The year 2022 brought many HR challenges for companies and their employees at this extremely difficult time. Check which of them have already become some kind of trends in our new reality.
HR trends for 2022
HR trends for 2022 focus on the reorganization of new work systems – remote work or hybrid work. Working from the office will probably be associated with greater or lesser restrictions for a long time. The only question is which model to choose and implement in your organization? Because regardless of any additional changes, incl. in the provisions of tax law – the most changes took place around (managing) the work model.
Hybrid or remote work?
The work model of a pandemic is most often a change in the approach to work and the operating system of the company. Each of the industries was to guarantee the highest possible safety for its employees. As a consequence of these activities, companies decided to work remotely or hybrid.
Remote work has changed people’s perception of their everyday work. And the time of pandemic and collapsing lockdowns made everyone realize how important it is to maintain the highest possible security and the best balance between professional and private life.
Caring for the best satisfaction of employees has become the most important value and a key good. And meeting these new requirements of the labor market was not only an obligation, but also a showcase of companies.
Hybrid work, on the other hand, is a completely new model for many companies that they did not plan to practice in the near future. However, it is a kind of compromise between remote work and work in a traditional form. The hybrid model allows you to check the effectiveness of employees’ work by the company, but also by the employees themselves, while organizing their work independently at home. Hybrid work is adjusted in various forms: e.g. 1-2 days of work in the office + 3-4 days of remote work. Many companies are also deciding to progressively shift from office work to total remote work.
From the point of view of company management, this means in both cases less possibility of controlling employees and the need to change models of managing people. However, the costs of maintaining the office and additional financial support for employees in the case of commuting are also significantly reduced. Working in a remote or hybrid system is also associated with a greater risk of high employee turnover, and thus an increase in recruitment costs.
HR – new tools
The introduction of a new work system also motivates us to implement new HR tools that will help to monitor the effectiveness of employees and their needs in a more effective way. If you are looking for tools to help you with this, check out one of the posts on our blog: Portals and productivity tracking applications – for remote workers and more.