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Every company wants to treat its employees fairly, but often the bottom line hinders these noble intentions. The purpose of a human resources department is to create rules that balance the interests of both employers and employees.
Over the years, HR professionals have adapted from a company-first to an employee-first approach. Gone are the days of traditional payroll and benefits administration. Now modern HR is involved in formulating plans to find the best candidates, ensuring employee retention by addressing their problems, managing employee separation, and keeping up with the developments in the HR sector.
Mental Health and Employee Wellbeing: In this post-pandemic era, many organizations have prioritized employee well-being and adopted a more empathetic leadership style.
IBM Institute for Business Value’s study shows that there is a massive disparity between how employees believe that they are supported by their employers vs. how much employers are concerned about employees’ well-being. The HR professionals have been formulating and strategizing employee wellness through the lens of recruitment, benefits policies, and workplace culture.
Talent Acquisition and Management: The recruitment and selection process has been evolving, and the insurgence of remote work meant employers anticipate candidates’ preference for remote work. HR Professionals will have to devise and strategize a plan to maintain employee performance and effectiveness.
As more and more people enter the freelance economy, businesses will have even more options for hiring the best non-payroll talent. Employing freelance talent to be completely remote will become more common in the future of talent acquisition.
Virtual Human Resources: The candidate screening process was digitalized long ago, but businesses are now heavily adopting electronic human resource management (E-HRM) technology to allow HR employees to save time.
A new part of E-HRM systems is the HR Chatbots, which can analyze and organize people-centric data for staffing, training and development, and payroll tasks. This allows HR practitioners to design strategic procedures that will improve the business.
Hybrid and Remote Working: While most organizations have had an open-door policy and free-flowing communication when employees visit in person, HR practitioners must always have open communication channels. Many employees have not yet fully transitioned to working from home, so HR managers have to think outside the box to keep this culture alive in a remote office.
Implementing this culture and style in a virtual environment may require HR to facilitate talks or provide staff with the required tools. HR must communicate more than just business information in an entirely online workplace. They must also keep an eye on how staff members adapt to their new remote work environment. This will ensure that HR makes every effort to maintain the remote workforce’s satisfaction and productivity.
If you are interested in being a Human Resource professional, you should consider the Certified Human Resources Professional (CHRP) designation. It is one of the best entry-level qualifications in HR in Canada and is exclusively provided by Human Resources Professionals Association (HRPA).
Durham College also offers a two-year Ontario College diploma in Business – Human Resources, where you learn industry-standard softwares and learn from professionals who are connected to the industry.
