Mettl’s assessments have been the biggest filter in our recruitment process. Their platform has helped us reach out to a higher volume our applicant numbers. Mettl constantly keeps innovating on their products and tries to introduce a new aspect to everything.
We are making three bold predictions about the future of attracting, hiring and onboarding the best talent in your industry to help you maintain your advantage in the talent war. These predictions distill our learnings about human resource trends from surveys, observing the businesses working with us, and data points backed by global HR stats.
Don’t forget to read our additional predictions about new trends in HR and talent acquisition in this forecast: Top Predictions, Must-know HR Trends and HR Stats Forecast for 2021
You must invest in building a strong employer brand to attract and hire top talent in 2021.
The top trends in human resource management suggest that 2021 will be about amplifying your story-telling and marketing your employee value propositions (EVPs). But before that, recruiters will have to focus on measuring the results of their previous talent attraction strategies, predicting their impact, and then making data-driven investments in how they approach employer branding as one of the key emerging trends in HRM this year.
Many organizations in 2021 will seek more of a “whole person” analysis of candidates, which Mercer | Mettl has always advocated. And our experts are more convinced that hiring in 2021 must go beyond assessing the skills or the intellectual horsepower.
Recruiters will embrace the tech-driven global HR trends and adopt advanced evaluation solutions to measure candidates’ personality traits and motivational drivers to help shortlist individuals with the potential to thrive in the long run. Even when hiring for executive and mid-management positions, organizations will focus equally on competencies, experiences, personality and behavior, motivational drivers, cognitive reasoning, and more.
Our blog Top Predictions, Must-know HR Trends and HR Stats Forecast for 2021 covers HR stats in this area more extensively.
2021 will be about closer remote collaborations. And companies will adopt a more personalized approach toward employee onboarding. Assigning a mentor/friend to help a recruit during the first few weeks will be a wonderful step toward building a lasting professional relationship.
The HR trends in L&D for 2021 will continue to reflect the changing nature of work, focus more on holistic learning opportunities, and grow based on 360-degree evaluations. Organizations will address the pressing need to assess current employee skills to identify their standing, gauge future skill requirements and potential, and train them to fill the gaps.
Based on our close observations of the ongoing HRM patterns and HR statistics, we can safely predict that the following major L&D trends will dominate 2021. Please check out our blog Top Predictions, Must-know HR Trends and HR Stats Forecast for 2021 for a more detailed L&D trends forecast.
The outbreak of COVID-19 and its consequences have induced high levels of stress and anxiety amongst employees worldwide. Such circumstances have resulted in focusing on soft skills as a top priority for L&D teams.
(Source: American Management Association)
Mercer | Mettl strongly believes that companies now have an opportunity to enhance their teams’ value in remarkable ways, with the next frontier in HR trends being superteams: combinations of people and technology leveraging their complementary abilities to pursue outcomes.
The objective is to go a step further after successfully forming teams that are:
The conventional annual performance review is steadily getting pushed out of future HR trends for quite some time now. Although gradual, this shift is here to stay in 2021. Such an assessment benefits the leadership, teams, and the entire organization immediately.
Offering colleagues a safe, confidential, and reliable feedback mechanism enables a company to gain valuable insights into its current leadership, teams, and overall organizational health.
360 feedback equips leaders with potent knowledge and insights into what is working and what isn’t. When using this feedback data correctly, decision-makers can take action quickly by helping employees improve and become better leaders and contributors.
Human resources industry statistics reveal that employee engagement levels have significantly dropped compared to pre-Covid-19 times. Therefore, people-leaders must invest in new strategies that make every professional feel valued, motivated and productive. It is imperative to continually gauge employee well-being and identify development areas. Such a holistic approach can help better manage remote employees.
This chapter highlights the critical employee engagement HR stats and trends to watch out for in 2021.
Cross-functional collaboration is a powerful tool that allows several teams and departments to remain aligned and work toward a goal together while increasing transparency and promoting diversity. We predict the rise of cross-functional collaboration as one of the top human resource trends in employee engagement as it helps improve:
Experts forecasting the emerging trends in human resource management for Mercer | Mettl have clearly defined that 2021 will be about moving beyond the conventional work-life balance. The focus will now be on employee mental health, with the goal to prevent burnout and dissatisfaction.
(Source: Deloitte Insights)
Incorporating well-being into the design of work supports well-being for individuals, teams and the organization. Of course, we cannot overlook that workplace stress also leads to physical health consequences. The same has prompted the World Health Organization (WHO) to classify burnout “resulting from chronic workplace stress that hasn’t been successfully managed” as a diagnosable health condition -why all recent trends in HR management revolve around well-being and belonging.
The idea for organizations is to take something personal and translate it into something that can have a broader impact beyond individual employees. The idea is to be more humane in the approach toward HRM.
2021 will witness a surge in experiments with more informal team-building and socialization methods, especially as employees continue to work remotely. Organizations will have to put serious thought and effort into rolling out employee engagement activities and initiatives that:
That is where gamification comes into play. Essentially, it’s the process of using game-based elements such as scoring systems, rewards, or a healthy workplace competition to ensure active workplace engagement.
Gamification will enhance employee engagement as game elements emerge as a vital part of:
We predict gamification will become an essential medium to make life at work, and by extension, the employee experience more fun and spark engagement among remote and dispersed workers.
High-potential (or HiPo) programs and organizational planning initiatives commonly focus on incubating talent with the potential to succeed in leadership positions. In 2021, organizations will continue to design these programs and initiatives to backfill the sparse leadership pipeline.
Based on ongoing workplace patterns, attitudes and HRM statistics, Mercer | Mettl predicts three major HR trends expected to dominate the high-potential identification and organizational planning landscape in 2021.
Performance management by employing assessments and evaluations accelerated in 2020 as many managers and their teams transitioned to working remotely. The drastic shift in working scenarios also witnessed more professionals expressing a keen interest in upgrading the value they brought to their organization.
For the past few years, organizations have relied on their HiPo and fast-track programs to prepare the next generation of leaders. In 2021, wise executives will fine-tune the said programs to better identify their best probable leaders using AI. It is primarily because of the growing realization that smart machine decisions are often better at eliminating biases and, therefore, making the best choices for the organization.
Analyzing the recent trends in HRM, we expect businesses to double down on their internal candidates’ development and growth as opposed to spending more on hiring external talent.
Diverse and future-ready internal mobility programs can empower both employer and employee to close the skills gap and achieve more with less in 2021.
Did you know that happy employees tend to be up to 20% more productive at work? (Source: Social Market Foundation http://smf.co.uk/wp-content/uploads/2015/10/Social-Market-Foundation-Publication-Briefing-CAGE-4-Are-happy-workers-more-productive-281015.pdf?)
And companies that provide a great employee experience outperform the S&P 500 by up to 122 percentage points! (Source: Glassdoor.com https://www.glassdoor.com/research/app/uploads/sites/2/2015/03/GD_Report_1-1.pdf)
Employee experience is more than just the latest buzzword topping the new trends in human resource management. A positive experience can have a significant impact on bottom-line KPIs, such as productivity and profit. In this chapter, we have elaborated on the key HR trends that will be the basis of employee experience strategies in 2021.
There are countless benefits of implementing diversity, equity and inclusion (DEI) initiatives in employee experience programs. From attracting the most qualified employees and creating a happy workforce with high job satisfaction to fostering innovation and greater financial success, the companies with the highest rates of diversity and inclusion are the ones that succeed.
As more organizations realize this, equity, diversity and inclusion will be a recurring theme across:
And several other people processes in 2021.
Companies will shift to make DEI a focal point of their organizational strategy, leaning into the daily realities of underrepresented groups.
The extensive digital push triggered by COVID-19 has paved the way for greater utilization of technology across all spheres of human resource management. 2021 will easily be the year when an increasing number of people leaders begin investing in a fully-featured digital workplace solution with elements such as:
The goal will be to continually heighten employee experience in a way that workers feel included and cooperative.
Recharge days- an HR trend made popular by startups in 2016 – has gained momentum continually. It involves allowing employees to take days off outside of their assigned leave entitlement. It allows them additional time off to support their mental health and well-being, a critical requirement during extended periods of working from home.
Holistic rewards and recognition strategies will continue to dominate recent trends in human resource management. Starting with meaningful remote employee benefits to a digital celebration of milestones, companies will go the virtual way to make their employees feel cherished at every step.
Global HR trends in 2021 are all about trusting employees to take time off when they need to, as long as they can meet performance objectives.
That translates into lesser restrictions and higher flexibility as a way to appreciate an employee’s professionalism, work ethics and dedication to perform well.
Thoughtful and timely rewards for employees in the right way can genuinely help bolster employee motivation and empowerment, directly impacting their well-being, productivity and loyalty.
This forecast covers the most significant HR trends and HR stats that will govern workplace decision-making in 2021, serving as a handbook for HR experts who want to upgrade their policies, programs and initiatives.
Which of these trends did you find the most helpful for your new HR approaches?
Please share your thoughts with us below.
Trends in human resource management define a focus on employee wellness as one of the top priorities for HR professionals in 2021. Most of the HR trends post-COVID emphasize developing soft-skills, adopting individual feedback systems, and a holistic approach toward workforce learning and development.
Every authentic HR statistics report highlights the following as the top human resource management trends that are here to stay for the next five years: human resource planning around skill development, 360-degree feedback instead of conventional annual reviews, flexible working arrangements, and a greater focus on rewards and recognition.
Recent trends in recruitment include advanced employer branding with greater emphasis on DEI policies. On the other hand, the top L&D trends in HRM focus on remote learning opportunities, AI-backed programs, and ongoing skills development.
Originally published February 22 2021, Updated February 22 2021