HR Transformation Consulting: 3 trends for 2022

Recently arrived at SQORUS as Director of HR Strategy & Transformation, I wanted to introduce myself to you with some initial market trends. The Human Resources sector has undergone profound changes since the beginning of the pandemic, with the explosion of telecommuting, the forced digitalization of training, the accompaniment of “permanent change”, HR communication in the face of fragmented organizations… Organizations find themselves in a situation where the need to connect with employees is unprecedented.

HR Strategy

rgpd and hr data

By Mathieu FLAIG

The field of possibilities is vast, and we will have at heart within the cell council to share with you in the coming months our analyses on each of these subjects (if you wish to join us, know that we actively recruiting).

So here are 3 thoughts (not exhaustive) that I share with you and that I hope will inspire your beginning of the year:

Towards the de-siloing of the HRIS

The acceleration of the digital transformation is a fact, and the HR Information Systems are no exception. SQORUS observes this daily in its role as integrator, with solutions such as HCM Cloud, Talentsoft, Cornerstone, SuccessFactors… But there is still a long way to go, especially if you consider the changing role of HR departments within large companies. The transition from a “support function” to a “business partner” implies a much stronger interconnection between the different IS.

The HRIS as we know it today allows us to catch up with the present. The upcoming HRIS will include different key points to build the future:

  • An explosion of SaaS solutions in a “Best of Breed” approach to best meet specific needs. At SQORUS, we note that many of our customers are willing to move in this direction, often in addition to a Core HR solution, as the beginning of a return to a trend already observed before the emergence and stabilization of “integrated solutions”.
  • Better performance monitoring
  • Taking into account the physical and emotional problems of employees, in a context where 47% of employees say they are stressed (according to Harvard Business Review in 2022)
  • A better use of analytics, data and reporting dashboards for C-Levels

On this last point, the analyses are still in a nascent phase. As integration improves and systems become capable of combining and accessing all workplace information from a single database, the data can be used to optimize many processes and truly identify the reasons behind more workplace problems.

An important work of benevolence towards the HR customers

As SQORUS consultants, empathy is one of the first qualities to positively understand our clients’ problems. But the need for benevolence has become essential with regard to an HR population that is bordering on exhaustion, according to a study released in 2021 by the ANDRH. For example, 61% of HR respondents cited a lack of time and resources. 65% feel that their job is becoming more complex and 69% say they spend at least half their time on administrative tasks.

The role of HR consulting is to keep one main objective in mind: to make the life of HR (and by extension the life of the employees they support) easier.

This also means that it is important to increase the skills of HR teams, to develop a collaboration focused on innovation and agility, rather than perpetuating a situation where we only do things “in place of”.

Essential work to be done on cultural transformation

While many companies had based their culture on physical interpersonal relationships, the remote environment has shaken the very roots of many companies’ cultures.

However, the importance of culture is undeniable. In a 2021 study conducted by Glassdoor, we thus learned that:

  • When looking for a new job, 77% of applicants say they consider a company’s culture before applying.
  • 65% of millennials are more likely to care about company culture than salary. Those aged 45 and over are 52% to think so as well.

This cultural divide due to the pandemic is already seeing dramatic impacts on businesses, including the cascade of resignations (The Great Resignation / The Big Quit). For example, according to Gartner, only 29% of IT workers plan to stay with their current company.

Thus, the HR Council must guide companies in a cultural reconsolidation, in parallel with the efforts that are made on the technological side. This requires a collective refocusing on values, purpose, CSR, but above all, a redefinition of what employees find unique about their employer (or as one of my former clients used to say: “What’s in it for me?”)

We are at a pivotal time for HR, between structural and cultural difficulties, and the opening of an incredible field of possibilities to build solid companies for the next decades. At SQORUS, we are ready to accompany you on this path. Do not hesitate to contact us to discuss it.



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