles can help to increase employee satisfaction and improve retention, which in turn will help your organisation to bounce back quicker following an economic downturn.
In these uncertain times, it’s also important to upskill your leaders have the skills they need to lead and support their teams through challenges and an ever evolving landscape.
5. Employee feedback
Before embarking on a new people plan for 2023, take time to check in with your workforce. Whether that is via employee surveys, focus groups or incorporating gaining feedback in 1-1 discussions. By gathering this feedback from your current team, this will give business leader and HR professionals a good indication of what is working well, as well as areas of improvement for the year ahead.
HR in 2023 and beyond
As HR professionals, we are always looking to make a difference and add value to organisational goals. We anticipate 2023 will be another busy year for business leaders and HR professionals. With an ongoing strategic focus on creating positive work environments to attract and retain talent in a rapidly changing world, we are looking forward to being part of the evolving role of HR in the months ahead.