Top 5 HR priorities for 2023
The changing nature of the human being and the constant evolution is not only a personal issue that stays at home, it is also a trigger for new expectations of employees in their jobs. The diverse agenda and factors revealed over the past two years have increased the role of CHROs in driving their commitment to the workforce to higher levels.
In this article, we want to highlight five priorities that HR has for 2023 that are just beginning. So, if you are part of the Human Capital department, this data is for you.
1. Evolution of the CHRO role
The human resources department has become more relevant in the last two years, given the importance of employee welfare and stability. HR managers are leaders regarding policies, job continuity, and productivity. While maintaining daily contact with employees, they understand them from a work and personal perspective and can advise managers on making the best decisions. It is a critical position that is becoming more and more consolidated.
2. Productivity in hybrid work
Most companies have adopted hybrid work in some way; however, there is a belief that this “disconnect” between employers and employees affects productivity. For this reason, data at this point is imperative, and to help companies, managers should ask themselves: What works and what doesn’t? When are you more productive, working remotely or from the office? When is it essential to be in person? Analyzing each company’s environment is the first step in designing policies adaptable to hybrid positions and meeting objectives per the organization’s purpose, corporate culture, and values.
3. Redefining remote and hybrid work strategies.
Hybrid work leads us to redefining work. According to McKinsey, 95% of executives believe that employees must be in the office to maintain the company’s culture. And despite this, 64% of employees would consider quitting if they had to return to the office full-time.
HR leaders are tasked with completely reinventing the role of the office. Establish clear principles for how, where, and when work gets done.
4. Have a purpose that drives the organization
Have you ever thought about it?
Thinking outside the box is about more than just a mission and vision. Creating a purpose must be connected to environmental, social, and corporate objectives. These objectives should be an explicit part of the (employer) brand.
5. Strengthen skills
The workforce has changed so much that companies tend to develop new approaches to operating models based on employees’ skills. In the same vein, skills-based hiring is more predictive. The pay-for-performance model, where an employee is measured and rewarded for achieving specific objectives/goals related to their job, is now shifting to skills-based pay, a way to compensate people to help attract, develop, and retain critical and necessary skills.
To do this, organizations must have identified the skills they need to succeed. It differs from having core competencies identified; every department or function requires additional skills to meet objectives.
2023 will be a year full of opportunities, and HR’s role is essential in helping organizations meet and overcome challenges. Companies must embrace this new era where employees see organizations as having more meaning than just a structure to maximize profits, and they now have value as an empowered, engaged, and diverse workforce.
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