{"id":12914,"date":"2022-11-28T10:05:23","date_gmt":"2022-11-28T09:05:23","guid":{"rendered":"https:\/\/www.sqorus.com\/?p=12914"},"modified":"2024-07-26T09:23:12","modified_gmt":"2024-07-26T07:23:12","slug":"7-hr-trends-2023","status":"publish","type":"post","link":"https:\/\/www.sqorus.com\/en\/7-hr-trends-2023\/","title":{"rendered":"7 HR trends for 2024"},"content":{"rendered":"

We are approaching the end of the year 2022, an opportunity to reflect on the topics that will punctuate the daily life of human resources professionals in the coming months. Earlier this year, I shared with you some of the trends in terms of Advisory<\/a><\/strong>\u00a0and priorities for HR managers<\/a><\/strong>. So we’re heading for 2023, with a year that promises to be relatively paradoxical, between the need for acceleration and the desire to control in a volatile, uncertain, complex and ambiguous environment. What are the HR trends for 2023? What are the future HR challenges?<\/strong> Let’s discover it together!<\/p>\n

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What are the 7 HR challenges in 2023?<\/h2>\n

HR Trend #1: Redefining the company to address the engagement crisis<\/h3>\n

A few weeks ago, I was invited to a lunch by the publisher Workday, to discuss with HR managers<\/strong> of large companies about the concept of engagement<\/strong>. The observation is the same everywhere: commitment implies many difficulties, at a time of distance, of the search for meaning, of the geopolitical or economic situation we are living. <\/p>\n

For my part, I proposed to take the problem in a different way: the company is facing many transformative waves, and yet the organization as such has not undergone a real transformation. Rather than patching up each new challenge, the time has come to ask ourselves what constitutes a company today: is it a place of work? Are they values? Is it a reason to exist? Any customers? A culture? <\/p>\n

All of these elements must be analyzed and discussed in light of the new context. Once this work is done, we will be able to address the issue of engagement<\/strong> with peace of mind, since our organization will be in the best position to understand who it is and how it accompanies its stakeholders.<\/p>\n

Thus, behind the crisis of commitment lies a crisis of corporate identity.<\/p>\n

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HR Trend #2: Building the future of jobs with Strategic Workforce Planning<\/h3>\n

Several of our clients are in the process of integrating the subject of “Strategic Workforce Planning<\/a><\/strong>“. It is a method of long-term projection of jobs, skills and career paths<\/strong> once a need has been identified and without legal constraints. It is possible to apply it on a defined perimeter (BU\/department, team impacted by a project) or for the whole organization if necessary. Thanks to this method, it is possible to set up action plans allowing the accompaniment of the employees towards new competences. <\/p>\n

Why is this important? Notably because 85% of the jobs of 2030 do not yet exist according to “P\u00f4le Emploi”. Between now and 2030, we will go through several phases of employee support in terms of skills, training and job (re)definition. We must also help managers to better anticipate their future recruitments, to update or create job descriptions, to build the professional ecosystem that will be necessary for these future jobs. <\/p>\n

In order to better support companies, SQORUS has developed an offer dedicated to the subject, and we intervene for our customers in order to better understand the stakes, and the methodology to adopt for the most efficient implementation of a SWP project.<\/p>\n

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HR Trend #3: Anticipating the impact of immersive work environments on HR processes<\/h3>\n

Personally, I regularly speak in companies on the subject of the Future of Work and Metavers. Even if these last ones benefit from a sometimes excessive buzz, one thing is certain: the fusion of our virtual and real workplaces has begun. <\/p>\n

Remote access has already caused many upheavals in companies, but interaction in virtual worlds allows for different interactions, an experience that implies adapting processes<\/strong>. <\/p>\n

Before you find yourself overwhelmed by these innovations, start thinking about what it means to recruit and train in spaces where the employee experience is very different<\/strong> from the one we have in person, or via video conferencing software. <\/p>\n

And if all this sounds futuristic, you should know that Microsoft and Meta recently signed a partnership agreement to ” enter the metaverse and build the future of remote meetings<\/em>. The first immersive spaces will be deployed very quickly within Teams. And if you are a little intimidated by the meta-verse, you can start by looking at platforms like Refty\u00a0which offers a gamified and immersive approach to recruitment.<\/p>\n

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HR Trend #4: Aligning HR Data strategy with company-wide data strategy<\/h3>\n

While large companies are well aware of the importance of data in the company, and most of them have created a Chief Data Officer, HR departments<\/strong> are now seriously tackling the HR data<\/strong> issue. <\/p>\n

At SQORUS, our IT team already supports its customers on a daily basis in the following areas Business Intelligence (BI) & Analytics<\/a><\/strong> (Collection, centralization, modeling, restitution, analysis). And our HR Advisory<\/strong> team completes these expertises by accompanying the Human Resources Department<\/strong> on : <\/p>\n